The Women And Work Commission found that unleashing women’s full potential could be worth £23 billion a year to the Exchequer. To put this into context, this year’s central government budget for Education is £28.6 billion.
Visit - www.ProcurementCentral.com
EY's 2016 Women in Power and Utilities Index found that women make up only 16% of board members in the top 200 global utilities, a rise of just 1% over three years. Progress toward gender diversity in utility leadership is slow. The report also identified the top 20 most gender-diverse utilities, with China Resources Power Holdings Co. ranking first. While more utilities say they want diverse boards, executive recruitment still focuses on profiles like CEOs and CFOs that are predominantly male. Advice is given on the experience women need to distinguish themselves as board candidates.
Colleges and universities across the country are engaged in efforts to transform the college to career process. This presentation explains why so much emphasis is now being placed on career outcomes, what best practice schools are doing, and prerequisites for successful transformation.
Participation of Women in Public AdministrationUNDP Uzbekistan
The document discusses Uzbekistan's development goals and challenges towards 2030. It notes that to achieve the ultimate goal of becoming an upper-middle income country, structural reforms are needed such as transforming the GDP structure and patterns of enterprises. Expanding women's role in public administration is identified as an important reserve factor to accelerate this transition to a new growth pattern. Currently, women's representation in public administration is low at around 5-16% despite measures taken. The document outlines that to have a catalytic effect, the share of women needs to exceed 16-18% critical value. It proposes focusing on improving education quality, expanding higher education enrollments, and short-term courses for women to develop the necessary human capital. Strengthen
Women in business: from classroom to boardroom
Grant Thornton International Business Report 2014
We have been tracking the proportion of women in senior management since
2004 and the research this year finds that the proportion of women in the
most senior roles has stagnated at 24% - the same as the result in 2012, 2009
and 2007. The question this raises is: what are the roadblocks on the path
to senior management?
Od 2014 roku śledzimy liczbę kobiet na stanowiskach menedżerskich. Tegoroczne badania wskazują, że ich udział procentowy wśród najważniejszych osób w firmie zatrzymał się na poziomie 24% - czyli takim samym jak w 2012, 2009 i 2007. Rodzi się pytanie - jakie bariery spotyka kobieta na drodze do wyższych stanowisk?
The document analyzes data from Grant Thornton's annual research on the proportion of senior business leadership roles held by women globally. Some key findings:
- The proportion of senior roles held by women has increased only slightly over the past decade, from 19% to 22%, and the proportion of businesses with no female leaders has decreased from 38% to 32%.
- Eastern Europe leads in gender diversity, with 35% of senior roles held by women, while Japan remains at the bottom with only 8%.
- While some European countries like France and Spain have made progress through quotas, little change was seen in the UK, US, and Canada over the past decade. Latin America has declined.
- Barriers
Race in the workplace: The Black experience in the US private sectorMcKinsey & Company
McKinsey's Race in the Workplace report 2021 is one of the most comprehensive benchmark studies of Black Americans in the US private sector. It highlights the complexity of the challenge for Black workers by examining Black worker representation and experience.
This document summarizes the findings of Bain & Company's 15th annual Management Tools & Trends survey. It received responses from over 1,000 executives from over 70 countries. The survey tracks the use and effectiveness of 25 popular management tools. It found that customer relationship management remains the most widely used tool, while big data analytics was the most satisfying. It also identified trends in management priorities and tools, such as a focus on revenue growth, increased innovation, and a split between regions in their tool preferences.
The document provides an overview and analysis of trends in small businesses and self-employment in the UK. It finds that while GDP declined during the recession, the number of businesses continued to grow. Self-employment has also increased significantly in recent years, especially among older, higher skilled workers. Rates of self-employment vary geographically, and most self-employed report being content with their work situation and choosing it for flexibility and control. The future trends are uncertain but self-employment is likely to remain an option for those wanting more freedom and independence in their work.
EY's 2016 Women in Power and Utilities Index found that women make up only 16% of board members in the top 200 global utilities, a rise of just 1% over three years. Progress toward gender diversity in utility leadership is slow. The report also identified the top 20 most gender-diverse utilities, with China Resources Power Holdings Co. ranking first. While more utilities say they want diverse boards, executive recruitment still focuses on profiles like CEOs and CFOs that are predominantly male. Advice is given on the experience women need to distinguish themselves as board candidates.
Colleges and universities across the country are engaged in efforts to transform the college to career process. This presentation explains why so much emphasis is now being placed on career outcomes, what best practice schools are doing, and prerequisites for successful transformation.
