The position of women has significantly improved compared to that of our mothers' and grandmothers' generation. This is the historical perspective. But take an in-depth look at many organisations in 2021. There’s still a lot of continued inequality: men at the top, a gender wage gap, unequal contracts and part-time jobs mainly filled by women. ‘And make no mistake: there is no law stipulating this, so it could be organised differently.’ An interview with Organizational Behaviour professor Yvonne Benschop (Radboud University) about gender equality and diversity. It can be different, and it should be different. But where to begin?“With the realisation that organisations bear not only an economic responsibility, but also a social responsibility. Organisations must reflect on the function of gender and diversity. On the positions of men and women and those who identify themselves in a non-binary way. On the underlying significance of masculinity and femininity and how this permeates the organisational structure. In many organisations, the standard employee is still the white, able-bodied man who, unburdened by duties of care, can devote himself to his work completely. This bias stands in the way of equality, diversity and inclusion.” Yet we like to think of the Netherlands as very modern.“We are more traditional than we think. Consider for a moment all those mothers who are not financially independent because they work part-time so that they can care for their children after school. ‘It is their own choice,‘ is often said. But is this really true? Our cultural standards perpetuate the traditional roles with old-fashioned school times and a one-and-a-half earner model. This burden does not exist for parents in Belgium, France and Denmark. Child care is affordable there and, moreover, is highly valued as professional supervision in a child's development.” You are co-author of a book on postfeminism. Is it correct that ‘Post’ does not mean ‘past‘ here?“No, indeed it doesn't. Postfeminism refers to the belief that emancipation has been completed and that feminist values of freedom of choice and self-determination have been achieved. Neoliberal thinking also plays a role. If a woman's career is not taking off, it is down to her, not the system. After all, the maxim is that there are plenty of opportunities for everyone. Well, not really. Women do not have the same opportunities as men do and they are not responsible for it. ” Definitelynot. Does it not get you down sometimes?“No, what we’re doing way too good here in Nijmegen for that. As a faculty, we set a good example with over 30 percent of professors being female. What's more, Radboud University is the Netherlands´ largest hotspot for research into gender and diversity and is also extremely successful internationally. It´s wonderful to educate students in this field of expertise and to contribute to a fairer society in collaboration with the students and many colleagues. ” “For instance, together with associate professor Inge Bleijenbergh and two recently started PhD candidates, I am part of G-versity, a large European research network. The network researches the background factors that are significant in the educational and occupational careers of men and women the coming years, sorted into sex and gender. We will translate the knowledge acquired into practical training, workshops, instruments and guidelines so that organisations can apply it to their own daily practice. This is what I have been doing in the Netherlands for years. Sharing knowledge, confronting people with their - conscious and subconscious - rigid views and patterns, showing how inequality is ingrained in organisational structures and also provide measures and solutions for it. This is how we can contribute to social change.” What does ‘Profit without loss’ mean to you?“It means the power of diversity and gender equality. Research has repeatedly shown that organisations that succeed in fulfilling ambitions and objectives in the field of gender and diversity deliver better quality. This delivers more perspective, more impact, more creativity and more talent. If well managed, teams built on diversity will work better together; team members will have more fun together and, moreover, they will be proud of their differences. Everyone profits.” Profit without loss is about responsible governance which aims for a sustainable society. Research and education at the Nijmegen School of Management has a specific focus on solving issues at large in society. Want to know more? Visit our website for more information about our themes.