Sandra Babylon’s Post

Excited to see our research on gender differences in media coverage of corporate leaders featured on tagesschau.de. We find that... 1) ...articles about female board members contain more references to gender (“woman” or “female”) and family (“mother”, “family”, “daughter”, “child”, …). 2) ...terms related to business & economy as well as leadership, power & competition (“boss”, “to win”, “strategy”, “to assert”, …) are more prevalent in articles on men. 3) ... the prevalence of family-related language in articles on female board members is not in line with socio-demographic characteristics: women in managerial roles in German representative data are actually less likely married and less likely to live with children in the household. https://lnkd.in/dBbrBZY9 Katharina Wrohlich Lavinia Kinne

Happy #internationalwomensday2024 - while it is kind of sad that we still need this day to highlight women’s contribution and still existing inequality of pay and career opportunities not to talk of physical and emotional integrity, it is also a great occasion to point out the still untapped economic potential that lies in the underleverage of #femalepower. This is true for the worldwide economy as well as for single organizations and teams. Countless studies show the #resilience and innovative power of diverse #leadershipteams which take better decisions, tend to be more creative, #empathetic and #self-reflective. Closing the gender gap is an overdue step into a better, healthier and more prosperous working life. Celebrating women today means celebrating life in all its facets and colours, embracing the divers potential that each individual can contribute to make this world a better place. #internationalwomensday2024 #diversityrocks #femalepotential #beyondgenderinequality #InspireInclusion #betterleadership #betterworld #Weltfrauentag #dei #closethegendergap #womenempowerment #womeninbiz #women #diversityandinclusion #coaching #executivecoaching #teamcoaching #leadershiptraining #organisationsentwicklung #sheconomy

By the end of 2025, the aim is to ensure equal participation of women and men in management positions in the federal administration. In mid-2023, it was 45 percent. -- #womenexecutives #womenempowerment #womenleaders #genderdiversity

A really interesting and informative new report from the Allbright Foundation highlighting how far Germany remains behind the UK in terms of the proportion of women in top management positions. Interestingly the top 40 DAX companies are doing the best but progress generally remains very slow. The report also highlights how Germany is not only lagging well behind the UK but also a number of other European countries citing France and Sweden in particular. The application of quotas in Germany in contrast to the UK doesn't seem to be helping with the report flagging alternative constructive steps taken here in the UK resulting in far more progress. Interesting and relevant topics which we will also be revisiting as part of the German British Roundtable schedule of events in 2025. Fidelio Partners' German British Roundtable German British Chamber of Industry and Commerce Gillian Karran-Cumberlege Milly Norman Mark Cumberlege Allbright Foundation John Hammond Dr Ulrich Hoppe Fidar Frauen in die Aufsichtsräte

How do women overcome the feeling of #imposter syndrome? In our work with #MINT talents, we often encounter women who are holding themselves back in their careers. In order to still encourage them to take the next career step, our co-founders Emmelie and Natalia shared five methods that have proven successful in the following article at Business Punk: https://lnkd.in/e_JMrJnC

The project, "Making the Future Visible: 100 Innovative Women in Tech" researched trailblazing women in tech, and they found that the future of women and girls is bright in the industry -- and it's largely because of the era of digital transformation. "Digital transformation is opening up new opportunities for women." With the shakeup of structures from new tech, there's space to add some more disruption in the form of greater gender equality. Women can and should help guide this process, and take on larger positions within the field. #DX #DigitalTransformation #WomenInTech

In today's world, it's crucial to recognize and address the gender pay gap, and articles like this one from Spiegel shows the importance of such efforts. The CEO, Henrike von Platen, eloquently explains how the gender pay gap affects us all, emphasizing the necessity of equal pay for equal work. The article brilliantly highlights that achieving pay equity is not just a women's issue, but a societal one. It underscores the economic and social benefits of closing the gender pay gap, making it clear that everyone stands to gain when we create fairer workplaces. Henrike's insights serve as a powerful reminder that the journey towards pay equity requires collective effort. It's not just about compliance; it's about fostering an environment where everyone feels valued and fairly rewarded for their contributions. The importance of non-profit organizations like FPI Fair Pay Innovation Lab gGmbH cannot be overstated. They play a pivotal role in driving change and raising awareness. Let's continue to champion equal pay and support initiatives that promote fairness in the workplace. Every step we take brings us closer to a world where equal work truly means equal pay. #EqualPay #FairPay #GenderEquality #FPI #FairWorkplaces https://lnkd.in/ejNKx_wd

Gender equality in the workplace is a topic that many companies claim to be committed to. But what is the reality in Germany? A recent survey commissioned by Michelin shows that only 16.8 per cent of German women feel they have equal career opportunities. As a mother of two children and in my role as president and CEO at Michelin Europe North, I know how challenging it can be to balance career goals and family. That's why I'm proud that gender diversity is not just a buzzword at Michelin, but a way of life. For us, different personalities, attitudes and cultures are the key to sustainable success. Our goal is clear: to create a working environment that allows our employees to balance work and family life, laying the foundations for long-term equality. Looking at our head office in Frankfurt am Main, Germany, shows, that we’re on the right track: almost half of the people working here are female. Read more about the survey.

🌈 It's International Day Against Homophobia, Biphobia, Interphobia, and Transphobia (IDAHOBIT) today! 🏳️⚧️🏳️🌈Due to ongoing discrimination, fear of facing rejection and possible negative impacts a majority of queer people still choose to stay hidden and by that give up on reaching their full potential. 🫱🏿🫲🏼 In our fight against homophobia, biphobia, interphobia, and transphobia Allyship is crucial. ✨Thank you to everyone who stands up for LGBTQ+ equality and actively combats discrimination. 💪🏼 The lives of queer people remain deeply affected by discrimination and prejudice. By standing together and raising our voices, we can create a world where everyone feels seen, heard, and valued. 📢 Raising awareness is essential to validate identities, empower individuals, and promote understanding and acceptance. #IDAHOBIT #PrideNetwork #InclusionMatters #ARCO Commerzbank AG

Great interview in German business magazine Capital Magazin on Women in Private Equity with our advisory board member Martina Pfeifer along with Anja Böhme, Isabella Eichler and Inna Gehrt. We couldn’t agree more with Martina’s statement that the private equity industry has become more diverse and women in leadership positions are now catching up. But there is room for further improvement. While the Nordics lie at the forefront when it comes to balancing family and career, Martina rightly points out that Germany, for example, needs to catch up. Related to that task, Verdane has set 2030 commitments for balanced recruitments and recruitment shortlists from underrepresented groups for our own team as well as targets for the management and board teams in our portfolio companies (read more: https://lnkd.in/dAH2wERD). Currently, 44% of the Verdane team is made up of women. With 28% and 20% of underrepresented groups as of 2023 in our portfolio company management and board teams, respectively, our progress toward our 2030 commitments continues. Verdane is a proud member of Level 20 and Out Investors. #privateequity #womeninfinance #diversity LINK to article: https://lnkd.in/e46PZJQ6