Participation of Women in Public AdministrationUNDP Uzbekistan
The document discusses Uzbekistan's development goals and challenges towards 2030. It notes that to achieve the ultimate goal of becoming an upper-middle income country, structural reforms are needed such as transforming the GDP structure and patterns of enterprises. Expanding women's role in public administration is identified as an important reserve factor to accelerate this transition to a new growth pattern. Currently, women's representation in public administration is low at around 5-16% despite measures taken. The document outlines that to have a catalytic effect, the share of women needs to exceed 16-18% critical value. It proposes focusing on improving education quality, expanding higher education enrollments, and short-term courses for women to develop the necessary human capital. Strengthen
Women in business: from classroom to boardroom
Grant Thornton International Business Report 2014
We have been tracking the proportion of women in senior management since
2004 and the research this year finds that the proportion of women in the
most senior roles has stagnated at 24% - the same as the result in 2012, 2009
and 2007. The question this raises is: what are the roadblocks on the path
to senior management?
Od 2014 roku śledzimy liczbę kobiet na stanowiskach menedżerskich. Tegoroczne badania wskazują, że ich udział procentowy wśród najważniejszych osób w firmie zatrzymał się na poziomie 24% - czyli takim samym jak w 2012, 2009 i 2007. Rodzi się pytanie - jakie bariery spotyka kobieta na drodze do wyższych stanowisk?
The document analyzes data from Grant Thornton's annual research on the proportion of senior business leadership roles held by women globally. Some key findings:
- The proportion of senior roles held by women has increased only slightly over the past decade, from 19% to 22%, and the proportion of businesses with no female leaders has decreased from 38% to 32%.
- Eastern Europe leads in gender diversity, with 35% of senior roles held by women, while Japan remains at the bottom with only 8%.
- While some European countries like France and Spain have made progress through quotas, little change was seen in the UK, US, and Canada over the past decade. Latin America has declined.
- Barriers
Race in the workplace: The Black experience in the US private sectorMcKinsey & Company
McKinsey's Race in the Workplace report 2021 is one of the most comprehensive benchmark studies of Black Americans in the US private sector. It highlights the complexity of the challenge for Black workers by examining Black worker representation and experience.
This document summarizes the findings of Bain & Company's 15th annual Management Tools & Trends survey. It received responses from over 1,000 executives from over 70 countries. The survey tracks the use and effectiveness of 25 popular management tools. It found that customer relationship management remains the most widely used tool, while big data analytics was the most satisfying. It also identified trends in management priorities and tools, such as a focus on revenue growth, increased innovation, and a split between regions in their tool preferences.
The document provides an overview and analysis of trends in small businesses and self-employment in the UK. It finds that while GDP declined during the recession, the number of businesses continued to grow. Self-employment has also increased significantly in recent years, especially among older, higher skilled workers. Rates of self-employment vary geographically, and most self-employed report being content with their work situation and choosing it for flexibility and control. The future trends are uncertain but self-employment is likely to remain an option for those wanting more freedom and independence in their work.
Mixed gender teams are linked to better governance, innovation, effectiveness, efficiency, creativity, and financial performance. Studies show organizations with at least one woman on their board outperform those with no women, and have higher average returns on investment. However, many qualified women leave the workforce after having or raising children, and most would not return to their previous employers. This leads to a shortage of skilled workers and a loss of talent for organizations.
The survey found that most Europeans believe job-related stress will increase over the next five years. Specifically, 77% thought stress would increase, including 49% who thought it would increase a lot. Only 12% thought stress levels would stay the same, while 11% thought they would decrease. Perceptions of increasing stress were consistent across gender, age groups, employment status, and employer size.
In many ways, Asian Americans in the US have had meaningful economic and social impact but they face a number of challenges that have often been overlooked.
Legal trends in Europe towards increasing female inclusivity in Boards in Europe, and diversity strategies make us wonder about the real impact on the firm performance. This project presentation is the initial analysis of a longer work, were although we see a correlation at a certain number of female board members and profitability, we can not state a causality. Moreover, some metrics and impacts in strategic changes could come more in the long term. Emphasis on slide 9. UofSC Spring 2019
106 and the youth engagement opportunityHenry Davies
Today there is over 14% youth unemployment in the UK, and yet we have a skills gap. We take a quick look at how organisations can mobilise their people to help tackle this, and what Gen Z are really looking for.
Small step or giant leap - towards gender equality at work - Sam HardyDr Samantha Hardy
This document summarizes a policy paper on gender equality in the workplace in Britain. It finds that while there has been some progress for individual women over the last 30 years, true equality has not been achieved and progress is slowing. Specifically:
- Women outperform men academically but still face barriers. The gender pay gap remains at 18% and women are concentrated in lower-paying sectors and occupations.
