Latvija riga 16.8.2013


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Latvija riga 16.8.2013

  1. 1. BPW Latvija – Riga, 20th Anniversary 20 years passed Future opportunities 16.08.2013 Tuulikki Juusela, Past President of BPW International
  2. 2. We are the women! In Latvia 23 women are in the parlament The current Speaker of the Saeima is Solvita Aboltina In cabinet is 5 female ministers or women who have posts similar to that of a minister. Women have a higher level of education than men, women earn less than men as an average
  3. 3. So True! “We are smart, we are hard working and we know we are doing good work, but we still find all sorts of reasons for questioning whether we deserve more than we already have. Women hope the world will figure out how brilliant they are through their work, when in truth, it is their job to get the word out." ”Even the most talented woman has a thousand times more obstacles and difficulties in her path than her male colleagues”- statement by Minna Canth from the 1880s
  4. 4. Some historical remarks Beijing Platform for Action adopted by all 189 countries at the UN Fourth World Conference on Women in 1995 and the Millennium Declaration adopted by 189 countries in 2000, contribute to the overarching human rights framework
  5. 5. Nordic countries By having a strategic focus on supporting working parents and dual income families, these countries have the smallest gender gaps in terms of economic empowerment and political participation (World Economic Forum) and boast some of the highest birth rates in Europe as well as some of the most stable economies.
  6. 6. Nordic strategy - comprehensive school system In 1921 universal compulsory education in Finland 93 % of Finns graduate from high school The difference between weakest and strongest students is the smallest in the world 43 % of high school students go to vocational school • The school system is 100% state funded Finland has same amount of teachers as New York city! All teachers has to have a masters degree Finland publishes more children's books than any other country Over 50 per cent of the university students are female
  7. 7. Finland is one of the very best places in which a woman could live ? The first in Europe to gain the franchise 1972 the Council for Equality to advise lawmakers on methods for realizing full legal equality for women 1973 the Act and Decree on Children’s Day Care 1983 Legislation: both parents were to have equal rights for custody of their children, parental leave 1987 Legislation: forbidding any discrimination on the basis of sex and providing protection against it 1995 Legislation: gender-based discrimination on the labour market prohibited 1999 the principles of equality mainsteraming incorporated into the national employment programmes
  8. 8. The Finnish strategy, 4 components Research and studies: ‘Female Leadership and Firm Profitability’ by the Finnish Business and Policy Forum EVA35 demonstrated that firms led by women are more profitable (10-20%) than those led by men. Corporate governance code: in2008 updated code 36 includes the recommendation that ‘…both genders shall be represented on the board’. The code is applicable to large listed companies. Quick governmental action: government has set the right example by putting forward a target of appointing at least 40% women on boards of state-owned companies and achieving it quickly. Active role of the media: the Finnish media have actively published both positive stories of companies that made a difference and bad examples of companies with all-male boards. This has put pressure on companies to make the necessary changes and avoid negative publicity.
  9. 9. Women`s Empowerment Principles WEP Guidance on how to empower women in the workplace, marketplace and community, Collaboration between UNIFEM, part of UN Women and, the United Nations Global Compact
  10. 10. EmEmpowermentpoweerment Empowerment means that people - both women and men – can take control over their lives: set their own agendas, gain skills (or have their own skills and knowledge recognized), increase self-confidence, solve problems, and develop self-reliance. It is both a process and an outcome.
  11. 11. Structures change Women and men, individually and collectively, challenge the routines, conventions, laws, family forms, kinship structures and taken-for-granted behaviors that shape their lives – the accepted forms of power and how these are perpetuated.
  12. 12. Relations change Women and men form new relations with other social actors, form coalitions and develop mutual support in order to negotiate, be agents of change, alter structures and so realize rights, dignity and livelihood security
  13. 13. Gender diversity and business outcome In Europe, of 89 publicly traded companies with a market capitalization of over 150 million pounds, those with more women in senior management and on the board had, on average, more than 10 percent higher return on equity than those companies with the least percentage of women in leadership.
  14. 14. Why get businessworld involved Gender diversity helps business perform better signals that self interest and common interest can come together Through ”gender lens” business can survey and analyze current practices, benchmarks and reporting practices
  15. 15. Enterprise Development, Supply Chain and Marketing Practices Expand business relationships with women-owned enterprises, including small businesses, and women entrepreneurs. Support gender-sensitive solutions to credit and lending barriers. Ask business partners and peers to respect the company’s commitment to advancing equality and inclusion. Respect the dignity of women in all marketing and other company materials. Ensure that company products, services and facilities are not used for human trafficking and/or labour or sexual exploitation.
  16. 16. SMEs in Europe are the main engine of growth and employment and they harbour enormous potential for job creation. There are 23 million SMEs in Europe, accounting for more than 75 million jobs and over 80% of employment in certain sectors, such as textiles, construction and furniture.
  17. 17. Key points of advice Quota legislation has proven to be the most effective tool to accelerate board diversity and reach meaningful levels of women’s representation on companies’ boards. It should therefore be encouraged widely. Data collection and benchmarking about the numbers of women on boards create transparency and make it possible to track progress and backlog. Countries in which those data are not yet available are encouraged to take immediate action. Best practices on corporate governance codes need to be shared, especially in countries where the debate has not started yet. Involvement of the private sector is crucial and can be the precursor to significant change without legislation. Women’s organizations need to (continue to) play an active role to support the debate on gender balance in corporate boards.
