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Editorial by Isabella Lenarduzzi,
Founder of JUMP

Do we need a chief happiness officer to have satisfied employees?

Happiness is a complex feeling that does not only depend on our work. Having a C.H.O could even be perceived as an obligation for us to feel happy. Yet as our companies do not cover all the factors needed to achieve happiness, this might make us even more frustrated. Why don’t we start first with simple respect? Would it not be better to work on transforming our organisation’s culture for more inclusion?

A few years ago, I attended a presentation of the “Great Place To Work” label in Madrid. I asked them if they included an diversity indicator and if the results of the satisfaction questionnaire were gendered (analysed by sex). The manager replied, “We did look at that a few years ago but we don’t anymore...

14
FEB
2019

JUMP Hub Brussels - How to build and evolve your diversity network strategy for more impact

14
MAY
2019

JUMP Hub Brussels - Customized career paths: how to manage the different career phases for more gender balance

26
MAR
2019

JUMP Forum Brussels - Digital transformation: How to turn risk into opportunity for gender equality

18
JUNE
2019

Forum JUMP Paris - La transformation digitale : comment faire d’un risque une opportunité pour l’égalité ?

26
SEP
2019

JUMP Hub Brussels - How to drive cultural change and build allies for gender balance

28
NOV
2019

JUMP Hub Brussels - Inclusion and well-being at work : how to build a workplace free from sexism & inacceptable behaviours

SEE ALL EVENTS

If you think you’re doing a good job of measuring inclusion, think again

HIGHLIGHTS ALISON MAITLAND & REBEKAH STEELE | LINKEDIN

Are your inclusion measures helping you achieve your critical business goals? Or are blind spots obscuring the path to better results? Companies need to address the whole of inclusion — feelings, actions, and organizational factors – to know what they need to do differently to face the business challenges ahead. Consider this case at a multinational conglomerate.

Don’t put Career Self-Care on the back-burner

ADVANCE YOUR CAREER 3PLUSINTERNATIONAL.COM

Have you noticed that as the year comes to an end, there is quite often a contradictory mix of things happening at the same time. We frequently make next years’ business plan in the middle of closing the quarter and the year. It’s a strange combination of winding down and ramping up! It is also a stressful and busy time of the year for many personally. For those who are involved in the holiday season there are masses of other obligations and distractions from family and friends. Some of them are welcome. Some truthfully are a pain.

Kantar and Women Political Leaders Announce the Launch of The Reykjavik Index for Leadership

LATEST RESEARCH GRACE LOWN | KANTAR PUBLIC

Women Political Leaders (WPL) and Kantar are proud to announce the launch of the Reykjavik Index for Leadership. The Reykjavik Index for Leadership measures how people feel about women in leadership. It measures the perceived legitimacy of male and female...

Mannen zijn de norm in de wetenschap, ten koste van vrouwelijk talent

LATEST RESEARCH DOOR FRANS VAN HEEST | SCIENCEGUIDE.NL

Het zijn altijd vrouwen die zich moeten aanpassen om een carrière te maken in de wetenschap. Selectiecommissies stellen zichzelf nauwelijks de vraag of zij zich anders moeten opstellen, blijkt uit onderzoek van de Radboud Universiteit. Onderzoekers van de Radboud Universiteit hebben in zes verschillende Europese landen onderzoek...

12 HABITS TO MANAGE SUCCESSFULLY MULTIPLE GENERATIONS

CORPORATE PRACTICES THAIS COMPOINT | DECLIC INTERNATIONAL

This is the third and final part of a three-part blog series that explores generational inclusion: key concepts, myths, trends, facts, barriers and enablers. I’m focusing on what you need to know and to do as a leader to build bridges, rather than walls, between people and create an inclusive...

Economic Gains from Gender Inclusion: Even Greater than You Thought

LATEST RESEARCH CHRISTINE LAGARDE, JONATHAN D. OSTRY | IMF BLOG

Despite some progress, the gaps in labor force participation between men and women remain large. To take just one example, no advanced or middle-income economy has reduced the gender gap below 7 percentage points.