- Women are underrepresented in high-paying and leadership roles. Fewer than 10% of directors and non-executive roles in large companies are held by women.
- Segregation persists both vertically, with glass ceilings limiting women's upward mobility, and horizontally, with women crowded into
The document discusses issues related to women in the workplace based on evidence from the Chartered Management Institute (CMI). Some key points:
- Women experience a significant pay gap compared to men at all levels, but especially at senior levels such as director. They also receive smaller bonuses.
- While women represent over half the overall workforce, they only make up 32% of management roles and are underrepresented at senior levels. They also face greater job insecurity.
- CMI supports policies to increase transparency around pay data, enable pay audits, and extend flexible working and parental leave rights to help address barriers facing women.
This document discusses the gender gap in Ireland and Europe. It notes that while women earn a higher percentage of graduate degrees, few reach partner level in professional firms. The pay gap between men and women is also widening in Ireland. Lack of affordable childcare is a major barrier. Previous reports found Ireland ranked highly for gender equality, but it has fallen in recent years. Increasing women's participation in the workforce could boost economic growth.
- Women's participation in education has greatly increased globally over recent decades, especially in developing economies, with females now enrolling in tertiary education at higher rates than males in many countries. However, this progress is not reflected in business graduate intakes or senior management roles.
- On average, just 21% of business graduate hires globally are women, and the proportion of women in senior management has stagnated at 24% despite greater numbers of educated women.
- There are significant variations between regions and industries, with women comprising over half of senior roles only in education and social services but far fewer in industries like technology. This suggests businesses may be missing out on talent that could boost their growth.
This report suggests that the number of young entrepreneurs in the UK could rise significantly. It finds that 30% of young people believe they will be self-employed in the future, and 25% expect to be their own boss within five years. While only 5% of young people are currently self-employed, many see it as an alternative in a tough job market. Barriers include lack of funding and support, but new technologies are making it easier to start online businesses with minimal costs. The report concludes that with the right support from organizations like The Prince's Trust, more young people may overcome challenges to become entrepreneurs and help boost the UK economy.
In a global first, new analysis, based on open-government and LinkedIn data-sets, reveals how companies led by women grow, perform and rank, identifying the fastest-growing and most dynamic women-led businesses across the UK.
The document discusses the UK government's efforts to increase the number of women in business leadership positions. It notes that currently only 15% of FTSE 100 directors are women. The government has introduced measures like recruiting mentors and addressing barriers to help more women start businesses and advance their careers. Monitoring of the government's progress on these measures will continue in the coming months.
- One in five unemployed people in Ireland are third level graduates, the fourth highest rate of graduate unemployment in the EU. There are now 59,400 unemployed graduates in Ireland.
- Irish graduate unemployment has increased much faster than the EU average in recent years and peaked in late 2009, suggesting many graduates are emigrating due to lack of opportunities.
- Being unemployed while young can have long term negative consequences for health, career prospects, and life satisfaction, so addressing graduate unemployment is a priority.
- The document proposes expanding Ireland's work placement program for graduates to better connect them with work opportunities and avoid long term negative impacts of unemployment.
Unemployment – and underemployment – has been one of the most significant problems for university graduates and their non-graduate peers alike since the financial crisis of 2008. The unemployment rate for young people has dwarfed that among older people, running at a level nearly three times as high – the largest gap in more than 20 years.
Young people’s views on the challenges of getting into
work in 21st century Britain.
Employers across the UK are urged to back a school-to-work agenda in a new report published by the Chartered Management Institute (CMI) and the EY Foundation. This research incorporates the views of over 1,500 16-21-year-olds across the UK and highlights the challenges that young people face preparing for the world of work.
1. The document analyzes factors that influence the supply of labour such as education, skills, and location. It discusses both short-run and long-run labour supply decisions.
2. In the long-run, individuals make choices about education, training opportunities, and location that impact their future earnings potential through human capital investments.
3. Studies show higher educational attainment is associated with higher earnings over a lifetime and lower unemployment rates. However, returns vary significantly between degree subjects. Degrees in economics, law and management tend to be most lucrative.
