Your SlideShare is downloading. ×
Women's Forum Global Meeting 2011 - Best Of Book (Part 1)
Upcoming SlideShare
Loading in...5

Thanks for flagging this SlideShare!

Oops! An error has occurred.

Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Women's Forum Global Meeting 2011 - Best Of Book (Part 1)


Published on

From the Women's Forum Global Meeting 2011: sessions highlights, key facts and key figures, and pictures (Part 1).

From the Women's Forum Global Meeting 2011: sessions highlights, key facts and key figures, and pictures (Part 1).

Published in: Business, Technology

  • Be the first to comment

  • Be the first to like this

No Downloads
Total Views
On Slideshare
From Embeds
Number of Embeds
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

No notes for slide


  • 1. WOMEN’S FORUM GLOBAL MEETING 11 Save the date for the next meetings WOMEN’S FORUM BRAZIL São Paulo Brazil 4-5 June 2012 What if ? Challenge, imagination, commitment WOMEN’S FORUM GLOBAL MEETING Deauville France 13 14 15 October 2011 8th Edition Deauville France 10-11-12 October 2012 59 boulevard Exelmans 75781 Paris Cedex 16 - France Phone: + 33 1 58 18 62 00 Fax: + 33 1 58 18 62 01 contact@womens-forum.comCOUV.indd 1 WOMEN’S FORUM GLOBAL MEETING 11 09/02/12 16:29
  • 2. Editorial W hat drew a record audience – 1,430 a worldwide multi-media consultation on participants from 84 countries – What will women’s empowerment mean to the 2011 Global Meeting? The for men?; sessions on networks, executive chance to hear unique insights to help leadership, and board participation). We plot possible futures for themselves, their opened to a new country, Brazil, via its companies and their countries; and the delegation, and to Millennials through Gen opportunity to interact with women and men Y topics and speakers. Many also gained leaders from Europe and the world. personally through workshops on well- being, social technology and media training. But underlying this was the pull the Forum exerts on all those who attend: its vitality, its The unanticipated events which led us creative energy, and the space it opens for to adopt “What if?” as the 2011 program women’s voices to be heard on the major theme are not proving unique. Social and issues of our day. If many of those attending economic transformation can be positive for felt the tremors in the global economy, women – witness Brazil or China – but it can surely they appreciated a dose of resilience, also increase an already-heavy burden and creativity, and encouragement to think limit or even reverse gender equity. That is outside the box. why in 2012 we will carry the “What if” spirit into a follow-on Forum to be held in Brazil, The 2011 Forum gave us this dose in three and into the next Global Meeting, 10-12 days filled with learning and emotion. Shirin October 2012 in Deauville. Ebadi made us hope and fear for women in Arab Spring countries. Women for Education Enjoy this account of the 2011 Global launched the Stand Up for African Mothers Meeting. And we look forward to seeing you campaign. A distinguished panel pushed again in 2012! us on the future of capitalism; another challenged us on what digital technologies Véronique Morali mean for human intelligence. Women’s corporate advancement was featured in President, Women’s Forum many ways (the CEO Champions Initiative; for the Economy & Society 2011 - WOMEN’S FORUM ❙1
  • 3. CONTENTS 2011 Women’s Forum Global Meeting What if?: Challenge, imagination, commitment Deauville, France, 13-15 October 2011 1 Editorial 48 INITIATIVE CEO Champions 4 Women’s Forum welcome 50 PLENARY CEO Champions: What if we had to do even 6 OPENING PLENARY Challenge, imagination, more to advance women in corporations? commitment 52 MY DISCOVERY Network 8 INITIATIVE The Brazilian Delegation 54 MY DISCOVERY Reinvent yourself 12 MY DISCOVERY Discover Brazil 56 MY DISCOVERY Connect 58 MY DISCOVERY Be prodigious 60 MY DISCOVERY Challenge BUSINESS 62 INTERACT SESSION Being a woman: Our different perspectives 15 PLENARY What if corporate key drivers became totally 64 PLENARY Women’s Forum Gala Dinner different? 68 INITIATIVE Women in Media 18 INTERACT SESSION What if we took a people-centric 69 MY DISCOVERY Communicate approach to business? 20 SIDE MEETING As corporate key drivers change, what should I do differently on Monday morning? ECONOMY 22 INTERACT SESSION Is social entrepreneurship the new business of the future? 73 PLENARY What if there were new ways to address 24 SIDE MEETING Bringing best practices and poverty, precariousness and inequality? international expertise into the boardroom 76 PLENARY The economy: The question on everyone’s 26 INTERACT SESSION Business innovation: Using mind emotion in creating new products and services 78 SIDE MEETING Finding the courage to live positively 28 SIDE MEETING Quality of daily life: A key driver in 80 INTERACT SESSION What do we have to do to save organizational performance? the European social model? 30 MY DISCOVERY Presentation 82 MY DISCOVERY Creating shared value 32 MY DISCOVERY Have your say 84 MY DISCOVERY Imagine 34 MY DISCOVERY Meet 86 MY DISCOVERY Taste 36 MY DISCOVERY Build 88 People & Atmosphere 38 INITIATIVE The Diversity Club for Business 90 INTERACT SESSION Gen Y in the workplace: Meet the 39 MY DISCOVERY Lead next generation 42 INTERACT SESSION Women on boards Bootcamp 92 INTERACT SESSION What if tomorrow’s leaders see 44 SIDE MEETING Leadership Matters: What women need change-making differently? to know on their way to the top 94 MY DISCOVERY Inspire 46 SIDE MEETING The world of business, an opportunity 96 INITIATIVE The Rising Talents for women 98 MY DISCOVERY Dare More info on our website and our social networks2 ❙ 2011 - WOMEN’S FORUM
  • 4. POLITICS TECHNOLOGY & SOCIETY101 PLENARY Will the Arab uprisings truly become Arab 135 PLENARY Technology and society: Digital culture – for springs? and against104 INTERACT SESSION Can our societies be religious and 138 INTERACT SESSION What if we all have to start secular at the same time? Tweeting?106 INTERACT SESSION Violence against women: What 140 INTERACT SESSION What if social networks could are some solutions for change? improve business operations?108 INITIATIVE The Cartier Women’s Initiative Awards 142 INTERACT SESSION Managing time in an eLife: Five109 MY DISCOVERY Pioneer habits and five tools110 PLENARY The Cartier Women’s Initiative Awards 144 SIDE MEETING What if half of the technological innovators were women? 146 MY DISCOVERY ShareENERGY 148 MY DISCOVERY Do 150 MY DISCOVERY113 PLENARY What if the energy landscape requires us to 152 PLENARY Forum closing speech and last words change dramatically? 154 Program116 INTERACT SESSION Two degrees warmer: Mitigating 170 The Women’s Forum Partners and adapting to climate change? 193 Management & teams118 MY DISCOVERY RechargeHEALTH & SCIENCE121 PLENARY Wanted: An ethics for our mastery of life124 PLENARY Going beyond scientific research towards a real social commitment126 MY DISCOVERY Engage128 MY DISCOVERY Anticipate130 INITIATIVE Women For Education132 MY DISCOVERY Stand up More info on our website and our social networks 2011 - WOMEN’S FORUM ❙3
  • 5. PLENARY Women’s Forum welcome Thursday, 13 October 2011 – 08:30-09:30 Véronique Morali and Patricia Mitchell T Moderator : he 7th Women’s Forum Global Meeting Patricia Mitchell, President and Chief Executive Officer, The Paley Center for Media, USA opened with 1,430 participants from 84 Keynote speaker: countries attending the largest annual Véronique Morali, Founder and CEO, meeting in the Forum’s history. Véronique, Vice-Chairman, Fitch Group, and President, Fimalac Development and the Women’s Morali, the Forum’s new President, told Forum for the Economy & Society, France the packed opening plenary that now more than ever, the world faces changes without ‘‘ For the Rising Talents: Armance Bordes for Virginie Morgon, Member of the Executive Board and Director of Investments, Eurazeo, France Evelyne Sevin, Partner, Egon Zehnder International, France For the Brazilian Delegation: Ellen Gracie Northfleet, former Chief Justice of the Federal Supreme Court of Brazil easy solutions. “Being together, fighting together is crucial,” she said, adding that, “the Forum is a resource for hope,” and an “agora for the future.” Patricia Mitchell, who moderated the opening session, announced the 5th anniversary of the Cartier Women’s Initiative Awards and the Rising Talents program, noting that the women selected ‘‘ are likely to include future CEOs and possibly presidents of countries. Armance “Being together, fighting Bordes and Evelyne Sevin explained the Ellen Gracie Northfleet together is crucial.” important contributions of the Rising Talents Véronique Morali program, while Ellen Gracie Northfleet, the Key fact  Launch of the interactive onsite consultation by CNBC Creative Solutions in association with PwC and the Women’s ‘‘ first woman Chief Justice of Brazil’s Federal Supreme Court, who only recently retired, introduced a special delegation from Brazil, one of the highlights of this year’s Global Meeting. “Experience shows that in harsh times, women suffer more.” Ellen Gracie Northfleet Forum, asking people to have their say about what women’s empowerment will “It is a year that can only be described as the year mean for men. of the unexpected.” Patricia Mitchell4 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 6. Key fact  “Stand Up for African Mothers,” as part of the Women For Education Initiative, is intended to help women better cope with harsh living conditions in less privileged regions.La 7e édition du Women’s Forum Global Meeting aaccueilli pour sa séance d’ouverture plus de 1400participants de 80 pays, en faisant le plus grandévénement annuel de l’histoire du Forum. VéroniqueMorali, Présidente du Forum, a déclaré au large publicde la séance plénière d’ouverture qu’aujourd’hui plus The Rising Talents 2011que jamais le monde était en proie à des défis qui nepourront être résolus facilement. « Il est essentiel derester solidaire et de faire front ensemble, » a-t-elleajouté, précisant que « le Forum est une source d’espoir» et une « agora pour l’avenir ». Patricia Mitchell,modératrice de la séance d’ouverture, a annoncé le5e anniversaire des Cartier Women’s Initiative Awards ‘‘et de l’initiative Rising Talents, précisant que parmi lesfemmes sélectionnées se trouvaient peut-être de futursPDG, voire même des Présidentes. Armance Bordes etEvelyne Sevin ont détaillé les contributions essentiellesdu programme Rising Talents, tandis qu’Ellen GracieNorthfleet, première femme à avoir occupé le postede juge à la Cour suprême du Brésil et récemmentretraitée, introduisait une délégation brésiliennespéciale, l’un des moments forts de cet événementannuel. Evelyne Sevin Armance Bordes “We owe it to them and to ourselves to meet them. Nurturing the talent of women is vital.” Evelyne SevinThe Brazilian Delegation You can watch the video of this plenary session on youtube and on 2011 - WOMEN’S FORUM ❙5
  • 7. PLENARY Opening plenary: Challenge, imagination, commitment K. Hall-Trujillo, E. Palcy, Y. Benguigui, P. Mitchell F Thursday, 13 October 2011 — 09:30-10:15 our highly creative and inspiring are film makers, one a photographer and women from vastly different another the creator of a social support backgrounds spoke to delegates system to fight infant mortality. “One of the ‘‘ ‘‘ Moderator: Patricia Mitchell, President and CEO, The Paley Center for Media, USA Speakers: Yamina Benguigui, Writer, Movie Director, Deputy Mayor of Paris in charge of human rights and the fight against discrimination, France USA Kathryn Hall-Trujillo, Founder, Birthing Project Japan Rinko Kawauchi, Photographer, Euzhan Palcy, Film Director, Writer and Producer, France about the importance that stories and story- telling have played in their lives, both in providing personal inspiration, strength and guidance, and as a way of communicating, supporting and educating others. These women use stories to promote political change, increase awareness of injustice, inspire hope and create solidarity. Two major themes of the Women’s Forum is all the ‘What Ifs’ we are now facing. One of the best ways forward is through the stories we share with each other. Stories are a kind of secular prayer — they inspire, comfort and help us move forward together,” said Moderator Patricia Mitchell, President and CEO of The Paley Center for Media. “Stories are a kind of secular prayer — they inspire, comfort and help us move forward together.” Patricia Mitchell “I had to connect the dots between people, between ‘‘ countries, between continents.” “I asked myself what is the most powerful way to do that and the answer was film.” Euzhan Palcy “Destruction is also an opportunity for creation, providing an opportunity to think seriously about our life.” Rinko Kawauchi Yamina Benguigui and Patricia Mitchell6 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 8. Quatre femmes créatives et passionnées venant est photographe et la dernière est la créatrice d’und’horizons très différents ont parlé aux participants système de soutien social visant à lutter contre lade l’importance qu’ont eut les histoires qu’on leur a mortalité infantile. « L’un des principaux thèmes duracontées dans leur vie, à la fois en tant que source Women’s Forum porte sur toutes les possibilités (Whatd’inspiration et de force, en tant que conseils et commeoutil de communication, de soutien et d’éducation. Cesfemmes utilisent toutes les histoires pour promouvoirle changement politique, pour sensibiliser les gens àl’injustice, pour redonner l’espoir et pour favoriser lasolidarité. Deux d’entre elles sont réalisatrices, l’une ‘‘ if?) auxquelles nous faisons face. L’un des meilleurs moyens d’aller de l’avant est par le biais des histoires que nous partageons. Les histoires sont comme une prière séculaire. Elles inspirent, réconfortent et nous aident à avancer ensemble, » a déclaré la modératrice Patricia Mitchell, PDG du Paley Center for Media. “Film gives us a way to talk about controversial, social and Rinko Kawauchi personal issues, I firmly believe‘‘Euzhan Palcy in the power of the image.” Yamina Benguigui “I realized I was not my husband’s wife. I was not my parent’s child. I was my own woman, my own self. I learned I could trust other people, that I was connected to a world and that the world would be good to me.” Kathryn Hall-Trujillo Kathryn Hall-TrujilloK. Hall-Trujillo, E. Palcy, Y. Benguigui, P. Mitchell You can watch the video of this plenary session on youtube and on 2011 - WOMEN’S FORUM ❙7
  • 9. INITIATIVE The Brazilian Delegation with Renault-Nissan Alliance and Sodexo in association with Hyatt and TAM Airlines Partnered by Renault-Nissan Alliance The Brazilian Delegation on stage welcomed by Patricia Mitchell, Véronique Morali and Ellen Gracie Northfleet and Sodexo, in association with Hyatt A and TAM Airlines, the Brazilian Delegation delegation of forty remarkable spent 24 hours in Paris for a dedicated Brazilian women gave this year’s program during which they participated Women’s Forum a very special feel. in a lunch hosted by Le Printemps All sectors of the Brazilian society were department store, a dinner reception represented: corporate, not-for-profit, hosted by Sodexo on board Yachts de Paris and were welcomed at both the politics, legal, environmental, media, food, National Assembly and the Brazilian medical, and culture. Embassy. In Deauville, many of the Brazilian delegates spoke in plenary and Discovery sessions. The delegation was The Brazilian Delegation on the “Yachts de Paris” introduced by Ellen Gracie Northfleet, the former and first woman President of the Supreme Court in Brazil. Three of them were selected as Rising Talents; others were guests of CEO Champions, and many shared insights on current issues in Brazil: on international expertise in the boardroom, beauty business, ethics and genetics, protection of the environment, the food revolution, new Brazilian women entrepreneurs, favelas, health, education challenges, and an overview of the role of women in Brazilian politics and business. Waleska and Francisco do Santos, Gisela Teresa Corçao, Bel Coelho, Denise Reis Pitanguy, Sandra Ralston The atmosphere of the delegation was particularly festive. After the artist Panmela Castro completed a full mural graffiti during the conference – auctioned to benefit her foundation in Rio, the singer Denise Reis led all the delegates in a Brazilian dance during the closing evening party. The members of the Brazilian delegation have since met up again back home and created a group which shall return to Deauville in 2012. Véronique Morali and Roberto Cirillo Isabelle Lucas, Maria Outters, Maria Fernanda Teixeira and Marise Barroso8 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 10. Lydie Lecourt, Adriana Moreira, Maria Fernanda Teixeira, Isabelle Lucas, Daniela Fainberg, Candace Lessa,Suzana Padua, Elaine Smith, Ana Paula Camargo, Denise Reis,Teresa Genesini, Marcia NederMinister Counsellor Demétrio Bueno Carvalho Rita Andrade, Suzana Padua, Adriana Moreira, Denise Reis Daniela Fainberg, Elaine SmithPanmela Castro, Isabelle Loyola, Denise Reis performing at the Women’s Forum Leila Velez and Isabelle LoyolaGuacira de Oliveira Soirée Une délégation de quarante femmes brésiliennes remarquables donnèrent un sens particulier au Women’s Forum cette année. Tous les secteurs de la société brésilienne étaient représentés tels que l’industrie, ONG, la politique, la justice, l’environnement, les médias, l’industrie alimentaire, la médecine et la culture.Suzana Padua, Ana Cristina Barros, Yvonne Bezerra de Mello, Isabelle Loyola,Marise Barroso, Sandra Ralston, Adriana Moreira, Celina Carpi, Teresa Corçao,Maria Fernanda Teixeira, Christina Carvalho Pinto Rita Andrade, Guacira de Oliveira, Candace Lessa 2011 - WOMEN’S FORUM ❙9