GALION GENDER AGREEMENT

CORPORATE PRACTICES THE GALION PROJECT

De nombreuses études prouvent le lien entre féminisation et croissance des entreprises. C’est pourquoi The Galion Project met à la disposition des entrepreneurs de la Tech le Gender Agreement, un outil pour les aider à instaurer un meilleur équilibre hommes/femmes dans leurs équipes.

Mannelijke managers met een dochter voeren een beter diversiteitsbeleid – klopt dit wel?

ENGAGING MEN RONALD VELDHUIZEN | VOLKSKRANT.NL

Van wie komt die claim? Als je je baas voor het uitkiezen hebt, kies er dan een met een dochter. Er zou zoiets bestaan als een ‘dochtereffect’:

Women in the Workplace 2018

CORPORATE PRACTICES MCKINSEY.COM

Progress on gender diversity at work has stalled. To achieve equality, companies must turn good intentions into concrete action. Companies report that they are highly committed to gender diversity. But that commitment has not translated into meaningful progress. The proportion of women at every level in corporate America has hardly changed. Progress isn’t just slow. It’s stalled.

AGIR CONTRE LES VIOLENCES FAITES AUX FEMMES : GUIDE POUR LES ENTREPRISES

CORPORATE PRACTICES CARVE | POUR LA SOLIDARITÉ

Les violences basées sur le genre ne doivent plus rester une question privée ! Forts de cette conviction, les partenaires du projet européen CARVE – Companies Against Gender Violence ont réalisé un guide de bonnes pratiques et recommandations à l’intention des entreprises. Loin d’être épargnées, les entreprises subissent elles aussi les violences de genre ...

Women in management: Underrepresented and overstretched?

LATEST RESEARCH EUROFOUND

This policy brief focuses on women who have overcome the barriers and advanced into management. It shows that, despite rising participation in the labour force, women’s careers remain concentrated in specific jobs and economic sectors, and their career mobility and advancement remain limited.

engageMEN: L´Oréal contagiará su diversidad a otras compañías

CORPORATE PRACTICES MUJERES & CIA

El presidente de L´Oréal España, Juan Alonso de Lomas, se compromete con la iniciativa engageMEN a crear un crossmentoring con diez altas directivas de la compañía para contagiar sus políticas de igualdad. Ana Rojo, Ceo de Douglas, ha participado de los retos engageMEN celebrados en la gala Top 100 Mujeres Líderes de España.

Books

“L’amour après #MeToo”, l’ouvrage qui va révolutionner la drague

BOOKS FIONA SCHMIDT | RTL GIRLS

Comment draguer une femme, un an après #MeToo ? C’est la question à laquelle répond la journaliste et auteure Fiona Schmidt, dans son livre L’amour après #MeToo, traité de séduction à l’usage des hommes qui ne savent plus comment parler aux femmes.
Plus qu’un simple guide de drague, Fiona Schmidt décortique dans cet ouvrage les rouages des relations...

Mineke Schipper: “Zeg #hetoo in plaats van #metoo, dan bedoel je: hij heeft het ook gedaan”

BOOKS MINEKE SCHIPPER | NWS

Zelfs in de 21e eeuw hebben mannen nog steeds meer macht dan vrouwen. Mineke Schipper (79), emeritus hoogleraar interculturele literatuurwetenschap aan de Universiteit Leiden, vroeg zich af hoe dat verschil in aanzien tussen mannen en vrouwen ontstaan is en schreef er een boek over: “Heuvels van het paradijs. Een geschiedenis van macht en onmacht.”

"Feminismo Terapéutico"

written by
MARÍA FORNET

"Pourquoi pas moi? un roman de Sabr Debbah"

written by
SABR ABOU-IBRAHIMI

"Une histoire de genre"

written by
FLORA EVENO

SEE ALL BOOKS

Gita Gopinath, première femme cheffe économiste du FMI

INSPIRING WOMEN SOPHIE AMSILI | LES ECHOS

L’Américaine d’origine indienne est spécialiste des taux. Les départements de recherche du FMI, de la Banque mondiale et de l’OCDE sont désormais pilotés par des femmes. Le Fonds monétaire international (FMI) se féminise pas à pas. L’institution de Washington a annoncé lundi avoir nommé Gita Gopinath au poste de chef économiste en remplacement de Maurice Obstfeld, qui part à la retraite à la fin de l’année. Elle sera ainsi la première femme nommée à ce poste.

