We also address our own attitudes and behaviour as individuals (heart). Diversity and inclusion are regularly discussed during management training because managing diverse teams is a skill that needs to be learnt. In addition, “input sessions” allow managers to gain a deeper understanding of various aspects and conditions of inclusion, such as psychological safety in the workplace. Another key measure is our “Believe in yourself!” initiative. “This initiative is our way of encouraging women to proactively shape their career development at V-ZUG,” explains Britschgi. All female V-ZUG employees can join the initiative which was launched in 2022. Over a period of nine months, participants benefit from additional development and status reviews and are encouraged to engage in professional self-reflection. They also attend events organised by external providers such as Female Business Seminars and implement tailored measures in their day-to-day work. In the concluding phase, participants appraise their progress individually and with their respective line manager. “With the ‘Believe in yourself!’ initiative, we support motivated women in specialist roles. As a company, we also ensure that they are better represented at higher qualification levels,” says Britschgi. “The opportunity participants had to network with one another was very valuable,” notes Yvonne Fiedermann. She is an applications consultant at V-ZUG and took part in the “Believe in yourself!” initiative in 2024. “Together, we have developed lots of ideas and demonstrated how crucial mutual support and inspiration are – especially between younger and more experienced women,” continues Fiedermann.
Beyond the “Believe in yourself!” initiative, we also encourage company-wide networking and collaboration at V-ZUG (hand). Examples of this include our women’s network and the opportunity to receive individual coaching or mentoring. In addition, team development workshops shine a light on how diversity can be used as a resource.
V-ZUG also provides favourable conditions for making diversity and inclusion a lived reality. “SmartWork” enables various flexible working models that make it easier for employees to strike a balance between their work and private lives. The new recruitment standards are intended to prevent gender stereotypes and unconscious bias. Our employees can also comment on issues related to diversity and inclusion in regular employee surveys. Lastly, we review progress towards our company-wide diversity and inclusion objectives using KPIs. “Thanks to these wide-ranging efforts, we are convinced that V-ZUG is an equally attractive employer for all kinds of different people,” says Britschgi.