  • 11. The Brazilian Delegation before the Women’s Forum Soirée The Brazilian Delegation in front of the National Assembly Teresa Genesini, Marcia Neder Isabel Franco, Maria Fernanda Teixeira, Laurent Schenten (Printemps) and Waleska Santos Marise Barroso Saulo Garroux, Dagmar Garroux, Carlise Kwiatkovski, Fernanda Richa, Ana Panmela Castro Gwenaelle Maitre, Candace Lessa Paula Camargo, Rita Andrade, Mara Luquet The members of the Brazilian Delegation Panmela CASTRO, Nami Rede Feminista de Arte Dagmar Rivieri GARROUX, Casa do Zezinho, Urbana, President and Street Artirst Founder and President Karin ALVO, Koury Lopes Advogados, Partner Sirlène CAVALIERE, CMP Braxis Capgemini, Saulo GARROUX, Casa do Zezinho, Personnel Rita ANDRADE, CMP Braxis Capgemini, Marketing & Communication Director Development Director & Author Vice-President - Application Services Ana Paula CHAGAS, Heidrick & Struggles, Partner Teresa GENESINI, Instituto da Psicanalise Ana Cristina BARROS, The Nature Conservancy, Bel COELHO, Restaurant Dui, Chef Lacaniana, Admistrative Director Country Representative Teresa CORÇAO, Restaurante O Navegador, Chef Candace LESSA, Consultores Associados, Marise BARROSO, Mexichem Brasil, CEO Daniela Nascimiento FAINBERG, Instituto Geraçao, Founder and Partner ; Ashoka in Brazil and Deborah BERLINCK, O Globo, Paris Founder and Director Uruguay, Co-founder and Director Correspondant Isabel C. FRANCO, Koury Lopes Advogados, Mara LUQUET, Letras & Lucros, Partner Celina Borges Torrealba CARPI, Grupo Libra, Mem- Senior Partner Yvonne Bezerra de MELLO, UERE, General ber of the Board of Directors Director10 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 12. Juliano Araujo, Saulo Garroux, Vanessa Vilela, Dagmar Garroux, Elaine Smith, Ana Cristina Barros, DanielaFainberg, Waleska Santos, Ana Paula Camargo, Guacira de Oliveira, Lydie Lecourt, Isabelle Loyola,Gwenaelle Maitre, Suzana Padua The mural graffiti painted by Panmela Castro during the Forum, auctioned for the benefit of her foundation in RioJosé Mauricio Bustani (Ambassador of Brazil in Brazilian dancers at the Women’s Forum SoiréeFrance) and Ellen Gracie NorthfleetChristina Carvalho Pinto Vanessa Vilela and husband Juliano Araujo Jérôme Cahuzac (from the National Assembly) and Fernanda RichaAdriana MOREIRA, World Bank, Senior Wang Lee de PINHO, Sanofi Brasil, Medical Ana Paula RESQUE, Medley PharmaceuticalsEnvironmental Specialist Director Sanofi, Medical DirectorMarcia NEDER, Editora Abril, Publisher Gisela PITANGUY, Clinica Ivo Pitanguy, Director Fernanda RICHA, State Government of ParanaEllen Gracie NORTHFLEET, the Federal Supreme Jacqueline PITANGUY, CEPIA, Citizenship Studies, Waleska SANTOS, Couromoda Group,Court of Brazil, Former Chief Justice Founder and Executive Director Vice-PresidentIeda NOVAIS, KPMG, Corporate Director Christina Carvalho PINTO, Full Jazz Maria Fernanda TEIXEIRA, First Data Corp, Pre-Guacira de OLIVEIRA, Centro de Feminista de Communication Group and Mercado Ético Platform sidentEstudos e Assesoria, Director (Ethical Markets, President Leila VELEZ, Beleza Natural, CEOSuzana Machada PADUA, IPE, President Sandra RALSTON, Colliers International, Vice- Vanessa VILELA, Kapeh Cosméticos, CEORosa Celia PIMENTEL, Pro Crianca Cardiaca, President Mayana ZATZ, Human Genome Research Center,Director and Cardiologist Denise REIS, Singer Director and Professor of Genetics Andréia REPSOLD, LIDE RIO, President 2011 - WOMEN’S FORUM ❙ 11
  • 13. MY DISCOVERY discover Brazil with Renault-Nissan Alliance and Sodexo in association with Hyatt and TAM Airlines Participants were invited to the Brazilian corner to meet with the members of the 2011 Women’s Forum Dele- gation. The members were business leaders, entrepre- neurs, corporate board members, lawyers, and consul- tants; they were leaders of non-profit organizations; they were doctors, talented journalists, unique artists, and renowned culinary chefs. Discover Brazil Corner W ith Dilma Rousseff’s inauguration as Brazil’s first female president this year, the spotlight is on the Discover Brazil: role of women leaders in Latin America’s largest nation. Brazil has made great strides From São Paulo in increasing social mobility, including for women, in recent years. One result to Brasilia: The is an emerging middle class. Rousseff is maintaining anti-poverty efforts and taking role of women the reform battle forward by attacking corruption and appointing more women in business to key government positions. However, some participants raised concerns about and politics Thursday, 13 October 2011 — 12:30-13:15 Speakers: ‘‘ rampant consumerism and the president’s lack of concern about the environment. One speaker called for measures to guarantee greater participation for women in elected positions. Jacqueline Pitanguy Isabel Franco, Senior Partner, Koury Lopes Advogados, Brazil Iêda Novais, Corporate Director, KPMG Brasil, Brazil “Rousseff won an election where two of the three leading candidates were Christina Carvalho Pinto, President, Full Jazz Communications Group, Brazil women, and that together the two female candidates captured 70% of the Jacqueline Pitanguy, Founder and Executive vote. The gender barrier has been broken. Still there are many battles left Director, CEPIA — Citizenship Studies Information Action, Brazil to be fought.” Jacqueline Pitanguy12 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 14. Depuis que Dilma Rousseff a pris ses fonctions en tantque première femme présidente du Brésil en débutd’année, le rôle des dirigeantes au sein du plus grand paysd’Amérique Latine est au cœur du débat. Le Brésil a faitd’importants progrès au cours des dernières années entermes de mobilité sociale, notamment pour les femmes,ce qui a permis l’émergence d’une classe moyenne.Mme Rousseff poursuit les efforts de lutte contre lapauvreté et fait progresser les réformes en s’attaquantà la corruption et en nommant un nombre croissant defemmes à des postes clés du gouvernement. Certainsparticipants ont toutefois fait part de leurs inquiétudesconcernant l’avancée du consumérisme et l’absencede préoccupations environnementales de la présidente.Un intervenant a appelé à la mise en place de mesurespermettant de garantir une plus grande participation desfemmes parmi les élus. The Agora‘‘Iêda Novais «We dominate interiors like the home. We need to be in the interior not only of the soul and families, but also of corporations and governments.” Christina Carvalho Pinto Isabel Franco in the Agora 2011 - WOMEN’S FORUM ❙ 13
  • 15. BUSINESS
  • 16. PLENARY What if ‘‘ corporate key drivers became totally different? Thursday, 13 October 2011 – 14:45-16:15 Moderator : Patricia Szarvas, Lead Anchor, CNBC Europe, “Our company is about 600 GermanyB Opening Presentation: usiness models are changing years old. And we plan on being James Allen, Partner and Co-Head of Bain & rapidly to meet the challenges of a around for another 600. That Company’s Global Strategy Practice world economy that is not growing Speakers:much for the moment, but should expand means paying very careful Antony Jenkins, Chief Executive, Retail and Business Banking, Barclays Muhtar Kent,extremely rapidly in the next ten years. attention to what happens in Chairman and Chief Executive Officer, TheChallenges includes stiffer competition for Coca-Cola Company (via TelePresence)increasingly expensive resources, pressure the next ten years.” Gina Qiao, Member of the Executive Committee and Senior Vice-President,on corporations to take social responsibility, Antony Jenkins Human Resources, Lenovo Group, USAand a rising demand for talent. The question Jérôme Tolot, Executive Vice-President, GDF Suezis whether companies can change their Les modèles d’entreprises évoluent rapidement pourbusiness models quickly enough to cope répondre aux défis suscités par la faible croissance éco-with all these trends. “We have spent, nomique mondiale actuelle qui devrait être suivie par uneand are still spending a great deal of time forte expansion au cours des dix prochaines années. Ilconsidering our potential business models restera également des défis à relever, tels qu’une concur- rence accrue pour l’accès à des ressources de plusfor the future” said Coca-Cola chief Muhtar en plus chères, des pressions poussant les entreprisesKent. Jérôme Tolot of GDF Suez pointed out à devenir socialement responsables et une demandethat his company was at the center of the croissante pour des travailleurs de talent. Reste à savoir siglobal concern for resource conservation, les entreprises pourront changer leurs modèles assez ra-and devoted a large share of its budget to it. pidement pour pouvoir s’adapter à toutes ces tendances. « Nous avons consacré et continuons à consacrer beau-For Antony Jenkins of Barclays, keeping in coup de temps à l’évaluation de nos potentiels modèlesclose touch with the consumer expression d’entreprises pour l’avenir. » a déclaré le PDG de Coca-in social networking provides a paradigm Cola Muhtar Kent. Jérôme Tolot de GDF SUEZ a souli-for a change in business model. “I have an gné que son entreprise était au centre de la préoccupa- tion mondiale pour la conservation des ressources, et yentire wall covered with monitors that track a consacré une part importante de son budget. Selondifferent channels on Twitter. And I keep Antony Jenkins de Barclays, rester à l’écoute du point dewatch on them”. vue du consommateur dans les réseaux sociaux crée un paradigme pour une évolution du business modèle. « J’ai un mur entier recouvert d’écrans qui suivent les différents fils Twitter. Et je les suis de près. » Antony Jenkins You can watch the video of this plenary session on youtube and on 2011 - WOMEN’S FORUM ❙ 15
  • 17. Plenary ❙ “We are already seeing today the rapid adaptation of and new resources for technology — this trend will only grow. But companies have to be on the lookout for game-changers, and be ready to adapt rapidly to different trends in consumer demand.” “Careful planning for the use of increasingly scarce resources was crucial to new corporate business models.” Gina Qiao Patricia Szarvas Key fact  Nearly 20% of working women in Thailand are entrepreneurs, 14% in India, 12% in Brazil and 10% in Chile and Mexico. Gina Qiao and Jérôme Tolot 75% According to a recent study by Bain & Company, number of CEOs who ‘‘ Muhtar Kent (via TelePresence) would make radical changes to their business models in the short- and medium- term due to the massive changes engulfing the global economy. $90 trillion The global gross do- mestic product in 2020. “A city the size of New York will be created every three months, many of them in emerging markets.” “Women now control spending of $20 trillion a year, more than the United States, James Allen China and India put together.” Muhtar Kent16 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 18. ‘‘A. Jenkins, G. Qiao, J. Tolot, P. Szarvas Gina Qiao “As the global gross domestic 180,000 The number of people who arrive in cities every 24 hours product swells to $90 trillion in 2020 from $63 trillion today, the 100 The number of cities which account for 30% of world gross domestic product rising wealth of the emerging (GDP) markets will create vast numbers of new consumers. An additional 1.3 billion people will join the ‘global middle class,’ providing corporates with liquid new markets – households with more than $5,000 per year. Companies must plan to ‘‘ take market share in this new group of consumers.” “There is a real risk of supply insecurity for corporations unless they develop detailed scenarios for planning.” “Modern consumers feel that they have a right to demand social and environmental responsibility from corporates.” James Allen Jérôme Tolot $20 trillion Spending per year controlled by women worldwide, more than the United States, China and India put Key fact “Sustainability indexes are now accepted together  In the West, where growth will be slower than in emerging markets throughout the around the world, and they provide asset managers with reliable and objec- 120% The jump in demand for raw materials over the next decade next decade, technological advances tive benchmarks to manage sustainabi- may be one of the principal growth drivers as breakthroughs unleash new lity portfolios.” Jérôme Tolot waves of technological innovation. You can watch the video of this plenary session on youtube and on 2011 - WOMEN’S FORUM ❙ 17
  • 19. INTERACT SESSION Hosted by Sanofi What if we took a people-centric approach to business? Thursday, 13 October 2011 – 12:30-13:45 Host Welcome: Yoshiko Naito, Manager, President’s Office, Public Affairs, Sanofi Japan Moderator : Mark Zeh, Writer & Educator, Consulting in Innovation and Project Management, Germany Featuring: Gretchen Addi, Associate Partner and Location Lead, IDEO, USA “N o matter what we do, we can in these difficult economic times, Addi all take a people-centered said it was essential. The key to success, approach,” said Gretchen she explained, lies in careful observation Addi of IDEO, a leading U.S. design and and the ability to develop empathy and innovation consulting firm. Multinational understanding. To illustrate how the pharmaceutical company Sanofi took a process of creating people-centric design ‘‘ people-centric approach to the March 2011 earthquake and tsunami in Japan by chartering a helicopter to deliver drugs and relief supplies to its employees, said Yoshiko Naito of Sanofi Japan. While some companies might argue that putting people at the center of their business is a luxury works, Addi presented four examples of projects developed by IDEO for four very different clients — the Bill and Melinda Gates Foundation, Air New Zealand, Kaiser Permanente and The National Campaign to Prevent Teen and Unplanned Pregnancy. Key fact  “Journey Home Boards”: help new “For people to be able to mothers and caregivers understand develop people-centric design and keep track of where they are in the post-natal process. The boards are so in business they need to have successful that 30,000 nurses adopted a passion to move things them throughout the Kaiser Pemanente system. forward.” Yoshiko Naito Yoshiko Naito18 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 20. “Looking at extremes is the most inspiring part, that’s where people get creative.” “By using people-centric design we can help solve problems, not just by providing the answer of the day, but in a way that is strongly grounded in core issues that are really important to people. As a result these solutions have validity and can stand the test of time.” Gretchen AddiMark Zeh« Quelle que soit notre activité, nous pouvons tousadopter une approche axée sur la personne », a déclaréGretchen Addi d’IDEO, une société de conseil américainespécialisée dans le design et l’innovation. Le groupepharmaceutique international Sanofi a appliqué cetteapproche lors du séisme et du tsunami qui ont touché leJapon en mars 2011, affrétant un hélicoptère pour livrerdes médicaments et de l’aide à ses employés, a expliquéYoshiko Naito de Sanofi Japan. Pour certaines sociétés,placer l’être humain au centre de son activité est un Gretchen Addi and Yoshiko Naitoluxe en cette période de crise économique, mais pourMme Addi, c’est essentiel. Selon elle, la clé du succèsréside dans une observation attentive et la capacité à Key factfaire preuve d’empathie et de compréhension. Pour  Using visual aids and collage were veryillustrer le processus de création d’un concept axé sur useful in developing a common languagela personne, Mme Addi a présenté quatre exemplesde projets développés par IDEO pour quatre clients to express core values and needs. Thedifférents, la Fondation Bill et Melinda Gates, Air New free innovation guide IDEO developedZealand, Kaiser Permanente et The National Campaign for social enterprises and NGOs workingto Prevent Teen and Unplanned Pregnancy. with impoverished communities in Africa, Asia and Latin America is available online, and when the Women’s Forum started, it had already been downloaded Key fact 64,000 times.  a free support network for birth control aimed at women aged 18 to 29. Part of The National Campaign to Prevent Teen and Unplanned Pregnancy, it is a valuable tool, giving young women accurate information about birth control and creating dialogue with other women. Gretchen Addi 2011 - WOMEN’S FORUM ❙ 19
  • 21. SIDE MEETING by Bain & Company As corporate key drivers change, what should I do differently on Monday morning? Thursday, 13 October 2011 — 17:15-18:30 Facilitator: T Tory Frame, Partner, Head of Consumer Products and Post Merger Integration, Bain & his session was built on a presentation Dans le cadre d’une séance plénière intitulée « Et si les Company, UK and Ireland by James Allen, Partner and Co-Head principaux moteurs de l’activité d’entreprise changeaient complètement ? », cette session s’est articulée autour of Bain & Company’s Global Strategy d’une présentation de James Allen, Associé et Co- Key facts Practice, in a plenary entitled ‘What if corporate key drivers became totally directeur du cabinet de stratégies internationales Bain & Company. M. Allen a identifié cinq grandes tendances  Five megatrends different?’ Allen identified five megatrends affectant les entreprises : (1) l’émergence de la classe for companies: (1) the growing middle class moyenne dans les pays émergents ; (2) la responsabilité •  Growing  middle  class  in  emerging  in emerging markets; (2) environmental and environnementale et sociale ainsi qu’une bonne markets: How can businesses address gouvernance d’entreprise ; (3) la technologie ; (4) les social responsibility and good corporate ressources humaines ; et (5) la raréfaction des ressources the needs of consumers in different re- gions? What kinds of products will ap- governance; (3) technology; (4) human matérielles. Les participants ont été répartis en petits resources; and (5) finite material resources. groupes par thème. Pour chaque tendance, les groupes peal to these new customers? ont identifié une action essentielle pour les entreprises Participants broke into small groups by et une pour les particuliers. Un exemple d’action a été •  Environmental  and  social  responsi- topic. They identified one essential action donné par Bain & Company qui tente d’intégrer plus bility and good corporate governance: for companies and one for individuals in de femmes au sein de ses opérations, en partie afin Following the multitude of corporate scandals in recent years, how can businesses become more responsible citizens? •  Technology:  How  can  companies  adapt to and take advantage of new technologies? •  Human  resources:  Emerging  mar- kets will need more and different kinds of talent. How should companies ad- their personal lives that will help address these trends. One example came from Bain & Company itself, which is attempting to integrate women more fully into its operations in part to help satisfy human resource needs. At a corporate level, after undertaking straightforward tasks like recruitment, the firm is thinking about tougher ones like job sharing. At a personal ‘‘ de satisfaire ses besoins en ressources humaines. Au niveau professionnel, après s’être penchée sur des tâches simples comme le recrutement, la société envisage désormais des tâches plus complexes comme le partage de poste. Sur le plan personnel, les employés peuvent alterner entre un travail sur un gros projet et des périodes de congés. level, people can alternate big projects with dress the projected shortage of white- time off. collar workers? “What can we do about these •  Finite  material  resources:  Compa- megatrends personally and for nies must figure out how to address our companies?” Tory Frame limited supply and potentially volatile markets.20 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 22. Key facts come more aware of the environmental consequences of their purchases. think about new scenarios in order to be prepared to adjust to a fast-changing Two key recommendations, one for environment. Involve all employees fromcompanies and another for individuals: •  Personal  action:  Reexamine  where  all levels of the firm in this process. and how you invest your savings, favor-Growing middle class in emerging markets ing responsible investment funds. •  Personal  action:  Participate  in  social  •  Company  action:  Conduct  research  media like Facebook and Twitter, if only Human resources to understand how they work. Use so- to better understand these emerging consumers. How do they behave? What •  Company  action:  For  firms  in  the  cial network monitoring software like are their needs and desires? How are same geographic region or industry, join Nutshell to keep tabs on developments their demands affected by culture? forces to train workers or support rel- without wasting time. evant university programs. Finite material resources •  Personal  action:  Build  a  network  of  friends around the globe. Learn new lan- •  Personal action: Change the way you  •  Company  action:  Curb  demand,  for  guages, starting with English if you are raise your children so that they will be example by limiting travel and using not a native speaker. more open, flexible and cosmopolitan. more teleconferencing and other tools Make sure they learn languages. Also to communicate with colleagues, clientsEnvironmental and social responsibility and teach them values like loyalty, the workgood corporate governance and customers. ethic, respect and responsibility. •  Company  action:  Incorporate  the  •  Personal  action:  Design  and  imple- Technology ment a family project to reduce waste principles of sustainability into the long- term planning of the firm. This should •  Company  action:  Avoid  getting  and the use of water and energy in the include encouraging consumers to be- caught up in day-to-day operations and home. 2011 - WOMEN’S FORUM ❙ 21
