Norway was the first country to implement board quotas for gender diversity, requiring at least 40% of board seats be held by women. This has increased female representation on boards dramatically from 6% in 2002 to over 44% today. While some opposed quotas in principle, the results have been seen as effective in utilizing all available talent and perspectives, with little disruption to board operations according to those interviewed. However, some companies chose to go private to avoid the quota regulation.
1) JUMP is a social enterprise working to close the gender gap in workplaces and achieve corporate performance through gender diversity.
2) Several European countries have implemented quotas or targets for gender representation on corporate boards, with varying levels of success. Norway was the first to pass a gender quota law in 2008.
3) Quota laws have generally been effective at increasing the percentage of women on boards but have not necessarily led to more women in executive roles or as CEOs. Monitoring and sanctions are important for the success of quota policies.
The document discusses gender quotas for corporate boards in Europe. It provides details on quota laws and results in various European countries like Norway, France, Belgium, Italy, and others. Norway was the first country to implement board quotas in 2002, requiring at least 40% of board seats to be held by each gender. As a result, the percentage of women on Norwegian corporate boards increased dramatically from 6% to over 40%. While some oppose quotas in principle, many agree the law has been effective in Norway. The European Commission also aims to increase the percentage of women on corporate boards to 30% by 2015 and 40% by 2020.
The document summarizes the experience of gender quotas in leadership positions in France. It discusses France's long road to establishing quotas, from the first failed attempts in the 1980s to the current laws requiring 40% representation of each gender on boards of large companies by 2017. It also outlines some of the debates around quotas in France regarding equality versus merit-based selection. Finally, it provides data showing politics is slowly increasing the proportion of female candidates to avoid funding reductions, and that boardroom representation has encouragingly improved but still has progress to make to reach the 2017 targets.
The document discusses legislated gender quotas and their impact on increasing women's representation on corporate boards. It provides details on quota laws in various European countries that require a certain percentage of board seats be held by women. The document also summarizes debates around quotas, including their potential pros and cons. Proposed benefits include removing barriers to women's advancement and bringing more diverse perspectives, while potential downsides include appointing underqualified candidates and crowding out other underrepresented groups. The experience of Norway implementing a 40% quota is then examined in more depth.
Presentation at the WomenPower Fair organized by the Cyprus Interaction Lab of the Department of Multimedia and Graphic Arts of the Cyprus University of Technology, Limassol CYPRUS
This document summarizes the activities of AWEPA (Association of European Parliamentarians for Africa) in 2008. Some key points:
- AWEPA works to strengthen parliamentary democracy in Africa through capacity building programs with 28 African parliaments.
- In 2008, AWEPA launched a new program engaging African and European parliamentarians in the aid effectiveness debate. This led to parliamentarians influencing the Accra Agenda for Action on aid oversight.
- AWEPA also established a new program to strengthen the capacity of the Southern Sudan Legislative Assembly and launched the African European Parliamentary Dialogue on Climate, Food Security and Development.
- AWEPA continues supporting peace efforts in the Great Lakes region of
2014: A year of change for the European UnionBrunswick Group
The European Parliament elections will take place in May 2014 and will be followed by the appointment of a new European Commission, setting the tone and direction of EU policy-making for the next five years. Our Brussels office provides insight into the procedural aspects of the European Parliament elections and how the next Commission will be appointed.
1) JUMP is a social enterprise working to close the gender gap in workplaces and achieve corporate performance through gender diversity.
2) Several European countries have implemented quotas or targets for gender representation on corporate boards, with varying levels of success. Norway was the first to pass a gender quota law in 2008.
3) Quota laws have generally been effective at increasing the percentage of women on boards but have not necessarily led to more women in executive roles or as CEOs. Monitoring and sanctions are important for the success of quota policies.
The document discusses gender quotas for corporate boards in Europe. It provides details on quota laws and results in various European countries like Norway, France, Belgium, Italy, and others. Norway was the first country to implement board quotas in 2002, requiring at least 40% of board seats to be held by each gender. As a result, the percentage of women on Norwegian corporate boards increased dramatically from 6% to over 40%. While some oppose quotas in principle, many agree the law has been effective in Norway. The European Commission also aims to increase the percentage of women on corporate boards to 30% by 2015 and 40% by 2020.