Data Visualization: WOMEN TOWARDS GROWTH - IRELAND'S IMPACTSindhujanDhayalan
The document analyzes statistical data from the World Bank on women's employment, education, health, and financial stability in Ireland and other European countries in 2017. It finds that 45% of Ireland's labor force are women, mostly working in the services sector. Unemployment of female workers in Ireland dropped from 12.5% in 2011 to 6.3% in 2017. Higher rates of female education enrollment are correlated with higher female employment. While HIV rates among Irish women decreased from 38% to 33.5% from 2011 to 2017, only 70% have access to anti-retroviral drugs. Most female deaths result from non-communicable diseases. Overall, employment and living standards for women in Ireland have increased positively in
Youth Employment, precarious jobs and social policy initiatives Marcelo Gomes Freire
The document summarizes issues around youth employment, precarious jobs, and social policy initiatives in New Zealand, Australia, the UK, and other countries. It finds that youth employment rates have declined in these countries, with young people more likely to work part-time or temporarily. Many youth jobs are in services like retail and food, and young people are overrepresented in low-skill occupations. The growth of casual and precarious employment like zero-hour contracts and internships is discussed, as are impacts of neoliberal reforms promoting flexible labor markets. While this allows more work opportunities, it also increases precarity without traditional employee protections. The emerging "gig economy" is also examined as a new form of precarious work arrangement
The document provides data on employment and unemployment in Italy. Some key points:
- The unemployment rate declined to 10.8% in December 2017, the lowest since August 2012.
- Youth unemployment (ages 15-24) fell to 32.2% in December 2017, also the lowest since January 2012.
- Female employment reached a historical high of 49.3% in January 2018, though it remains around 20 percentage points lower than male employment.
- Almost one in five young Italians are NEET (not in employment, education, or training), one of the highest rates in Europe. Difficulties transitioning from school to stable employment contribute to this issue.
Women are underrepresented in the UK television industry based on an analysis of employment data. The number of women working in the industry has declined significantly in recent years, with nearly 5 times as many women as men leaving TV jobs between 2006 and 2009. Women tend to hold lower-paying jobs and are less likely to be in leadership positions or creative roles compared to men. Younger women are also underrepresented in the industry relative to their presence in the overall UK workforce.
Mixed gender teams are linked to better governance, innovation, effectiveness, efficiency, creativity, and financial performance. Studies show organizations with at least one woman on their board outperform those with no women, and have higher average returns on investment. However, many qualified women leave the workforce after having or raising children, and most would not return to their previous employers. This leads to a shortage of skilled workers and a loss of talent for organizations.
The survey found that most Europeans believe job-related stress will increase over the next five years. Specifically, 77% thought stress would increase, including 49% who thought it would increase a lot. Only 12% thought stress levels would stay the same, while 11% thought they would decrease. Perceptions of increasing stress were consistent across gender, age groups, employment status, and employer size.
In many ways, Asian Americans in the US have had meaningful economic and social impact but they face a number of challenges that have often been overlooked.
Legal trends in Europe towards increasing female inclusivity in Boards in Europe, and diversity strategies make us wonder about the real impact on the firm performance. This project presentation is the initial analysis of a longer work, were although we see a correlation at a certain number of female board members and profitability, we can not state a causality. Moreover, some metrics and impacts in strategic changes could come more in the long term. Emphasis on slide 9. UofSC Spring 2019
106 and the youth engagement opportunityHenry Davies
Today there is over 14% youth unemployment in the UK, and yet we have a skills gap. We take a quick look at how organisations can mobilise their people to help tackle this, and what Gen Z are really looking for.
Small step or giant leap - towards gender equality at work - Sam HardyDr Samantha Hardy
This document summarizes a policy paper on gender equality in the workplace in Britain. It finds that while there has been some progress for individual women over the last 30 years, true equality has not been achieved and progress is slowing. Specifically:
- Women outperform men academically but still face barriers. The gender pay gap remains at 18% and women are concentrated in lower-paying sectors and occupations.
- Women are underrepresented in high-paying and leadership roles. Fewer than 10% of directors and non-executive roles in large companies are held by women.
- Segregation persists both vertically, with glass ceilings limiting women's upward mobility, and horizontally, with women crowded into
The document discusses issues related to women in the workplace based on evidence from the Chartered Management Institute (CMI). Some key points:
- Women experience a significant pay gap compared to men at all levels, but especially at senior levels such as director. They also receive smaller bonuses.
- While women represent over half the overall workforce, they only make up 32% of management roles and are underrepresented at senior levels. They also face greater job insecurity.
- CMI supports policies to increase transparency around pay data, enable pay audits, and extend flexible working and parental leave rights to help address barriers facing women.
This document discusses the gender gap in Ireland and Europe. It notes that while women earn a higher percentage of graduate degrees, few reach partner level in professional firms. The pay gap between men and women is also widening in Ireland. Lack of affordable childcare is a major barrier. Previous reports found Ireland ranked highly for gender equality, but it has fallen in recent years. Increasing women's participation in the workforce could boost economic growth.
- Women's participation in education has greatly increased globally over recent decades, especially in developing economies, with females now enrolling in tertiary education at higher rates than males in many countries. However, this progress is not reflected in business graduate intakes or senior management roles.