  • 23. INTERACT SESSION Hosted by Cartier Is social entrepreneur- ship the new business of the future? Friday, 14 October 2011 – 12:30-13:45 ‘‘ S Host welcome: ocial entrepreneurship has emerged Loïc Sadoulet, Professor of Economics and former Head of the Africa Initiative, INSEAD, and Jury significantly over the past few years “What one needs is Member, Cartier Women’s Initiative Awards, France as a viable form of business. Initially, passion, compassion and Moderator: it was considered more a responsibility of Janet Voûte, Vice-President Public Affairs, competence.” Svati Bhogle Nestlé civil society, whereby a social entrepreneur Speakers: was measured by the social capital created Svati Bhogle, Founder and CEO, Sustaintech, and the social return produced. This opportunities it offers. There also appears and 2011 Cartier Women’s Initiative Finalist, India Pablo Brenner, Partner, Prosperitas could be a restaurant in San Francisco, to be amerging between the private and Capital, Member of the Board, Endeavor, and Jury Member, Cartier Women’s Initiative Awards, Uruguay Daniela Nascimento Fainberg, Founder and Director, Instituto Geração, Brazil Ann MacDougall, CEO, Acumen Fund, USA Alyse Nelson, CEO, Vital Voices, USA whose waiters, dishwashers and cooks are former criminals or an organic farm in Indonesia that hires young people from the street. But how should social return be calculated? Like any compelling initiative, there is now a bandwagon effect, with the corporate world becoming interested in the ‘‘ public sectors. Social entrepreneurship is still small compared to the capital generated by private corporations, but the potential is enormous. Whether it will emerge as the business of the future remains to be seen, but its influence over traditional commerce is growing. “The principal challenges are to bring in additional capital for the social and environmental good, but also to attract and retain talent. The social sector cannot compete with private salaries, but eventually, there will be a convergence.” Ann MacDougall Svati Bhogle and Pablo Brenner Loïc Sadoulet22 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 24. “The younger generation needs role models. The problem ‘‘ with Uruguay is that people are very low-key and modest about their achievements, so no one knows about their successes.” Pablo Brenner “You build talent by having confidence in them.” Alyse NelsonAlyse Nelson Daniela Nascimento Fainberg and Janet VoûteL’entrepreneuriat social s’est imposé au cours desdernières années comme une activité viable. Il étaitdans un premier temps considéré plutôt commeune responsabilité relevant de la société civile,l’entrepreneur social étant évalué sur la base du capitalsocial créé et du rendement social obtenu. Il pouvaits’agir d’un restaurant à San Francisco employantd’anciens criminels comme serveurs, plongeurset cuisiniers, ou encore d’une ferme biologiqueen Indonésie recrutant des jeunes de la rue. Maiscomment calculer le rendement social ? Comme pourtoute initiative de ce type, le milieu des entreprisestente maintenant de prendre le train en marche etde s’intéresser aux opportunités qu’elle représente.‘‘Il semblerait également que nous assistions à unrapprochement entre le secteur privé et le secteurpublic. L’entrepreneuriat social reste un mouvementmodeste comparé au capital généré par les entreprisesprivées mais son potentiel est énorme. Reste à savoirs’il s’agit d’une activité d’avenir. En attendant, soninfluence sur le commerce traditionnel s’étend.. Ann MacDougall and Loïc Sadoulet “The challenge is one of scalability and finding good projects. Another is how to balance social impact with results.” Daniela Nascimento Fainberg Svati Bhogle Pablo Brenner and Daniela Nascimento Fainberg 2011 - WOMEN’S FORUM ❙ 23
  • 25. SIDE MEETING by KPMG Bringing best practices and international expertise into the boardroom Friday, 14 October 2011 — 12:30-13:45 V. Morali, C. Borges Torrealba Carpi, C. Cohen, D. Fletcher I Host Welcome: n today’s stormy economic climate, board staff member; dealing with over-regulating Nancy Calderon, Americas Chief Administrative Officer, KPMG, USA Susan Stautberg, members across the world are facing governments; and facing the unique set President, PartnerCom Corporation, and Co-Founder, so-called ‘VUCA issues’ — Volatility, of challenges created by family-owned Women Corporate Directors, USA Unpredictability, Complexity and Ambiguity. businesses. Moderator : Maria Livanos Cattaui, Board Member, This invitation-only session enabled women “We also have to be sensitive to cultural Petroplus Holdings, and former Secretary-General of sitting on corporate boards to discuss the differences,” Cynthia Cohen stressed. As an the International Chamber of Commerce, Switzerland major governance issues facing them. example, Cohen reminded that contracts, Featuring: Celina Borges Torrealba Carpi, Member of Maria Livanos Cattaui asked about the which may be non-existent in the United the Board of Directors, Grupo Libra, Brazil hardest situations with which they had had States, are considered essential in Europe. Cynthia Cohen, Member of the Board of to deal as a board member. All of this takes unity on a board. Disunity Directors, bebe, Hot Topic, The Sports Authority and Strategic Mindshare Founder and President, The American Denise Fletcher and the is usually very destructive if it is deep and USA Denise Fletcher, Member of Brazilian Celina Borges Torrealba Carpi involves rivalry, Cattaui said, adding that the Board of Directors, Unisys Corporation, both cited a board’s decision to fire a CEO. women have to work out how to handle this USA Véronique Morali, Founder and CEO,, Vice-Chairman, Fitch Group, and The delegates added that it could also be if it occurs. President, Fimalac Development and the Women‘s confronting a CEO about an affair with a Forum for the Economy & Society, France V. Morali, C. Borges Torrealba Carpi, C. Cohen24 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 26. ‘‘ ‘‘ “Boards are groups but we must remember they are also made up of individuals.” Maria Livanos Cattaui “One woman is a token, two is a presence but three is a voice.”Celina Borges Torrealba Carpi Maria Livanos Cattaui Susan StautbergAu vu des troubles qui caractérisent le climat Parmi les autres exemples cités on peut mentionneréconomique actuel, les conseils d’administration sont le fait de confronter un PDG qui avait eu une liaisonconfrontés à ce que l’on a appelé des problèmes « VICA » avec un membre du personnel ; faire face à des règles(pour volatilité, incertitude, complexité et ambigüité). gouvernementales trop strictes ; et relever les défisCette séance, sur invitation uniquement, a permis uniques qui caractérisent les entreprises familiales.aux femmes membres de conseil d’administration de « Il faut également être sensible aux différencesdiscuter des principaux problèmes de gouvernance culturelles, » a expliqué Cynthia Cohen. Elle a rappeléauxquels elles sont confrontées. Maria Livanos que les contrats, qui n’existent pas toujours aux Etats-Cattaui leur a demandé de raconter les situations les Unis, sont jugés essentiels en Europe. Il faut donc unplus difficiles auxquelles elles avaient dû faire face conseil d’administration uni. Toute désunion peut êtreen tant que membres d’un conseil d’administration. très destructrice si elle est enracinée et qu’elle se traduitL’Américaine Denise Fletcher et la Brésilienne Celina par des rivalités, a précisé Mme Cattaui, ajoutant queBorges Torrealba Carpi ont toutes deux cité l’exemple les femmes devaient savoir comment faire face à cesd’une décision du conseil visant à licencier un PDG. ‘‘ situations si elles se présentaient. Susan Stautberg “As a board member you have to be very flexible and understand both the mindset and the value you can bring.” «Today it is important to be supportive and united and to take a collegial approach on boards.” Véronique MoraliVéronique Morali 2011 - WOMEN’S FORUM ❙ 25
  • 27. INTERACT SESSION Business innovation: Using emotion in creating new products and services Friday, 14 October 2011 — 17:15-18:30 S uccessful brands are generally customer emotions — which in turn drives recognized to be purpose-driven the creation of impactful new products and and to make a strong emotional services. The example he used to illustrate Facilitator: connection to their customers. The his theories was innovation in retail banking, Mark Zeh, Writer and Educator, Consulting in Innovation and Project Management, Germany challenge is how to create products and but he noted that the same principles apply services that make these connections and to many other areas of the business world. maintain them over time. Innovation and “It isn’t sufficient to simply eliminate user Design Consultant Mark Zeh described error — designing user delight is the goal,” how to apply new design thinking in order he quoted IBM Design as saying. to understand unarticulated, or overlooked, Mark Zeh26 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 28. Key fact  The most-important physical expres- sion and body language cues to look out for, when observing users: •   elight, Happiness D‘‘ • Nervousness, Frustration, Impatience • Fear, Intimidation • Uncertainty • Confidence “Concepts that stick can only come from an understanding of actual customer behavior in situ.” Mark Zeh Mark Zeh ‘‘Les marques populaires ont souvent des objectifsclairement définis et arrivent à établir un lien émotionnelfort avec leurs clients. Le défi consiste à créer des “Emotions and feelingsproduits et des services qui aboutissent à ce lien etqui le maintiennent sur le long terme. Le consultant of employees are at leasten innovation et en design Mark Zeh a expliqué as important as those ofcomment on pouvait utiliser une nouvelle approche du the customers, in creating‘‘design pour comprendre les émotions inexprimées ounégligées des clients et motiver la création de nouveauxproduits et services ayant un impact. Pour illustrer sesthéories, il a donné des exemples d’innovation dans labanque de détail, précisant que les mêmes principespouvaient s’appliquer à de nombreux domaines dumonde des affaires. Citant IBM Design, il a ajouté : «Il ne suffit pas d’éliminer les erreurs d’utilisateurs maisplutôt d’optimiser leur satisfaction ». successful products and services. Trust and confidence are powerful factors influencing whether people will commit themselves in creative work and complex projects, accept change and “Emotional attachment must help facilitate it, and work be continually developed well with others, including to avoid entering into the potential competitors.” so-called commoditization Mark Zeh cycle, or price and features battle.” Mark Zeh Mark Zeh 2011 - WOMEN’S FORUM ❙ 27
  • 29. SIDE MEETING by Sodexo Quality of daily life: A key driver in organizational performance? Thursday, 13 October 2011 – 17:15 -18:30 W hat makes life better in the finding ways to improve the quality of life Facilitator: workplace? Does making it better in the workplace is what we are all about.” Laurent Cousin, Group SVP, Marketing Offer, Research & Development — On-site Service also improve productivity? Recent research by Sodexo in collaboration Solutions, Sodexo with the French business school ESSEC has The Sodexo Group, which offers support enabled the company to draw up a model services like site maintenance and for improving quality in everyday life. It catering to corporations in 80 countries, shows that positive factors vary widely from has a mission to answer these questions. person to person, but that focusing on broad “Defining the notion of quality of life in and human values like the physical environment, of itself is not for us the most important leisure activities, or health and safety paves factor,” explained Laurent Cousin of the the way for improvements. Research and Development team. “But 1/5 In Europe, one employee in five suffers from stress disorders 75% of French employees say they are anxious at work $20 billion In Europe, stress is estimated to cause 50% to 60% of all lost working days and to cost some €20 billion per year. Laurent Cousin28 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 30. ‘‘ “We based our model around the most basic concepts of ‘Being,’ ‘Having,’ and ‘Loving.’ From this we are working to derive a series of fundamental areas in which employee needs and desires are projected.” “What constitutes a satisfactory quality of life for one person may be quite different forQu’est-ce qui permet d’améliorer la vie sur le lieu de another. Some people cantravail ? Une telle démarche permet-elle d’améliorerla productivité ? Le Groupe Sodexo, qui propose des Key fact endure long commutes to work,solutions de services comme la maintenance et la  At this stage of the research, Sodexorestauration sur site aux entreprises de 80 pays, s’est has identified 5 main pillars that directly so long as they find a place todonné comme mission de répondre à ces questions. « impact quality of daily life, such as work out when they get there.Pour nous, le plus important n’est pas de chercher à “leisure and entertainment” or “socialdéfinir le concept de qualité de vie mais plutôt de trouver life” for example. And 15 areas for For others, working out is ades solutions pour améliorer la qualité de vie sur le lieu possible actions to be taken, as variousde travail, » explique Laurent Cousin du département as “maintenance and cleaning”, “sports bore, but getting back home‘‘Recherche & Développement. Une récente étuderéalisée par Sodexo en collaboration avec l’école decommerce française ESSEC a permis au groupe dedéfinir un modèle pour améliorer la vie au quotidien. Ellea montré que les facteurs positifs varient grandementd’une personne à l’autre mais qu’en se concentrant surles valeurs humaines de base, comme l’environnement,les loisirs ou la santé et la sécurité, on pouvait ouvrir lavoie à de véritables améliorations. facilities” or “learning opportunities”. The connection between those 5 pillars and 15 domains are now further explored by Sodexo Institute for Quality of Daily Life, both at general and individual levels. early to be with the family is a major priority.” Laurent Cousin “It is interesting to note that many companies might observe the current lack of employee loyalty, particularly from young and highly- trained personnel. Yet these same companies realize they need to take actions to earn the loyalty of their employees.” Laurent Cousin 2011 - WOMEN’S FORUM ❙ 29
  • 31. MY DISCOVERY PRESENTATION My Discovery imagine, challenge, commit The Premium Amphitheater T he Women’s Forum renowned off- square with its very own oak tree. Imagine program was revisited this year to having a drink, chilling out, enjoying a become My Discovery. moment of peace and quiet. Imagine energizing conversations and lively chance Imagine a stylish and welcoming place. encounters. Imagine elegant Corners, richly animated and comfortably furnished. Imagine a grand Challenge and be challenged through and exclusive lounge, surrounding a village thought-provoking debates, inspiring talks and exciting workshops. On each Corner, a verb called to action and reflection. Carefully selected by the Corner’s host – a Forum partner or initiative – the verb stated what participants experienced. Challenge your curiosity with a wide range of topics including diversity, career advancement, entrepreneurship, the future, health and well- being. Be challenged by eminent speakers sharing their knowledge and experience on the Corners, in the two Agoras or the Premium Amphitheater. Join passionate story tellers and enthusiastic defenders of ideas at “meet with” sessions. Open your mind, debate, exchange and collaborate in the interactive workshops. Commit to the Discovery spirit. Embrace a unique experience. Meet amazing people. Commit to our future, assuming hopes and facing fears. Commit to the Women’s Forum exceptional crowd of inspiring people. The Discovery Hall30 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 32. indulge yourselfwith My Discovery moments and… anticipate with Axa  dare with Rising Talents by Egon Zehnder  lead with Diversity Club for Business by be on air with the Women’s Forum radio International and Eurazeo The Boston Consulting Group and member  discover Brazil with Renault-Nissan and companies be prodigious with Helena Rubinstein and Sodexo in association with Hyatt and TAM  meet with Barclays the L’Oréal Corporate Foundation Airlines  network with GDF Suez build with Solera Capital & Calypso St.  do with Lenovo  pioneer with Cartier Women’s Initiative Barth Awards  engage with Sanofi challenge with Women on Boards by  play with Sephora KPMG and Spencer Stuart  experience with LVMH Fragrance Brands  recharge with Renaut-Nissan Alliance by Sephora connect with Women’s Networks by  reinvent yourself with Mazars Accenture, Chartis and Latham & Watkins  have your say with CNBC Creative  stand up with Women for Education by Solutions in association with PwC creating shared value with Nestlé ELLE Magazine, ELLE Foundation, Sanofi  imagine with Writers Espoir Foundation and AMREF communicate with Women in Media by Deloitte and voxfemina – media partners:  innovate with Citi  share with Orange Canal+, Lagardère Active and LinkedIn  inspire with iLive2Lead by Adeya  taste with PommeryThe “Place du Village” in the Discovery Hall The Discovery HallThe Agora Imagine Corner 2011 - WOMEN’S FORUM ❙ 31
