This document summarizes a webinar on diversity and gender equity as an investment opportunity and the progress and impact of the Women's Empowerment Principles. The webinar featured presentations from UN representatives, consultants, and investors on the business case for empowering women, company examples that have embraced the Women's Empowerment Principles, and the perspective of investors on gender diversity as a smart investment strategy. Data was presented showing that companies with gender diversity in leadership and board positions outperform those without, and initiatives like the Women's Empowerment Principles provide a framework for companies to realize opportunities from empowering women.
The Business Case of Gender Diversity and the UN Women Empowerment PrinciplesAnke Domscheit-Berg
Presentation held at the Business and Professional Women's International Congress in Helsinki, Finland, 18.06.2011.
Topic: The Business Case of Gender Diversity and the UN Women Empowerment Principles
Question # 1: What differences between women and men are there?
Question # 2: What are some examples of low gender diversity?
Question # 3: What are some examples of high gender diversity?
Question # 4: How do we measure gender diversity?
How does technology empower women?
What are the latest trends in the sector?
Which initiatives exist to diversify that field?
What can you do to shift the balance?
The goal of the CEO & Gender Media Audit was to understand the media coverage of CEOs in various situations and determine if there are differences in the way male and female CEOs are covered.
Women are less likely to receive the first critical promotion to manager—so far fewer end up on the path to leadership—and are less likely to be hired into more senior positions. Women also get less access to the people, input, and opportunities that accelerate careers. As a result, the higher you look in companies, the fewer women you see.
This disparity is especially pronounced for women of color, who face the most barriers to advancement and experience the steepest drop-offs with seniority.
Phaidon International continues the 2017 Inclusive Talent Series in March discussing the challenges faced by women group within STEM industries; Attraction, Retention and Advancement.
The Business Case of Gender Diversity and the UN Women Empowerment PrinciplesAnke Domscheit-Berg
Presentation held at the Business and Professional Women's International Congress in Helsinki, Finland, 18.06.2011.
Topic: The Business Case of Gender Diversity and the UN Women Empowerment Principles
Question # 1: What differences between women and men are there?
Question # 2: What are some examples of low gender diversity?
Question # 3: What are some examples of high gender diversity?
Question # 4: How do we measure gender diversity?
How does technology empower women?
What are the latest trends in the sector?
Which initiatives exist to diversify that field?
What can you do to shift the balance?
The goal of the CEO & Gender Media Audit was to understand the media coverage of CEOs in various situations and determine if there are differences in the way male and female CEOs are covered.
Women are less likely to receive the first critical promotion to manager—so far fewer end up on the path to leadership—and are less likely to be hired into more senior positions. Women also get less access to the people, input, and opportunities that accelerate careers. As a result, the higher you look in companies, the fewer women you see.
This disparity is especially pronounced for women of color, who face the most barriers to advancement and experience the steepest drop-offs with seniority.
Phaidon International continues the 2017 Inclusive Talent Series in March discussing the challenges faced by women group within STEM industries; Attraction, Retention and Advancement.
Promoting multidimensional teams has a positive impact on business outcomes. Female presence in company's executive bodies is essential to build business projects that are successful and long-term oriented.
During the meeting held by Woman's Week foundation and the Association of Directors of Communication in Spain (Dircom), Chief Communication Officer and companies, committed to equal opportunities and diversity, professionals discussed about CSR regarding gender diversity.
We are indeed living a shift of paradigm where companies are more sensitive to the economic importance of their role as social actors and the strategic and integrated management of key intangible assets such as reputation, brand, communication or public issues. We are immersed in the so-called "reputation economy".
The main advantages of promoting diversity within the corporation are the greater capacity of attracting and retaining talent, improvement of leadership and innovation strategies and a closer approach to key stakeholders for the company. In fact, the main idea of the concept of diversity is to optimize human resources presented by heterogeneous groups, this is to say, diverse regarding the gender, age, race or nationality of their members.
