In Switzerland, women often experience a severe career break when they have children – a disruption that economist Prof. Josef Zweimüller from the Department of Economics at University of Zurich describes as a significant setback. Known as the child penalty, this income gap reflects how mothers’ earnings and career advancement diverge sharply from those of their male counterparts, whose salaries continue to grow unabated. Zweimüller’s longitudinal studies reveal that this setback affects Swiss women across all educational backgrounds and persists over the life cycle, manifesting as slower labor income growth and limited promotion opportunities even as their children grow older.

What are the reasons for this persistent gender inequality? A key factor is the prevailing gender roles, explains Zweimüller. In Switzerland, traditional cultural norms still largely cast women in caregiving roles. This reality stands in contrast to countries like Sweden or Denmark, where progressive policies and societal support for gender equality create an environment in which mothers experience lower career penalties.

The value of reasearch

Understanding the root causes of these disparities is essential. Studies like those conducted by Zweimüller are invaluable for providing the empirical evidence needed to fuel public debate and guide policy reforms. Research sheds light on hidden structural issues, analyzes trends over time, and offers reliable forecasts. This is where the Faculty of Business, Economics and Informatics plays a pivotal role, acting not only as a research institution, but also as a thought leader in addressing gender inequality. With data-backed insights, Zweimüller and his colleagues are able to provide policymakers, companies and the public with essential information to better navigate the complex issues surrounding gender in the workplace. “Research provides the foundation for informed discussions on policy,” Zweimüller explains. “Reliable data helps us understand where we are and identify practical steps forward.” His findings reveal that the gender gap in Switzerland remains high, though younger generations show signs of improvement. However, the path to parity is a slow one, and simply expanding family policies may not be enough to close the gap.

The complexity of solutions

The causes of gender inequality are rooted in a combination of economic forces, cultural norms and individual preferences. Addressing them requires an approach that encompasses workplace policies, family support by the government and shifts in societal expectations. The current labor shortage, Zweimüller argues, presents a unique opportunity for change. “If companies realize that filling vacant positions could be achieved by tapping into the existing underutilized but highly skilled female workforce, there would naturally be more incentives for women and mothers to remain in or re-enter the workforce,” he notes. For instance, models supporting flexible work schedules and re-entry programs can smooth the transition for women returning to work after parental leave. At the same time, fathers must also have access to childcare leave options that encourage shared family responsibilities and should not be discriminated against by companies if they do so.

In an increasingly competitive job market, companies that adopt inclusive policies stand to gain. Investments in flexible career paths, mentoring programs and support systems that account for family responsibilities could attract and retain a more diverse workforce, ultimately strengthening both their talent pool and productivity.

Beyond policy: The role of cultural norms

Yet as Zweimüller emphasizes, policy alone cannot achieve gender equality if cultural expectations remain unchallenged. Traditional gender roles continue to influence perceptions about men’s and women’s roles within families and the workforce. In Switzerland, these norms vary significantly by region, with German-speaking areas tending to exhibit more traditional views than their French-speaking counterparts. “Family policy is essential, but it’s not enough on its own to produce lasting change,” Zweimüller explains. He highlights the need for a broader societal shift, where policy is supported by efforts to change the deeply ingrained norms that often shape career and family decisions. Questions remain: How do social norms change? Can they be actively influenced, or is gradual evolution the only way forward? According to Zweimüller, research into the impact of social norms is ongoing, with studies suggesting that simply providing accurate information about these norms may help people rethink their assumptions. “When people realize their perceptions about societal expectations are off, they will make choices that align more closely with their own preferences,” he notes.

Looking forward: A window for change

When asked how long we will have to wait for gender equality in Switzerland, Zweimüller responds: “If we extrapolate current trends, we might not see full gender parity until 2062.˝ So if we want to accelerate this progress, we need to think more deeply about which policies work and how to implement them, he continues. The path to gender parity is not an easy one, but the current labor shortage in Switzerland could catalyze positive change. If Swiss companies and policymakers seize this moment to implement more inclusive models, they could unlock the potential of the female workforce and create a more equitable economic landscape. However, patience is required, as lasting change will depend on shifting cultural attitudes as well as policy reforms. “The time for action is now,” says Zweimüller, but he cautions that social norms will not shift overnight. Still, with dedicated efforts, Switzerland might not have to wait until 2060 to see a fairer, more balanced workforce. The optimism for change lies in Switzerland’s ability to combine data-driven policy with a willingness to rethink traditional roles, creating a brighter future for everyone in the workforce.

Calls to action for policymakers, companies and society

• Flexible work environments and transparent pay and career advancement: Companies should prioritize flexible hours, part-time roles and re-entry programs to support caregivers, particularly mothers. Furthermore, they should address gender pay and promotion disparities through transparent reporting.
• Gender-neutral family and workplace policies: Policymakers and employers should promote shared parental leave to balance caregiving, reduce the child penalty and support career equity for both parents. Governments and companies should work together to design a system of flexible subsidized childcare and flexible working hours to ensure that mothers are not forced to choose between career development and raising children and that fathers are not discriminated with regard to childcare.
• Awareness campaigns for cultural norms: Society should engage in awareness campaigns to challenge traditional gender roles and promote equal responsibilities in caregiving and household duties. Cultural shifts are necessary to support policy changes and reshape outdated views on gender and work.

Source: Oec. Magazine issue #22