  • 33. MY DISCOVERY have your say with CNBC Creative Solutions in association with PwC What will women’s empowerment mean for men? Have your say: online, on camera, on site. For the first time, the Women’s Forum in association with CNBC Creative Solutions and PwC staged a Consultation to capture the participants thoughts online, on camera, and on site: What will women’s empowerment mean for men? What if this is THE question we must candidly answer in order to shift the paradigm? What if widespread knowledge of the opportunities female empowerment brings to men could evolve our global social and economic fabric? What will women’s D. Nally, T. Bryer, S.A. Hewlett, J. A. Smith W omen as breadwinners, men rearing children? Even though the past decades have seen enormous advances for women entering the workforce, the traditional roles of the sexes at home seem fixed in stone. In major developing countries, the presence of females on the ‘‘ delegates suggested women may also be guilty of perpetuating stereotypes that discourage men from stepping aside from their jobs and assuming household duties. highest corporate rungs is greater than in the empowerment West. Women in developed countries have made little progress in securing top posts “It’s all about creating more flexibility in the workplace. mean for men? over recent years, while surging economic growth has certainly opened more doors How we address this issue is Saturday, 15 October 2011 – 11:15-12:00 for women in emerging markets. But some critical for long-term success.” Dennis Nally Moderator: Tania Bryer, Presenter of CNBC Meets, UK Speakers: Sylvia Ann Hewlett, Founding President, Center for Work-Life Policy, USA Dennis Nally, Chairman, PwC International Ltd. Jeremy Adam Smith, Journalist, Author of The Daddy Shift and Knight Fellow, Stanford University, USA Have your say Corner Claire Boonstra32 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 34. “86% of professional Chinese women believe they can rise to the top post in their companies. In comparison, only 46% of U.S. professional women express similar confidence.” Sylvia Ann HewlettHave your say CornerLes femmes chefs de famille ? Les hommes qui élèventles enfants ? Malgré les importants progrès réalisés aucours des dernières décennies en termes de présencedes femmes au sein de la population active, lesrôles traditionnels attribués à chaque sexe sur le plandomestique semblent immuables. Dans les principauxpays en développement, la présence de femmes auxplus hauts échelons de l’entreprise est plus importantequ’en Occident. Dans les pays développés, le nombrede femmes aux fonctions les plus hautes n’a que peuprogressé au cours des dernières années alors que laforte croissance économique des marchés émergents aouvert plus de portes pour les femmes dans ces pays.‘‘Certains participants ont quant à eux suggéré que lesfemmes étaient peut-être coupables de perpétuer lesstéréotypes qui empêchent les hommes de quitter leuremploi pour se charger des tâches domestiques. Tania Bryer Jeremy Adam Smith “Men are not confident parents, they are told they’re second class parents. We have to ask how we can begin to change that.” Jeremy Adam Smith Dennis Nally Sylvia Ann Hewlett 2011 - WOMEN’S FORUM ❙ 33
  • 35. MY DISCOVERY meet with Barclays Barclays believes that effective networking and exposure to inspirational role models are vital enablers of female advancement. Barclays hosted a “meet…” Corner to give women the opportunity to meet with inspirational leaders from across the world. Influencing female advancement: G iven that we believe in the business Convaincus de la valeur professionnelle de la diversité, comment peut-on accélérer l’accession des femmes Do quotas trump value of diversity, how do we get à des postes de leadership ? Plusieurs pays ont déjà women into positions of leadership merit? Reframing the debate Thursday, 13 October 2011 — 17:15-18:00 ‘‘ ‘‘ more quickly? A few countries have already imposed quotas, while others have set voluntary targets. The issue of quotas is an emotive one: some women believe they are essential if change is to be achieved, while others strongly oppose them. Many fear a backlash, or feel they will be undermined by suspicions they were chosen for their gender rather than merit. Arguably though, imposé des quotas et d’autres ont défini des objectifs volontaires. La question des quotas fait débat : certaines femmes pensent qu’ils sont nécessaires pour obtenir des résultats alors que d’autres y sont farouchement opposées. Nombreuses sont celles qui craignent un retour de bâton ou qui pensent que les quotas vont susciter des doutes quant aux véritables raisons derrière la promotion des femmes. A ce titre, la seule question qu’il convient de se poser est : « de quoi êtes-vous capable ? ». the only relevant question is “how good are you?” “We know boards perform better when they are diverse. “If you think you are good There is a collective value enough, take the job and run in the mosaic of a diverse with it. Worry about what management team, and people think later.” that is currently not being appreciated.” Beth Brooke Patricia Bellinger B. Brooke, P. Bellinger, S. Vinnicombe, I. H. Lang Introduction: Antony Jenkins, Chief Executive Officer, Retail and Business Banking, Barclays Moderator: Ilene H. Lang, President and CEO, Catalyst, USA Speakers: Patricia Bellinger, Executive Director, Executive Education at Harvard Business School, USA Beth Brooke, Global Vice-Chair, Public Policy, Ernst & Young Susan Vinnicombe, Cranfield University Professor of Organisational Behaviour & Diversity Management, Director of the International Centre for Women Leaders Organization Studies, UK Patricia Bellinger Beth Brooke Ilene H. Lang Susan Vinnicombe34 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 36. MY DISCOVERY meet with Barclays Speed mentoring bar Friday, 14 October 2011 – 12:30-13:15Speed mentoring barT his Speed Mentoring session gave Mentors : participants a one-off opportunity to Nicolas Aubert, Managing Director, Chartis Insurance UK Ltd Alexander Baugh, have access to a talented selection of President & CEO, Chartis Europe Holdings Ltdinspirational professionals from a range of Armelle Carminati-Rabasse, Human Capitalindustries and backgrounds on a ‘first come, & Diversity Global Managing Director, Talent and Organization Performance, Management Consultingfirst served’ basis. Experienced mentors, all Lead for France & Benelux Valerie Elliott,accomplished business leaders, provided Head of Commercial Engineering, Sony Europefocused advice and insight in response to Moira Elms, Global Lead for Brand and Communications, PwC Olivier Fleurot, CEO,individual issues within 10 minute timeslots. MSLGROUP Antony Jenkins, Chief Executive Officer, Retail and Business Banking, BarclaysCette séance de Speed mentoring a permis aux Barbara-Ann King, Head of Female Clientparticipants de rencontrer une sélection de professionnels Working Group, Barclays Karel Leeflang,de talents, sources d’inspiration et issus de différents HR Director, Retail and Business Banking,horizons, sur la base du “premier arrivé, premier servi”. Barclays UK Eve Magnant, VP, CorporateCes mentors expérimentés, tous dirigeants accomplis, Social Responsibility Director, Publicis Groupeont fourni des conseils avisés et perspicaces en réponse Odile Roujol, Senior VP of Communication,aux questions de chaque participant par tranche Oranged’échanges de 10 minutes. Valerie Elliott (right) and Nicolas Aubert (back right)Olivier Fleurot (left) and Nicolas Aubert (back left) Antony Jenkins (left) Alexander Baugh (left) 2011 - WOMEN’S FORUM ❙ 35
  • 37. MY DISCOVERY build with Solera Capital and Calypso St. Barth Solera Capital and Calypso St. Barth partnered with female entrepreneurs and artisans from seven countries to feature a selection of handcrafted products for sale at the Women’s Forum, with profits benefitting Vital Voices Global Partnership. Beyond the Forum, the two compa- nies will continue to mentor and guide such entrepre- neurs to build sustainable, scalable businesses that empower them economically and create jobs within their home countries. Build the next generation: U.S. perspectives on women’s leadership Saturday, 15 October 2011 – 11:15-12.00 I nstead of looking for a straight career progression within one company, many women today are zigzagging across jobs and organizations. The key is to build personal resilience and define yourself by ‘‘ in smaller companies. Men’s perception of women’s capabilities remains a problem, but a good company will recognize talent and reward it. Moderator: goals, and to focus on what is important Moira Forbes, President and Publisher, and how to bring change. A woman starting “Many women find that in ForbesWoman, USA out should look to role models. In an Speakers: Molly Ashby, Chairman and CEO, Solera overwhelmingly male environment, women positions of power they are Capital, USA can make their voices heard, particularly essentially wearing a bulls-eye Sallie Krawcheck, former President, Global Wealth and Investment Management, Bank of on their back.” Moira Forbes America, USA Sallie Krawcheck Molly Ashby36 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 38. “Companies have to recognize that diversity is beneficial, but change in a business culture is a long process, and a supply of talented and capable women has yet to be built up.” Sallie Krawcheck Build Corner Au lieu de viser un plan de carrière linéaire au sein d’une même entreprise, de nombreuses femmes choisissent aujourd’hui de zigzaguer entre les postes et les organisations. La clé consiste à développer sa résistance personnelle, à se définir en fonction d’objectifs et à se focaliser sur ce qui compte et sur la manière de faire changer les choses. Une femme qui débute devrait observer des modèles. Dans un environnement majoritairement masculin, les femmes peuvent se faire entendre, notamment au sein de petites entreprises. La perception qu’ont les hommesSummer Raine Oakes, John Foraker, Kerry Lodge,Caitlin Moorman, Lauren Larsen, Benita Singh Moira Forbes ‘‘ des capacités des femmes reste un problème mais une bonne société sait reconnaître le talent et le récompenser. . “Although diversity is today a hot topic in boardrooms, there is unlikely to be radical change in the near future. So learn to live with it.” Molly AshbySallie Krawcheck 2011 - WOMEN’S FORUM ❙ 37
  • 39. INITIATIVE The Diversity Club for Business created by the Women’s Forum with The Boston Consulting Group and member companies Antony Jenkins in the Agora T he Diversity Club for Business, a Le Diversity Club for Business, initiative unique, a été unique initiative, was created in créée en 2009 par le Women’s Forum avec le Boston In 2009 the Diversity Club for Business members looked Consulting Group. Il réunit des enterprises provenant at Diversity for Business with insights into the means 2009 by the Women’s Forum with de différents secteurs d’activités et souhaitant favoriser that companies must give themselves in order to develop The Boston Consulting Group and gathers la diversité comme élément clé de leur avantage successful management of diversity, in line with business companies from different business sectors concurrentiel. challenges. that foster diversity as a key element of their In 2010 the group concentrated on Women in business in competitive advantage. 2025. Based on the scenario methodology - a memory of a possible future, though unlikely - 3 scenarios were built to go beyond usual ways of thinking. lead with In 2011, the Diversity Club for Business focused on Leadership in the 21st Century. During September, executives from member companies met for workshops in New York, London and Paris to discuss their views on leadership in an increasingly complex and volatile world. The groups looked at which qualifications and competencies leaders will need to succeed and how women leaders can be developed and promoted. Studies show that currently 50% of companies know that they do by not have the leaders they need for tomorrow. During the Forum member companies and participants looked at how companies can prepare leaders for tomorrow’s challenges, as this new 21st Century era calls for adaptive leaders who can navigate through the turbulent business environment. At the Forum in various sessions and “meet with” members of Executive Committees and senior leaders from member companies of the Diversity Club for Business shared their ideas and experience on becoming a 21st century leaders, giving participants the possibility of challenging and bringing their views to the discussion.38 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 40. MY DISCOVERY lead with the Diversity Club for Business by The Boston Consulting Group and member companies Becoming a 21st century leader Thursday, 13 October 2011 – 12:30-13:15W hat does it take to be a leader in Qu’est-ce qui fait un leader dans l’environnement étroit d’une équipe homogène. Les leaders doivent être the rapidly changing economic économique et social en constante évolution du XXIe en mesure de formuler des solutions gagnant-gagnant siècle ? Aujourd’hui, les dirigeants doivent être à qui vont au-delà du profit financier pour satisfaire un plus and social environment of the 21st l’écoute des développements externes et voir au delà grand nombre de parties prenantes. Le parrainage, sousCentury? Today’s leaders must be acutely de leur organisation et de ses objectifs à court terme. « la forme d’un coaching pour les jeunes et les personnesattuned to external developments, movingbeyond a narrow focus on their organizationand its short term goals. “Adaptability is key,especially the ability to self-correct and, whennecessary, the courage to let go of ideasthat have brought success in the past”, saidJean-Michel Caye of The Boston ConsultingGroup. “There is now irrefutable evidencethat diverse leadership teams obtain better ‘‘ La flexibilité est un atout clé, et en particulier la capacité à s’autocorriger et, le cas échéant, à abandonner des idées qui ont porté leurs fruits par le passé, » a déclaré Jean-Michel Caye du Boston Consulting Group. « Il a été prouvé que les équipes de direction diversifiées obtenaient de meilleurs résultats, » a ajouté Antony Jenkins de Barclays. Les équipes diversifiées font également preuve de plus de créativité. Les problèmes économiques et sociaux auxquels nous devons faire face sont trop complexes pour être abordés du point de vue de différents milieux sociaux, peut permettre aux leaders en place d’élargir leurs perspectives. Speakers: Jean-Michel Caye, Senior Partner, Managing Director, The Boston Consulting Group Antony Jenkins, Chief Executive Officer, Retail and Business Banking, Barclays Boston Consulting Group Roselinde Torres, Senior Partner, Managing Director, Theresults”, emphasized Antony Jenkins ofBarclays. There is also more creativity in “Leadership is profoundly changing, because society and the businessdiverse teams. The economic and socialproblems that confront us are too complex environment are changing” Jean-Michel Cayeto tackle from the limited perspective of ahomogenous team. Leaders must be able toengineer win-win solutions that go beyond‘‘financial profit to satisfy a wider team ofstakeholders. Reverse mentoring, in theform of coaching of younger colleagues orthose from different social backgrounds,can be useful in helping existing leaders towiden their awareness. “Command and control does not work anymore“ Antony Jenkins Jean-Michel Caye Antony Jentkins 2011 - WOMEN’S FORUM ❙ 39
  • 41. MY DISCOVERY lead with the Diversity Club for Business by The Boston Consulting Group and member companies Becoming a 21st century leader Friday, 14 October 2011 – 18:15-19:00 ‘‘ Speakers: Jean-Michel Caye, Senior Partner, Managing Director, The Boston Consulting Group Anne Marion-Bouchacourt, Head of Group Human Resources, Société Générale Roselinde Torres, Senior Partner, Managing Director, The Boston Consulting Group A. Marion-Bouchacourt, J.-M. Caye, R. Torres W omen have an important role in bringing about the more team- based, inclusive style of leadership required in the 21st Century. “Women come to leadership with core strengths in networking and empathy”, said Roselinde Torres of The Boston Consulting Group. To grow the talent Les femmes ont un rôle important à jouer pour promouvoir le style de leadership plus inclusif et plus orienté vers le travail d’équipe qui doit s’imposer au XXIe siècle. « Les femmes qui occupent des positions de leadership apportent des atouts clés en termes de networking et d’empathie, » a expliqué Roselinde Torres du Boston Consulting Group. Afin de développer un réservoir de femmes de talent, il est important d’élargir leurs horizons le plus tôt possible dans leur carrière et pool of women it is important to expand their de prendre des risques avec les nouvelles recrues. « La “We have two ears and one horizons as early as possible in their careers crise économique a modifié l’idée que l’on se fait d’un mouth, and leaders need and to take risks on new talent. “Concepts bon leader, » a déclaré Anne Marion-Bouchacourt de of good leadership are changing as a result Société Générale. Elle a identifié trois comportements to use these in the same clés : 1) prendre ses responsabilités sur le long terme of the economic crisis”, said Anne Marion- en plus de résoudre les problèmes à court terme ; 2) proportion.” Bouchacourt of Société Générale. She être flexible, c’est-à-dire savoir oublier les problèmes Anne Marion-Bouchacourt identified three key leadership behaviors: d’ego et de territoire, tester de nouvelles approches, 1) taking responsibility for the longer term, reconnaître ses erreurs et s’adapter rapidement ; et 3) écouter les opinions de toutes les parties as well as dealing with immediate issues, prenantes pour obtenir une perspective multiple. « Les 2) being agile, which she defined as femmes sont particulièrement bien adaptées à cet forgetting ego and territorial issues, testing environnement, » a-t-elle ajouté. Elles ont tendance new approaches, accepting mistakes and à se concentrer sur les besoins du groupe dans son ‘‘ adapting quickly, and 3) listening to the views of all stakeholders to obtain a multi- angled perspective. “Women are quite well adapted to this environment”, she added. They tend to focus more on the needs of the group as a whole, and on long-term viability, as opposed to their personal ego or territory. ensemble et sur la viabilité à long terme plutôt que sur leur ego ou leur territoire personnel. “Women are a talent pool that must be aggressively tapped.” Roselinde Torres Anne Marion-Bouchacourt Roselinde Torres40 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 42. MY DISCOVERY lead with the Diversity Club for Business by The Boston Consulting Group and member companies The power of “what if”? Thursday, 13 October 2011 — 13:30-14:15 Friday, 14 October 2011 – 13:30-14:15 Speaker: Luc de Brabandere, Partner and ManagingT hought experiments beginning with Les expériences de pensée qui se basent sur le Director, The Boston Consulting Group “what if…?” have been a powerful précepte « et si… ? » sont un outil puissant dans les domaines de la science et de la philosophie. Ce serait force in science and philosophy. The en se demandant « Et si j’étais à cheval sur un rayonquestion “what if I sat on a beam of light?” lumineux ? » qu’Einstein serait arrivé à la théorie de lais said to have led Einstein to the theory of relativité. Se demander « et si… ? » peut égalementrelativity. Asking the question “what if?” can être utile dans le milieu des affaires. Selon Luc de Brabandère du Boston Consulting Group, c’est unealso be a potent business tool. It changed approche qui a changé l’histoire et qui peut changerhistory, and it could change your company, votre entreprise. Le défi consiste à formuler unesaid Luc de Brabandere of The Boston hypothèse. De Brabandère, qui est également écrivain,Consulting Group. The challenge is to come a demandé aux participants de lancer leur propreup with the hypothesis. De Brabandere, expérience de pensée en inventant leur « et si… ? ».who is also an author, left participants witha thought experiment to take away, “what ifyou invented your own what if?” ‘‘ Luc de Brabandere “What if you invented your own what if?” Luc de Brabandere 2011 - WOMEN’S FORUM ❙ 41