We are making progress in integrating diverse teams in the organization, but we are still below the goal of 40 % female board managers in companies set out by the European Parliament and the European Commission.
This insight addresses the current situation and future leadership, where diversity will play a major role for sure.
Why Gender Diversity Matters at Work | ChronusChronus
Making up 47% of the current workforce and growing, women are prime candidates for filling the leadership pipeline that will soon be left lighter by a departing generation of workers. And yet, the higher you look in companies, the fewer women you see, with C-level positions comprised of only 19% women.
Learn how greater gender diversity can improve your organization, and why mentoring is an ideal solution to enable women in the workplace.
Download the full Ebook: http://ow.ly/fGyK30fCsaB
An Interesting Panel discussion including senior diversity representatives from KPMG and TD Bank Financial Group followed the opening sessions, focused on how diversity is actually being moved forward in these organizations. Session 1: Dr. Wendy Cukier: The Diversity Lens: Leading Practices in Recognizing the Benefits of Diversity, Session
Women in Management - The Power of Role ModelsStephen Wills
Women make up half of the world’s population, but they are nowhere near making up half of the leadership contributions. When it comes to management, women make up 60% of junior managers, but by the time you get to the top ranks this number barely makes it into the low double digits – and still fewer among our biggest businesses. Why?
Visit - www.ProcurementCentral.com
This research report looks at the current state of women in technology occupations, describes the barriers to recruitment and retention, and provides strategies for improving your company culture and performance by increasing your numbers of technical women.
The seventh edition of the Grant Thornton International Business Report focused on
“Women in Business” forms part of Grant Thornton’s global research program into women’s
representation in corporates. This report analyses the various gender diversity programs across the
world to promote more women representation in the senior positions.
There is an ever-growing necessity for businesses to include women’s empowerment into corporate business strategies, to ensuring sustainable growth and to demonstrate the value and credibility that women leadership bring to the businesses. Women’s empowerment is essential to create a stable, inclusive, and sustainable society.
Our annual report finds significant numbers of startups continue to have no women in leadership, yet a growing percentage have programs in place to change that.
This presentation offers a comprehensive review of the 2017 Women in the Workplace report by McKinsey & Company and LeanIn.org with solutions companies can take to foster gender equality.
https://womenintheworkplace.com/
In 2012 OIWC conducted an industry-wide survey to study perceptions of gender diversity and workplace values. The study serves as the foundation for workplace diversity and inclusion and women's leadership advancement efforts by the OIWC.
The 10 most successful shepreneurs to watch in 2019Swiftnlift
Shepreneurs are driving change in various sectors, businesses, and industries, and rightfully deserve to be celebrated. The day is also a reminder that we need to foster talent and help enable women from all across the globe, from different strata and backgrounds into the arena.
‘In this special issue, we introduce 10 most promising shepreneurs to watch in 2019 in order to assist business to choose the right companies. We have featured shepreneurs as the cover story. It specializes in the use of emerging techniques and practice for developing nation.
We have introduced profiles of Spabreaks, Intengine, Pheiff Group Inc, Connected Living, N-able Plus Co.Ltd, Elemed, WomenInTrucking, gracious, Joelle Group, CEDEM AG.
Our in-house editors have come up with some adroitly written articles such as –Women, entrepreneurship & empowerment through self-actualization, shoutout to the leader of tomorrow, the women who dared to dream, How Can Entrepreneurs Survive a Recession? Handle it like a Woman.
“There is no force more powerful than a women determined to rise”
Promoting multidimensional teams has a positive impact on business outcomes. Female presence in company's executive bodies is essential to build business projects that are successful and long-term oriented.
During the meeting held by Woman's Week foundation and the Association of Directors of Communication in Spain (Dircom), Chief Communication Officer and companies, committed to equal opportunities and diversity, professionals discussed about CSR regarding gender diversity.