The document summarizes the experience of gender quotas in leadership positions in France. It discusses France's long road to establishing quotas, from the first failed attempts in the 1980s to the current laws requiring 40% representation of each gender on boards of large companies by 2017. It also outlines some of the debates around quotas in France regarding equality versus merit-based selection. Finally, it provides data showing politics is slowly increasing the proportion of female candidates to avoid funding reductions, and that boardroom representation has encouragingly improved but still has progress to make to reach the 2017 targets.
The document discusses legislated gender quotas and their impact on increasing women's representation on corporate boards. It provides details on quota laws in various European countries that require a certain percentage of board seats be held by women. The document also summarizes debates around quotas, including their potential pros and cons. Proposed benefits include removing barriers to women's advancement and bringing more diverse perspectives, while potential downsides include appointing underqualified candidates and crowding out other underrepresented groups. The experience of Norway implementing a 40% quota is then examined in more depth.
Presentation at the WomenPower Fair organized by the Cyprus Interaction Lab of the Department of Multimedia and Graphic Arts of the Cyprus University of Technology, Limassol CYPRUS
This document summarizes the activities of AWEPA (Association of European Parliamentarians for Africa) in 2008. Some key points:
- AWEPA works to strengthen parliamentary democracy in Africa through capacity building programs with 28 African parliaments.
- In 2008, AWEPA launched a new program engaging African and European parliamentarians in the aid effectiveness debate. This led to parliamentarians influencing the Accra Agenda for Action on aid oversight.
- AWEPA also established a new program to strengthen the capacity of the Southern Sudan Legislative Assembly and launched the African European Parliamentary Dialogue on Climate, Food Security and Development.
- AWEPA continues supporting peace efforts in the Great Lakes region of
2014: A year of change for the European UnionBrunswick Group
The European Parliament elections will take place in May 2014 and will be followed by the appointment of a new European Commission, setting the tone and direction of EU policy-making for the next five years. Our Brussels office provides insight into the procedural aspects of the European Parliament elections and how the next Commission will be appointed.
1. China MediaExpress Holdings, Inc. (CME) is China's largest television advertising operator on inter-city and airport express buses, generating revenue by selling advertisements on over 26,400 buses.
2. CME has experienced strong revenue and income growth in recent years and nine months of 2010, with revenue increasing 142% and net income increasing 184% in that period.
3. CME has exclusive rights from the Chinese government to install TV systems on buses nationwide, and long-term agreements with over 70 bus operators, giving it a dominant market position for bus advertising in China.
GasLog Ltd. reported financial results for the third quarter of 2012 with Adjusted EBITDA of $9.7 million and Adjusted Profit of $4.0 million. The company paid a quarterly dividend of $0.11 per share and its 8 new LNG carriers under construction remain on schedule and within budget. GasLog maintained 100% utilization of its vessels during the quarter and sees continued strong fundamentals in the LNG industry.
China Mobile reported its annual results for 2012. Key highlights included:
- Maintained over 700 million customers while voice usage grew 7.8%
- Data services revenue increased 53.6% and accounted for 29.7% of total revenue driven by rapid growth in wireless data traffic
- Operating revenue increased 6.1% while net profit grew 2.7%
- EBITDA margin was 45.3% and net profit margin was 23.1% reflecting stable and industry-leading profitability
The document summarizes China Yuchai International's fourth quarter and full year 2012 earnings conference call. It discusses declines in the diesel commercial vehicle market in China but growth in the bus market, where China Yuchai saw opportunities. It notes China Yuchai's increasing sales and leadership in natural gas engines, which are well-suited for buses. While China Yuchai's engine sales and revenue declined from the previous year's quarter, it continued investing heavily in R&D to develop new engine technologies and stay ahead of competitors.
- The document summarizes the management presentation of China Unicom, including its overall results, operating and financial performance in 2012.
- Key highlights include operating revenue growing 19% to RMB248.9 billion, with mobile revenue up 30.2% and net profit up 68.5% to RMB7.1 billion. 3G and broadband services were the main drivers of growth.
- In 2013, China Unicom aims to maintain its leading revenue growth while further improving profitability and substantially lowering capital expenditure to sales ratio. It will focus on maintaining its network advantages to sustain rapid growth.