- On average, just 21% of business graduate hires globally are women, and the proportion of women in senior management has stagnated at 24% despite greater numbers of educated women.
- There are significant variations between regions and industries, with women comprising over half of senior roles only in education and social services but far fewer in industries like technology. This suggests businesses may be missing out on talent that could boost their growth.
This report suggests that the number of young entrepreneurs in the UK could rise significantly. It finds that 30% of young people believe they will be self-employed in the future, and 25% expect to be their own boss within five years. While only 5% of young people are currently self-employed, many see it as an alternative in a tough job market. Barriers include lack of funding and support, but new technologies are making it easier to start online businesses with minimal costs. The report concludes that with the right support from organizations like The Prince's Trust, more young people may overcome challenges to become entrepreneurs and help boost the UK economy.
In a global first, new analysis, based on open-government and LinkedIn data-sets, reveals how companies led by women grow, perform and rank, identifying the fastest-growing and most dynamic women-led businesses across the UK.
The document discusses the UK government's efforts to increase the number of women in business leadership positions. It notes that currently only 15% of FTSE 100 directors are women. The government has introduced measures like recruiting mentors and addressing barriers to help more women start businesses and advance their careers. Monitoring of the government's progress on these measures will continue in the coming months.
- One in five unemployed people in Ireland are third level graduates, the fourth highest rate of graduate unemployment in the EU. There are now 59,400 unemployed graduates in Ireland.
- Irish graduate unemployment has increased much faster than the EU average in recent years and peaked in late 2009, suggesting many graduates are emigrating due to lack of opportunities.
- Being unemployed while young can have long term negative consequences for health, career prospects, and life satisfaction, so addressing graduate unemployment is a priority.
- The document proposes expanding Ireland's work placement program for graduates to better connect them with work opportunities and avoid long term negative impacts of unemployment.
Unemployment – and underemployment – has been one of the most significant problems for university graduates and their non-graduate peers alike since the financial crisis of 2008. The unemployment rate for young people has dwarfed that among older people, running at a level nearly three times as high – the largest gap in more than 20 years.
Young people’s views on the challenges of getting into
work in 21st century Britain.
Employers across the UK are urged to back a school-to-work agenda in a new report published by the Chartered Management Institute (CMI) and the EY Foundation. This research incorporates the views of over 1,500 16-21-year-olds across the UK and highlights the challenges that young people face preparing for the world of work.
1. The document analyzes factors that influence the supply of labour such as education, skills, and location. It discusses both short-run and long-run labour supply decisions.
2. In the long-run, individuals make choices about education, training opportunities, and location that impact their future earnings potential through human capital investments.
3. Studies show higher educational attainment is associated with higher earnings over a lifetime and lower unemployment rates. However, returns vary significantly between degree subjects. Degrees in economics, law and management tend to be most lucrative.
Data Visualization: WOMEN TOWARDS GROWTH - IRELAND'S IMPACTSindhujanDhayalan
The document analyzes statistical data from the World Bank on women's employment, education, health, and financial stability in Ireland and other European countries in 2017. It finds that 45% of Ireland's labor force are women, mostly working in the services sector. Unemployment of female workers in Ireland dropped from 12.5% in 2011 to 6.3% in 2017. Higher rates of female education enrollment are correlated with higher female employment. While HIV rates among Irish women decreased from 38% to 33.5% from 2011 to 2017, only 70% have access to anti-retroviral drugs. Most female deaths result from non-communicable diseases. Overall, employment and living standards for women in Ireland have increased positively in
Youth Employment, precarious jobs and social policy initiatives Marcelo Gomes Freire
The document summarizes issues around youth employment, precarious jobs, and social policy initiatives in New Zealand, Australia, the UK, and other countries. It finds that youth employment rates have declined in these countries, with young people more likely to work part-time or temporarily. Many youth jobs are in services like retail and food, and young people are overrepresented in low-skill occupations. The growth of casual and precarious employment like zero-hour contracts and internships is discussed, as are impacts of neoliberal reforms promoting flexible labor markets. While this allows more work opportunities, it also increases precarity without traditional employee protections. The emerging "gig economy" is also examined as a new form of precarious work arrangement
The document provides data on employment and unemployment in Italy. Some key points:
- The unemployment rate declined to 10.8% in December 2017, the lowest since August 2012.
- Youth unemployment (ages 15-24) fell to 32.2% in December 2017, also the lowest since January 2012.
- Female employment reached a historical high of 49.3% in January 2018, though it remains around 20 percentage points lower than male employment.
- Almost one in five young Italians are NEET (not in employment, education, or training), one of the highest rates in Europe. Difficulties transitioning from school to stable employment contribute to this issue.