  • 43. INTERACT SESSION Hosted by Barclays Women on boards Bootcamp Thursday, 13 October 2011 — 17:15-18:30 I t was standing room only to hear China and India, supply chain management, Susan Stautberg, Co-Founder of IT, and digital/social media. “Women have Host welcome: WomenCorporateDirectors (WCD), pre- these skills,” Stautberg said. But there is a Deanna Oppenheimer, Vice-Chair Retail and Business Banking, Barclays sent highlights from the OnBoard Bootcamp numerical critical mass to the effectiveness Facilitator: on how the tide is turning towards greater of women on boards. “One is a token, two Susan Stautberg, President, diversity on corporate boards of directors. are a presence and three are a voice,” she PartnerCom Corporation, and Co-Founder, WomenCorporateDirectors, USA This diversity encompasses gender, skills, added. “If each of us takes action, not nationality, ethnic groups and cultures as only will there be more qualified women business competition intensifies. Nominating on boards, but they will make a difference committees now look for experts in global around the table, in the world and for the branding, strategic talent, manufacturing in world.” Deanna Oppenheimer42 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 44. Key qualities nominating committeeslook for in a director:1. How directors can help the firm focus rather than how much they know about the company’s business;2. How directors can best contribute at a strategic level;3. Capacity to deal with competition that can come overnight from anywhere in the world; ‘‘4. Ability to help the company change;5. New skills not held by current members;6. Expertise reflecting new business and regulatory demands. Key points for interviewees to know: 1. The nominating committee may define or refine needs further, so there will be “It is not just your performance that counts, it is also your tradeoffs in candidates’ capabilities; compatibility with the other members of the board, and potential 2. Candidates should be prepared to for becoming a strong team player.” discuss different skill sets in the ‘more of this and less of that’ mold; “If each of us takes action, not only will there be more qualified 3. Resumés open doors to interviews, but women on boards, but they will make a difference around the table, do not show how the candidate thinks in the world and for the world.” Susan Stautberg and could contribute to a board; 4. Candidates should demonstrate sufficient interest, experience,C’est devant une salle comble que Susan Stautberg, knowledge of the company’s issues,co-fondatrice de WomenCorporateDirectors (WCD), capacity to interact and commitment to aa présenté une synthèse du OnBoard Bootcamp qui long-term contribution;a illustré la tendance en faveur d’une plus grandediversité au sein des conseils d’administration dans 5. They should have a prepared list ofles entreprises. Face à une concurrence accrue, cette questions, as it is never sure in whichdiversité concerne à la fois le sexe mais également les direction an interview will go;compétences, la nationalité, l’appartenance ethniqueet le contexte culturel. Les comités de recrutement 6. Their presentations or tag lines shouldrecherchent aujourd’hui des experts en image de be simplified to help nominatingmarque, stratégie, fabrication en Chine et en Inde,gestion de la chaîne d’approvisionnement, informatique committee members introduce them toet médias numériques/sociaux. « Les femmes ont ces the chairperson and board.compétences, » a déclaré Mme Stautberg. Mais pourque la présence des femmes au sein d’un conseil soitvraiment efficace, elle doit atteindre une masse critique. Checklist of points to see whether« Une femme est un symbole, deux femmes constituent you have potential as corporate boardune présence mais trois femmes peuvent vraiment members:se faire entendre, » a-t-elle ajouté. « C’est grâce auxefforts de chacun d’entre nous que nous pourrons non intégrer plus de femmes qualifiées au sein des docs/Seat_at_the_Table_Checklist.pdfconseils d’administration mais aussi qu’elles pourrontfaire une différence au niveau mondial. » Susan Stautberg 2011 - WOMEN’S FORUM ❙ 43
  • 45. SIDE MEETING By McKinsey & Company Leadership Matters: What women need to know on their way to the top Friday, 14 October 2011 — 12:30-13:45 Sallie Krawcheck and Gina Qiao I Moderator: n a complex and challenging economic including Ingrid Johnson, of South Africa’s Sandra Sancier-Sultan, Partner, McKinsey & Company environment, the role of leaders is Nedbank Group, Sallie Krawcheck and Gina Speakers: evolving. Corporations and governments Qiao of Lenovo, and moderated by Sandra Diana Farrell, Director, McKinsey & will need versatile leaders who navigate Sancier-Sultan, of McKinsey, discussed Company, and former Deputy Assistant to the President on Economic Policy at the White House business decisions in an increasingly how women leaders can develop their Ingrid Johnson, Group Managing Executive, demanding society, and with a longer-term leadership to make their way to the top. Retail and Commercial Banking at Nedbank Group mindset. In such a pressing environment, Leaders must give their teams a clear sense Sallie Krawcheck, former President, Global Wealth and Investment Management, Bank of leadership will make the difference. An of direction, and be able to make decisions America Corporation Gina Qiao, Member of opening session gave floor to Sallie with imperfect information. Companies can the Executive Committee and Senior Vice-President, Krawcheck, formerly of Bank of America, help women reach the top by encouraging Human Resources, Lenovo ‘‘ and Diana Farrell, of McKinsey & Company, to share their views on “Why leadership matters more than ever?” and the key leadership capabilities that companies will need to build and have to manage change and complexity. After this session, a panel diversity within teams, through coaching and mentoring. Speakers’ final words of wisdom were “positive thinking,” “nothing beats hard work and personal resilience,” and “keep learning, growing, and remain true to your inner self.” “You need to think of yourself as a corporate athlete, and choose when you need to peak for key events.” Ingrid Johnson Ingrid Johnson44 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 46. Key fact  In order to face new challenges, busi- ness leaders of the 21st century will need to develop skills on five “R” key dimen- sions: risk, renewal, regulation, reputa- tion and relationships.Dans un contexte économique complexe, le rôle desdirigeants est en pleine évolution. Les entreprises etles gouvernements ont besoin de leaders flexibles avecune vision à long terme pour prendre des décisionspermettant de répondre aux besoins croissants dela société. Face à ces pressions, le leadership feratoute la différence. La séance d’ouverture a donné laparole à Sallie Krawcheck, anciennement de Bank ofAmerica, et à Diana Farrell, de McKinsey & Company,qui ont partagé leurs opinions sur le thème « Pourquoile leadership est plus important que jamais ? » et donné ‘‘ Sallie Krawcheck Gina Qiaola liste des principales compétences que les entreprisesvont devoir développer afin de gérer le changement etla complexité. Après cette séance, un panel regroupant “As the world goes through massive changes, a key dimension for todayIngrid Johnson, du groupe sud-africain Nedbank, and tomorrow’s CEOs, in addition to traditional qualifications, is theSallie Krawcheck et Gina Qiao de Lenovo et modérépar Sandra Sancier-Sultan, de McKinsey, a discuté ability to manage both change and complexity. To do so, CEOs must bede la façon dont les femmes pouvaient développerleur leadership afin d’arriver au sommet. Les leaders able to pick, manage and motivate high performing and diverse teams.doivent donner à leurs équipes une orientation claire They also need a sense of ethics, the resilience and ability to adapt, stronget être capables de prendre des décisions sur la based’informations parfois incomplètes. Les entreprises communication skills and a sense of humor.”peuvent aider les femmes à atteindre le sommet en‘‘favorisant la diversité au sein des équipes par le biais ducoaching et du parrainnage. Les intervenants ont conclula séance en partageant leur devise : « pensée positive »,« rien ne vaut le travail et la résistance personnelle, » et« ne cessez jamais d’apprendre et d’évoluer tout enrestant fidèle à vous-même. » “Nothing beats hard work and personal resilience” Sallie Krawcheck “I’ve learnt a lot while I was outside my comfort zone.” “In China a woman equals half of the sky.” Gina Qiao Ingrid Johnson and Sandra Sancier-Sultan 2011 - WOMEN’S FORUM ❙ 45
  • 47. SIDE MEETING By ELLE Magazine The world of business, an opportunity for women Friday, 14 October 2011 — 17.15-18.30 Anne-Cécile Sarfati Moderator: B Valérie Toranian, Managing Editor, ELLE Magazine, France y the 1990s women had made France end in divorce or separation. Women Speakers: enormous strides in French business heading companies have brought insight Dunya Bouhacene, President, Women life, but progress has almost come to into the problems faced by male and female Equity for Growth, France Armelle Carminati-Rabasse, Human Capital & Diversity a halt since then. The reasons lie not only employees, and the introduction of flexible Global Managing Director, Talent & Organization in the attitudes of business leaders. The working hours enables both parents to be Performance, Management Consulting Lead for problem of division of labor in the family involved in bringing up their children. The France & Benelux, Accenture Solidarity of France President, Maviflex, France Brigitte Grésy, Vice-President, Commission for Women’s Image in the Media, Ministry for Employment and Anne-Sophie Panseri, Anne-Cécile Sarfati, Assistant Managing Editor, ELLE Magazine, France also must be tackled and women have to be more proactive in promoting themselves. A career provides a woman with security at a time when two out of three partnerships in ‘‘ current economic turmoil provides a new opportunity, because it compels employers to look at how things can be done in a different way. “Work is no longer a pastime for women, it is an absolute necessity. Financial autonomy is the prime prerequisite of woman’s real freedom.” Brigitte Grésy Valérie Toranian46 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 48. “Male employers have to recognize what they are losing if they don’t have women around.” Armelle Carminati-Rabasse‘‘Valérie Toranian “Women in business need to share experiences of what can happen to them in the workplace.” Dunya Bouhacene Anne-Sophie Panseri and Armelle Carminati-RabasseJusqu’aux années 1990, les femmes ont fait d’énormesprogrès dans le milieu des affaires en France. Maisdepuis, les avancées réalisées sont rares et ce n’estpas uniquement à cause de l’attitude des dirigeants. Leproblème de la division des tâches au sein de la familledoit également être évoqué et les femmes doivent sepromouvoir plus activement. Une carrière est un gagede sécurité pour les femmes lorsqu’on sait que deuxunions sur trois en France se soldent par un divorceou une séparation. Des femmes chefs d’entreprisesont apporté un éclairage sur les problèmes auxquelsfont face les hommes et les femmes au travail, etl’introduction d’un emploi du temps flexible a permisaux parents de s’occuper l’un comme l’autre d’éleverleurs enfants. Les troubles économiques actuels offrentune opportunité puisqu’ils poussent les employeurs àenvisager de nouvelles façons de travailler. Valérie Toranian and Brigitte Grésy 2011 - WOMEN’S FORUM ❙ 47
  • 49. INITIATIVE CEO Champions in collaboration with Ernst & Young The meeting, held during the Women’s Forum Global Meeting in Deauville, France, resulted in eight commitments agreed upon by the CEOs: - Require executive search firms to bring equal slates of men and women - Create metrics to measure success rates of women on executive slates and action plans for those who are not successful - Set specific accountability measures for company leadership cascading through all levels - Increasing number of women in operating positions CEO Champions and their guests C - Action plans to get to more equity reflecting that women are half of the population EO Champions is a global CEO-only through on-record mutual commitments ‘‘ - Each CEO to invite one other CEO to next year’s discussion - Increase awareness of mindset biases and explore training programs with the goal of changing behavior - Ensure flexibility is changed from being a women’s issue to include all people – dialogue needs to be focused on output and performance group designed to drive progress and accountability for women’s ad- vancement in the private sector. Founded by the Women’s Forum in 2010 in collabo- ration with Ernst & Young, the peer-to-peer network presents an opportunity for CEOs to underscore their organization’s commit- ment to women’s advancement as well as take a strong leadership role in the broader and accountability. CEO Champions est un groupe composé uniquement de dirigeants d’entreprise visant à faire progresser l’évolution des femmes dans le secteur privé. Créé en 2010 par le Women’s Forum, en collaboration avec Ernst & Young, ce réseau de personnalités de niveau équivalent représente une opportunité pour les dirigeants d’entreprise de souligner l’engagement de leur société envers la promotion des femmes et de global business community. CEO Champion tenir un rôle prépondérant dans le monde des affaires au niveau global. Les membres de l’initiative CEO “We wanted to stop talking members are active, highly-committed par- Champions sont actifs, très engagés, et font progresser ticipants who track and drive measurable and start turning our ideas progress around women’s advancement de manière notable la promotion des femmes par le biais d’engagements mutuels quantifiables. into actions, memorable actions. The first step is a very practical one: ‘‘ action starts at the top. You cannot transform a culture without support at the top.” Dominique Reiniche “CEO Champions is a peer group coalition of CEO leaders of major international corporations that have come together for a dialogue with women corporate leaders with the specific outcome of being visible champions of women’s empowerment starting the minute we go back home.” James S. Turley48 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 50. CEO Champion members: Molly Ashby, Chairman and CEO, Solera Capital Philippe Castagnac, Co-CEO, the Mazars Group Olivier Fleurot, CEO, MSLGROUP Carlos Ghosn, Chairman and CEO, Renault- Nissan Alliance Michel Landel, Group Chief Executive Officer, Sodexo, represented at the meeting by Roberto Cirillo, Group Chief Operating Officer and CEO France, On-Site Service Solutions, SodexoSallie Krawcheck Wendy Luhabe, Chairman, Women’s Private Equity FundF or the second straight year a group Orit Gadiesh, Chairman, Bain & Company, of 32 CEOs and management officers represented at the meeting by Olivier Marchal, came together in a private meeting Managing Director EMEA, Bain & Companyto discuss how male and female leaders Véronique Morali, President, Women’s Forum Margerie Kraus and Wendy Luhabeshould continue to make progress on for the Economy & Societywomen’s advancement through specific Jean-Yves Naouri, Chief Operating Officer, Guests of CEO Champions members: Publicis Groupe and Executive Chairman,and measurable actions. The meeting was Marise Barroso, President, Mexichem Brasil Publicis Worldwide, represented at the meetingintroduced and moderated by Ilene Lang, by Eve Magnant, VP Corporate Social Rosheen Blackie- Kriegler, CEO, Blackie andMaria Livanos Cattaui, Susan Ness and Billie Responsibility Director, Publicis Groupe AssociatesWilliamson. In the CEO Champions Plenary Damien O’Brien, Chairman and CEO, Egon Leo Bolchanine, Chairman, AdeyaSession the outcomes of the meeting were Zehnder International Francesco Dos Santos, Chairman, Couromodahighlighted. Dominique Reiniche, President Europe Group, Moira Forbes, President and Publisher, Forbes The Coca-Cola Company Woman‘‘Pour la deuxième année consécutive, un groupecomposé de 32 PDG et dirigeants d’entreprise s’estréuni lors d’une séance privée afin d’évoquer la meilleurefaçon pour les hommes et femmes dirigeants decontinuer à faire progresser l’évolution des femmes pardes actions spécifiques et quantifiables. Cette sessionétait introduite et modérée par Ilene Lang, Maria LivanosCattaui, Susan Ness et Billie Williamson. Les résultats decette séance furent annoncés lors de la session plénièreCEO Champions. James S. Turley, Chairman and Chief Executive Officer, Ernst & Young, represented at the meeting by Beth Brooke, Global Vice-Chair, Public Policy, Ernst & Young Chris Viehbacher, CEO, Sanofi, represented at the meeting by Olivier Charmeil, President & CEO, Sanofi Pasteur, Sanofi Nicholas Walsh, Vice-Chairman, Chartis, represented at the meeting by Nicolas Aubert, Managing Director, Chartis Insurance UK Ltd. Ingrid Johnson, CEO Retail & Business Banking, Nedbank Igor Komarov, President, Avtovaz Margerie Kraus, CEO, APCO Sallie Krawcheck, former President, Global Wealth & Investment Management, Bank of America Mouna Sepehri, Executive Vice-President, Chief of Staff, Renault-Nissan Alliance Leila Velez, Founder and CEO, Beleza Natural “What matters the most for our success is innovation and that’s driven by diversity and inclusion of people and ideas. This is a room of companies from around the world, and it’s not what’s different but what we have in common that brings us together, which is a belief in inclusion and diversity and its impact on the bottom line.” Molly Ashby Leila Velez, Susan Ness and Olivier Fleurot 2011 - WOMEN’S FORUM ❙ 49
