El desembre de 2014, el govern alemany va anunciar una nova norma que obligaria a les empreses alemanyes a omplir el 30% dels escons de la junta amb dones. El 2016, les dones del Regne Unit ocupaven menys del 22,8% dels llocs de treball de la junta, la qual cosa suposa un augment del 10% respecte al 2011. Això és més alt que el Canadà (20,8%) i menys que Austràlia (23,6%). A Noruega, el 35,5% dels consells d’administració inclou dones directores, que és el percentatge més alt del món. El 2022, l’Autoritat de Conducta Financera del Regne Unit va anunciar que les dones haurien de formar almenys el 40% dels consells d’administració de les empreses cotitzades britàniques i que un director hauria de ser una persona de color.
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Can you share a personal experience where gender diversity (or the lack of it) in a workplace impacted you or someone you know?
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How does gender diversity within a workplace contribute to breaking down stereotypes and prejudices?
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How does the presence of diverse gender identities in a workplace impact team creativity and problem-solving?
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Have you ever witnessed or experienced how gender diversity influences leadership styles within an organization?
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In what ways do you believe gender-inclusive policies can affect an organization's culture and employee satisfaction?
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How do you think the approach to gender diversity in workplaces has changed over the last decade?
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Why is it important for companies to reflect gender diversity in their marketing and product development?
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What challenges do you think employers face when trying to create a gender-diverse workplace, and how can they overcome them?
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What measures do you think are most effective in promoting and supporting gender diversity in traditionally male or female-dominated fields?
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From your perspective, what role does education play in preparing future professionals for a gender-diverse workplace?