Women are underrepresented in the UK television industry based on an analysis of employment data. The number of women working in the industry has declined significantly in recent years, with nearly 5 times as many women as men leaving TV jobs between 2006 and 2009. Women tend to hold lower-paying jobs and are less likely to be in leadership positions or creative roles compared to men. Younger women are also underrepresented in the industry relative to their presence in the overall UK workforce.
Engaging Women Entrepreneurs Effectively In the Realm of Innovation and Digit...Novida Global
Founder and CEO of Novida Strategic Management Services, Işık Deliorman Aydın has delivered speech at the World Congress for Entrepreneurship organized in Zagreb on December 2018. The situation of women entrepreneurs across the Region and world has been discussed and a suggestion regarding model for engagement of women entrepreneurs has been made.
Britain requires companies to report their gender pay gaps, revealing an average 12% gap. While some gaps reflect unequal opportunities rather than pay discrimination, they highlight issues like women being less likely to be promoted and "leaking pipelines" where women's representation declines at higher levels. Mandatory reporting has sparked discussion within companies on equitable hiring, pay, and advancement opportunities to address underlying causes rather than just outcomes. Even with fair practices, some gap may remain given women's greater responsibilities for child and elder care.
8041 ADG The Gender Agenda report v5 (FINAL)Stefan Hoppe
The document discusses research conducted by Adecco Group UK & Ireland on the underrepresentation of women in STEM fields in the UK and Ireland. The research found that while 70% of girls surveyed expressed interest in a STEM career, they were less interested in subjects like physics and felt less supported by teachers than boys. It also found that parents have the greatest influence on children's career choices, and that children with parents in STEM fields were much more likely to consider STEM careers themselves. The research concluded that teachers, parents, employers, and the government all need to work together to encourage girls' interest in STEM from an early age and provide role models to make STEM appear more appealing and accessible to women.
Delivered at Procurement world Indaba forecasting the future and impact of procurement on business and supply chains .For more information visit www.procurementcentral.co.uk
Get more for your money even when you spend less Stephen Wills
How procurement manage spends and save costs illustrated with a a case study of the Olympic games . For more information contact us at Procurementcentral.co.uk
Free set of templates to Super Charge your Category Management Program - by ...Stephen Wills
This document contains several templates to assist with category management planning including:
1) Supplier spend analysis templates to analyze top suppliers by spend and cost drivers
2) Importance matrices to assess business requirements of categories
3) Opportunity identification templates to prioritize cost savings and improvement opportunities
4) Templates to document category strategies, supplier performance, and market analyses.
Women of Influence - White Paper on Solutions to Women’s AdvancementStephen Wills
In 2012, Thomson Reuters, the world’s leading source of
intelligent information for businesses and professionals,
established our Women’s Advisory Task Force. The Task
Force was given the overarching brief to ensure female
leadership development and the advancement of women
to senior positions in our company.
Visit - www.ProcurementCentral.com
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
Gender Equality and Empowerment of Women And Girls in The UKStephen Wills
GENDER EQUALITY AND EMPOWERMENT OF WOMEN AND GIRLS IN THE UK - Meeting the challenge of the Sustainable Development Goals
Visit - www.ProcurementCentral.com
Procurements Value Leavers Model - Bespoke SA Presentation 2017 - By Steve Wi...Stephen Wills
A presentation on "Procurements Value Leavers Model" by Steve Wills at Johannesburg Conference
Know More - http://procurementcentral.co.uk/procurement-training-new/procurements-value-leavers-model-bespoke-sa-presentation-2017-by-steve-wills/
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Executive Directors Chat Leveraging AI for Diversity, Equity, and Inclusion
Women and Work - The Facts
1. Business in the Community, 137 Shepherdess Walk, London, N1 7RQ
T: 01234 123456 | www.bitc.org.uk
President HRH The Prince of Wales | Chairman Mark Price | Chief Executive Stephen Howard
Business in the Community is registered in England and Wales. Charity No 297716. Company No 1619253
International Women’s Day Factsheet
Women and Work
Increasing women’s success at work benefits business
and society
Good for Business
The Women And Work Commission
found that unleashing women’s full
potential could be worth £23 billion a
year to the Exchequer1
. To put this
into context, this year’s central
government budget for Education is
£28.6 billion2
.
There are a number of recent studies that show
a link between more balanced gender
distribution in a company’s management and its
profitability:
According to McKinsey, companies across
all sectors with the most women on their
boards of directors significantly and
consistently outperform those with no female
representation – by 41% in terms of return
on equity and by 56% in terms of operating
results3
.