This document provides an interim report for Melco Crown Entertainment Limited for the six months ended June 30, 2012. It includes financial highlights showing increases in net revenues and net income compared to the prior year period. It also discusses the Macau gaming market outlook, key developments at City of Dreams and other properties, and the development of Studio City. The management discussion and analysis section analyzes factors affecting financial results and focuses on the growth of the Macau gaming market and competitive landscape.
The International Fund for Animal Welfare (IFAW) wants to create an international advertising campaign to raise awareness about the threat to endangered species from the illegal wildlife trade. The campaign will target international consumers and travelers, especially those going to areas in Asia, Africa, and the Caribbean, using augmented reality, RFID bracelets, face painting, and mobile apps to educate people and encourage them to avoid buying products made from endangered animals. The goal is to inform people about the importance of protecting animal habitats while also giving people ways to demonstrate their support for animal welfare.
Women in decision making bodies summary essec wil january 2015Viviane de Beaufort
Synthesis of the European Parliament Report 2014 with a focus on #Women #Business #Equality matters with adding from CEDE programme :"Governance, law and gender"and others surveys (Credit Suisse, Women Matter MacKinsey...
Finland has a high level of gender equality in government positions but far fewer women in top private sector leadership roles. The Finland Chamber of Commerce promotes increasing women executives through self-regulation rather than quotas, including a mentoring program for women, studies on the topic, and recommending gender representation on company boards in their corporate governance code. Their efforts have led to a threefold increase in women on listed company boards over the past decade without the use of quotas.
Women on Boards, Europe’s progress, Spain Grupo Día Societé Générale caseana maria llopis
Women on Boards, Europe’s progress,
Spain Grupo Día
Societé Générale case
The crisis makes more relevant the need for parity and equality precisely due to women talent and abilities, more democratic, unifying, mediator, very experienced in balancing many responsibilities , taking faster decisions and agreements in a multidisciplinary win-win environment overcoming organizational, political and hierarchical barriers
Viven Reding, challenged European largest companies to adhere voluntarily to women equality in Management and Boards with quantitative objectives and dates, as of September only some 10 companies had signed
Women are “Good Business” in Business
There are studies that suggest a correlation between women participation in Boards and top management admin and better results for this companies vs. those that have less women. Mc Kinsey More profit, better risk management, better women talent recruitment and promotion programs
France, whose quota law passed in 2010, had the highest rate of increase in the percentage of women directors among their Fortune Global 200 companies -- from 7.2% in 2004 to 20.1% in 2011.
The second highest rate of increase for women directors belongs to Spain, whose quota for women directors passed in 2007. Its Fortune Global 200 companies improved women’s board representation from 1.9% in 2004 to 9.2% in 2011.
Women on Board : EU legal update and pragmatic approachGiulia Mauri
This document summarizes the key facts and discussions around increasing gender diversity on corporate boards in Europe. It notes that while women represent 60% of university graduates, they only hold 12% of board member positions and 3% of CEO/chair roles. Countries that have implemented legislative quotas have seen the largest increases in female representation, while countries relying only on corporate governance codes have seen slower progress. There is debate around the EU's proposed directive to increase the minimum percentage of women on boards, and whether quotas, targets or other measures are most effective at improving gender balance while maintaining a focus on skills and qualifications. Overall the document examines the low representation of women and barriers they face such as traditional networks, lack of transparency in selection processes, and
This document summarizes the goals, methods, findings and best practices of an EU project on promoting women in leadership. The project analyzed representation of women in managerial positions across several European countries over time, reviewed literature on regulatory and industry initiatives, and interviewed companies to identify best practices. Key findings include the generally low representation of women in middle to top management. Regulatory approaches varied across countries from soft to hard quotas. Best practices identified from case studies of international companies focused on commitment from top leadership, flexible work policies, mentoring programs, and business rationales for diversity.
The Equality Commission for Northern Ireland was established in 1998 as part of the Good Friday Agreement to promote equality and end discrimination. It aims to protect nine characteristics: age, disability, sexual orientation, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, and sex. The Commission works to ensure public bodies promote equal opportunities and do not discriminate based on the nine protected characteristics. It provides information, advice, research, and enforcement to promote equality and challenge inequality in Northern Ireland. The Commission publishes annual reviews evaluating its effectiveness, detailing activities undertaken and progress made towards its targets in areas like championing equality, challenging inequalities, and applying equality law.
