Bridging the Gap - Gender Equity in European Corporate Policies
First published on Sustainable Brands Japan, edited for Europe
A few weeks ago, I was chatting with my mum, a woman in her early sixties who has always been remarkably informed and in tune with the world around her. I was telling her about a conversation with my friend’s teenager, who is learning Japanese and was curious about my experience working for a Japanese company. As I recounted the story, I had to consciously remind myself to use they/them pronouns, sometimes slipping up and feeling a moment of frustration each time I did.
Curious as always, my mum asked, “What do they/them mean in this context?” I paused, slightly taken aback. How could someone so well-informed be entirely unaware of non-binary pronouns? It struck me that if my mum, intelligent, curious, and engaged, was unaware of this, how many others were equally in the dark?
This small moment highlighted a bigger issue: the gap in awareness about gender diversity and intersectionality, even among those who consider themselves informed. It’s one of the many reasons why we need more inclusive gender equity policies, especially in the workplace.
The Importance of Gender Equity and Intersectionality
Gender equity is more than achieving equal representation; it’s about creating workplaces that embrace diversity in all forms, including gender identity and intersectionality. A term coined by Kimberlé Crenshaw (1), intersectionality refers to the interconnected nature of social identities, such as gender, race, and class. In the workplace, this means ensuring policies support all employees, regardless of identity.Many European companies are leading the way, recognising that diversity is not just a moral imperative but a strategic advantage. Research consistently shows that diverse teams are more innovative, make better decisions, and drive better business performance.
Gender Equity in European Corporate Policies
Europe has been at the forefront of driving gender equity in corporate policies, with countries taking distinct approaches to inclusion.
Inclusive Hiring
To reduce unconscious bias, companies in the Netherlands and Germany are adopting gender-neutral job descriptions (2). In Germany, job postings commonly include “(m/w/d)”, male, female, or diverse, to indicate inclusivity. Meanwhile, Sweden’s Discrimination Act requires employers to actively strive for gender balance, reflecting the country’s broader cultural commitment to inclusivity (3).
Pay Equity
Iceland has set a global benchmark by making equal pay certification mandatory for companies, ensuring pay audits verify that men and women receive equal compensation for equal work. This policy has led to a measurable reduction in the gender pay gap (4).
In Germany, the Transparency in Wage Structures Act (5) allows employees to inquire about colleagues’ salaries, increasing transparency and reducing pay disparities. This level of openness is influencing other European nations, as seen in the EU Pay Transparency Directive, which requires member states to enhance salary transparency by 2026(6).
Career Advancement Initiatives
To break the glass ceiling, European companies are investing in mentorship and sponsorship programs that empower employees from diverse backgrounds and open leadership opportunities for all.
L’Oréal has been recognised for its commitment to gender equality, with women holding 54% of leadership roles and 30% of Executive Committee positions as of 2019. The company’s career development initiatives contribute to these achievements, and its inclusion in Bloomberg’s Gender-Equality Index highlights its dedication to an inclusive culture (7).
Chubb has implemented a Sponsorship Program (8), pairing executive sponsors with high-potential women to mentor and prepare them for leadership roles. This initiative underscores Chubb’s commitment to advancing gender diversity in executive leadership.
Metrics for Success
Gender equity efforts in Europe are data-driven, with clear targets for measuring progress:
Siemens aims for 30% female representation in top leadership positions by 2030. In 2023, 28% of these roles were already filled by women, showing steady progress.
SAP reports that women hold 29.7% of management positions and 35.2% of the overall workforce, using internal tracking tools to monitor these figures (10).
These metrics provide transparency and accountability, encouraging other companies to follow suit.
Intersectionality in Practice
Companies are also adopting an intersectional approach to DEI:
The European Investment Bank (EIB) has set a target to achieve at least 40% female representation in management by 2026. Its DEI strategy also promotes accessibility and equal opportunities for people with disabilities (11).
Rolls-Royce has launched the “Being Like Me” program, which encourages employees to share personal stories to foster psychological safety and inclusion (12).
Implementing intersectional practices ensures that diversity and inclusion efforts are comprehensive and considerate of the multifaceted nature of individual identities.
A Personal Reflection
Reflecting on the conversation with my mum, I realised that awareness is the first step toward achieving gender equity. If someone as informed as her was unaware of non-binary pronouns, how many more people are left in the dark?
This moment, though small, underscores the importance of inclusive gender policies and intersectionality. It highlights the need for continuous education, not just within families but also in the workplace.
In Europe, change is happening when companies take deliberate steps toward gender equity, backed by transparent metrics and inclusive policies. But to truly bridge the gap, we need to go beyond policies and create a culture of awareness and understanding.
And maybe one day, conversations like the one I had with my mum won’t be necessary because gender inclusivity will be the norm, not the exception. Until then, we need to keep pushing for change, one conversation at a time.
References
Columbia Law School, ‘Kimberlé Crenshaw on Intersectionality, More than Two Decades Later’ https://www.law.columbia.edu/
Arbeitnow, ‘What does m/w/d or m/f/d mean in job postings in Germany?’ https://www.arbeitnow.com/
European Institute for Gender Equality, ‘Gender Equality in Academia and Research - GEAR tool’ https://eige.europa.eu/
Government of Iceland, ‘Equal Pay Certification’ https://www.government.is
Federal Ministry of Justice, ‘The Act to promote Transparency in Wage Structures among Women and Men’, https://www.gesetze-im-internet.de
Deloitte, ‘The EU Pay Transparency Directive’ https://www.deloitte.com
L’Oréal Finance, ‘L’Oréal recognised as a leader in gender equality’ https://www.loreal-finance.com
Chubb, ‘Accelerating Opportunities for Women’ https://about.chubb.com
Siemens Energy, ‘Diversity is a fact, inclusion is a choice - choose inclusion‘ https://www.siemens-energy.com
SAP, ‘Social Data Report 2023’ https://www.sap.com
European Investing Bank, ‘Diversity, Equity and Inclusion at the EIB Group’ https://www.eib.org
Financial Times, ‘Rolls-Royce hardwires inclusion into its systems’ https://www.ft.com
