Scientifically sound analysis with practical implementation recommendations.

The Women’s Career Index lets numbers speak.

As a measuring instrument, the FKi documents the development of employees through the levels and shows individual strengths and weaknesses of the company. Based on the FKi analyses, measures taken so far to create more permeability for diversity can be reviewed for their effectiveness and focused recommendations for implementation can be derived.

The index model

The Women’s Career Index – consisting of a questionnaire and evaluation model – can be used by any company and enables the comparison of companies of different sizes and sectors.

The index is divided into three sub-indices. They were developed by the FKi as core drivers for the development of women in companies and are called: Status and Dynamics, Commitment and Framework Conditions.

Using the comprehensive questionnaire, which contains clusters of questions on the individual sub-indices and is filled out by the company, the company can be analysed for the relevant core drivers, strengths and weaknesses can be highlighted and the most effective measures can be identified.

Sub-index A: Status & Dynamics

This part documents the current status and actual development of the company. It includes structured gender reporting to determine how many women are represented at which levels, where career steps succeed and where the proportion of women remains consistently low. For this purpose, the company provides specific information on employees, including the proportion of women by age group, fluctuation, management positions or part-time employees in management positions, etc.

Sub-index B: Commitment

The Commitment sub-index stands for the strength of intentions and the ability to implement them in the company. How seriously does the company take the issue of diversity? This part includes all measures that support the situation of women and men and their careers. This includes staff development and family-related measures (staffing and promotion to management positions, promotion of part-time staff, measures and communication internally, exchange of support measures, etc.).

Sub-index B is a very strong indicator of the company’s willingness to change. Many companies are working in particular on the question of how the often very strong commitment of the board can be credibly communicated within the organisation and successfully implemented.

Sub-index C: Framework conditions

This third part defines what is feasible in the short term and the framework in which implementation takes place. Here, the figures determined are embedded in the company-specific context. The respective existing framework conditions of a company provide information about the actual effectiveness of the measures and the speed with which success can be achieved. This framework is therefore decisive for the future development opportunities of the company as well as for the speed of implementation.

The question cluster on framework conditions includes, among other things, questions about staffing processes and measures for women and men alike.

Company comparison and benchmarking

The FKi ranking includes all participating FKi companies and thus provides an overview of where your company ranks in a company comparison. With an overarching comparison of all companies, developments and trends – also sector-specific – can also be derived. At an annual event, the current results are presented to the public and the FKi Award is presented to recognise the efforts of the participants. Your participation is possible anonymously or publicly.

More about the advantages for companies

Individual potential analysis

The individual company analysis forms the starting point for concrete recommendations for action. Presented in a clear dashboard, the FKi evaluations provide information on what successes your company has already achieved, which efforts have the desired effect and which measures should be adapted or abandoned if necessary.

The index provides you as a decision-maker with reliable KPI figures and supports an objective and fact-based discussion in the company and in public.


The companies receive a comprehensive catalogue of questions. For each sub-index there are different clusters of questions on the structure of employees and management, on personnel development, on communication on gender equality issues as well as on goals and measures. Points are collected for what has been achieved, the goals, activities and measures.

Index values between 0 and 100 are possible, with 100 being the best possible index value. The questionnaire is mostly filled out by HR managers. It is designed to cover a wide range of topics. Therefore, it is often not necessary to answer every single question in order to obtain sufficient information and evaluation material.

For the FKi, theoretical and empirical studies on the career advancement of women in companies were analysed and assessed worldwide together with social scientists and economists from the DIW and the TU Berlin. In addition, numerous interviews were conducted with personnel directors or personnel officers in various companies. In a second step, the different statistical methods were screened and discussed to what extent they could be used in such a sophisticated set of instruments. Based on these preliminary studies and with the help of a pre-test, the actual instrument was then developed in several stages over two years (2012-2014).

The FKi was developed through collaboration with, among others.

  • Dr. Joachim Scharioth, managing partner of JoScha Kulturprojekte gGmbH and active since 1969 in applied research, the development of empirically based strategies for companies and public bodies with a focus on technology and society. He was managing director of TNS and is the developer of the TRI:M Index and author of scientific books and articles on index development and corporate governance.
  • Mr. Uwe Braun and Prof. Dr. Stefan Tuschl, founders of komma Forschungs- und Beratungsgesellschaft, whose substantive focus, in addition to classic market research, is on consulting and conducting sophisticated statistical analyses as well as modelling.

The index model initially allows the company an individual analysis of its internal situation with regard to its efforts to bring more women into leadership. With repeated participation in the FKi, progress and developments can be derived.

In the course of its investigations, the FKi has already identified 46 concrete measures and can make reliable statements about possible applications and effectiveness in your company. The open exchange and, if necessary, in-depth explorations provide important personal impressions from practice in addition to the data collected and thus expand the scope for action to achieve the goals set by the company.

If you are interested in indexing, please contact us. We will determine your individual needs in a conversation and make you an adapted offer. You will then receive the questionnaire, which you fill out and return to us. On the basis of this data, we will carry out your company-specific analysis as well as a comparison. You also decide whether you want to participate anonymously or publicly in the overall ranking of FKi companies.

Would you like to learn more about us?

We would be happy to send you further information. Or you can arrange a personal telephone conversation with us right away.