Gender Intelligence Report 2024: Wide gap in bonuses between the genders

The results are striking. The power gap can be impressively quantified on the basis of personnel responsibility and bonuses, which are understood as indicators of the extent of influence and responsibility. The Gender Intelligence Report 2024 presents the following findings: 

Gender distribution at management levels has hardly changed 

The increase in the proportion of women at the various management levels is between zero and two percentage points. At the top management level, around one fifth of all positions are held by women. 

Women are seriously underrepresented in influential executive positions 

There are various positions within the executive level with different spheres of power and influence. Nominal executive positions (without management, personnel and budget responsibility) have considerably less influence and are correspondingly less well paid than positions with management, personnel and/or budget responsibility. 

Around three quarters of all positions of power and influence occupied by men

Looking at the indicator of responsibility for staff, around three quarters of positions of power are occupied by men. Depending on their age, men are also two to three times more likely to be appointed to or promoted in positions of power than women. 

Women aspire to leadership roles but receive less support

According to a survey of 1,200 highly qualified professional women, 90% aspire to career advancement across all age groups. 70% of them say they do not receive the necessary support. 

13 billion francs in bonuses 

Bonuses are an expression of power, influence and appreciation. Employees in positions that are considered influential and critical to the company's success usually receive a higher bonus than employees in positions that are considered to have less influence and responsibility. 

According to a special evaluation of the Swiss Earnings Structure Survey conducted by the Federal Statistical Office (2024), the average bonus difference for all working women and men in Switzerland amounts to around 13 billion Swiss francs per year. This is also the case when taking into account the respective level of employment.

Largely homogeneous business elite

The Swiss economy is largely determined by white men around the age of 50 with a similar educational background. They shape the image of the ‘typical leader’. This model is supported by a social fabric and structures that force women and men into traditional role models, similar to 50 years ago. 

Developing innovative management concepts 

One approach to finding a solution lies in the development of new, innovative management concepts. Specifically, approaches are needed that do not concentrate decision-making power and influence in a few homogeneous groups at the top, but that can draw on the potential, knowledge, experience and creativity of as many well-trained talents as possible. 

Collaborative leadership models, agile teams and integrative decision-making structures are leading the way. They are more attractive to women and are helping to change the image of the classic ‘hero’ or ‘heroine’ at the top. And they are developing in the direction of cooperative leadership that prioritises and rewards the success of the team. 

Consciously strengthening leadership socialisation for women 

Women in companies should be informed and motivated in the same way as their male colleagues, and given the same opportunities to grow into leadership practice with responsibility for staff and budgets. 

The complete ‘Gender Intelligence Report 2024’ at: advance-hsg-report.ch