Line Pélissier, Diversity Director, Orange

INSPIRING WOMEN EUROPEAN NETWORK FOR WOMEN IN LEADERSHIP

Orange, our Premium Partner, has been a thought leader in the field of corporate diversity and became the first group that received the Gender Equality European & International Standard (GEEIS) certification. We had the pleasure of interviewing our Board Member Line Pélissier, Diversity Director at Orange, who shared with us some of Orange’s best practices and benefits of diversity. What inspired you to study finance and...

Les femmes préfèrent travailler avec d’autres femmes qu’avec des hommes

EVERYDAY SEXISM BARTHÉLEMY DONT | SLATE

Deux sociologues nord-américaines, Wen Fan et Yue Qian, ont étudié le bien-être au travail en fonction du genre des travailleurs et des travailleuses et de celui de leurs collègues. L’une de leurs découvertes est que les femmes sont bien plus heureuses lorsqu’elles travaillent avec d’autres femmes.

Quota opleggen? Een goede start!

EDUCATION & ECONOMY CARMINA COENEN | TRENDS

Een nieuwe gouverneur voor Oost-Vlaanderen? De vrouwelijke kandidaat geeft ontgoocheld op. Een nieuwe directeur voor de Nationale Bank van België? Er valt zelfs geen vrouwelijke kandidaat te bespeuren. Meteen laaide de discussie over opgelegde quota voor meer vrouwen weer hoog op. Voor Carmina Coenen, director solution engineering bij Salesforce,...

Rework, la transition professionnelle au féminin

INSPIRING WOMEN MGTRANSITION

Deux femmes s’associent pour proposer un parcours d’accompagnement inédit, à destination d’autres femmes ayant interrompu leur carrière (volontairement ou non) et désireuses de se remettre à l’emploi. Rework – 7 clés pour remettre sa carrière sur PLAY est un parcours de 3 jours, en groupe, qui s’adresse spécifiquement aux femmes qui...

Why banter needs to be redefined

EVERYDAY SEXISM 3PLUS INTERNATIONAL

To make workplaces more inclusive, banter needs to be redefined Banter is defined as: the playful and friendly exchange of teasing remarks. The dictionary says; “There was much good-natured banter”. Banter typically takes place between peers with witty and equal repartee. Whether it’s at school, at home between siblings, in the locker room or in the office, there will always be comments thrown around in jest. Humour is vital to the work experience and life in general after all But banter needs to be redefined, so that it no longer is no longer an excuse for hurtful or politically incorrect dialogue.

France: Comment les entreprises vont mesurer les inégalités hommes-femmes

POLITICS & MEDIA CÉCILE MAILLARD | L'USINE NOUVELLE

Le ministère du Travail a présenté l'”index” qui permettra aux entreprises de mesurer les inégalités entre hommes et femmes et de les corriger dans les trois ans à venir, sous peine d’être exposées à des sanctions financières pouvant atteindre 1% de leur masse salariale. Bizarrement, syndicats et patronat applaudissent de concert.

5 SIMPLE QUESTIONS TO GET THE GENDER EQUALITY CONVERSATION STARTED IN YOUR ORGANIZATION: #4

CORPORATE PRACTICES JULIE KRATZ | PIVOT POINT

It is important to recognize behavior that you want to happen again. Rarely are companies getting gender equality right all of the time. We need to meet our allies where they are at, and acknowledge attempts at positive change. Most often, when consulting and speaking with organizations about gender equality, ...

Discover Your Personal Brand

ADVANCE YOUR CAREER TRACY ATKINSON | MEDIUM

Before creating a personal brand, you need to understand what one is. Of course, it is easy to think of branding when it comes to McDonald’s or Disney. As soon as you hear either of those company names, you immediately picture something in your head that represents each of those brands. I picture burgers and fries when I hear McDonald’s and...

