{"id":17488,"date":"2026-02-27T21:04:41","date_gmt":"2026-02-27T21:04:41","guid":{"rendered":"https:\/\/icv-controlling.com\/blog\/networks-are-not-a-nice-to-have-they-are-the-lever-for-change\/"},"modified":"2026-02-28T19:15:19","modified_gmt":"2026-02-28T19:15:19","slug":"networks-are-not-a-nice-to-have-they-are-the-lever-for-change","status":"publish","type":"blog","link":"https:\/\/icv-controlling.com\/en\/blog\/networks-are-not-a-nice-to-have-they-are-the-lever-for-change\/","title":{"rendered":"Networks are not a nice-to-have – they are the lever for change"},"content":{"rendered":"
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Equal Pay Day<\/h2> <\/div>\n <\/div>\n
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Even in 2025, women will still earn significantly less than men on average. Current data from the Federal Statistical Office continues to show significant differences in earnings, particularly in the financial and insurance sectors, with an average gap of EUR 10.29 per hour worked. <\/span><\/p>\n

And it is not just national statistics that make this visible: a recent analysis by Deloitte examined the sustainability reports of 68 financial companies from various European countries.<\/span><\/p>\n

The result: the average unadjusted gender pay gap was 25.1 % – with a range between 13.2 % and 46.2 %.<\/span><\/p>\n

By comparison, the adjusted gender pay gap – i.e. the difference for comparable positions – was only 2.3 % on average for the 20 companies that voluntarily provided this information.<\/span><\/p>\n

The difference of around 23 percentage points between the adjusted and unadjusted gap shows: The problem does not necessarily lie primarily in the area of pay for equal role positions, but rather in the structural distribution of women and men across hierarchical levels and fields of activity. Although the proportion of women in the companies surveyed is 52%, it is only 34% in management positions. <\/span><\/p>\n

What this study particularly highlights is the structural imbalance that prevails in many companies. The controlling sector is already setting a positive example in many areas and is producing strong women in management positions. This is an important step towards equal opportunities. But we must not rest on our laurels. The fact is: without active measures, the gender pay gap will persist. <\/span><\/p>\n

This is where the Women’s Network of the International Association of Controlling comes into play:<\/span><\/p>\n

https:\/\/icv-controlling.com\/en\/womens-network\/<\/span><\/a><\/p>\n

A strong network that brings together, promotes, connects and strengthens women in controlling and finance – with the clear aim of actively addressing structural inequalities and promoting self-confidence and visibility. All genders are expressly invited, because equal opportunities is not a “women’s issue”, but a business issue. <\/span><\/p>\n

Particularly inspiring: many of the committed women in the network impressively demonstrate how professional excellence paired with leadership competence is changing the financial landscape step by step.<\/span><\/p>\n

We need networks that are geared towards mutual support – and organizations that take responsibility.We need managers who not only support diversity, but actively shape it.<\/span><\/p>\n

The gender pay gap is not a marginal issue – it affects the economy, corporate culture and individual careers – and together we can make a difference.<\/span><\/p>\n

Data sources:<\/span><\/p>\n

https:\/\/www.destatis.de\/EN\/Themes\/Labour\/Earnings\/GenderPayGap\/Tables\/gpg-by-enterprise.html<\/span><\/a><\/p>\n

https:\/\/www.der-bank-blog.de\/gender-pay-gap-finanzbranche\/fuehrung-und-management\/37726480\/<\/span><\/a><\/p>\n <\/div>\n

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