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«Women & Men Together - Unleash the Full Potential»

"Gender Equality Means Business" 2019

Save the Date & Join our Campaign! March 8, 2019

For the third time already, we are mobilizing for CEO commitments to concrete measures driving equal opportunities & gender equality in the workplace and beyond. We look forward to your participation! Companies which have committed in previous years are cordially invited to renew their pledge and enrich it with a progress note. We are convinced that there are many great measures already in place and planned for 2019. This campaign offers you a platform to make them visible and inspire others. All commitments will go live on International Women's Day 2019, on March 8, and will be celebrated at our event in collaboration with the University of Zurich. Our 2019 theme is: "Women & Men Together - Unleash the Full Potential". Together we can achieve so much more. Please find more information here. If you are interested to participate, contact

Become a Speaker Or a Sponsor

Would you like to actively contribute to our event of March 8, 2019? Why not sponsor a valuable activity such as e.g. childcare (taken) or a special feature? Do you wish special visibility for your CEO commitment or your company? Then take a look at our sponsoring opportunities & benefits here. Or get in touch regarding a speaker's proposal for presenting your commitment at this event. We look forward to hearing from you. Please contact:

Advance Campaign 2018

View all CEO Commitments 2018 here:

You Rocked! 


Take a look at this uplifting short video with key messages from leaders to leaders from our International Women’s Day Campaign 2018. You might want to share it within your company. We are already looking ahead to 2019. If you would like to join our campaign and event with a commitment, get in touch with 

Press release, 7 March 2018

Over 60 Swiss CEOs send a clear signal

Swiss businesses are working towards achieving gender equality. With each year, there is progress, while not in big leaps, every step counts. Progress is also attributed to the steady efforts of the Advance initiative and impressive examples from some of the world’s largest companies: Sandoz Switzerland, for instance, employs 66% women overall and 50% in management. At Biogen Switzerland a quarter of all its managers are female. Gender parity also prevails at IKEA Switzerland. At tomorrow’s International Women’s Day, more than 60 CEOs and opinion leaders have publicly committed to specific courses of action, and are supported by 15 business networks.

Advance is a leading Swiss organisation working to actively increase the number of women in management. Companies that take efforts to systematically integrate talented women can only benefit.  The business case is clear: such companies are more innovative, productive, and profitable. The topic of gender, however, is not the only focus. The discussion surrounding work-family balance, for example, also requires having the men on board as family has long since ceased to be a women-only domain. True gender parity means an equal distribution of responsibilities in all spheres of life.

Positive pressure in the business world

The number of female members on executive and supervisory boards is increasing each year in Switzerland – albeit slowly, as is reflected in the Schilling Report 2018, published yesterday. ‘This is why our initiative is so important,’ says Alkistis Petropaki. The General Manager at Advance sees positive progress: ‘We notice that culture, mentalities, and work structures are moving in the right direction every year. Our strong growth is also worth noting: our business network already has over 75 member companies. They are leading by example, which results in positive pressure on the whole business world.’

The solution: structural changes, voluntary “quotas” and targeted advancement programs

Many leading organisations take their responsibility seriously: they have recognized the advantages of mixed teams and are not waiting for “quotas” to be imposed. They take action voluntarily and announce them publicly on 8 March – with various approaches:

Novartis across divisions with Sandoz in particular focus on flexibility at work for both genders.  Company support in managing the demands and priorities of career and personal life, enabling every associate to be their best self and realize their full potential, e.g. through the possibility for more time off and part-time positions - without being career killers - as well as the implementation of systematic job postings with 80-100% flexibility and job-share option, serve as strong talent levers. EY also offers flexible work models and an inclusive, open culture. The goal is to reach at least 25% female partners by 2020. For 2018, Citi developed transparency metrics for the hiring, advancement and retention of female employees on all levels. And IKEA Switzerland announces the launch of a programme aimed at facilitating the return to work after maternity leave. Mothers on maternity can be kept up to date on workplace developments during their absence and can participate in optional trainings during extended maternity leave. A three day onboarding upon their return additionally facilitates their re-entry to professional work life.

Voluntary, self-imposed “quotas” are another avenue: Biogen wants to increase the number of female managers to at least 40% by 2020. At the Luterbach site, 35% of all employees across all functions are female. Accenture has set out to reach a ratio of at least 30:70 in leadership positions by 2021; Deloitte is aiming for 30% by 2020 and Adecco 35%. PwC is working towards achieving at least 20% female partners within the same timeframe. Some companies have already met their intermediate targets: in 2017, more than 40% of board hires by Egon Zehnder were female; at McKinsey, almost 50% of recruitees over the last two years are women.

What is also remarkable is that more and more industrial and technology companies are becoming involved in this public initiative. In addition to ABB and Siemens already participating in 2017, this year, Schneider Electric, Bühler and Hilti also decided to join the Advance initiative. Targeted empowerment programmes, such as mentoring, sponsorship, competence development and the sharing of best practices for an equality-promoting working environment, provide important benchmarks. Advance is offering its member companies just such a comprehensive program. All statements are attached and can be found on from March 8, 2018.

Advance Campaign 2017

In 2017 with "Time to Act", for the first time in Switzerland 40 CEOs and leaders publicly committed to gender equality with concrete goals and actions. This year, there are even more! Uniting with a public pledge for "Gender Equality Means Business" – sending a powerful message to Switzerland. All commitments are published on 8 March here. Time to celebrate! Interested to join? Contact us via

Leading companies have recognized gender-balanced leadership teams as a business imperative. They have been taking action and creating impact. Discover how on March 8th as we go public with our 2018 initiative. Join us live at the event. Tune in and share #equalitymeansbusiness. For more information, please visit our IWD Event landing page.

Below, you can access all commitments from our 2017 Initiative "Time to Act".