We are indeed living a shift of paradigm where companies are more sensitive to the economic importance of their role as social actors and the strategic and integrated management of key intangible assets such as reputation, brand, communication or public issues. We are immersed in the so-called "reputation economy".
The main advantages of promoting diversity within the corporation are the greater capacity of attracting and retaining talent, improvement of leadership and innovation strategies and a closer approach to key stakeholders for the company. In fact, the main idea of the concept of diversity is to optimize human resources presented by heterogeneous groups, this is to say, diverse regarding the gender, age, race or nationality of their members.
We are making progress in integrating diverse teams in the organization, but we are still below the goal of 40 % female board managers in companies set out by the European Parliament and the European Commission.
This insight addresses the current situation and future leadership, where diversity will play a major role for sure.
Why Gender Diversity Matters at Work | ChronusChronus
Making up 47% of the current workforce and growing, women are prime candidates for filling the leadership pipeline that will soon be left lighter by a departing generation of workers. And yet, the higher you look in companies, the fewer women you see, with C-level positions comprised of only 19% women.
Learn how greater gender diversity can improve your organization, and why mentoring is an ideal solution to enable women in the workplace.
Download the full Ebook: http://ow.ly/fGyK30fCsaB
An Interesting Panel discussion including senior diversity representatives from KPMG and TD Bank Financial Group followed the opening sessions, focused on how diversity is actually being moved forward in these organizations. Session 1: Dr. Wendy Cukier: The Diversity Lens: Leading Practices in Recognizing the Benefits of Diversity, Session
Women in Management - The Power of Role ModelsStephen Wills
Women make up half of the world’s population, but they are nowhere near making up half of the leadership contributions. When it comes to management, women make up 60% of junior managers, but by the time you get to the top ranks this number barely makes it into the low double digits – and still fewer among our biggest businesses. Why?
Visit - www.ProcurementCentral.com
This research report looks at the current state of women in technology occupations, describes the barriers to recruitment and retention, and provides strategies for improving your company culture and performance by increasing your numbers of technical women.
The seventh edition of the Grant Thornton International Business Report focused on
“Women in Business” forms part of Grant Thornton’s global research program into women’s
representation in corporates. This report analyses the various gender diversity programs across the
world to promote more women representation in the senior positions.
There is an ever-growing necessity for businesses to include women’s empowerment into corporate business strategies, to ensuring sustainable growth and to demonstrate the value and credibility that women leadership bring to the businesses. Women’s empowerment is essential to create a stable, inclusive, and sustainable society.
Our annual report finds significant numbers of startups continue to have no women in leadership, yet a growing percentage have programs in place to change that.
This presentation offers a comprehensive review of the 2017 Women in the Workplace report by McKinsey & Company and LeanIn.org with solutions companies can take to foster gender equality.
https://womenintheworkplace.com/
In 2012 OIWC conducted an industry-wide survey to study perceptions of gender diversity and workplace values. The study serves as the foundation for workplace diversity and inclusion and women's leadership advancement efforts by the OIWC.
The 10 most successful shepreneurs to watch in 2019Swiftnlift
Shepreneurs are driving change in various sectors, businesses, and industries, and rightfully deserve to be celebrated. The day is also a reminder that we need to foster talent and help enable women from all across the globe, from different strata and backgrounds into the arena.
‘In this special issue, we introduce 10 most promising shepreneurs to watch in 2019 in order to assist business to choose the right companies. We have featured shepreneurs as the cover story. It specializes in the use of emerging techniques and practice for developing nation.
We have introduced profiles of Spabreaks, Intengine, Pheiff Group Inc, Connected Living, N-able Plus Co.Ltd, Elemed, WomenInTrucking, gracious, Joelle Group, CEDEM AG.
Our in-house editors have come up with some adroitly written articles such as –Women, entrepreneurship & empowerment through self-actualization, shoutout to the leader of tomorrow, the women who dared to dream, How Can Entrepreneurs Survive a Recession? Handle it like a Woman.