This document discusses the low representation of women on supervisory boards in Germany and efforts to increase gender diversity. It notes that as of 2013, only 17.2% of supervisory board positions in major German companies were held by women. Several organizations, including BPW Germany and FidAR, have lobbied for legislation to establish quotas requiring a minimum of 30% women on boards. While some oppose quotas, others argue they are needed to overcome barriers and change the male-dominated culture. The document outlines quotas that have been implemented in other European countries and notes that Germany plans to introduce a 30% quota for newly appointed board positions starting in 2016.
The document discusses gender equality and empowering women in business and society. It provides statistics on women's representation in government and the workforce in various countries. It also outlines best practices from Nordic countries that have small gender gaps and high birth rates, such as comprehensive education, parental leave policies, and laws against discrimination. The document advocates applying a gender lens in business to promote diversity and notes research showing companies with more women leaders are more profitable. It discusses women's empowerment principles and building diverse workforces. CEO statements express support for advancing equality between women and men to benefit business and society.
This document summarizes a European project called WOMENTOR that aims to create a network of mentors to support girls and young women. The network currently includes 16 partner organizations across Europe. The project seeks to identify challenges women face, exchange best practices for supporting women, and evaluate types of help available across Europe to improve support for women through mentorship programs. Local examples from Italy demonstrate initiatives to promote equal opportunities and work-life balance for women. Contact information is provided for those seeking more information.
The document provides an overview of lobbying in the European Union. It begins with definitions of lobbying and discusses the key EU institutions involved in the legislative process - the European Parliament, European Commission, and Council of the European Union. It then explains the steps of the EU legislative process, from a Commission proposal, through discussions and amendments in Parliament and the Council, to final adoption of legislation. The document aims to inform readers about how lobbying interacts with EU policymaking.
This document summarizes information about gender equality and women's empowerment from various sources. It discusses statistics about women in politics in Latvia and other Nordic countries. It also outlines strategies that Nordic countries have used to promote gender equality, such as parental leave policies and funding for education. Additionally, it discusses principles for empowering women in the workplace, such as establishing leadership for gender equality and promoting women's enterprise development.
The document provides an overview of lobbying and the EU legislative process. It begins with definitions of lobbying and discusses the main EU institutions involved in the legislative process - the European Commission, European Parliament, and Council of the European Union. It then outlines the key stages of the EU legislative process, highlighting opportunities for lobbyists to engage with different institutions as proposals move through first and second readings in Parliament and the Council.
Global Forum on Public Governance, "Women's Leadership in Public Life: Fostering Diversity for Inclusive Growth". OECD, Paris 2-4 April, 2014. More information at http://www.oecd.org/gov/oecdglobalforumonpublicgovernance.htm
1. China MediaExpress Holdings, Inc. (CME) is China's largest television advertising operator on inter-city and airport express buses, generating revenue by selling advertisements on over 26,400 buses.
2. CME has experienced strong revenue and income growth in recent years and nine months of 2010, with revenue increasing 142% and net income increasing 184% in that period.
3. CME has exclusive rights from the Chinese government to install TV systems on buses nationwide, and long-term agreements with over 70 bus operators, giving it a dominant market position for bus advertising in China.
GasLog Ltd. reported financial results for the third quarter of 2012 with Adjusted EBITDA of $9.7 million and Adjusted Profit of $4.0 million. The company paid a quarterly dividend of $0.11 per share and its 8 new LNG carriers under construction remain on schedule and within budget. GasLog maintained 100% utilization of its vessels during the quarter and sees continued strong fundamentals in the LNG industry.
China Mobile reported its annual results for 2012. Key highlights included:
- Maintained over 700 million customers while voice usage grew 7.8%
- Data services revenue increased 53.6% and accounted for 29.7% of total revenue driven by rapid growth in wireless data traffic
- Operating revenue increased 6.1% while net profit grew 2.7%
- EBITDA margin was 45.3% and net profit margin was 23.1% reflecting stable and industry-leading profitability
The document summarizes China Yuchai International's fourth quarter and full year 2012 earnings conference call. It discusses declines in the diesel commercial vehicle market in China but growth in the bus market, where China Yuchai saw opportunities. It notes China Yuchai's increasing sales and leadership in natural gas engines, which are well-suited for buses. While China Yuchai's engine sales and revenue declined from the previous year's quarter, it continued investing heavily in R&D to develop new engine technologies and stay ahead of competitors.
