In a research project, OST worked with four Swiss organizations to examine where they stand in terms of a work culture that is fair and gender-equal (New Work Culture) and how they can develop it further. The model used for the assessment is now freely available and can be used by companies.
Since the COVID-19 pandemic, the relationship between companies and their employees has changed. Both sides have changed needs and expectations of the new world of work. “Organizations should use this opportunity to create a work culture in which women and men can better combine family, career and leisure,” explains Prof. Dr. Alexandra Cloots, head of the Institute for Gender and Diversity (IGD) at OST – Eastern Switzerland University of Applied Sciences.
In order to help organizations assess whether they have a work culture that is fair and gender-equal and to develop it further, the IGD launched a practice-oriented research project in 2019. This was carried out together with the project partners Employees Switzerland, IKEA AG, the Swiss Commercial Association and Manor AG and has now been completed. As part of the project, a model was developed, a short version of which is now publicly available and free of charge.
The maturity model can be used by companies to take a closer look at their work culture in relation to equal opportunities. The Federal Office for Gender Equality (ETUC) supports the project with financial support.
Swiss organizations perform well
A work culture that is fair and gender-equitable has a significant impact on the competitiveness of companies in times of a shortage of skilled workers. It is characterized by various features, such as a constructive learning and leadership culture, flexible working models and a lived diversity.
The IGD surveyed 720 employees of the four partner organizations online about these factors. Based on the average answers, the four organizations were classified into a maturity model. They were able to achieve four levels of maturity: from a lack of awareness of the issue to a holistic, equal opportunity work culture.
The results of the research project show that the four project partners have reached the third of four development levels for most factors and are doing well accordingly. In particular, the design of cooperation and the issue of equal opportunities and diversity are perceived by the respondents as advanced in their organizations.
The weakest factor, however, is the work framework. “This result indicates that different and flexible work models are not yet well developed in the organizations or are not (able to be) used to a great extent,” explains Alexandra Cloots.
According to the IGD, this assessment is a good starting point for organizations to reflect on their work culture and develop it further. This is confirmed by Yvonne Meier, Head of HR at the Swiss Commercial Association: “Our participation in the OST research project was a good opportunity to evaluate where we currently stand as a company and what we can improve in the future. We received valuable input from which we were able to derive various measures for the entire workforce.”