“There is no force more powerful than a women determined to rise”
Discover the barriers holding companies back from having the diversified teams needed to boost their results, ignite innovation and excellence. Learn what can be done to bridge the gap.
Incubate, Invest, Impact Building and Investing in High-Impact Enterprises fo...Dr Lendy Spires
Gender lens incubation and investment can act as a key enabler of women’s empowerment and gender equality with positive returns. This is in a context where women are still being denied the opportunity to participate equally in decisions that affect their lives.
The starting premise of Incubate, Invest, Impact is that there is a commercial case to support gender lens incubation and investment in start-up ‘high impact enterprises’ that focus on gender equality and the empowerment of women and girls. Gender lens incubation deliberately supports the growth of high impact enterprises that promote gender equality and empower women and girls.
While gender lens investing is an investment approach that intentionally uses gender as a category of analysis and value to create both financial return and positive social impact that is actively measured. This study explores how the social entrepreneurship ecosystem can unite to develop an action plan on gender lens incubation and investing for enterprises focused on the low income market segment in India. It takes an international perspective with a geographical focus on India an emerging leader in innovation for the bottom of the pyramid (BOP) and is supported by examples of such innovative high impact, sustainable enterprises
The methodology used for this study includes desk research, telephone interviews with 35 representatives of organizations with an interest in gender lens incubation and investing in developing and emerging economies. It also draws on consultation feedback from a multi-stakeholder workshop held at the Sankalp Unconvention Forum Pre-Summit Workshop entitled ‘Investing In and Building High-Impact Enterprises for Empowering Women and Girls: An action plan for gender lens investing and incubation’ held on the 9 April 2014 in Mumbai, India.
An analytical framework to identify high impact enterprises that promote gender equality and women and girl’s empowerment is put forward in the study. It argues that such enterprises are not just those that are identified on the basis of women as leaders and business owners. They also include those businesses that manage their operational gender impacts through the promotion of women as employees, suppliers (including producers).
Women's leadership Program White Paper prepared by Gina Eckart from the Center for Creative Leadership and Neddy Perez, for VP Global Diversity & Inclusion for Ingersoll Rand (now with www.dicreativesolutions.com)
IMAGO Global Grassroots: Scaling Innovations at the Base of the PyramidIMAGOgg
Get a brief insight into how IMAGO Global Grassroots works with grassroots organizations and social entrepreneurs to scale the impact of their innovations. We work collaboratively to develop growth capacity within organizations that work working with disenfranchised populations around the world. We strive to help organizations remain true to their values while increasing the impact and reach of the proven solutions that they develop and implement.
Top 5 Unstoppable Businesswomen Reshaping the Business World in 2024.pdfciowomenleaders
A remote village, nestled in the mountains of South America, embodies the vibrancy of the community, matched only by the challenges they face. In this picturesque setting, Gretchen Villegas, a seasoned leader with over 25 years of experience, embarked on her journey towards transformative change.
Gender Equality
Should be a priority for achieving employment growth, competiveness and economic recovery
Gender Equality is deemed to be a vital necessity by many
As the UK and Europe emerges from the current economic climate It should be a major concern for us all
This presentation supported my journey to be an active TAR
( Think Act Do ) supporter
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
1. Diversity & Gender Equity as an Investment Opportunity: Progress
and Impact of the Women's Empowerment Principles
18 June, 2013 – 11:00 AM EST
2. Questions
Technical Difficulties: If you have
technical issues, please let us know
by typing a message in the
Questions pane (A). You can raise
your hand (B) if we do not respond.
Q&A: We will be taking questions on
content at the end, but you can send
them to us throughout the webinar
by using the Questions pane (A).
Please specify to whom the question
should be directed.
Example: Question for John Doe: What are the
Guiding Principles?
