Parental leave is a central element in promoting equality in the labor market.
For the individual, parental leave is often a landmark period that involves both becoming a parent (again) and at the same time, parental leave can have a major impact on the working life that one is away from for a period of time.
In this way, parental leave also constitutes an event that is simultaneously significant in both private and working life, and the barriers between these may disappear to a greater extent when one returns to work after parental leave.
When we at EQUALIS work to promote equality and gender diversity, we believe that it is important to produce knowledge about the impact of parental leave for working life, just as it is important to act on the knowledge that already exists.
All people, regardless of gender and other characteristics, have the right to a good and safe working life. But we know that the challenges in relating to the working environment affect men and women unevenly.
Also from a company perspective, the working environment is important. A positive and inclusive working environment can attract and retain talent, while a negative or exclusionary working environment can deter underrepresented groups from applying for a job in or staying in a company.
We know from the Diversity Barometer that the nature of the well-being challenges that affect women and men are different.
Women and men experience different types of physical work injuries, and women report more challenges related to the mental working environment. In this way, a lack of well-being can become a barrier to making a career and to having equal opportunities in the labor market.
In recent decades, there has been an increasing trend to use data to advance organizational goals. Despite the large focus on data, it can still be difficult to determine exactly how certain complex concepts are best measured.
At EQUALIS, we believe that knowledge should drive equality and diversity changes.
We believe that knowledge is the best source of action that can lead to change. It is important that the arguments in the equality debate are based on research and solid analyses.
Therefore we work to advance equality and gender diversity through data. The purpose of this focus is to give companies and other actors some tools to work data-based with diversity and inclusion.
The labor market is changing, and while there will be a shortage of labor in the future as a consequence of demographic developments, there are also groups in society that may be activated.
There is a new generation of young people who have different demands to the workplace, there are more minority women entering the workplace and also seniors who are staying in the labor market for longer than they did before.
In order to achieve a higher degree of equality and diversity in the Danish labor market, it is important to look at the limitations that different groups of people encounter and the desires they have for their working lives.
These perspectives can contribute to the creation of a more inclusive, diverse and equal labor market.
Women more or less have the same career ambitions as men, while more women than men have medium- and long-term higher education.
However, the gender composition in top management and boards of directors, where men are strongly overrepresented, shows that women are not as successful in achieving their career ambitions in top management or board positions. This suggests that female talent is being lost.
The imbalance in the gender composition in management and boards of directors, among other things, is a key gender equality policy issue because it reflects power relations in society.
The lack of gender equality in this area is, on the one hand, a question of unfulfilled potential that could create value for companies and women who have ambitions for, e.g. management, but who do not achieve it because they encounter barriers. On the other hand, it is also a key gender equality issue because who holds powerful positions says something about the balance of power in society.
At EQUALIS, we work based on five focus areas: parental leave, well-being, data-driven diversity, the workforce of the future, and career development and leadership
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