1. Barriers & obstacles
There are many reasons why there are still so few women in leadership positions today. Obstacles are to be found both on the part of the companies and the women, our society and culture. We present you with the most important barriers and obstacles and thus possible fields of action.
2. Numbers, data, facts Is Germany really doing so poorly with regard to how many women are in leadership positions? What is the situation like in other countries? It is worth taking a look at the latest international figures and industries.
3. Best practice
We present you with the best-practice examples of well-known companies that have recognized the benefits of women in leadership positions and have been able to increase their number. Get inspired by their experiences and resourcefulness!
4. Approaches to the design
Working at the individual level is undoubtedly important to empower women and resolve their inner (gender role) conflicts and blockages. However, this cannot be the sole solution to the problem. Companies must also revise their HR processes and corporate structures as well as their lived culture and internal attitudes if they are really serious about gender equality in their company.
5.Benefits of mixed leadership
Mixed leadership is not just a nice perk that companies can adorn themselves with in glossy corporate brochures. There is powerful data demonstrating the economic benefits of having more women in leadership positions. We show you why gender equality is not only fair, but also smart.
6. Leadership styles: gender differences
Gender is not a decisive factor for differences in leadership style. Nevertheless, men and women exhibit different leadership preferences. We present these differences to you and illustrate which styles and in which context may be beneficial to your company.
7. New Work - new leadership?
New forms of work - new leadership requirements. In addition to transactional leadership elements, transformational leadership behavior is increasingly required. How do women in leadership positions significantly contribute to bringing about change in leadership culture?
8. The power of prejudices and unconscious bias
Everyone is subject to unconscious biases when it comes to evaluating situations and people. Even if we are aware of their existence, we cannot necessarily eliminate them.
9. Effective behavioral design
So-called unconscious biases, unconscious distortions of perception, are powerful. We teach you what HR managers and companies can do to reduce the impact of these biases and break free from outdated thought patterns.
10. Relevant HR processes as levers for more gender equality
Structural imbalances and non-transparent decision-making processes prevent equal opportunities for female applicants when filling management positions. We present how HR processes can contribute to more gender equality and show you successful examples from well-known companies.
11. Hierarchy-specific challenges for women in leadership
Power plays, political games, glass ceilings - every woman in leadership positions should be aware that taking on a leadership role is not just about pure task performance. We will demonstrate the role of micro-politics and the skills required to exude confidence as a woman in a male-dominated environment.