B
A
3. Agenda
Introductions
Lauren Gula, Human Rights and Women’s Empowerment, UN Global Compact
The Women’s Empowerment Principles
Laraine Mills, Private Sector Partnerships Specialist, UN Women
The Business Case
Jennifer Kohler, Director and Consultant, Global Member Services, Catalyst
The Investor Perspective
Heather Smith, Lead Sustainability Research Analyst, Pax World Investments
Bennett Freeman, Senior Vice President Sustainability Research and Policy and
Christine De Groot, Associate Sustainability Analyst, Calvert Investments
Discussion/ Q&A
4. Women’s Empowerment Principles
WEPs in Brief:
1. Establish high-level corporate leadership for gender equality.
2. 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.
5. WEPs Impact
To date, more than 590 CEOs
representing 40 countries and range
of sectors have signed the CEO
Statement of Support of the WEPs
6. The WEPs as a Platform
CEOs Speak:
A CEO from the software and computer services industry states
“The UN Women’s Empowerment Principles are a good guide for
businesses, enabling more organizations to realise the benefits that
women bring to the workplace.”
A CEO from a global consulting firm comments “The Principles are
a reminder that levelling the playing field and advancing gender equity
requires a pro-active and deliberate effort. Businesses that believe they
are supporting women’s advancement should take a hard look at these
Principles and challenge themselves to do more – it will benefit their
companies, their employees, and their communities.”
“The WEPs provide a road-map to help any company realize the
opportunity associated with fully empowering women through inclusion,
non-discrimination, safety, education, and training--from the board room
down through the supply chain” explains a CEO from a leading
investment firm
7. Company Examples the WEPs Helped to Inspire
The Workplace
After signing the WEPs in
2010, a telecommunications
company, realizing the
benefits of investing in
women, pledged to increase
representation of women in
management positions by
20% by 2012. At the end of
2012 23% of the leadership
pipeline were female. The
company has recommitted,
setting new targets for 2014.
The Community
A WEPs international oil and gas company
integrated itself into the local communities in which
it operates by establishing a comprehensive gender
focused Community Development Program
consisting of education and income generation.
These gender empowerment initiatives provide
handicraft projects and training to local women.
The Marketplace
Realizing the importance of investing in women for
marketplace growth, a leading consulting firm and WEPS
signatory, established a Retention and Advancement for
Women Initiative. Now the initiative is acting as a global
council and members are actively working to develop tools
and programs to drive marketplace growth and create a
culture where the best women and men choose to be.
8. Measuring and Reporting
As a response to requests from WEPs signatories, the UN Women
and UN Global Compact partnership produced a gender-specific
guidance called The Women’s Empowerment Principles:
Reporting on Progress.
Why report?
•Track progress against commitments
•Identify gaps in existing policies and procedures and develop a
roadmap for action
•Identify high impact initiatives and practices for further replication
•Benchmark performance against competitors
•Demonstrate progress to key stakeholders – investors, NGOs,
employees, labour unions, consumers and business partners among
others – attract and maintain talent and gain public recognition
WEPs Principle 7:
Measure and
publicly report on
progress to
achieve gender
equality
9. On February 15, 2013 the
Japanese UN Women Local
Network Hosted a Symposium
and Networking Event:
Promoting Women's Economic
Participation
On International Women’s Day-
March 8, 2013 the India Local
Network co-hosted “Business
Promotes Gender Equality”
The Turkish Local Network brought together
business, government, civil society and other key
stakeholders for the event “Empowering
Women in the Workplace, Marketplace and
Community: Selected Cases from the Gulf
Countries, Turkey and Iraq” on May 10, 2013
The Local Network in Brazil
collaborated with other key
stakeholders and established a
business group-Business Alliance for
Strengthening the Role of Women
in Society
In New Zealand the WEPs were
formally launched at the
Government House by 8 leading
executives further demonstrating
the Governments commitment to
advancing economic
empowerment among women,
specifically Pacific women.