TRAININGS TO BOOST
GENDER EQUALITY AT WORK

WORKSHOPS

available in FR/ENG/NL


1.	The power of gender diversity and inclusion

2.	How to manage a double career couple

3.	Build up your influence

4.	Personal branding

5.	How to develop my inclusive leadership

Brochure EN / FR / NL

The corporate gender equality network

FEBRUARY 14, 2019
Brussels

How to build and evolve your diversity network strategy for more impact

GUEST SPEAKERS

VERONIKA HUCKE
Diversity expert, D&I Strategy & Solutions, author of « Unconsciously biased: employee networks 4.0 »

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14
MAY 2019

Brussels
Customized career paths: how to manage the different career phases for more gender balance

26
SEP 2019

Brussels
How to drive cultural change and build allies for gender balance

28
NOV 2019

Brussels
Inclusion and well-being at work : how to build a workplace free from sexism & inacceptable behaviours

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BRUSSELS

The 12 Hidden Crises Professional Women Face and How To Overcome Them

WORK-LIFE BALANCE KATHY CAPRINO | LINKEDIN

Part of Kathy Caprino’s series “Finding Brave To Build a Happier Life and Career” I spent 18 years in corporate life that had some great high points, but also a number of very significant challenges that turned into full-blown crises. These serious crises included sexual harassment, gender discrimination, ...

Innovate! Run A Strategic Debate On Gender For The C-Suite

CORPORATE PRACTICES AVIVAH WITTENBERG-COX CONTRIBUTOR | FORBES

“We are organizing our first-ever Women in Tech conference,” a senior VP from a large engineering company called to tell me recently, “and we want to invite you to speak.” When I asked her to outline what she was after, she described a situation I hear regularly. “There are less than 10% women in senior roles in the organization, ...

To quota or not to quota, that is the question?

CORPORATE PRACTICES MAGALI ANDERSON | L'USINE NOUVELLE

Il était certain en démarrant ce blog que viendrait inéluctablement un jour où je devrais me frotter à une question plus polémique que celles abordées jusque-là. Ce jour est arrivé, nous allons aborder le sujet très controversé des quotas ! En effet, bien que je souhaite en parler depuis longtemps, je repousse cet article à plus tard...

The Most Irritating Conversation Habit and How to Change It

EVERYDAY SEXISM MARCIA REYNOLDS | 3PLUS INTERNATIONAL

Mansplaining is a bad conversation habit that needs to be stopped. Often we talk without thinking of any conversation habit we might have. But these habits could be making a very negative impression without you even realising. There are many conversation habits that can inhibit, or even stop others from wanting to interact with you. When you constantly interrupt, listen to point out more errors than good points, or fiddle with your jewelry, keys, or parts of your body while someone is talking readily come to mind. The worst habit of all is assuming the person or group...

Whether a Husband Identifies as a Breadwinner Depends on Whether He Respects His Wife’s Career — Not on How Much She Earns

LATEST RESEARCH ERIN REID | HARVARD BUSINESS REVIEW

Professional careers are notorious for demanding that people be single-mindedly devoted to work. It’s a demand that is often especially acute for men, who face rigid expectations that being a successful man requires having a successful career, and that “success” means power and money. Men have traditionally satisfied these expectations by taking on the role of a work-devoted breadwinner, supported by a wife who does not work or who places his career first.

It’s time we address the male bias in workplace design

CORPORATE PRACTICES FEMICITY FROM ARCHIURBAIN

The societal perceptions of gender are changing. Traditional male and female identities and roles are being questioned and re-defined. In the current gender and identity landscapes, it is very important that the design of workplaces supports and enables the ownership and acceptance within this discourse of gender-fluidity.

La maternité est-elle un frein à l’évolution professionnelle ?

CORPORATE PRACTICES YASMINE BELHO | MYRHLINE

Avoir un enfant peut avoir des conséquences lourdes pour la carrière d’une femme : mythe ou réalité ? Explications ! D’après une étude récente, environ 64% des femmes déclarent que leur maternité est un frein à leur carrière. Souvent, les employeurs pensent qu’elles ne seront pas beaucoup disponibles notamment le soir, ...

