Gender often still determines the distribution of resources, tasks or responsibilities in an organization - sometimes more than competence or expertise.
Gender identity refers to the sex to which a person feels they belong. This does not necessarily have to be the same as the gender a person was assigned at birth. Gender identities are very diverse and labels can change, so there can be no binding or permanent definition. For example, people identify as trans*, inter*, non-binary, or cisgender. However, gender identities go beyond these labels. If gender-diversity is clearly underrepresented at the workplace, the minority groups is often unconsciously excluded or not taken into account - this is called a glass ceiling.
What you can do:
- Communicate in such a way that everyone feels they were intended: in a gender-sensitive manner in both internal and external communication.
- Ensure – particularly as regards the gender pay gap – equal pay for equal work.
- Support new role models for men, for instance when fathers take parental leave or would like to work on a part-time basis.
- Make sure that you put together teams with differing genders, and that you do not associate specific tasks with a specific gender.
- Offer part-time models for all genders, including in management positions.
Read more about the "Gender and gender identity" dimension in our link section.