- The document summarizes the management presentation of China Unicom, including its overall results, operating and financial performance in 2012.
- Key highlights include operating revenue growing 19% to RMB248.9 billion, with mobile revenue up 30.2% and net profit up 68.5% to RMB7.1 billion. 3G and broadband services were the main drivers of growth.
- In 2013, China Unicom aims to maintain its leading revenue growth while further improving profitability and substantially lowering capital expenditure to sales ratio. It will focus on maintaining its network advantages to sustain rapid growth.
This document provides an interim report for Melco Crown Entertainment Limited for the six months ended June 30, 2012. It includes financial highlights showing increases in net revenues and net income compared to the prior year period. It also discusses the Macau gaming market outlook, key developments at City of Dreams and other properties, and the development of Studio City. The management discussion and analysis section analyzes factors affecting financial results and focuses on the growth of the Macau gaming market and competitive landscape.
The International Fund for Animal Welfare (IFAW) wants to create an international advertising campaign to raise awareness about the threat to endangered species from the illegal wildlife trade. The campaign will target international consumers and travelers, especially those going to areas in Asia, Africa, and the Caribbean, using augmented reality, RFID bracelets, face painting, and mobile apps to educate people and encourage them to avoid buying products made from endangered animals. The goal is to inform people about the importance of protecting animal habitats while also giving people ways to demonstrate their support for animal welfare.
Women in decision making bodies summary essec wil january 2015Viviane de Beaufort
Synthesis of the European Parliament Report 2014 with a focus on #Women #Business #Equality matters with adding from CEDE programme :"Governance, law and gender"and others surveys (Credit Suisse, Women Matter MacKinsey...
Finland has a high level of gender equality in government positions but far fewer women in top private sector leadership roles. The Finland Chamber of Commerce promotes increasing women executives through self-regulation rather than quotas, including a mentoring program for women, studies on the topic, and recommending gender representation on company boards in their corporate governance code. Their efforts have led to a threefold increase in women on listed company boards over the past decade without the use of quotas.
Women on Boards, Europe’s progress, Spain Grupo Día Societé Générale caseana maria llopis
Women on Boards, Europe’s progress,
Spain Grupo Día
Societé Générale case
The crisis makes more relevant the need for parity and equality precisely due to women talent and abilities, more democratic, unifying, mediator, very experienced in balancing many responsibilities , taking faster decisions and agreements in a multidisciplinary win-win environment overcoming organizational, political and hierarchical barriers
Viven Reding, challenged European largest companies to adhere voluntarily to women equality in Management and Boards with quantitative objectives and dates, as of September only some 10 companies had signed
Women are “Good Business” in Business
There are studies that suggest a correlation between women participation in Boards and top management admin and better results for this companies vs. those that have less women. Mc Kinsey More profit, better risk management, better women talent recruitment and promotion programs
France, whose quota law passed in 2010, had the highest rate of increase in the percentage of women directors among their Fortune Global 200 companies -- from 7.2% in 2004 to 20.1% in 2011.
The second highest rate of increase for women directors belongs to Spain, whose quota for women directors passed in 2007. Its Fortune Global 200 companies improved women’s board representation from 1.9% in 2004 to 9.2% in 2011.
Women on Board : EU legal update and pragmatic approachGiulia Mauri
This document summarizes the key facts and discussions around increasing gender diversity on corporate boards in Europe. It notes that while women represent 60% of university graduates, they only hold 12% of board member positions and 3% of CEO/chair roles. Countries that have implemented legislative quotas have seen the largest increases in female representation, while countries relying only on corporate governance codes have seen slower progress. There is debate around the EU's proposed directive to increase the minimum percentage of women on boards, and whether quotas, targets or other measures are most effective at improving gender balance while maintaining a focus on skills and qualifications. Overall the document examines the low representation of women and barriers they face such as traditional networks, lack of transparency in selection processes, and
This document summarizes the goals, methods, findings and best practices of an EU project on promoting women in leadership. The project analyzed representation of women in managerial positions across several European countries over time, reviewed literature on regulatory and industry initiatives, and interviewed companies to identify best practices. Key findings include the generally low representation of women in middle to top management. Regulatory approaches varied across countries from soft to hard quotas. Best practices identified from case studies of international companies focused on commitment from top leadership, flexible work policies, mentoring programs, and business rationales for diversity.
