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Gender Equality at Work

How to promote genuine equal opportunities for women and men?

Gender equality in the workplace goes far beyond equal pay. Wage differences often reflect other, more deep-seated inequalities throughout the employment process within an organisation. Based on the leaky pipeline literature, which analyses gender imbalances by increasing hierarchy levels, CORESO offers a comprehensive solution to identify sources of inequality and corrective measures for private and public entities.


Collaboration with the Swiss government

Find out how the Canton of Vaud in Switzerland is working towards a systemic compliance with equal pay in public procurement and subsidies, and how our work contributes to this commitment. Discover our project here.

Interactive workshop for the continuing education programme of the University of Geneva

The awareness of professionals is essential to effectively deal with issues within one's organisation, especially when it comes to sensitive issues. It is equally important to properly assess how broad and complex those issues are. In this context, we presented in collaboration with our affiliates Roman Graf and Begoña Lopez at the training programme of the University of Geneva (UNIGE) on equality and the labour market in Switzerland.

The CORESO team virtually facilitated a collective intelligence workshop with the aim of identifying factors of gender-related inequalities at work and evaluating the feasibility of countermeasures.

Thanks to the engaging participation from group members with different professional backgrounds, most of them from human resources, we had a rich and conclusive exchange. The conclusions of this workshop were shared with the group at the end of the session through a report.

Our support in the analysis and reduction of inequalities

1. Assessment: Study of the organisational dynamics by valuing collaboration with human resources. The aim is to "take a picture" of the current situation of the concerned entity. This is done through statistical analysis and by targeting properly the stakeholders to involve, such as staff from different functions and hierarchical levels.

  • A comprehensive, descriptive examination of your organisation's gender status.
  • Pull great value from existing experience, data and knowledge within your organisation.

2. In-depth analysis: Organisation of participatory workshops in combination with previously obtained statistical information to visualise the career paths using the overall dynamics of the system. The aim is to collect greater human and digital input to build a computational model that can quantify the issues at stake, measure both direct and indirect effects and, eventually, identify possible sources of inequality.

  • Identification of key mechanisms to avoid false leads.
  • An inclusive process better accepted by your staff members.

3. Decision-making: Proposal of corrective actions through participatory methodologies and what-if analysis using the computational model.

  • Identification of the most promising actions to be taken.
  • A process that enables evidence-based decision making.

Advantages of collective intelligence workshops:

  • Better adoption of actions.
  • Creation of reliable models adapted to reality.
  • Gather different perspectives from the field for a more concrete and broad understanding of the whole system related to the difficulties encountered.
  • First lever for action during an exposed problematic.
  • Face-to-face, virtual or hybrid delivery.

Advantages of computational models:

  • Visualisation of the particular dynamics of a system and the processes that lead to imbalances; often unknown and cumulative.
  • Impact assessment through relational data for more tangible results.
  • Tool for monitoring the evolution of implemented measures and do a comparison over the years ahead.
  • More effective decision-making through simulation of highly adapted scenarios.

We can meet this challenge. What about yours?

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