Zurich Ireland Case Study

To develop Zurich Ireland as an organization that is dedicated to promoting gender balance at all levels, the central issues discovered from the survey need to be addressed. Therefore, this section will address the fourth objective which will develop a framework for Zurich Ireland that will enable the organization to support, train and develop female leaders. Following analysis of findings from the survey, recommendations will be provided in three key priority areas: communications, career encouragement and work-life balance. Recommendations will include actions to change and actions to strengthen existing approaches. Suggestions will be based on ‘best practice’ company practices and research findings. Furthermore, the action plan will address
Currently in place, in Zurich Ireland, is a women’s innovation network, which incorporates networking. This network aims to generate business value by promoting Zurich as a gender diverse organization in Ireland. It is suggested to keep this network in place but provide add-on’s to make it stronger. One specific recommendation is to increase male sponsorship of the network. As indicated in the survey, females tend to lack effective sponsors who make sure they have access to all advancement opportunities. Therefore, it is important for more senior level males to get to know the female talent by offering sponsorship to these women. Male sponsors can support females with pre-established networks and deliver inside knowledge which is usually obtained in ‘old boy networks’ (Ragins et al, 1998). Offering sponsorship will therefore strengthen support for the women’s network currently in place.

7.3Work-Life Balance Strategy:
Having a work-life balance was indicated to be important to all employees as they perceived a successful career as having this. Furthermore, in relation to flexible working solutions, the options in place were either unknown to the workforce or not comprehensive enough to ensure a feasible work-life balance. Additionally, employees believed that if they availed of flexible working arrangements they would be seen
Some organizations have found that increasing the visibility of role models who can share their experiences is inspiring for employees worried about taking leave (maternity, caring, career break, etc), and helps them to feel less alone (Talking Talent, 2013). It is suggested for Zurich to follow company three’s initiative, in relation to maternity/parental leave. This program provides managers with the confidence, information and tools to effectively manage and support maternity transition and allow females to stay connected while on leave (company three, 2015). Creating this platform will allow for informal support groups to discuss topics and challenges they face regarding the parenting/extended leave, once a week during their lunch