The Equality Commission for Northern Ireland was established in 1998 as part of the Good Friday Agreement to promote equality and end discrimination. It aims to protect nine characteristics: age, disability, sexual orientation, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, and sex. The Commission works to ensure public bodies promote equal opportunities and do not discriminate based on the nine protected characteristics. It provides information, advice, research, and enforcement to promote equality and challenge inequality in Northern Ireland. The Commission publishes annual reviews evaluating its effectiveness, detailing activities undertaken and progress made towards its targets in areas like championing equality, challenging inequalities, and applying equality law.
This document discusses the low representation of women on supervisory boards in Germany and efforts to increase gender diversity. It notes that as of 2013, only 17.2% of supervisory board positions in major German companies were held by women. Several organizations, including BPW Germany and FidAR, have lobbied for legislation to establish quotas requiring a minimum of 30% women on boards. While some oppose quotas, others argue they are needed to overcome barriers and change the male-dominated culture. The document outlines quotas that have been implemented in other European countries and notes that Germany plans to introduce a 30% quota for newly appointed board positions starting in 2016.
The document discusses gender equality and empowering women in business and society. It provides statistics on women's representation in government and the workforce in various countries. It also outlines best practices from Nordic countries that have small gender gaps and high birth rates, such as comprehensive education, parental leave policies, and laws against discrimination. The document advocates applying a gender lens in business to promote diversity and notes research showing companies with more women leaders are more profitable. It discusses women's empowerment principles and building diverse workforces. CEO statements express support for advancing equality between women and men to benefit business and society.
This document summarizes a European project called WOMENTOR that aims to create a network of mentors to support girls and young women. The network currently includes 16 partner organizations across Europe. The project seeks to identify challenges women face, exchange best practices for supporting women, and evaluate types of help available across Europe to improve support for women through mentorship programs. Local examples from Italy demonstrate initiatives to promote equal opportunities and work-life balance for women. Contact information is provided for those seeking more information.
The document provides an overview of lobbying in the European Union. It begins with definitions of lobbying and discusses the key EU institutions involved in the legislative process - the European Parliament, European Commission, and Council of the European Union. It then explains the steps of the EU legislative process, from a Commission proposal, through discussions and amendments in Parliament and the Council, to final adoption of legislation. The document aims to inform readers about how lobbying interacts with EU policymaking.
This document summarizes information about gender equality and women's empowerment from various sources. It discusses statistics about women in politics in Latvia and other Nordic countries. It also outlines strategies that Nordic countries have used to promote gender equality, such as parental leave policies and funding for education. Additionally, it discusses principles for empowering women in the workplace, such as establishing leadership for gender equality and promoting women's enterprise development.
The document provides an overview of lobbying and the EU legislative process. It begins with definitions of lobbying and discusses the main EU institutions involved in the legislative process - the European Commission, European Parliament, and Council of the European Union. It then outlines the key stages of the EU legislative process, highlighting opportunities for lobbyists to engage with different institutions as proposals move through first and second readings in Parliament and the Council.
Global Forum on Public Governance, "Women's Leadership in Public Life: Fostering Diversity for Inclusive Growth". OECD, Paris 2-4 April, 2014. More information at http://www.oecd.org/gov/oecdglobalforumonpublicgovernance.htm
In the 20th century, one of the greatest changes to democracy around the World was the inclusion of increasing numbers of women, both as voters and as members of parliaments.
1) Gender budgeting aims to promote transparency and participation in budgetary processes by analyzing how public funds are allocated and who benefits in terms of gender.
2) In Scotland, the Scottish Women's Budget Group was established in 2000 to advocate for gender budgeting and build capacity. They analyze budget documents and provide input to government committees.
3) Over 10 years, there has been some progress in Scotland including greater transparency of budget processes and participation through partnerships. However, challenges remain around fully integrating gender analysis into economic modeling that informs spending decisions.
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Women on Board - The state of art of quotas regulation in Europe
1. Women
on
Board
The
state
of
art
of
quotas
regula4on
in
Europe
Isabella
Lenarduzzi
2. JUMP
www.jump.eu.com
• JUMP
offers
women
prac4cal
tools
to
help
them
realise
their
professional
and
personal
aspira4ons
• JUMP
supports
companies
and
organisa4ons
that
wish
to
promote
beEer
gender
diversity
within
their
management.