In a study of the Fortune 500, Catalyst
reveals that companies in the highest
percentile of women on their boards
outperformed those in the lowest percentile
by 53% higher return on equity, 42% higher
return on sales, and 66% higher return on
invested capital4
.
A Danish study found that companies with
good numbers of women on the board
outperformed those with no women by 17%
higher return on sales and 54% higher return
on invested capital5
.
Thomson Reuters examined the
performance of companies with more than
30% women on their board compared with
those with less than 10% women on their
board, and found that companies with
greater numbers of women leaders fared
better in periods of greater economic
volatility6
.
Leeds University Business School reports
that having at least one female director on
the board appears to cut a company’s
chances of going bust by about 20%. Having
two or three female directors lowers the risk
even more7
.
The Conference Board of Canada found that
91% of boards with three or more women
directors explicitly take responsibility for
verifying audit information compared with
74% of companies with all male directors8
.
Over the course of 2011, companies in the
STOXX 600 Index with more than 30%
2. Page 2 of 4
women managers outperformed those with
less than 20% women managers by nearly
8%9
.
Achievements
Women in the workforce
Women make up 47% of the UK workforce10
.
Eliminating gender discrimination in relation
to occupation and pay could increase
women’s wages by about 50% and national
output by 5%11
.
Women’s unemployment is currently at a 24
year high12
.
Women have the skills employers need
63.6% of girls achieve 5 or more GCSEs at
grade A* to C or equivalent, including
English and mathematics, GCSEs compared
to 54.2% of boys13
.
57% is the proportion of first degree
graduates that are women14
.
50% of those on apprenticeships are
women. The number of women doing
apprenticeships has risen from 138,000 in
2009/10 to 330,000 in 2010/1115
.
1 in 3 female graduates has a degree in
health related studies or education,
compared with only 1 in 11 male graduates
Only 1 in 5 female graduates has a degree in
business and finance, sciences or
engineering, despite almost half of graduate
degrees being in these subjects16
.
Women and entrepreneurship
4% of women are engaged in
entrepreneurial activity compare to 9% of
men17
.
If women set up businesses at the same rate
as men, there would be an extra 150,000
start-ups in the UK each year18
.
Women are achieving the most senior
positions
17.3% of FTSE 100 directorships and 13.2% of
FTSE 250 directorships are held by women19
.
34% of board appointments on FTSE 100
since 1 March 2012 have been women20
.
86 more board seats held by women are
needed to reach Lord Davies’ 25% target21
.
7 of FTSE 100 company boards and 67 of
FTSE 250 company boards are all-male22
.
Challenges
Pay
Over the last decade, 20% more is how
much a male graduate could expect to earn
on average, than a female graduate. The
gap was wider for non–degree holders at
23%23
.
The 2012 median full-time gender pay gap
for hourly earnings was 9.6%24
.
£28,700 was the median gross annual
earnings for male full-time employees for the
tax year ending 5 April 2012, while for
women the figure was £23,10025
.
In the financial sector, women working full-
time earn 55% less annual average gross
salary than their male colleagues26
.
An average woman working full-time from
age 18 to 59 would lose £361,000 in gross
earnings over her working life compared to
an equivalent male27
.
An estimated 28,000 equal pay claims per
year are accepted at tribunals in the UK28
.
Research from the CIPD reveals that fair
remuneration is the biggest factor employees
consider when deliberating moving to a new
job, even above job satisfaction29
. 54% of
2,000 employees say their top reason for
wanting to change job is to increase salary
and benefits.
3. Page 3 of 4
Sex Discrimination
10,800 is the number of sex discrimination
claims in 2011/12, this was a drop of 41% on
2010/11, when 18,300 sexual discrimination
claims were made30
.
Sexual discrimination continued to be the
most frequent type of discrimination claim
received by tribunals during 2011/201231
.
£13,911 is the average award for sex
discrimination claims32
.
£289,167 was the highest payout for a sex
discrimination claim in 2010/201133
.
Work-life Balance
There are 2.11 million men and 5.85 million
women in part-time employment34
.
£7,750 is the estimated cost of replacing a
job-leaver35
.
43% of employees believe that flexible
working would help them with stress, while
52% believe it would make them happier36
.
62.3 years is the average age of withdrawal
from the labour market for women (64.6% for
men)37
.
33% of those polled in a YouGov survey for
Opportunity Now felt that greater flexibility
would make them more productive and 43%
said that it would help them with stress38
.
Childcare and Care
38% is the proportion of employed women
with dependent children (aged 18 and
under)39
.
43.6% of mothers (with dependent children)
in employment, work full-time.40
27.9 years is the average (mean) age of first
time mothers in the UK41
.
Nearly two-thirds (65%) of fathers were aged
30 and over42
.