Prejudice against female leaders more common than we think, says new research

LATEST RESEARCH TARLA LAMBERT | WOMEN'S AGENDA

Attitudes against female leaders in the workplace are more prejudiced than we think, according to new research. The study, from Heinrich-Heine-University Düsseldorf in Germany, examined people’s true thoughts about female leaders using a randomised...

Une étude souligne la discrimination des femmes pour l’accès à des emplois «masculins»

LATEST RESEARCH AFP | LIBÉRATION

Nadia Murad, one of two winners of the 2018 Nobel Peace Prize, was recognized for her globe-spanning campaign to end sexual violence as a weapon of war. A slender, frail young woman with gentle manners, Murad nevertheless became a forceful advocate for change, speaking to the United Nations and to governing bodies around the world.

SEXISM AT WORK IS WORSE THAN WE THINK

LATEST RESEARCH OLIVIA PETTER | THE INDEPENDENT

Even in 2018, prejudice towards women in powerful roles is widespread – but new research claims the problem is worse than statistics might indicate. While there have been numerous surveys conducted on the topic, a team of German professors claim these may not accurately represent the scale of the problem because people don’t give honest answers unless...

CAnne Rigail prend les commandes d’Air France

INSPIRING WOMEN VALÉRIE COLLET | LEFIGARO.FR

Air France sera dirigée pour la première fois par une femme. Anne Rigail a effectué toute sa carrière au sein de la compagnie tricolore. Une femme à la tête d’Air France. Anne Rigail, 49 ans, actuellement directrice générale adjointe client d’Air France, a été nommée directrice générale de la compagnie en remplacement de Franck Terner. Un conseil d’administration s’est...

How Open Plan Offices Kill Diversity and Equality

CORPORATE PRACTICES GEOFFREY JAMES | INC.COM

In a previous column, I explained why open plan offices are now officially the dumbest management fad of all time. According to numerous peer-reviewed studies over the past three decades, open plan offices decrease productivity, make employees sick, and reduce morale. They neither save money nor increase “collaboration.” Why are so many companies (i.e. so many top executives) embracing a strategy that’s so obviously unproductive and which employees almost universally dislike?

Why Do Women Earn Less Than Men? Evidence from Bus and Train Operators

LATEST RESEARCH VALENTIN BOLOTNYY | HARVARD UNIVERSITY

Even in a unionized environment where work tasks are similar, hourly wages are identical, and tenure dictates promotions, female workers earn $0.89 on the male-worker dollar (weekly earnings). We use confidential administrative data on bus and train operators from the Massachusetts Bay Transportation Authority (MBTA) to show that the weekly earnings gap can be explained by the workplace choices that women and men make.

« T’es entrepreneuse donc… » : quand les femmes entrepreneures s’attaquent aux clichés !

EVERYDAY SEXISM LAURIE-ANNE LECERF | ELLE

Elles ont créé leur boîte et on les a taxées de « carriériste », de « mauvaise mère » ou encore de « minette ». Les entrepreneures poussent aujourd’hui un coup de gueule contre ces clichés. Sarah Azan et Hannah Oiknine, ...

[Trophées des femmes de l’industrie] Magali Anderson (LafargeHolcim), prix de la Femme de l’international

INSPIRING WOMEN L'USINE NOUVELLE

Le 25 septembre, L’Usine Nouvelle a remis les Trophées des femmes de l’industrie. Magali Anderson, de LafargeHolcim, a reçu le Trophée de la Femme de l’international. Retrouvez les portraits des femmes talentueuses nommées dans sa catégorie.

“#MeToo was één laagje, maar daaronder zit nog zoveel meer”

EVERYDAY SEXISM JOZEFIEN DAELEMANS | CHARLIEMAG.BE

Vandaag is het exact een jaar geleden dat de hashtag #MeToo viraal ging. Miljoenen mensen deelden hun verhaal rond seksueel geweld en grensoverschrijdend gedrag en hooggeplaatste figuren vielen van hun voetstuk. Vandaag praten we erover met seksuoloog Wim Slabbinck. Voor welke culturele shift heeft #MeToo gezorgd...