6. Women in economic decision-making in the EU: Progress report
European Commission, 2010
Women
on
boards
7. Women in economic decision-making in the EU: Progress report
European Commission, 2010
Women
on
boards
8. Women in economic decision-making in the EU: Progress report
European Commission, 2010
Women
on
boards
9. Women in economic decision-making in the EU: Progress report
European Commission, 2010
Women
on
boards
10. Women in economic decision-making in the EU: Progress report
European Commission, 2010
Women
on
boards
11. Women in economic decision-making in the EU: Progress report
European Commission, 2010
Women
on
boards
12. Ac4ons
promoted
by
governments
“The
quota
law
has
opened
boardrooms
to
an
extent
that
we’ve
never
seen
before,”
Mari
Teigen,
research
director,
Norwegian
Ins4tute
for
Social
Research
14. Norway
• Norway
was
the
first
country
in
the
world
to
implement
board
quotas
•
Numbers
of
women
on
corporate
boards
have
risen
from
only
6%
in
2002
to
over
44%
today.
•
"By
not
u(lising
the
full
talent
pool
I
knew
Norway
as
a
na(on
was
missing
out.
My
ambi(on
as
a
Minister
was
to
force
companies
to
rethink
their
board
recrui:ng
prac:ces.
I
believe
we
succeeded,"
Ansgar
Gabrielsen
(Former
Minister
of
Trade)
• “We
have
invested
billions
educa(ng
our
daughters
as
much
as
our
sons,”
Gabrielsen
said.
“Their
ongoing
exclusion
from
corporate
boards,
which
are
an
important
part
of
our
society
just
doesn’t
make
economic
sense”
15. Norway,
the
law
• The
law
demands
that
public
shareholder-‐owned
corpora4ons
(called
ASAs
in
Norway)
must
have
an
average
of
at
least
40%
women
and
40%
men
on
their
boards
or
face
dissolu+on.
• The
law
came
into
force
in
2008
and
related
to
7,000
seats
on
boards.
The
compulsory
percentage
of
gender
diversity
varies
according
to
the
number
of
seats
concerned:
1
in
2
or
3
seats;
38%
of
8
seats;
and
40%
of
more
than
8
seats.
16. Norway,
the
results
• Posi+on:
Only
3%
of
chairs
are
held
by
women.
• Age:
Women
are
younger
than
men
on
boards.
The
majority
are
less
than
50.
The
older
men
on
boards
were
not
replaced
by
women
but
when
recrui4ng
new
members
they
recruted
women.
• Educa+on:
Women
tend
to
be
beEer
educated
than
men.
There
are
fewer
of
them
with
science
and
technology
degrees
but
more
with
law
degrees.
• Experience:
More
women
than
men
are
managers
in
companies
or
come
from
academia
but
more
men
than
women
are
business
owners.
• Recruitment:
Women
were
recruited
in
the
same
manner
as
men,
mostly
through
professional
networks.
The
phenomena
of
the
concentra4on
of
power
and
the
so-‐called
“golden
skirts”,
which
defines
a
number
of
women
who
serve
on
several
different
boards
at
the
same
4me,
is
a
very
common
idea.
The
research
proved
that
golden
skirts
was
a
men’s
wear
with
62%
holding
only
one
board
posi4on
instead
of
79%
of
Women!
17. Norway,
the
results
• The
more
visible
and
skilled
the
women
the
more
advantages
they
had.
For
example,
as
the
research
suggests,
these
women
always
choose
the
biggest
companies.
• Sixty
percent
of
male
board
members
said
there
had
been
no
major
changes
to
board
opera+ons
since
the
law
took
effect
but
there
were
some
improvements:
“more
discussions”
and
“new
perspec+ves”.
• Several
top
Norwegian
business
leaders
said
they
were
“opposed
in
principle”
to
quotas
and
s4ll
are,
but
believed
the
law
has
been
effec4ve.
Fears
of
not
finding
enough
qualified
women
to
fill
board
seats
proved
unfounded.
“I’m
in
principle
against
quotas,”
said
Harald
Norvik,
chairman
of
Telenor
and
former
CEO
of
Statoil.
“But
I’m
happy
with
the
result,”
he
added.
