We emerge from the pandemic, organisations are testing new ways of working – from flexible to hybrid to remote working. Managers are struggling to keep people connected, productive and engaged. How do we ensure that inclusion doesn’t get lost in the process or inherent discriminations do not appear in these new ways of working? We need to rethink inclusion in the post-pandemic world.
Impact of the sanitary crisis on gender equality at work and how to avoid to discriminate further.
Webinar by Isabella Lenarduzzi for The Impact House 24th of August 2020.
In its latest survey, JUMP found that the female talent pool is there and waiting to participate in the skills revolution.
Common effort needs to come from governments, companies and from the women themselves.
Companies must provide real support to women in terms of offering more information and building a “work-life-learn” balance. They will also need to tackle the gender stereotypes and gender biases as well as their organisational culture to provide a work environment that is more inclusive and attractive to women.
Women that do not wish to be left behind in this race for digital and technological skills, need to take ownership of their future careers, build up their learning agility and open the discussion with their employer.
This educational package offers a comprehensive view on the gender career gap and gives concrete tips on bridging this gap. “Gender and Career transitions” was made possible through ESF financing and was created by Vlerick Management School, Ghent University and JUMP.
In 2014, we selected and published more than 100 corporate best practices in gender equality at the European level for the social partners. This Gender Equality Toolbox financed by the European Commission is a one-stop online facility promoting a selection of a wide range of practices initiated at workplace level or by national social partners focused on the following priorities: addressing gender roles, promoting women in decision-making, supporting work-life balance and tackling the gender pay gap.
In 2014, we selected and published more than 60 corporate best practices in gender equality for the Institute for the Equality of Women and Men. The aim of the database is to propose and promote the most diverse possible range of initiatives, solutions and programs relating to equal opportunity policies to constitute a source of inspiration for other organisations. This project has been made in partnership with AXIOM CP.