My organization (based in Germany) offers a variety of opportunities for part-time work, but as many others have said, this is largely (or even exclusively) taken up by women. Thus Ana’s comment about a “mommy track” with few opportunities for advancement and pay increases really resonated. Finding a way to supplement these measures and change the perception around them would be a very important part for a GEP.
However, this is not just a problem at my German institution. I have worked in other sectors in the country, and there is a very high prevalence of women taking up part-time work. This EIGE data from 2019 found that 47% of women in German were employed part-time, compared to 11% of men. (Something that is frequently glossed over in discussions of differences in employment rates between men and women in the country.)
A second area that I think my own institution should consider is interrogating and changing the fact that women are concentrated in the lowest ranks of the university’s hierarchy. The institution has done a lot of data collection to assess whether there is a pay gap between men and women and not found one within the different pay levels. However, the fact that women are clustered at the bottom has not been discussed at any of the conversations/presentations that I have been present for.