18. Norway,
the
results
Adverse
consequences
• Since
the
law
on
quota,
the
number
of
public-‐listed
companies
has
fallen.
The
research
highlighted
that
33%
of
companies
choosing
not
to
list
on
the
stock
exchange
did
so
to
evade
the
quota
regula4on.
• Since
the
law
was
enforced,
there
has
been
no
further
debate
on
gender
diversity
in
Norway
but
the
balance
is
s4ll
far
off:
the
quota
law
did
not
change
the
number
of
women
CEOs
(2%)
or
their
presence
in
the
Execu4ve
CommiEee
(10%).
The
private
limited
companies
that
didn’t
have
to
comply
with
the
law
saw
an
increase
of
women
on
their
boards
from
15%
in
2004
to
17%
in
2009!
19. France,
the
law
• Law
adopted
in
January
2011
• 2014
to
get
to
20%
and
2018
to
get
to
40%
of
women
• To
be
applied
to
large
listed
companies
with
more
than
500
employees
and
more
than
50
million
€
revenues
• Penalty:
no
validity
of
board
decisions
• First
results
:
from
8%
in
2008
to
22%
in
2012
20. Belgium,
the
law
• Law
adopted
30
June
2011
• 30%
to
be
reached
for
each
sex
in
…
-‐
One
year
for
public
owned
companies
-‐
Six
years
for
listed
companies
-‐
Eight
years
for
SMEs
• Penalty
:
no
revenues
of
any
kind
for
board
members
21. Ini4a4ves
With
the
legisla4on
on
equality
in
Belgium,
the
propor4on
of
women
in
parliaments
has
risen
more
than
20%
in
ten
years
22. Italy,
the
law
•
The
law
was
adopted
on
the
29th
of
June
2011
•
Objec4ve
:
20%
from
2012
and
33%
from
2015
•
Only
for
listed
companies
•
Penalty
:
several
steps
from
warning
to
financial
sanc4on
(up
to
1
million€)
and
decay
from
boards
23. Netherlands,
the
law
•
The
law
was
adopted
in
May
2011
•
First
to
be
implemented
in
both
boards
and
exec
–
30%
of
women
•
Validity
of
3
years
(2012
–
2015)!
•
No
penalty
–
only
explana4on
of
efforts
undertaken
24. Spain,
the
law
• Law
adopted
in
2007
• Objec4ve
of
40%
of
each
sex
by
2015
• No
penalty
–
but
taken
into
account
for
public
subsidies
or
state
administra4on
contract
• Results:
4%
in
2006
to
11%
in
2010
25. The
European
Commission
• 14%
of
board
members
at
Europe’s
top
firms
are
women,
up
from
11.8%
in
2010.
• «Ce
qui
compte
pour
moi,
c’est
le
résultat.
Mon
objec+f
est
de
porter
la
présence
des
femmes
au
sein
des
conseils
d’entreprises
des
principales
sociétés
cotées
en
bourse
en
Europe
à
30
%
d’ici
à
2015
et
à
40
%
d’ici
à
2020.»
• Failure
of
the
charter
for
corporate
commitment
• 9
countries
are
opposed
to
the
ini4a4ve
(UK
and
Nl)
+
Germany
26. Conclusions
(2)
5. Mid-‐term
targets
help
to
meet
long-‐term
goals
6. Progress
towards
equal
representa4on
for
women
and
men
is
slower
for
execu4ve
board
posi4ons
7. Quota
legisla4on
does
not
increase
the
number
of
female
CEOs
8. Awareness
raising
and
promo4ng
women
help
reaching
targets
27. Conclusions
1. Interven4on
makes
a
difference
in
progressing
towards
equality
on
boards
2. Self
regula4on
builds
ground
for
legisla4on
3. Quota
legisla4on
is
most
effec4ve
when
endorsed
by
sanc4ons
4. Effec4ve
self-‐regula4on
requires
targets,
deadlines
and
state-‐endorsed
monitoring
28. Quotas
are
not
a
scandal
–
what
is
a
shame
is
that
we
need
it!
29. Conclusion
Women’s
energy
and
talent
are
the
most
untapped
renewable
sources
of
energy
in
the
world!
30. Isabella
Lenarduzzi
Founder
and
Managing
Director
of
JUMP
isabella.lenarduzzi@jump.eu.com
+32
3
346
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00
info@jump.eu.com
jump.eu.com
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