  • 51. PLENARY CEO Champions: What if we had to do even more to advance women in corporations? Thursday, 13 October 2011 — 16:15-16:45 C ompanies are responding to pressure Les sociétés ont réagi face à la pression les poussant to increase the proportion of women à augmenter le nombre de femmes occupant des postes de direction, mais le rythme du changement in senior management positions, but reste lent. Les femmes ne représentent en effet que Moderator: Moira Forbes, President and Publisher, the pace is still too slow. Women account for 13% des membres des conseils d’administration en ForbesWoman, USA only some 13% of company board members Europe et, selon Viviane Reding, Vice-présidente de la Speakers: in Europe, and according to Viviane Reding, Commission européenne, ce chiffre n’a augmenté que Patricia Barbizet, CEO, Artémis, and de la moitié d’un point de pourcentage en un an. Il faut Vice-Chair of the Board of Directors, PPR European Commission Vice-President, that donc continuer à faire pression sur les entreprises pour Viviane Reding, Vice-President, European figure has risen only 0.5 of a percentage qu’elles poursuivent leurs efforts. A ce titre, la menace Commission Olivier Fleurot, CEO, point over the past year. The pressure must de quotas imposant un pourcentage de femmes au MSLGROUP be maintained on companies to improve, sein des conseils d’administration semble avoir été with the threat of quotas for boardroom efficace. Parallèlement, les femmes doivent être plus ambitieuses dans leur carrière professionnelle. Les membership turning out to be an effective entreprises peuvent les aider en ce sens en mettant wake-up call to corporate chiefs. But at the ‘‘ same time, women need to become more assertive in pursuing a business career. Companies can help them by creating career paths more suited to their needs, such as offering more flexible working practices, and trying to promote women from early on in their careers. en place des plans de carrière plus adaptés à leurs besoins, en offrant notamment des horaires plus flexibles, et en essayant de promouvoir les femmes dès le début de leur carrière. “It is a real strategic issue for all companies, of diversity not just gender. They need to stop arguing and just do it. Comply or explain. Either companies report that they do it or they explain why not.” “Things have changed. All have realized — and this is key — that it is not just a gender issue, but (also) a strategic issue. That is a major step. But it is not enough. More is on the way.” Patricia Barbizet Patricia Barbizet50 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 52. ‘‘ ‘‘ ‘‘Viviane Reding Olivier Fleurot P. Barbizet, O. Fleurot, V. Reding and M. Forbes “Women need role models. “It is true the pool of experience “When a man is offered a job That is why fighting for board is not huge. If we cannot find for which he does not have positions is important. When them now, let’s make sure we much experience “he will say, a woman becomes a mother, have women ready to be on the ‘yes, I’ll go for it.’ A woman she starts to work less; when board; make sure we take the will say, ‘you know I have a man becomes a father, he appropriate steps now.” never done that’ starts to work more.” Patricia Barbizet Olivier Fleurot Viviane RedingP. Barbizet, O. Fleurot, V. Reding Patricia Barbizet Moira Forbes You can watch the video of this plenary session on youtube and on 2011 - WOMEN’S FORUM ❙ 51
  • 53. MY DISCOVERY network with GDF SUEZ GDF SUEZ teams up with Sciences Po/PRESAGE to ad- vance gender research and enhance its Diversity policy. A three-year partnership agreement was signed on Sep- tember 22, 2011. This partnership aims to support aca- demic research through bursaries for young researchers, by creating awareness, training and providing informa- tion about diversity within GDF SUEZ and by developing new analysis tools in the Group. Gender equality ‘‘ Thursday, 13 October 2011 — 18:15-19.00 Speakers : Françoise Milewski, Researcher, Co-Founder of PRESAGE, PRESAGE-OFCE Sciences Po, France Hélène Périvier, Chief Economist, PRESAGE-OFCE Sciences Po, France Network Corner A lthough the official conversation in France today is much more positive about gender equality than it used to be, a wide gap still remains between men and women. But France is not alone. In nearly all OECD countries, women suffer a huge setback in their careers the moment Bien que le discours officiel de la France en matière de parité entre les sexes soit aujourd’hui beaucoup plus positif qu’avant, il existe encore un fossé important entre les hommes et les femmes. Mais la France n’est pas la seule dans ce cas. Dans presque tous les pays de l’OCDE, la carrière des femmes est freinée à partir du moment où elles ont des enfants. Depuis les années 1970, les femmes ont un meilleur accès à l’éducation, mais une fois qu’elles entrent dans la vie they have children. Since the 1970s, women professionnelle, elles se heurtent à un plafond de verre. “There is a whole range of have had better educational opportunities, Sur le plan familial, les relations au sein du couple sont but once they start work they still hit the de plus en plus équilibrées entre professionnels. Mais research showing that there glass ceiling. At the family level, relations dans les classes moyennes et ouvrières, les femmes restent encore souvent à la maison pour élever les is still a huge opportunity gap within the couple have become more equal enfants. separating men and women among professionals. But in the lower middle and working classes, women still in France.” Hélène Périvier often stay at home to raise the children. Françoise Milewski and Hélène Périvier Network Corner52 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 54. MY DISCOVERY “Governments tend to fall back too easily on calls for network individual action. The role with GDF SUEZ of government is to express a collective ambition and to give people the tools to achieve it.” Meeting increasing energy Nathalie Kosciusko-Morizet Marie-France Roy and Nina Gardner needs: What if weE veryone agrees we need to take Tout le monde s’accorde à dire qu’il faut agir pour action to protect the environment and live more sustainably. But how do we protéger l’environnement et favoriser le développement durable. Mais comment atteindre ces objectifs ? acted responsibly? Relève-t-il de la responsabilité de chacun de réduireachieve this? Is it up to individuals to reduce sa consommation et de changer ses habitudes, ou Friday, 14 October 2011 — 17:15-18:00their consumption and change their habits, les gouvernements et les entreprises devraient-ilsor should governments and corporations intervenir ? Ce sont nos actions au quotidien et nos habitudes de consommation qui contribuent à la Moderator:take the lead? It is our everyday actions and pollution et au réchauffement climatique. Nous nous Nina Gardner, Director, Strategy International,consumption habits that create pollution devons donc d’agir. Les gouvernements doivent créer USAand global warming, so we each have a‘‘responsibility to act. Governments mustcreate the tools to enable action, andcorporations must drive the necessarytechnological innovation. This is no longera question for future generations — childrenwho are alive now will be affected by climatechange. des outils pour faciliter cette action et les entreprises doivent amener les innovations technologiques ‘‘ nécessaires. Il ne s’agit plus de protéger les générations futures : les enfants d’aujourd’hui seront affectés par le changement climatique. Speakers: Maud Fontenoy, President, Maud Fontenoy Foundation, France Nathalie Kosciusko- Morizet, Minister for Environment, Sustainable Development, Transport and Housing of France Marie-France Roy, General Delegate, Energy Assistance France Jessy Tolkan, Co-Executive Director, The Citizen Engagement Laboratory, USA “We must consume less and “My generation refuses to believe that we should sit by and wait, consume better.” Marie-France Roy when the situation is dire now. We must act before climate change strikes in a catastrophic way.” Jessy TolkanNina Gardner Nathalie Kosciusko-Morizet Maud Fontenoy Jessy Tolkan 2011 - WOMEN’S FORUM ❙ 53
  • 55. MY DISCOVERY reinvent yourself with Mazars Mazars decided to imagine a scenario in which men and women share equal power. In her book, “A women’s world, a better world”, Muriel de Saint Sauveur, Direc- tor of Diversity for the Mazars Group, interviews more than 100 women from 33 countries asking them “What if? What would you change in the world if you had the Reinvent yourself Corner S power?”. To honour the official launch of the book, Mazars’ theme “Reinvent yourself” invited participants tudies show a greater decline in the women are making substantial gains, their to imagine and reinvent their own world. Both men and happiness and sense of well-being expectations are increasing even faster than women were invited to share their ideas for the future. experienced by women compared their opportunities. to men over the last four decades. The difference is more pronounced for women Des études ont montré un recul du sentiment de Is happiness in the United States, where the women’s bonheur et de bien-être plus marqué chez les femmes liberation movement has been particularly que chez les hommes au cours des quatre dernières décennies. L’écart est plus prononcé pour les femmes gendered? strong, than for those in Europe. Alexandre aux Etats-Unis, où le mouvement de libération‘‘ Thursday, 13 October 2011 — 18:15-19:00 Speakers: Emmanuelle Gagliardi, Director of the business magazine L/ONTOP, France Alexandre Jost, Founder, La Fabrique Spinoza, France Jost of La Fabrique Spinoza and Emmanuelle Gagliardi of the business magazine L/ONTOP are convinced that the unequal sense of well-being between the sexes is likely to have profound consequences for a country’s national sense of well-being. One reason for the disparity between women and men is the fact that as the choices for women have increased over the last quarter féminine a été particulièrement virulent, que pour les Européennes. Alexandre Jost de La Fabrique Spinoza et Emmanuelle Gagliardi du magazine d’affaires L/ ONTOP sont convaincus que l’écart de bien-être entre les sexes aura des conséquences sérieuses au niveau national. L’une des raisons qui explique cette disparité entre les hommes et les femmes réside dans le fait que les femmes ont aujourd’hui beaucoup plus de choix qu’il y a 25 ans et que la difficulté de prendre la bonne décision est une source de stress. Autre facteur‘‘ “The image that girls have of themselves as early as the age of seven is already more negative than it is for boys of the same age.” Emmanuelle Gagliardi of a century, so has the stress in making the right choice. Another factor is that while à prendre en compte, malgré les importants progrès réalisés par les femmes, leurs attentes se multiplient plus vite que leurs opportunités. “There needs to be a will to change. It’s necessary to show men that they also have something to gain.” Alexandre Jost E.Gagliardi, M. de Saint Sauveur and A.Jost54 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 56. MY DISCOVERY reinvent‘‘ yourself with MazarsP. Castagnac, A. Jayanthi, M. Ladet and A. Smale A women’s world, a better world? “The more women become aware of restraints, the more these bother them. We have to stop. The problem is in our minds. Stop being apologetic. Just get on with it; these things will sort themselves out.” Aruna Jayanthi ‘‘ Gender equality and performance Friday, 14 October 2011 — 13:30-14:15A fairer deal for women at work requires Un changement culturel est nécessaire dans les pays a cultural change in developed développés pour que les femmes soient traitées plus équitablement au travail. Ce problème concerne moins countries. It is not such a problem les pays émergents dont la croissance économique estin emerging economies, where economicgrowth is so rapid that countries cannotafford to waste any talent, including thatof women. But talent is hard to define. Itis not enough to be good; a candidate fora senior post needs hunger and passion.Transparency is important in the selectionprocess. However, the extreme speed atwhich the business world has to absorb ‘‘ si rapide qu’ils ne peuvent pas se permettre d’ignorer le talent des femmes. Mais le concept de talent est difficile à définir. Un candidat pour un poste senior ne doit pas simplement être doué, il doit également faire preuve de motivation et de passion. La transparence est un élément important du processus de sélection. Toutefois, la rapidité avec laquelle le monde des affaires est en train d’évoluer pourrait jouer en faveur des femmes car elles s’adaptent plus facilement. Moderator: “Women request a new mindset. The old cliché that ‘men are men and women are women’ has to go.” Philippe Castagnac Alison Smale, Executive Editor, Internationalchange today could, in the end, benefit Herald Tribunewomen, because they are better at adapting. Speakers: “In emerging markets we Philippe Castagnac, Co-CEO, the Mazars Group Aruna Jayanthi, CEO, Capgemini have the chance to set the India, India Michel Ladet, Sociologist, and benchmarks for women in Vice-President, Sociovision, France corporations.” Michel LadetPhilippe Castagnac and Aruna Jayanthi Michel Ladet Alison Smale 2011 - WOMEN’S FORUM ❙ 55
  • 57. MY DISCOVERY connect “Being collectively in a group with Women’s Networks by Accenture, Chartis and Latham & Watkins The number of women’s networks has drastically increased, focusing on raising women’s voices and promoting career and business development opportu- nities. Playing a dual role, both personal and corporate, is a strength and the fact that we can feel that force is particularly valuable for women who have traditionally been excluded from groups.” Elena Fourès ‘‘ Elena Fourès and Armelle Carminati-Rabasse N women’s networks lead to leadership upgrading and etworking offers women an opportu- business benefits. Accenture, Chartis and Latham & Wat- nity to create their own political gal- kins chose to focus on what these connections can bring. axy. It is a two-way process that must “Local women are a driving involve both give and take. If conducted force in transforming the region effectively, it can be a tool to transform so- through social networking What if women’s ciety. Women network to raise their profile media.” Dipti Thakar and use their time wisely. Benefits include networks were the development of leadership skills and personal growth, the creation of long-lasting a leadership Le networking donne aux femmes l’opportunité de friendships, learning from others’ mistakes se créer leur propre univers politique. Il s’agit d’un processus basé sur la réciprocité et qui, s’il est manié and drawing strength from acceptance by skills factory? a group. Claudine Macartney of Chartis told efficacement, peut être un outil de transformation de la société. Les femmes élargissent leur réseau afin de delegates to remain open to influence by se faire connaître et ont une bonne gestion du temps. Thursday, 13 October 2011 — 18:15-19:00 whomever they meet during networking ses- Le networking permet de développer ses compétences sions and that she found setting short- and en matière de leadership et son évolution personnelle, ‘‘ Moderator : Elena Fourès, President, Idem per Idem, France Featuring: Armelle Carminati-Rabasse, Human Capital and Diversity Global Managing Director, Talent & Organization Performance, Management Consulting Lead for France & Benelux, Accenture Claudine Macartney, Global Head, HR, for Global Commercial Insurance and the Distribution organizations, Chartis Dipti Thakar, Counsel, Latham Watkins, United Arab Emirates long-term goals to be extremely helpful when networking. While aiming to take the spot- light is not a reason to join a network, Armelle Carminati-Rabasse of Accenture added that she felt people should keep the idea of doing so in mind. “You are not the goal, but you are the start of something and that requires you to own yourself, which is the start of accept- ing the spotlight”. de créer des amitiés durables, d’apprendre des erreurs des autres et de tirer sa force de l’appartenance à un groupe. Claudine Macartney de Chartis a demandé aux participants de rester ouverts aux influences de tous ceux qu’ils pouvaient rencontrer pendant les séances de networking. Elle a également expliqué qu’elle trouvait très utile de définir des objectifs à court et long terme. Armelle Carminati-Rabasse d’Accenture a quant à elle déclaré que, si l’idée de se mettre en avant n’était pas une bonne raison pour rejoindre un réseau, il fallait toutefois garder cette idée en tête. « Vous n’êtes pas l’objectif, mais vous êtes à l’origine de quelque chose et vous devez donc avoir totalement “You are defined by who follows you (…).We influence where confiance en vous, ce qui vous permettra par la suite we do not have power or hierarchy.” Armelle Carminati-Rabasse d’accepter de devenir le centre d’attention. » Armelle Carminati-Rabasse Dipti Thakar Claudine Macartney56 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 58. MY DISCOVERY “You don’t join a women’s network with the idea that it’s going to get you a connect promotion or a raise. You go with Women’s Networks by Accenture, to meet people, share ideas, Chartis and Latham & Watkins and be available to them if they want to talk to you.” Sylvia Ann Hewlett Armelle Carminati-Rabasse and Carol Xueref What if women’s networks were a“P business engine? rofessional networking is very Pour Sharon Bowen, associée chez Latham & Watkins, valuable,” said Latham & « le développement d’un réseau professionnel est très important, mais il ne s’agit pas simplement de se Watkins Partner Sharon Bowen, rendre à une réunion et de distribuer sa carte de visite. Friday, 14 October 2011 — 18:15-19:00“but it’s not about just going to a meetingand handing out your business card. Youhave to do something better, show someworth, if you want to get something outof networking.” Few would deny thatprofessional networks have great valuetoday, but many participants said theysimply did not know how to use them. “Partof it is simply not being afraid to ask for ‘‘ Pour que le networking marche, il faut faire mieux que ça et prouver son talent. » La valeur des réseaux professionnels est indéniable, mais un grand nombre de participants avouent ne pas savoir comment les utiliser. « Une partie du problème est que les gens ont parfois peur de dire ce qu’ils veulent, » précise la Présidente du Center for Work-Life Policy, Sylvia Ann Hewlett. Les participants ont toutefois reconnu qu’il n’y avait pas mieux pour obtenir des conseils en cas de problèmes professionnels ou personnels.‘‘what you want,” insisted Center for Work-Life Policy President Sylvia Ann Hewlett. Butparticipants agreed that there was no betterplace for them to obtain advice about bothprofessional and personal problems. “Professional networking is very valuable, but it’s not about just going to a meeting and handing out your business card. You have to do something Sharon Bowen better, show some worth, if you “The European Commission want to get something out of is concerned because, out of networking.” Sharon Bowen all entrepreneurs in Europe, only one in ten is a woman. But consider that 60% of all Sharon Bowen and Marina Lott European university graduates Moderator: are women. The Commission Armelle Carminati-Rabasse, Human would like to see more of these Capital & Diversity Global Managing Director, Talent & Organization Performance, Management women become entrepreneurs, Consulting Lead for France & Benelux, Accenture Speakers: and networking is clearly a Sharon Bowen, Partner, Latham & Watkins, USA Sylvia Ann Hewlett, Founding way for them to get into the President, Center for Work-Life Policy, USA Carol Xueref, Director for Legal Affairs and workplace.” Carol Xueref Group Development, Essilor International Sylvia Ann Hewlett and Sharon Bowen 2011 - WOMEN’S FORUM ❙ 57
