Key Findings 2022 Recommendations 2022
Key Findings 2022 Recommendations 2022
We analyzed the HR data of 385’000 employees from 104 companies and organizations in Switzerland, of which 132’000 employees are in management positions. 67 organizations are Advance member companies, of which 35 also participated in the St.Gallen Diversity Benchmarking, meaning that they invest in an annual detailed analysis of their HR data and compare their results with those of their peers. 32 organizations participated in the St.Gallen Diversity Benchmarking only and are not Advance member companies.
The Advance & HSG Gender Intelligence Report is the only report in Switzerland that is based on anonymized raw data provided by participating companies on a yearly basis. Consistent key performance indicators (KPIs) using the same formula and the same type of data for all companies have been calculated, which provide transparency on the progress of gender diversity in the Swiss workplace. The methodology allows for an objective, transparent comparison of results between companies. For companies interested in a more detailed analysis of their performance on such KPIs, the St. Gallen Diversity Benchmarking allows deeper in-company analysis and cross-company comparison.
The analysis is based on five hierarchical levels: nonmanagement, lowest management, lower management, middle management and top management. They are defined according to the Swiss Earnings Structure Survey of the Federal Statistical Office and are also used by Logib, the Federal Government’s equal pay self-test tool.
To illustrate progress or setbacks, we work with indices which we also recommend using when you interpret your own company’s diversity KPIs. We are often asked how to interpret results, set internal diversity benchmarks or how to evaluate HR numbers. Here is how we do it in this report:
We compare the gender distribution at every step along the employee life cycle (i.e. new hires, departures, promotions etc.) with the existing gender distribution in the relevant group. For instance, to assess whether women are hired for management positions at an adequate rate, we compare the gender ratio of newly hired female managers with the gender ratio of the female managers already working in the company. For example: Today, a company has a 23% share of women in middle management.
This rate could be improved if more than 23% of new hires for this level were women. This practice establishes how results from recruitment, promotions and turnover impact the existing gender distributions in the companies. Thus, you can see at one glance whether a result has a positive or negative effect on women’s representation.
The Gender Intelligence Report 2022 includes analyses by industry. To do this, participating companies were sorted into 7 industries: banking, consulting, insurance, media, MEM, pharma/med-tech and Public sector. Organizations were sorted into the industry that fit best. A handful of companies could not be assigned to any industry because there were not enough participating companies from their industry to build a sample of sufficient size .
A note on nomenclature: “MEM” industries, as used in this report, includes not only the “typical” machine, electrical, and mechanical engineering companies but also other companies with similar structures and in related fields.
This year’s Gender Intelligence Report also includes metrics derived from an organization-level questionnaire. The questions aim to reveal implemented I&D measures (such as diversity and inclusion goals or I&D or unconscious bias trainings) and policies (such as a sexual harassment policy). One representative (usually placed in an I&D and / or HR function) filled out the questionnaire per organization.