On June 4, 2013 Switzerland
hosted “Equality Means
Business” which focused on the
involvement of men in the
implementation of the WEPs
WEPs Around the World
14. Women Are Good
for the Bottom Line
17.7
13.1
Top-Quartile Companies
[have the most women]
n=88
Bottom-Quartile Companies
[have the fewest women]
n=89
Average Return on Equity – Overall
35%
127.7
95.3
Top-Quartile Companies
[have the most women]
n=88
Bottom-Quartile Companies
[have the fewest women]
n=89
34%
TRS – Overall
Organizations with the most gender diversity in their
corporate officer ranks financially outperformed
companies with the least gender diversity..
Source: Catalyst, The Bottom Line: Corporate Performance and Women’s Representation on Boards, 2007
15. Women Are Good
for the Bottom Line
Source: Catalyst, The Bottom Line: Corporate Performance and Women’s Representation on Boards, 2007
9.1%
13.9%
Bot t om Quart ile Top Quart ile
+ 53%
Return on Equity
9.7%
13.7%
Bot t om Quart ile Top Quart ile
+ 42%
Return on Sales
4.7%
7.7%
Bot t om Quart ile Top Quart ile
Return on Invested Capital
+ 66%
Organizations with the most gender diversity in their board of
directors financially outperformed companies with the least..
20. Drivers to advance gender equality
Investing
Individuals
Charity/NGOs
Women’s Organizations
Corporate
Action
Public Policy Education
•Financially reward
leading companies
•Influence corporate
policies and behavior
There are many ways to promote gender equality and advance women. One lever that is not well understood
nor sufficiently deployed is the power of investors to influence corporate and market behavior.
20
21. A growing body of evidence: Gender equality
is a smart investment strategy
21
22. “When women are at the table, good things happen:
the discussion is richer, the decision-making process
is better, management is more innovative and
collaborative and the organization is stronger.”1
22
Joe Keefe, President and CEO
Pax World Management LLC
Chairman of the Board
Women Thrive Worldwide
2012 Women’s eNews honoree
“21 Leaders for the 21st
Century”
1 Joseph F. Keefe, Gender Equality as an Investment Concept, April 15, 2011
23. Pax World’s Gender Lens
• Promotion of women to top executive positions and compensating them accordingly.
• Representation of women on the board of directors and in senior management.
• Strong support from senior executives for workplace equality.
• Career development, education and training programs for women employees.
• Hiring and promotion policies and activity to assure gender equity.
• Programs to address work/life balance concerns, including in particular women’s health, safety and childcare
responsibilities.
• Programs to address discrimination against women and to protect women from harassment and violence.
• Use of women-owned companies as vendors and service providers.
• Positive images of women in their advertising, promotion and marketing.
• Accountability and transparency to employees, investors and the communities in which they operate.
23
24. Use your investment leverage.
• Promote board diversity
− Saying“ No” to all-male boards
− 30% Coalition
− Shareholder resolutions
• Engaging with companies on gender diversity issues
− Invest in companies that endorse or aspire to practices embodied in the Women’s Empowerment Principles
24
At Pax World, we believe investors can use their investment power to promote gender equality and
women’s empowerment. Be an engaged stakeholder:
25. LEGAL TEXT
DIVERSITY AND GENDER AS AN INVESTMENT
OPPORTUNITY
BENNETT FREEMAN, SVP SUSTAINABILITY RESEARCH & POLICY
CHRISTINE DE GROOT, ASSOCIATE SUSTAINABILITY ANAYLST
CALVERT INVESTMENTS
JUNE 17, 2013
31. Thank You
Thank you for joining us today.
Presentation slides and a recording of the webinar
will be available on the WEPs website:
www.WEPrinciples.org
If you have any additional questions, please contact:
Lauren Gula: gulal@unglobalcompact.org