Equal opportunities and shared responsibility in your company
Connect equal opportunities for women with the social dimension of your sustainability strategy, and strengthen the resilience, innovation and talent of your teams.
Many organizations want to advance on these issues, but face obstacles:
Equality and sustainability sit in separate boxes
They think their sustainability strategy is purely environmental, and don't see that equal opportunities for women are part of it.
The role of motherhood and the caregiving gap gets ignored
They assume that if there aren't more women in leadership, it's because they don't want it without seeing that caregiving falls on them almost by default, and that this won't change unless men are part of it.
There are resistances no one wants to name
Gender bias and deeply rooted egos, especially in highly male-dominated sectors where no one has lived the problem first-hand.
Equality plans and other legal requirements that change nothing
They tick the compliance box, but see it as a pointless cost with no tangible benefit for the business.
I understand this, and I know exactly how to help you fix it, from my own experience.
How do I work with you?
I apply my mowom methodology, born from what I've lived as an engineer in a highly male-dominated sector and as a mother. When I returned to work, I found out first-hand how hard it is to go back to paid work when the market doesn't value time spent caring.
01.
Diagnosis with a gender lens
We analyse policies, organisational culture and data such as the pay gap or the presence of women in decision-making. And with the mowom Diagnosis, how motherhood plays out in your organisation.
02.
Connecting with your sustainability strategy and positioning
We prioritise what matters most for your context and stakeholders, and connect equality with the social and governance dimension of your sustainability. From there, leadership decides how far to go: solid policies, or a full cultural transformation.
03.
Designing your strategy with the mowom methodology
We build your talent and equal opportunities strategy with motherhood and shared responsibility at its core. And the mowom Protocol★ (coming soon) is what turns that strategy into a full cultural transformation.
04.
Integration and implementation
We implement measures with real impact and facilitate compliance with relevant regulations, such as the Pay Transparency Directive.
05.
Training and cultural transformation
We train your entire workforce with actions adapted to their level of readiness, and provide ongoing support to measure progress and communicate it with data.
RESULTS
What you achieve
A healthy, inclusive and shared-responsibility culture
Foster an environment of respect and collaboration, with measures that share caregiving and reduce burnout across your teams, beyond work-life-balance on paper.
Better decisions, greater resilience and innovation
Bring in different perspectives that enrich creativity and problem-solving, and respond better to change and risk.
Stronger talent attraction and retention
Build a workplace people want to stay in, cutting turnover and the risk of women on your team stalling or leaving their careers after becoming mothers.
Greater trust from clients, teams and other stakeholders
Turn gender equality into a strategic advantage you can show with data, building credibility and strengthening those relationships.
Lower legal and reputational risk
Reduce the risk of conflict, complaints or reputational damage through clear policies and fair practice.
Gender equity integrated into your sustainability strategy
Connect equal opportunities with your sustainability strategy, with results you can measure and communicate.
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