The subject of professional equality between men and women has progressively imposed itself on companies, first as a legal issue, then as an image issue and today as an issue of attractiveness for the best talents in an increasingly competitive environment.
There is progress, even if many actors are just beginning to formalize their action plans. However, progress is often laborious, fragile and limited. There is still a lot of resistance to an issue that is still too often considered peripheral, ideological or simply unrealistic.
This situation is not really abnormal: the mistake we make is often to underestimate the complexity of the subject. It questions our representations of the feminine and the masculine, the freedom of our personal, family and professional choices, and our vision of individual and collective performance at work.
For Happy Men & Women Share More, progress in gender diversity and professional equality between men and women requires a respectful, honest and constructive dialogue, but "cards on the table", on the conditions of professional success for men and women, especially when they are parents. It also requires clarifying how companies can meet their competitive challenges while responding to the aspirations of their employees, who are involved in couples where each person has real family responsibilities.
How can we enable today's leaders to recognize that the conditions that allowed their own emergence as leaders are not necessarily, or at all, those that will allow the emergence of tomorrow's leaders?