Gender equality is not a short-term CSR project or a communication opportunity for International Women’s Day. At Gi Group Holding, it is part of a global sustainability strategy within a framework called “Sustainable Work,” built on four pillars: Decent & Safe Work, Employability & Satisfaction, Diversity, Equity & Inclusion, and Safeguarding Resources for the Future. Within this model, Diversity, Equity & Inclusion form the core of our social sustainability.

Our global strategy follows the United Nations Sustainable Development Goals (SDGs), particularly SDG 5 on gender equality. This means that equality is not only an internal responsibility but also a contribution to a fairer, more transparent global labor market. Our global guidelines and standards, including our ethics, diversity and conduct codes, form the foundation of this approach. In Switzerland, we apply these principles in our programs, HR processes and everyday decisions.

With 57 percent women in our workforce, we are above the Swiss average. However, our focus is not the number itself but how we support it. Leadership coaching, mentoring, flexible working models, Parents@Work and equitable career and compensation structures do not create isolated outcomes but drive long-term structural change.

For International Women’s Day 2026, we asked three of our leaders, Angela, Kathrin and Paola, to share how they experience equality inside the company.

 

Three Women, Three Perspectives on Equality

Angela Dies, HR Director

Why is International Women’s Day important for Gi Group Switzerland?
“It gives us a chance to make our commitment visible while deepening internal dialogue. We do not treat it as a symbolic ritual but as a moment to reflect on our progress and what we still need to improve. It helps us strengthen our culture based on equal opportunities.”

Where do we stand today on Women in Leadership?
“Our culture shows that we develop people regardless of gender, origin or age. For women, we offer clear development tools such as leadership coaching, the Parents@Work return-to-work program and external training. We offer flexible work models and extended parental leave. And to be clear, in Switzerland it is far from common for a pregnant woman to be appointed to a leadership role. Here, it happens, and it is one of the reasons I work with Gi Group.”

Which initiatives have you implemented?
“Objective HR processes, Equal Pay analysis, mentoring, development programs, skills-based recruitment and structured career paths. All aligned with our global DEI standards and the Sustainable Work model.”

Do you see measurable progress?
“Our share of women has been consistently high for years, including in leadership roles. This is the result of structured work. Our Equal Pay analysis also shows that the gender pay gap is below the 5 percent threshold recommended by the Swiss government.”

What challenges remain?
“We need to maintain momentum and ensure that gender balance reaches all areas, including technical and specialized roles. The market for experienced female leaders is very competitive. But when we hire them, they stay and grow with us.”

 

Kathrin Gasser, Director Corporate Sales & Marketing

What does leadership mean to you?
“Creating an environment where people can fully express their potential. Leadership means space, safety and clarity.”

Which experiences shaped you?
“Those outside my comfort zone, such as international assignments, failed projects and new roles. They made me more resilient and helped me refine my leadership style.”

How does a culture where women can grow come to life?
“Through psychological safety. Women and all underrepresented groups need an environment where they can admit mistakes, take risks and speak freely without fear. Studies clearly confirm this. Communication, clear values and consistent leadership are essential.”

What barriers do you see in the industry?
“Women are present in the Swiss HR services sector, but often in support roles. In strategic business decisions, especially from middle management upward, they remain underrepresented. That is where the strongest leverage for change lies.”

How is equality reflected in everyday work?
“In my case, very concretely. I was promoted during my first pregnancy and offered a new role during maternity leave with my second child. This shows more than any program that equality here is lived.”

 

Paola Giardini, Branch Manager Grafton Mendrisio

How did your path toward leadership evolve?
“With honesty, it was not something I planned at all costs. My career grew naturally through results, increasing responsibility and trust. I started as a consultant, developed a client base and delivered consistent outcomes. Leadership came when others recognized I could take on more.”

What motivates you in your role?
“I am motivated by seeing people strengthen, learn and bring new ideas that also enrich me. I feel effective when I can support my team through clarity, organization or simply by being present. Seeing people grow motivates me every day.”

Which skills have helped you most?
“Perseverance, the willingness to keep going even without immediate results and the desire to improve daily. Empathy, adaptability, resilience and the ability to get back up again. And of course, passion for what I do.”

How do you promote diversity in your team?
“I try to build a daily culture based on respect, collaboration and freedom of expression. I believe that leading without imposing and showing strength without raising your voice is one of the most concrete ways to create an inclusive environment.”

Are there challenges that affect women in particular?
“Yes, often subtle but real. At times, I have felt on the margins, not due to competence but because of social dynamics. Emotional reactions are sometimes judged differently when coming from a woman. Motherhood is another challenge, beautiful but complex, requiring balance, energy and the ability to juggle responsibilities. These experiences have made me a more empathetic and aware leader.”

 

How DEI and CSR work together and why Women in Leadership remains a strategic mission

The perspectives of Angela, Kathrin and Paola show much more than the usual messages surrounding International Women’s Day. They demonstrate that equality emerges when a company does not simply offer programs but aligns its structure to this goal, from global guidelines to HR processes and daily decisions.

Gi Group Holding sees CSR and Diversity not as separate areas but as an interconnected system. Our Sustainable Work approach shows that fair working conditions, equal opportunities, inclusion and sustainable development are inseparable. DEI is not a communication element but a central pillar of our responsibility as a global labor market actor. In Switzerland, programs such as coaching, mentoring, Parents@Work, flexible models and equitable HR processes reflect this strategy.

At the same time, the everyday work of our leaders shows that guidelines only matter when they are lived. The culture Kathrin describes, the structural decisions guided by Angela and the leadership style of Paola demonstrate how Diversity, Equity and Inclusion become a true value, not a slogan. International Women’s Day reminds us that Switzerland still has work to do. But it also shows that progress is possible when companies take full responsibility.

For us, Women in Leadership is not an annual commitment but a long-term mission. Women should not be an exception in leadership roles but a natural part of them. We will continue working toward this goal with structure, consistency and the conviction that sustainable work must always be fair work.

 

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