  18. 18. The Roadmap for Equality between Women and Men Equal economic independence for women and men Reconciliation of private and professional life Equal representation in decision-making Eradication of all forms of gender-based violence Elimination of gender stereotypes Elimination of gender stereotypes in education, training and culture Elimination of gender stereotypes in the labour market Elimination of gender stereotypes in the media Promotion of gender equality in external and development policies
  19. 19. Building a diverse workforce What is the representation of women at the bottom, middle, and top levels of your organization? What is the gender mix of your senior leadership? What leadership roles do women occupy relative to men? What is the gender mix in your slate for senior roles? Is there a certain stage of career advancement that women seem to be “getting stuck” and not moving into leadership? Why?
  20. 20. Equality means business, Principles in practice Establish high-level corporate leadership for gender equality. Treat all women and men fairly at work – respect and support human rights and nondiscrimination. Ensure the health, safety and well-being of all women and men workers. Promote education, training and professional development for women. Implement enterprise development, supply chain and marketing practices that empower women. Promote equality through community initiatives and advocacy. Measure and publicly report on progress to achieve gender equality.
  21. 21. CEO STATEMENTS We, business leaders from across the globe, express support for advancing equality between women and men to: Bring the broadest pool of talent to our endeavours; Further our companies’ competitiveness; Meet our corporate responsibility and sustainability commitments; Model behaviour within our companies that reflects the society we would like for our employees, fellow citizens and families; Encourage economic and social conditions that provide opportunities for women and men, girls and boys; and Foster sustainable development in the countries in which we operate.
  22. 22. Best Practice ”I am passionate about gender diversity issues and parental challenges. To me this is the change management project companies (including ours) have to undertake with renewed energy. Why? First of all, because companies need to empower their female personnel or run the risk of losing them. Second, because women clients are more likely to be convinced of companies’ products and services when they are presented or delivered by a gender-mixed team.” - Eric Dugelay, Partner, Deloitte France
  23. 23. Avon – best practise “With more than six million independent Sales Representatives in 100 countries – largely women-- and women in 55% of management positions, Avon is committed to leading on women’s issues. The company’s mission statement is to be the company for women. We are therefore very proud to be an initial signatory in support of the Women’s Economic Principles, which are critical to driving the rightful advancement of women around the world.” - Andrea Jung, Chairman and CEO, Avon Products, Inc.
  24. 24. Future - feminine! “The future belongs to those of us, female or male, who can adopt and embrace the feminine archetype.” John Hagel III, cofounder Deloitte Center for the Edge, Deloitte United States
  25. 25. Womenomics Refers to women as one of main engines of growth. Many economists say that women are one of the three emerging forces shaping the 21st century. The three “Ws”: Weather, Women and the Web
  26. 26. To become successful Executive Network-seize every opportunity Be visible-develop contacts and resources Develop your skills- skills inventory, specialization, new skills Have a plan- re-evaluate also Keep up with the times-trends in the economy and in your industry Go online-power of Internet, access to knowledge Do your homework-identify companies with policies for women
  27. 27. To become successful Executive Learn the corporate culture - fundamentals,ask questions Keep your eyes open-watch, listen, learn Attend to the home front-support, balancing work and family Collect experience-even lateral moves Get a mentor-female or male Be personable- peers can influence a career Keep your eyes on your goal-stay focused, admit to the mistake, move on
  28. 28. Networking is a prime component In the future, information is power The larger your Network, the better your chance of finding out exactly what you need to know Knowing whom to call is almost as good as knowing! Networkers can accumulate influence or power by control of information and, of course, by learning
  29. 29. “Generation Y” will move not only among jobs, but also among careers through their working lives, reinventing themselves many times over; for them, technology is not a tool but a part of what they are (as shown by their use of social networking and web 2.0 technologies); they want challenges and development opportunities from work, but also choice and flexibility in order to accommodate their personal lives; they value employers who demonstrate a responsible approach to society and to environment.
  30. 30. An empowered woman has Notions of self-worth and dignity (individual). Bodily integrity; freedom from coercive forces over a woman’s very body (individual and structure). Control and influence over household and public resources (structure and relations). Experience with or appreciation of the value of collective effort and solidarity among women (relations).
  31. 31. The Empowered Woman by Sonny Carroll She moves through the world with a sense of confidence and grace. Her once reckless spirit now tempered by wisdom. Quietly, yet firmly, she speaks her truth without doubt or hesitation and the life she leads is of her own creation. She now understands what it means to live and let live. How much to ask for herself and how much to give. She has a strong, yet generous heart The one thing she never understood, she now knows to be true, it all begins and ends with you.
  32. 32. Future - feminine! “We must have the courage to look far into the future” Helle Kannila, Finland “The future belongs to those of us, female or male, who can adopt and embrace the feminine archetype.” John Hagel III, Deloitte United States
  33. 33. You Can Be Whatever You Want To Be ”There is inside you all of the potential to be whatever you want to be - all of the energy to do whatever you want to do. Imagine yourself as you would like to be, doing what you want to do, and each day, take one step towards your dream. And though at times it may seem too difficult to continue, hold on to your dream. One morning you will awake to find that you are the person you dreamed of - doing what you wanted to do - simply because you had the courage to believe in your potential and to hold on to your dream” by Donna Levine