Lectures

1. Barriers & obstacles
There are many reasons why so few women still hold leadership positions today. The root causes of these obstacles can be found within companies, among women themselves, as well as in society and our culture. We will outline the most significant barriers and obstacles, along with potential areas for action

2. Numbers, data, facts
Are we in Germany really doing so poorly when it comes to “women in leadership”? What is the situation like in other countries? It’s worth taking a look at the latest international figures and industry trends.

3. Best practice
We will present practical examples from well-known companies that have recognised and leveraged the benefits of women in leadership. Let their experiences and creativity inspire you!

4. Approaches to the design
Individual approaches are certainly important for encouraging women and helping them resolve their own internal (gender role) conflicts and mental blocks. But that is only one side of the coin. Companies must also rethink HR processes and structures, their organisational culture and internal attitudes if they are truly serious about gender equality within the company.

5.Benefits of mixed leadership
Mixed leadership is not just a “nice-to-have” that companies can use to spruce up their glossy brochures. Clear, proven data demonstrates the hard economic benefits of “more women in leadership.” We’ll show you why gender equality is not only fair, but also smart.

6. Leadership styles: gender differences
Women and men do not differ in their leadership styles simply because of their gender. Nevertheless, there is evidence of different leadership preferences among men and women. We’ll introduce you to these and show which styles bring benefits to companies in which contexts.

7. New Work - new leadership?
New ways of working – new leadership requirements. In addition to transactional leadership elements, transformational leadership behaviour is increasingly in demand. How do women in leadership play a key role in driving a transformation of leadership culture?

8. The power of prejudices and unconscious bias
Everyone is subject to unconscious perceptual biases when it comes to assessing situations and evaluating people. Even if we become aware of their existence, that does not mean we are able to prevent them.

9. Effective behavioral design
So-called unconscious biases, unconscious distortions of perception, are powerful. We teach you what HR managers and companies can do to reduce the impact of these biases and break free from outdated thought patterns.

10. Relevant HR processes as levers for more gender equality
Structural imbalances and opaque decision-making processes hinder equal opportunity in filling key and leadership roles. We’ll show you which HR processes – and in what ways – can help achieve true gender equity. Concrete examples from well-known companies highlight possible approaches.

11. Hierarchy-specific challenges for women in leadership
Power plays, political games, glass ceilings – every woman in leadership should be aware that taking on a leadership role involves more than just fulfilling tasks. We’ll show you the role micropolitics plays and the skills required to confidently hold your own in a male-dominated environment.