91% of fathers took time off after the birth
but only 29% of fathers took more than two
weeks43
.
1 in 5 women aged 45-59 is a carer44
.
5.8% for a child aged under two and 3.9%
for a child over two, is by how much the price
of nursery care increased by between 2010
and 201145
, whilst median weekly wages for
all employees remained unchanged46
.
Forthcoming Factsheets
Diversity of women
Where women work
Women as a customer base
See the Food for Thought Factsheet: The
Business Case for Gender Equality
for more information highlighting the business
case behind Opportunity Now’s three campaign
aims increasing agility, balancing boards and
eliminating the pay gap.
4. Page 4 of 4
1
Shaping a Fairer Future, Women And Work
Commission, 2006
2
UK budget for tax year 2013
http://www.ukpublicspending.co.uk/
3
Women Matter, McKinsey 2010
4
The Bottom Line: Corporate performance and
women’s representation on boards, Catalyst 2007
5
Women on Board and Firm Performance, Mijntje
Lückerath-Rovers, Erasmus University Rotterdam,
2010
6
Women in the Workplace: Latest Trends in Gender
Equality, Thomson Reuters 2012
7
Leeds University Business School, 2009
8
Women on Boards: Not Just the Right Thing ... But
the 'Bright' Thing, The Conference Board of Canada,
2002
9
Women in the Workplace: Latest Trends in Gender
Equality, Thomson Reuters 2012
10
Labour Market Statistics, Office National Statistics
(ONS), November 2012
11
Rachael Mayanja, UN Special Adviser, Gender
issues and the Advancement of women
Groundbreakers, Ernst & Young, 2009
12
Women’s Business Council first evidence paper,
2012
13
Department for Education: GCSE and Equivalent
Attainment by Pupil Characteristics in England,
2011/12. Statistical First Release provides revised
2011/12 information on GCSE and equivalent
attainment for pupils attending state-funded schools
in England
14
Higher Education Statistics Agency, Students in
Higher Education Institutions 2011/12
15
Apprenticeships Statistics 2012
http://www.apprenticeships.org.uk/News-
Media/Latest-News/Article070.aspx
16
Economic & Labour Market Review Vol 5. No. 4,
ONS, 2011
17
The Total Entrepreneurial Activity (TEA) rate in the
UK is 9% for men and 4% for women. TEA is defined
as people who are either in the process of setting up
a business or running a business that is less than 3
years old. Global Entrepreneurship Monitor 2010.
18
BIS (2011) ‘Bigger, Better Business’, Department
for Business Innovation and Skills
19
All figures quoted from Professional Boards Forum
BoardWatch, March 2013
20
ibid
21
ibid
22
ibid
23
Economic & Labour Market Review Vol 5. No. 4,
ONS, 2011
24
http://www.equalpayportal.co.uk/
25
ibid
26
Financial Services Inquiry, Equality and Human
Rights Commission, 2009
27
Parliamentary Briefing on Improving Gender Pay
Transparency, Equality & Human Rights
Commission, 2010
28
Legislative measures to promote equal pay,
Government Equalities Office, 2011
29
Employee Outlook Survey, 2011, Chartered
Institute for Professional Development
30
Tribunal Services Report 2011/12
http://www.justice.gov.uk/downloads/statistics/tribs-
stats/ts-annual-stats-2011-12.pdf
31
Ibid
32
Tribunal Services Report 2010/11
http://www.justice.gov.uk/downloads/statistics/mojstat
s/employment-trib-stats-april-march-2010-11.pdf
33
Ibid
34
Women’s Business Council’s second evidence paper, Home
Office, 2012
35
Recruitment, Retention and Turnover, Chartered
Institute for Professional Development
36
YouGov Flexible Working poll for Opportunity Now
20th
Anniversary, 2011
37
Pension Trends 2010, ONS, Pension Trends,
Chapter 4: The Labour Market and Retirement, 2013
edition Release
38
YouGov Flexible Working poll for Opportunity Now
20th
Anniversary, 2011
39
Labour Force Survey, Office of National Statistics,
Q3 2012
40
Ibid
41
Live Births in England and Wales by
Characteristics of Mother 1, 2011, Office of National
Statistics, released January 2013
42
Ibid.
43
ONS (2011) ‘Births and Deaths in England and
Wales 2010’ Office for National Statistics
44
Figures provided by Carers UK, quoted in: Hills
(Chair) (2010) ‘An Anatomy of Economic Inequality in
the UK: Report of the National Equality Panel’
Government Equalities Office; Centre for Analysis of
Social Exclusion Report 60
45
Daycare Trust, Childcare Costs Survey 2011
46
Annual Survey of Hours and Earnings 2011.