  • 59. MY DISCOVERY be prodigious with Helena Rubinstein For the Women’s Forum, the brand proposed to revive the “Beauty Classes”. The Forum’s participants bene- fited from exclusive moments of guidance and exchange under the expert eye of brand ambassadors. They lear- ned how to reveal their unique, individual beauty and to affirm their feminity as a force. Restoring A nyone who thinks that appearance social assistance, counseling, medical and should be a low priority for women legal help, and even yoga classes. appearance in difficulty has never met Lucia Iraci, the founder of Joséphine, a ‘social beauty Ceux qui pensent que les femmes en difficulté ne devraient pas se soucier de leur apparence n’ont to renew one’s salon’ in Paris. As welcome host Anne Cohade-Zivkovic of the L’Oréal Corporate clairement jamais rencontré Lucia Iraci, fondatrice du « salon social » Joséphine à Paris. Comme l’a rappelé Anne Cohade-Zivkovic de la Fondation L’Oréal en la social life Foundation pointed out when she introduced her, Iraci is a vehement opponent of the idea présentant, Mme Iraci est farouchement opposée à l’idée selon laquelle la beauté est synonyme de ‘‘ Friday, 14 October 2011 — 13:30-14:15 Welcome Host: Anne Cohade-Zivkovic, L’Oréal International Philanthropy Director, Deputy CEO of the L’Oréal Corporate Foundation Speaker: Lucia Iraci, Founder of Joséphine, First Social Beauty Salon, France that beauty is frivolous, since women risk exclusion on many fronts if their appearance is not acceptable. After working as a hairdresser for photo shoots, Iraci decided to leave her job and use her skills to open a center to help women in difficulty. Joséphine opened in March 2011 and has already assisted 800 women by offering them not only new hairstyles and makeup but also frivolité étant donné que les femmes dont l’apparence n’est pas considérée comme acceptable risquent l’exclusion à plusieurs niveaux. Après avoir travaillé comme coiffeuse pour des séances photo, Mme Iraci a décidé d’utiliser ses compétences pour ouvrir un centre proposant une aide aux femmes en difficulté. Joséphine a ouvert ses portes en mars 2011 et a déjà aidé 800 femmes en leur proposant non seulement une nouvelle coiffure et des séances de maquillage mais également une assistance sociale, des conseils, une aide médicale et juridique ainsi que des cours de yoga. “When a woman isn’t doing well, she thinks she doesn’t have the right to look good.” Lucia Iraci Anne Cohade-Zivkovic (left) Lucia Iraci58 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 60. MY DISCOVERY be prodigious with Helena Rubinstein How can beingBe prodigious Corner ‘‘ a woman be a strength in today’s business world?I t was clearly demonstrated at the Women’s Forum in 2007 that having Friday, 14 October 2011 — 17:15-18:00 a minimum of three women on amanagement committee improves a “Remain real women —company’s performance. The reasonsbehind this are still not clear, although someclues may be found in a recent surveyof 7,000 people from across the globeconducted by McKinsey, Director SandrineDevillard said. While big corporations havetraditionally been built on a male, somewhatmilitary model based on individualisticdecision-making, and methods of control ‘‘ generous, radiant, gentle. Don’t be tempted to be like men.” Elisabeth Sandager Moderator: Cécile Kossoff, Director of Marketing Communications, Global Communications, McKinsey & Company Featuring: Laurence Dejouany, Psychologist and Author of Alice in Business-Land, France Sandrine Devillard, Director, McKinsey & Company, France Elisabeth Sandager, International General Manager, Helena Rubinsteinand corrective action, the survey showedwomen favor different management “Dare to be yourself. Understand the code so you do nottools. They invite greater participation intheir decision-making, are clearer about make any mistakes, but then … dare.” Laurence Dejouanyexpectations and rewards, and are morefocused on personal development andbeing solid role models.Il a été clairement démontré lors du Women’sForum de 2007 que les sociétés dont le comité dedirection comptait au moins trois femmes affichaientune meilleure performance. Les raisons de cettesurperformance ne sont pas claires mais une récenteenquête réalisée par McKinsey auprès de 7000personnes à travers le monde nous apporte quelqueséléments de réponse selon Sandrine Devillard, directeurassocié chez McKinsey. Les grandes entreprises sontgénéralement bâties selon un modèle masculin, parfoismilitaire, basé sur des prises de décision individualistes,des méthodes de contrôle et des mesures correctrices,mais l’enquête a révélé que les femmes privilégiaientd’autres outils de management. Elles prônent uneplus grande participation dans le processus de prisede décision, définissent plus clairement les attenteset les récompenses et elles sont plus axées sur ledéveloppement personnel et leur rôle de modèle. Sandrine Devillard Elisabeth Sandager Laurence Dejouany Cécile Kossoff 2011 - WOMEN’S FORUM ❙ 59
  • 61. MY DISCOVERY challenge with Women on Boards by KPMG and Spencer Stuart Partnered by KPMG and Spencer Stuart, the Challenge Corner invited women and men on corporate boards to share experiences, network and discuss major relevant governance issues. The corner held off-the- record discussions “challenging” board members to consider different perspectives when looking at business strategies around governance, risk, board composition and succession planning. M olly Ashby, Chairman and CEO garnering experience with “forward facing” of Solera Capital, offered tips for sectors: green technology, sustainable aspiring board members. “We love development, health care and social media. Challenge people who can be on the audit committee, and you do not need to be a CFO,” she said. Julie Hembrock Daum, Co-Leader Spencer Stuart North American Board & CEO the numbers: “Get some experience by serving on the audit committee of your children’s school. Practice, suggested constant networking with key groups: women board members, Getting women into The comp (compensation) committee is also important. Those committees require private equity firms, bankers, lawyers and accountants, and search firms. the boardroom technical skills.” Ashby also suggested Friday, 14 October 2011 — 17:15-18:00 Speakers: Molly Ashby, Chairman and CEO, Solera Capital, USA Moira Forbes, President and Publisher, ForbesWoman, USA Julie Hembrock Daum, Co-Leader Spencer Stuart North American Board & CEO Practice, USA Véronique Morali, Founder and CEO,, Vice-Chairman, Fitch Group, and President, Fimalac Development and the Women’s Forum for the Economy & Society, France Julie Hembrock Daum Hélène Vareille60 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 62. “It will happen. Just stick with it.” Molly AshbyChallenge CornerMolly Ashby, PDG de Solera Capital, propose gagner de l’expérience au sein des secteurs d’avenir :‘‘ ‘‘ses conseils pour devenir membre d’un conseild’administration. « Nous apprécions les personnesqui peuvent siéger au comité d’audit, et vous n’avezpas besoin d’être un directeur financier pour cela, »a-t-elle déclaré. « Vous pouvez gagner une expérienceen siégeant au comité d’audit de l’école de vosenfants. Le comité de rémunération est aussi trèsimportant. Ces comités nécessitent des compétencestechniques. » Mme Ashby conseille également de les technologies environnementales, le développement durable, la santé et les médias sociaux. Julie Hembrock Daum, Co-Leader Spencer Stuart North American Board & CEO Practice, recommande quant à elle de développer en permanence son réseau au sein de groupes clés : femmes membres de conseil d’administration, sociétés de capital-investissement, banquiers, avocats, comptables et centres de recherche. “Quotas represent a real “Saying you are ready to be on opportunity for women.” a board is like saying you are Véronique Morali ready to get married.” Julie Hembrock Daum Moira ForbesMolly Ashby and Véronique Morali 2011 - WOMEN’S FORUM ❙ 61
  • 63. INTERACT SESSION Being a woman: Our different perspectives Thursday, 13 October 2011 — 17:15 – 18:30 Moderator: Julia Harrison, Managing Partner, FTI N. Merlino, C. Ockrent and Y. Cuba ‘‘ Consulting, Belgium Speakers: Yolanda Cuba, Executive Director: Development and Decision Support, SAB Ltd., South Africa Independence, USA Nell Merlino, Founder and President, Count Me In for Women’s Economic Supreme Court of Brazil Journalist and Writer, France Ellen Gracie Northfleet, former Chief Justice of the Federal Christine Ockrent, “C hoice” was the key word to come out of a lively, wide- ranging discussion of what it means to be a woman today. When moderator Julia Harrison of FTI Consulting asked for a show of hands from participants who thought we live in a positive time for about whether Generation Y women were taking for granted the rights won for them by the struggles of previous generations. Others spoke up for their right to choose — even if that meant giving up on the idea of a sustained career — while other participants stressed the importance of a fighting spirit women, a majority concurred, while only and a “burning desire” to succeed and two took the opposite stance. Many of accomplish whatever task is set before “This is an extraordinary time the four high-powered speakers and the them. to be a woman.” Nell Merlino audience members expressed concern Yoland Cuba and Ellen Gracie Northfleet Nell Merlino and Christine Ockrent62 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 64. “In my part of the world, it is certainly better to be a woman now than it was 200 years ago.” “In the Arab world, women Christine Ockrent are still far behind in getting rights. We have been longing for the Arab Spring but don’t want women’s rights to suffer « Choix » était le mot du jour à l’issue d’une discussion très animée et variée sur ce que signifie être une because of it.” A participant femme aujourd’hui. Lors d’un vote à main levée, la modératrice Julia Harrison de FTI Consulting a demandé aux participants s’ils pensaient que nous vivions une époque favorable aux femmes. La majorité a répondu par l’affirmative, seules deux voix manifestant leur désaccord. La plupart des quatre intervenantes et des membres du public ont indiqué qu’ils craignaient que les femmes de la Génération Y ne tiennent pour acquis les droits difficilement obtenus ‘‘Ellen Gracie Northfleet 30 years Only 30 years ago women were not even allowed to take the examinations for a judicial position in Brazil par les générations précédentes. D’autres ont évoqué le droit de choisir (même si cela implique d’abandonner l’idée d’une longue carrière) et d’autres encore ont insisté sur l’importance d’un esprit conquérant et d’un désir brûlant de réussir et d’accomplir n’importe quelle tâche. “We have gone a long way, but we still need more, and we have to take care of what we’ve got and not take it for granted.” Ellen Gracie Northfleet ‘‘ Julia Harrison “In times of uncertainty, you can make the greatest impact. You have to take the opportunity and run.” Yolanda Cuba 2011 - WOMEN’S FORUM ❙ 63
  • 65. PLENARY hosted by Barclays Women’s Forum Gala Dinner Thursday, 13 October 2011 — 20:00-22:45 Master of Ceremonies: Deanna Oppenheimer, Vice-Chair Retail and Business Banking, Barclays ‘‘ Keynote speaker: Jude Kelly, Artistic Director of the Southbank Centre, London, UK J ude Kelly, Artistic Director of London’s Southbank Centre, gave an inspiring and entertaining talk that intertwined her personal experience with the broader struggle of women’s rights and made links to other groups that are often excluded by “The happier we are, the more mainstream society. She talked about early radiant we will be. And if we attempts by her lecturers at university to are happier we will be great role dissuade her from chasing her dream to become a theater director. Her personal models for younger women who experience led her to learn about female may look at harassed and angry pioneers in the performing arts in England older women and say, ‘That’s during the late 19th and early 20th centuries, such as Ethel Smyth, Lilian Baylis, Marie not what I want.’” Jude Kelly Rambert, Ninette de Valois, Annie Horniman and Joan Littlewood. “If I had known they existed, I would have felt less lonely,” Kelly said. “To be a leader of any kind is isolating, and to be a woman leader is doubly so.” Kelly urged participants to tell the stories of these pioneers to others “who may not know their histories.” Jude Kelly64 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 66. Jude Kelly, Directrice artistique du Southbank Centre fin du XIXe et au début du XXe siècle, à l’image d’Ethelà Londres, a prononcé un discours passionnant et Smyth, de Lilian Baylis, de Marie Rambert, de Ninettedivertissant mêlant son expérience personnelle et de Valois, d’Annie Horniman et de Joan Littlewood. « Sile combat pour les droits des femmes, en signalant j’avais connu leur existence, je me serais sentie moinsles rapprochements entre les femmes et d’autres seule, » précise Mme Kelly. « Dans n’importe quelgroupes souvent exclus de la société traditionnelle. contexte, on se sent seul lorsqu’on est un leader, maisElle a évoqué les premiers conseils de ses professeurs c’est d’autant plus vrai quand on est une femme. »d’université tentant de la dissuader de s’accrocher Mme Kelly a encouragé les participants à raconterà son rêve de devenir directrice de théâtre. Son l’histoire de ces pionnières à ceux et celles « qui ne lesexpérience personnelle lui a fait découvrir les pionnières connaissent peut-être pas. »dans le domaine des arts de la scène en Angleterre à la Deanna Oppenheimer, Jude Kelly, Mitsuhiro Yoshimoto Nicolas Aubert, Dominique Reiniche, Roberto CirilloJude Kelly (on stage) Shirin Ebadi, Olivier FleurotDeanna Oppenheimer (on stage) Gina Qiao, Philippe Augier You can watch the video of this plenary session on youtube and on 2011 - WOMEN’S FORUM ❙ 65
  • 67. “Jude Kelly knows what it is like to be the only woman in the room.” Deanna Oppenheimer Dominique Hériard-Dubreuil, Antony Jenkins Molly Ashby, Leila Velez, Philippe Castagnac Susan Ness, Ilene Lang Alexander Baugh, Radhika Jha, David Semaya Laurence Monnery, Bel Coelho Laurence Peyraut Bertier, Sophie Vernay, Jennifer Hill, Muna Abusulayman Christine Albanel, Catherine Pégard, Valérie Sauteret Véronique Morali Inès de Dinechin, Jean-Michel Caye, Anne Vaucheret Cécile Bernheim, Philippe Marty Christine Okrent, Sallie Krawcheck, Debbie Bancroft66 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 68. Halla Tómasdóttir, Caroline Guerra, Lorna Rutto, The Women’s Forum Gala DinnerBirame SockBarbara-Ann King, Amit Kanodia, Sue Ashtiany Véronique Morali, Ellen Gracie Northfleet Anne Lauvergeon, Christine AlbanelMarie-Françoise Damesin, Véronique Dosdat Abhishek Rara, Anik Chaumartin, Moira Elms ‘‘ Anna Saunders, Gillian Reed “To be a leader of any kind is isolating, and to be a woman leader is doubly so.” Jude KellyPatricia Mitchell, Laure Thibaud Margaret Murphy, Olivia Micallef You can watch the video of this plenary session on youtube and on 2011 - WOMEN’S FORUM ❙ 67
  • 69. INITIATIVE Women in Media In partnership with Deloitte, voxfemina and media partners Canal+, Lagardère Active, and LinkedIn Communicate Corner D The Women in Media, a joint initiative between the Women’s Forum, Deloitte, voxfemina and Canal+, uring the 2011 Global Meeting, coaching workshops by i>TELE journalists was launched in 2010. It is a unique bid to contribute participants experienced 45-minute Nelly Daynac and Isabelle Moreau as well to women’s empowerment in their media monitoring “Meet with” discussions with Women as online personal branding and media and therefore augment their exposure in the business in Media initiators and specialists from the coaching workshops with LinkedIn. world and its evolution through the presentation of media sector, on issues such as “Discover surveys, case studies and coaching workshops (TV and Along with its partners, Deloitte, voxfemina, the power of a collaborative radio”, “Social Media). Building on the success and enthusiasm from and media Canal+, Lagardère Active, this first experience, the initiative was taken to a new networks: new opportunities for women”, LinkedIn, the Women’s Forum is committed level in 2011 and the initial partners were joined by two “The image of women in the media” and to making this initiative expand internationally new media partners, Lagardère Active and LinkedIn. the recent Deloitte study “Women State in the coming year, to share best practices The challenge facing the initiative is to provide each of the Media Democracy”. They also woman with the keys to analysing the importance of her and innovative solutions which promote participated in a side meeting facilitated by presence in the media, together with practical guidance gender equality through media. Canal+ journalist Florence Dauchez and TV on a better approach to the different types of media. communicate A l’occasion du Global Meeting 2011, les participants with ont pu expérimenter des discussions informelles « Meet With » de 45 minutes grâce aux initiateurs de « Women in Media » et à des spécialistes des médias, sur des questions telles que « Découvrez le pouvoir d’une radio collaborative », « Les réseaux sociaux : de nouvelles opportunités pour les femmes », « l’image des femmes dans les médias » et la récente étude développée par Deloitte « Women State of the Media Democracy ». Ils ont également participé à un réunion facilitée par la journaliste de Canal+ Florence Dauchez, à des ateliers de coaching by TV par les journalistes d’I>TELE Nelly Daynac et Isabelle Moreau, ainsi qu’à des ateliers de coaching médiatique et de branding personnel avec LinkedIn. Avec ses partenaires, Deloitte, voxfemina et les médias Canal+, Lagardère Active, et LinkedIn, le Women’s Forum est déterminé à internationaliser cette Initiative dans les mois à venir, de partager les meilleures pratiques et des solutions innovantes afin d’encourager l’égalité entre les sexes à travers les médias. media partners68 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 70. MY DISCOVERYT his Side Meeting provided an excellent communicate opportunity for participants to receive tips and hints on how to prepare formedia interviews, particularly on radio andtelevision. with Women in MediaFlorence Dauchez, an award-winning in partnership with Deloitte, voxfemina,television producer who is known by the and medias Canal+, Lagardère Active,general public for her presence in news and LinkedInprograms on Canal+ and i>TELE, gave anoverview of the way different media operate.She provided practical advice and guidelines During the Global meeting, participants experiencedfor preparing for media interviews, with a 45-minute “Meet with” discussions as well as TV andspecial focus on how to be and appear as Media coaching workshops.relaxed and comfortable as possible.Cette session a permis aux participants d’apprendre des« trucs et astuces » pour préparer des interviews, en Finding yourparticulier pour la radio et la télévision.Florence Dauchez, productrice de télévision primée,connue du grand public en tant que présentatrice desinformations sur les chaînes Canal+ et i>TELE, a donnéun aperçu du fonctionnement des médias. Elle a transmis media feetdes conseils pratiques et des règles pour préparer des Friday, 14 October 2011 – 17:15-18:00interviews, en particulier comment apparaître le pluscalme et confortable possible. Facilitator : Florence Dauchez, Journalist and Producer, Canal+, France Florence Dauchez Key fact  Deloitte’s ‘Women State of the Media Democracy’ unique survey was released exclusively for the Women’s Forum. It sheds a spotlight on women’s use of media and new technologies. The results come from the International Observatory of uses and interactions of the media carried out by Deloitte Research among people in France, the United States, Canada, Brazil, Germany and Japan. Women are still underrepresented in the media. To promote gender equality, contribute to the development of women in the media, and ultimately strengthen their role in the professional world, it is important to understand the relationship they have with the media and new technologies. 2011 - WOMEN’S FORUM ❙ 69
