Learn from what works

Erfahren Sie mit Zurich Versicherung, wie Frauen finanzielle Kompetenz erlangen. Entdecken Sie das WIN Financial Awareness Programm, das nicht nur Wissen und Fähigkeiten im Finanzbereich vermittelt, sondern auch eine unterstützende Gemeinschaft aufbaut und personalisierte Dienstleistungen zur Stärkung des finanziellen Selbstvertrauens anbietet.

In times when Swiss companies are desperate for skilled employees due to the talent shortage, explore the positive impact that returnship programs are having from eight participating companies.

How can you push gender equality in the right direction at a faster pace? At Bain, a sponsorship program is key for ensuring the top management pipeline and retaining female leaders.

Involving employees pays off - learn what happens when the entire workforce sets the agenda for gender parity.

Join the ride: Along a compelling learning journey, PwC teaches the human skills needed to develop an inclusive mindset.

From storytelling to a real culture shift - learn how to use an impactful tool to change leadership behavior.

From speaker to role model - how to narrow the tech gap and attract more women to the industry.

UBS harnesses the power of their people and cultivates collaboration between the women’s employee network, the business and DE&I.

What happens if you put mentees in the driver's seat? Discover KPMG's tailored mentoring program's recipe for success.

Find out how SIX takes every employee on a shared journey towards an open, inclusive and growth-oriented culture.

How to engage the divisions in owning their diversity targets? Let them set their own!

The transition to parenthood is a high-risk time for employees. Read how Vontobel supports and retains female leaders in the 'rush hours' of life.

Starre, generalisierte Diversity-Ziele vorgeben? Erfahren Sie, was es ausmacht, wenn Swisscom die Eigenverantwortung der verschiedenen Geschäftsbereiche erhöht und diese in die Zielformulierung einbindet.

Ein massgeschneidertes internes Gehaltsmodellierungstool sorgt für faire Löhne und stärkt das Vertrauen der Mitarbeitenden.

SIX launches SPI Gender Equality Index for Switzerland, aligning their core business activities with their D&I Strategy.

An honest assessment of what a 'leader' looks like challenges the status quo and creates the climate for women to thrive.

A deep dive into the male and female perceptions of gender equality at work leads to open dialogue, higher engagement and critically: changing the appraisal process.

Bain's 'We Care' programme is changing the culture of care-giving as more men take up flex leave options and extended paternity leave.

48% of all PM Switzerland’s management level employees were women in 2020, smashing the target of 40% by end 2022.

Holiday camps for the children of Swiss Re employees solve the pressing problem of childcare during school breaks for their working parents.

Dow's Sponsorship Program is de-biased by self-nomination and busts the myth that 'there are no eligible women'

Change doesn’t happen overnight but by integrating top & grassroots initiatives @Citi successfully builds an inclusive culture.

Implementing a holistic 4 pillar pay equity framework led to decreasing the pay gap to under 1% - and keeping it there.

Leaders insisting on pay equity and undertaking serious independent analyses builds trust and a culture of inclusion.

Syngenta's 'Future of Work' program engages employees through co-creation of a new Flexible Workplace policy, innovative office floor plan and a comprehensive Employee Assistance Program.

A customised internal salary modelling tool ensures fair salaries and strengthens employee confidence.

The full pay flexibility deal allows new parents to decide how they want to manage the transition back to work.

Accenture's thriving Working Parents' Network attracts 30% men in its membership.

Looking beyond data helps Syngenta make pay equity a fundamental element of the company's culture rather than just a project to tick off.

"NextWave” holds leaders accountable for creating and embedding an inclusive culture.

Ein neuer kollektiver Arbeitsvertrag, der auf verbindliche Grundsätze basiert: Flexibles Arbeiten, gesunde Work-Life-Balance, gleiche Bezahlung und Nicht-Diskriminierung.

Women leadership targets and a CEO supported Diversity Board ensure more women at the top.

Der “driver seat” verschafft talentierten weiblichen Führungskräften Sichtbarkeit, indem er ihnen erlaubt, einen Monat lang im Chefsessel Platz zu nehmen.

The skywomen are empowered via mentoring in order to get involved in business decisions and shape the company future.

A highly effective way to increase transparency: a Dashboard provides real time D&I analytics helping to get leaders’ buy-in for action.

The 'Women at Bain' program, a strong network that acts as a support system to help women thrive during their careers.

Chances for promotions are equal for full-time and part-time employees thanks to a strong culture of flexible working.

The CEO and senior leaders publicly advocate diversity and inclusion as business imperative.

#sharethecare shifts the narrative from ‘caregiving is strictly a woman’s responsibility’ to ‘caregiving is for both parents’. A bold ambition aiming to cultural change.

A cross-divisional mentoring program connects women with more senior colleagues, increasing the bond between women internally and fostering belonging and career perspectives.

Building a Swiss-wide network to advance women’s leadership and inclusion.

Supporting mothers and fathers to perform at their best, both at work and at home with: Coaching sessions, flexible working options and an internal parent network.

Eye-opening sessions for male leaders to understand the challenges that women face in their careers.

A gender diversity checklist makes sure that women have equal chances in the recruiting process.

Equal salary certification makes sure that talent is paid fairly and equitably irrespective of gender.

A new collective employment contract with the binding principles of: Flexible working, healthy work-life balance, equal pay and no discrimination.

'Beyond Bias' workshops for all employees in order to learn how to act in a more inclusive way.

Analysis, targets and many practical steps to make change happen: e.g. proactive outreach to universities to increase the inflow of female candidates to 30%.

The business asked for more women and 'Excelle' was born: a program designed for women to learn, grow and share in technical roles.

A multi-pronged approach tackles recruitment, retention and promotion challenges for women to positive results.

The goal to become the most inclusive material science company in the world leads to innovative ways to retain women and grow the pipeline.

An interview template for hiring managers which is aligned to the corporate values, explicitly seeks inclusive mindset in candidates.