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The Value of Gender Equality


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International Conference organized by BPW Estonia about Gender Equality and best practices

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The Value of Gender Equality

  1. 1. The value of Gender Equality International Conference BPW Estonia in Tallinn 9 November 2012 Sabine Schmelzer Regional Coordinator BPW Europe
  2. 2. Why Gender Balance is great for Business ‣ “companies where women are‣ “gender diverse boards show most strongly represented at greater evidence of a diversity board or top management of thought and perspective and level are also the companies at the same time, greater unity that perform best on both and collegiality” (Insync Surveys 2010) organisational and financial performance” (McKinsey 2007)‣ “companies need a mix of men and women - teams with a ‣ “companies with women in gender balance achieve the best senior management results in most areas that drive outperform peers in return on innovation – they are more likely assets and annual sales to experiment, share knowledge growth” (Columbia University & University and complete tasks” (London Business of Maryland 2011) School 2007)
  3. 3. Our founder: Dr. Lena Madesin Phillips
  4. 4. Goals of BPWTo advocate and lobby for professional women To ensure equality and equal opportunity To develop the professional, business and leadership potential of women To empower women in the ecomony, networking and skill buildingTo support young women (Young BPW)
  5. 5. Structure of BPW BPW International North Latin Asia/America America Europe Africa Pacific 5 Regions Switzer- Italy Germany France land Federations Young BPW (up to 35) Clubs 280 40 Clubs Clubs
  6. 6. BPW International has representatives or consultative status:  UNO – ECOSOC  CSW Commission on the status of women  ILO International Labour Organization  EWL European Women„s Lobby  WHO World Health Organization FAO Food and Agriculture Organization of the UN
  7. 7. You can develop your skills on different levelsAnd we can lobby Internationalon these levels! National Many learning opportunities for Local Young BPWs!
  8. 8. BPW International Awareness Campaign: Equal Pay Day Equal Pay Day was initiated in 2009 by BPW International as an international awareness campaign All across the globe – from Australia to Taiwan, Korea via 16 European countries to Brazil and Canada. All these BPW federations are organizing an equal pay day in their countries.
  9. 9. Equal Pay Day in Europestarted by BPW (2008 – 2012) Equal Pay Day in 18 countries up to now. Number of activities increased every year.
  10. 10. WEPs Women’sEmpowerment Principles Equality Means Business
  11. 11. Created and Launched by Lead NGO Collaborator: BPW International
  12. 12. BPWs Role Leading NGO Collaborator Active through our BPW Federations and Clubs worldwide Organizing WEPs signatory events Working on initiatives and projects that support the WEPs– Equal Pay Day (WEP 2 and 6)– Educational programs like PEP, Mentoring, Keys to Achievement (WEP 4)Bringing the voice of women to business...
  13. 13. The 7 Principles1. Establish high-level corporate leadership for gender equality2. Treat all women and men fairly at work – respect and support human rights and nondiscrimination.3. Ensure the health, safety and well-being of all women and men workers.4. Promote education, training and professional development for women.5. Implement enterprise development, supply chain and marketing practices that empower women.6. Promote equality through community initiatives and advocacy.7. Measure and publicly report on progress to achieve gender equality.
  14. 14. CEO Statement of Support:• signals intention to integrate and implement the WEPs• meets corporate responsibility and sustainability commitments• advances support for equality• provides a framework• encourages fellow business leaders to support the WEPs by signing the Statement• fosters sustainable development in countries• furthers companies‟ competitiveness
  15. 15. Why over 420 CEOs have signed their commitment• Promote further competitiveness• Bring together the broadest pool of talent• Ensure they are meeting corporate responsibility and sustainability commitments• Model behaviour that reflects desired culture to employees, fellow citizens and families• Foster sustainable development in operating countries
  16. 16.
  17. 17. Best practices from Switzerland
  18. 18. Representation of Women in Switzerland Only 5% of seats on the executive boards of Switzerlands 115 largest companies are occupied by women. Women make up 11% of the members of the boards of directors of the 89 largest companies (Schilling Report). Or vice versa: 95% of the executive boards of Switzerlands 115 largest companies and 89% of boards of directors are men.This means that womens share of power and income is not in line with the proportion of women in the general population. Due to the small number of women in senior management positions, the interests of women as a social group are poorly represented, or are not represented at all.
  19. 19. Many studies show: Companies are more profitable with more women on boards McKinsey studies "Why Women Matter" (1-5) show: The higher the number of women in management positions, the more successful a company is. Credit Suisse Research Institutes report on "Gender Diversity and the Impact on Corporate Performance" determined that over the past six years, the share prices of companies with at least one woman on the board of directors have outperformed those of other companies (26 % on average over 6 years)Despite these financial benefits, the proportion of womenon boards of directors and in management positions hasnot increased significantly.
  20. 20. Voluntary targets set by companies Roche intends to increase the proportion of women in management roles from 10% to 20% by 2015. Raiffeisen intends to increase the share of women in management to 30% by 2015. COOP, Swisscom and Allianz Suisse are planning internal guidelines Woman already occupy 25% of the seats on Nestlés board of directors. Die Posts has 22.2% women on the board of directors, and the group CEO is a women (the first one)
  21. 21. Best practices: Equal Pay Tools1. Logib ( – Created by the department of Equality – Free download, voluntary, more than 50 employees – No data, how often applied – Adapted in Germany2. Equal Salary ( – Salary analysis and audit process – Label for Companies for three years – Costs depending on number of Employees – Promotion as «attractive employers»
  22. 22. Best practices: Databases for competent women Femdat – Database for female experts (since 2002) – Relaunch in 2013: «Womens‟ career portal» Getdiversity – Women on supervisory boards – Private initiative and business (since 2007) Female board pool – Created by University of St. Gallen (2006) – Women on supervisory boards Female Executives – Private initiative – Women for Executive positions (2011)
  23. 23. Best practices: Quota discussion in CH Campaign «no longer without on the top» launched by political party in 2011 – New initiative for temporary quotas in 2012 BPW Switzerland officially supports quotas and created list of arguments in September 2012 Event on quotas with presidents of many swiss womens organizations in September 2012
  24. 24. BPW Europes position concerning quotas We participated in the public consultation of the EU commission about Women in decision- making in March 2012 Viviane Reding gave a welcome video message at the opening of our European congress The European Presidents decided in Sorrento to sent a letter of support to Viviane Redding for quotas.BPW Europe supports quotas!
  25. 25. Participate in the annual European Event in May Networking and Training Day in Brussels open for all members And Presidents meeting for National Presidents and Delegates
  26. 26. Do not only lay back, …… the more active you are,the more you get.