  • 71. MY DISCOVERY communicate with Women in Media in partnership with Deloitte, voxfemina, and medias Canal+, Lagardère Active, and LinkedIn The global image of women W omen suffer from a lack of visibility Les femmes souffrent d’un manque de visibilité et de and credibility not only in the French crédibilité dans les médias en France et à l’étranger. Bien qu’elles représentent 51% de la population française, in the media media but also internationally. elles n’occupent que 25% de l’actualité. Selon les chiffres Although they account for 51% of the publiés en 2008 par la Commission sur l’image de la French population, women are featured in femme dans les médias et confirmés par le Global Media Thursday, 13 October 2011 — 17:15-18:00 only 25% of news items. They are quoted Monitoring Project en 2010, elles sont citées quatre fois moins que les hommes et sont rarement sollicitées en four times less than men and are rarely cited tant que spécialistes. « Il existe un fossé énorme entre la as experts, according to figures released by réalité des femmes dans la société et leur représentation the Commission for Women’s Image in the dans les médias, » a déclaré Brigitte Grésy du ministère Media in 2008 and confirmed in 2010 by the français de l’Emploi et de la Solidarité. Moderator: Ariane Bucaille, Partner, TMT Leader, Deloitte, France Featuring: Deborah Berlinck, Paris Correspondent, O Globo, Brazil Michele Fitoussi, Editorialist Columnist, ELLE Magazine, France Brigitte Grésy, Vice-President, Commission for Women’s Image in the Media, Ministry for Employment and Solidarity of France ‘‘ Global Media Monitoring Project. “There is a huge gap between the reality of women in society and how they are portrayed in the media,” said Brigitte Grésy of the French Ministry for Employment and Solidarity. Valérie Tandeau de Marsac, President, Voxfemina, France Alison Smale, Executive Editor, International Herald Tribune “It is important to make ourselves visible individually so that we can become visible collectively and increase our sphere of influence.” Valérie Tandeau de Marsac70 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 72. ‘‘Michele Fitoussi Deborah Berlinck Alison Smale “In an editorial meeting we‘‘ never say ‘We are women – can we do it?’ We can do everything.” Michèle Fitoussi “There is a huge gap between the reality of women in society and how they are portrayed in the media.” Brigitte Grésy Brigitte Grésy, Valérie Tandeau de Marsac and Ariane Bucaille 2011 - WOMEN’S FORUM ❙ 71
  • 73. ECONOMY
  • 74. PLENARY What if there were new ways to address poverty, precariousness and inequality? Friday, 14 October 2011 — 10:45-12:15G rowing inequality between the Les inégalités croissantes entre riches et pauvres, la world’s haves and have-nots, dégradation de l’environnement, la crise financière… autant de problèmes qui remettent en question la environmental degradation, the viabilité du modèle capitaliste actuel basée sur lafinancial crisis — all these problems are croissance économique. Les enquêtes réaliséesraising questions about the sustainability of dans des pays comme les Etats-Unis et la France Moderator: traduisent une baisse de popularité du marché libre Tumi Makgabo, Executive Director,the current capitalist model for economic AfricaWorldwide Media, South Africa et les entreprises doivent aujourd’hui faire face à desgrowth. With polls in countries such as the Opening Presentation: exigences contradictoires les poussant d’une partUnited States and France showing declining à se pencher sur les problèmes sociétaux à long Diana Farrell, Director, McKinsey & Company, and former Deputy Assistant to the President onsupport for the free-market system, terme tout en préservant les rendements pour leurs Economic Policy at the White House, USAcorporations are facing conflicting demands actionnaires par le biais de bénéfices à court terme. Speakers:to address long-term societal problems Quelles devraient être les responsabilités publiques Noreena Hertz, Professor of Globalization, des sociétés dans ce nouveau climat des affaires Sustainability and Finance, Duisenberg Schoolwhile ensuring shareholder return through teinté d’incertitude ? Les marchés émergents doivent- of Finance, and Associate Director, Centre forshort-term profits. What should be the ils accepter les contraintes pesant sur la croissance International Business and Management, Judgepublic responsibilities of firms in a new anduncertain business environment? Shouldemerging markets accept constraintson consumer-led growth? A lively andsometimes contentious debate involvingexecutives from across the globe revealeda general recognition that business as usualis not an option, and that corporations needto be aware that society is looking to them ‘‘ alimentée par la consommation ? Un débat animé et parfois controversé entre des cadres dirigeants de tous les horizons a permis d’établir qu’il n’était plus possible de faire comme si de rien n’était et que les entreprises devaient prendre conscience que la société se tourne désormais vers elles et non plus vers les gouvernements pour relever certains des plus grands défis du moment. Business School, University of Cambridge (via TelePresence) Ingrid Johnson, Group Managing Executive: Retail and Commercial Banking, Nedbank Group Executive Vice-President, Nestlé José Lopez, de Margerie, Chairman and CEO, Total Christophe Chandran Nair, Co-Founder and Chairman, Avantage Ventures (via TelePresence)rather than governments to help tacklesome of the greatest challenges facing the “This world is not as bad weworld today. think, there are many things to do but we should not be so 1.5 billion Number of people pessimistic.” around the world who do not have access to electricity Christophe de Margerie You can watch the video of this plenary session on youtube and on 2011 - WOMEN’S FORUM ❙ 73
  • 75. Plenary ❙ ‘‘ Diana Farrell José Lopez “We’re running into a real crisis of confidence in capitalism. Are we going to step up and take leadership, or let uninformed politicians shape the system for us?” “Nothing short of revamping the social contract between business and society is necessary.” Diana Farrell ‘‘ Tumi Makgabo “Creating shareholder value now starts with ‘‘ compliance in countries where the firm operates. The key building block of corporate sustainability is to run our operation in full respect of the environment.” José Lopez “We see disaster unfolding, and it’s our customers who suffer.” Ingrid Johnson Chandran Nair and Noreena Hertz74 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 76. ‘‘Tumi Makgabo Ingrid Johnson ‘‘ “Such an outlook fails to account for the potential of technological change to ensure sustainable development. We’re seeing some incredible innovations on the part of business (and) rapid developments in all spheres of science.” Noreena Hertz “I believe we’re at end of 300 years of exploitative growth. It started by slavery, then colonization, then globalization, then globalized finance pushing us to live beyond our means. That game is over.” Chandran Nair Christophe de MargerieC. de Margerie, J. Lopez, I. Johnson and T. Makgabo You can watch the video of this plenary session on youtube and on 2011 - WOMEN’S FORUM ❙ 75
  • 77. PLENARY The economy: The question on everyone’s mind Thursday, 13 October 2011 — 19:15-19:45‘‘ Moderator: Patricia Szarvas, Lead anchor, CNBC Europe Keynote speaker: Angel Gurria, Secretary-General of the Organization for Economic Cooperation and Development (via TelePresence) T he global economy appears to be a free-flowing exchange, Angel Gurria, teetering towards another recession. Secretary-General of the Organization for Concerns over the sovereign debt Economic Cooperation and Development “I’m a warrior, a veteran of the crisis in Europe, pressure to reduce spending (OECD), admitted the short-term economic Latin American debt wars, so and tackle stubborn unemployment outlook was gloomy. He offered some frank I can tell you there’s life after in major industrialized countries, and criticisms of European crisis management surging inflation in emerging markets and monetary policy, and said banks must debt.” Angel Gurria have many experts fearing the worse. In accept responsibility for over-lending. He also said advanced economies should ‘‘ “not lose any sleep” over the possibility of inflation rearing its head and should instead focus on the immediate goal of boosting jobs growth. He added that there was “nothing wrong” with a country like Greece going into default when confronted with impossible debt servicing demands. “The EU should isolate the Greek problem as quickly as possible to avoid contagion and seriously consider the possibility of writing off much of the country’s massive debts.” Angel Gurria Angel Gurria76 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 78. “Creating jobs today is not only morally and ethically imperative, but also economically fundamental. Education, competition, innovation, these are things keeping growth growing. Without addressing this,Patricia Szarvas ‘‘ any economic program is not credible.” Angel GurriaL’économie mondiale semble sur le point de retomber “We ended last year prettyen récession. Les inquiétudes concernant la crise de la optimistic, but the economy hasdette souveraine en Europe, les pressions pour réduireles dépenses et lutter contre le chômage dans les now slowed down. It looks likeprincipaux pays industrialisés et la montée de l’inflationdans les marchés émergents font craindre le pire à de we’ll be in flat terrain or evennombreux spécialistes. Lors d’une discussion animée, in negative patches over theAngel Gurria, Secrétaire général de l’Organisation decoopération et de développement économiques (OCDE), remainder of the year.”a reconnu que les perspectives économiques à courtterme étaient mauvaises. Il a critiqué franchement la Angel Gurriapolitique monétaire et la gestion de crise européennes,déclarant que les banques devraient accepter la‘‘responsabilité du surendettement. Il a également déclaréque les pays développés ne devraient pas avoir peurd’une éventuelle montée de l’inflation mais qu’ils devraientplutôt se préoccuper de doper la croissance de l’emploirapidement. Il a ajouté qu’il n’y avait « rien de mal » à voir unpays comme la Grèce faire défaut face à des demandesde remboursements de dettes impossibles à satisfaire. Key fact  President Obama’s jobs recovery plan — recently blocked in the U.S. Senate — is a good example of the balance needed between fiscal responsibility and the need to encourage economic recovery and jobs creation. Germany, “I think the ECB has done an extraordinary job of keeping the financial Brazil, Austria and Turkey also provide examples of countries able to stabilize system in Europe afloat, but the central bank should not lose any slee” or reduce unemployment through good over the prospect of inflation rearing its head should rates go down.” policy decisions despite the crisis. Angel Gurria You can watch the video of this plenary session on youtube and on 2011 - WOMEN’S FORUM ❙ 77
  • 79. SIDE MEETING by The Coca-Cola Company Finding the courage to live positively Friday, 14 October 2011 — 12:30-13:45 Host Welcome: Dominique Reiniche, President Europe Group, The Coca-Cola Company ‘‘ Facilitator: Christina Jordan, Founder and Chairman, Evolutionize It, Belgium Speaker: Kathryn Hall-Trujillo, Founding Director, Birthing Project USA P eople are stressed by today’s crisis, well-being to mothers and babies living in but The Coca-Cola Company disadvantaged communities through story- sees this as an opportunity and is telling and ceremony. She includes fathers “When there is a crisis you overwhelmed by comments about the in the process whenever possible, and company’s optimism. Living positively is also constantly remembers that the worst day of have nothing to lose, and this built into its products. Taking up the positive her life was better than the best day of her allows you to be creative. We theme, Kathryn Hall-Trujillo recounted how grandmother’s. The Birthing Project model are overwhelmed by people she had turned her life around from living in has been replicated more than 100 times, a bus station with two children and no job and is now offered in Canada, Cuba, Ghana, telling us how optimistic to entering higher education and founding Honduras and Nigeria, as well as across the we are.” Dominique Reiniche the Birthing Project USA. Her aim is to bring United States. Christina Jordan Dominique Reiniche78 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 80. La crise actuelle est une source d’inquiétude maisThe Coca-Cola Company y voit une opportunité. Cetoptimisme est à l’origine de nombreux commentaires. Lesproduits du groupe sont caractérisés par cette approchepositive. Reprenant ce thème, Kathryn Hall-Trujillo a “I always remember thatraconté comment elle, une chômeuse vivant dans larue avec ses deux enfants, a transformé sa vie pour the worst day of my lifereprendre ses études et fonder le Birthing Project USA.Son objectif est d’apporter du bien-être aux femmes et was better than the best dayaux enfants vivant dans des communautés défavorisées of my grandmother’s life.”‘‘par le biais d’histoires et de cérémonies, faisant participerles pères au processus si possible. Elle n’oublie jamaisque le pire jour de sa vie sera toujours meilleur que lemeilleur jour de la vie de sa grand-mère. Le modèle duBirthing Project a été reproduit plus de 100 fois et il estdésormais proposé au Canada, à Cuba, au Ghana, auHonduras et au Nigeria ainsi que dans l’ensemble desEtats-Unis. “Recognizing the role that men play in society, I involve fathers whenever possible. For instance, I explain the negative effect on babies of their mothers taking drugs. Since most “During rough times, we men want to have healthy can find a way of having children, this has an effect the courage to turn difficult on them as well.” choices into positive Kathryn Hall-Trujillo opportunities.” Dominique Reiniche Kathryn Hall-Trujillo 2011 - WOMEN’S FORUM ❙ 79
  • 81. INTERACT SESSION What do we have to do to save the European social model? Friday, 14 October 2011 — 12:30-13:45 M. Queisser, B. Coquet and D. Brady T Moderator: he European social model of high sign to the markets that Europe can work Diane Brady, Senior Editor and Content Chief, Bloomberg BusinessWeek, USA taxes, extensive entitlements and together,” said Coquet. Beyond that, citizens Speakers: a wide social safety net is under will need to work more and longer, most Bruno Coquet, Advisor to the Managing scrutiny. “The European social model cannot analysts agree. Monika Queisser, Head of Director, Ministry of Labor, Employment and Health, France Monika Queisser, Head of Social be saved if that means leaving it as it is,” Social Policy Division at the Organization for said Bruno Coquet of the French Ministry Economic Cooperation and Development Policy Division, OECD of Labor, Employment and Health.To save it, Europe must first stop the economic bleeding. “Anything you do in terms of social or labor policy will be ineffective if the economy is not stabilized and there is no ‘‘ (OECD), offered greater targeting as a way to better allocate ever scarcer resources for social spending and reach “the right people with the right benefits at the right time.” “The key is work, work, and more work. That’s the only way to keep the European social model. More people need to work longer. Everybody knows this, but it has not been driven home.” Monika Queisser80 ❙ 2011 - WOMEN’S FORUM More info on our website and our social networks
  • 82. Le modèle social européen synonyme d’impôts élevés, de droits étendus et d’un important filet de sécurité est aujourd’hui remis en question. « Le modèle social européen ne peut pas être préserver dans son état actuel, » a déclaré Bruno Coquet du ministère français du Travail, de l’Emploi et de la Santé. Pour le sauver, l’Europe doit d’abord stopper l’hémorragie économique. « Aucune mesure sociale ou pour l’emploi ne sera efficace tant que l’économie ne sera pas stabilisée et rien n’indique aux marchés que les pays européens peuvent travailler ensemble, » précise M. Coquet. En outre, la plupart des observateurs s’accordent à dire que les citoyens devront travailler plus et pendant plus longtemps. Monika Queisser, chef de la division des politiques sociales à l’Organisation de coopération et de développement économique‘‘Monika Queisser (OCDE), a proposé une allocation plus ciblée afin d’améliorer la répartition de ressources toujours plus rares en matière de dépenses sociales pour offrir « les bons avantages aux bonnes personnes et au bon moment ». “Anything you do in terms of social or labor policy will be ineffective Diane Brady if the economy is not stabilized and if there is no sign to the markets that Europe can work together.” Bruno Coquet Key fact  3 phenomena have changed the European landscape for social programs: 1. Slower economic growth and low productivity since the 1970s 2. The aging population 3. The financial crisis. Youth unemployment remains a sticky issue. Some countries, like Austria, have effective apprenticeship programs that often lead to real jobs, but in France and elsewhere, they are ineffective. Bruno Coquet 2011 - WOMEN’S FORUM ❙ 81