The economic importance of gender diversity. Sonja Šmuc Managers Association of Slovenia Skopje, 18th November 2015

Transcription

1 The economic importance of gender diversity Sonja Šmuc Managers Association of Slovenia Skopje, 18th November 2015

2 STATISTICS (EU, 2012) On the boards of the largest listed companies there were 14 % of women and only 3 % of boards have a women president in Source: Eurostat, European Commission Report 2012

3 STATISTICS (EU, 2014) Source: Equality Report of European Commission 2014

4 WOMEN ON EUROPEAN BOARDS Slovenia Comparable EU Denmark european companies red: boards without women ; gray: boards with women Source: A.T.Kearney Slovenia (from: Fortune Global 500 and E. Corporate Governance Report 2011)

5 WHY IS A LOW SHARE of women leaders and managers a problem for... companies,... economy,... society? Because: the topic of women in desion-making positions is the ultimate challenge of a modern society.

6 SOCIETY demography, political correctness, ethics, fairness, education investment, national genetics, natality COMPETITIVENESS

7 ECONOMY knowledge, creativity, innovation, risk management, talent pool, GDP growth COMPETITIVENESS

8 How about...? Photo: Property 118

9 COMPANIES WITH BALANCED BOARDS ACHIEVE BETTER FINANCIAL RESULTS. Photo: Property 118

10 Balanced leadership means more effective management team and better financial results because of: attitude to risk, diverse experience, broader understanding of customers, bigger creativity and innovation, = better solutions, = better decision-making process.

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12 FACTS also Although the entry level is similar, men advance faster and at a higher rate than women.

13 FROM A GLASS CEILING... to the glass labyrinth...

14 Document Include.All Guidelines to Equality Promotion

15 Project goals Development of 6 moduls based on 6 tools from the document Include.All Guidelines for the Equality Promotion International conference Beauty and the Beast: Don t Underestimate the Power of Talents Ljubljana, 5th and 6th February 2015 Activation of the List Included - list of board ready women with competences and ambitions Competence centre for sponsoring women managers

16 6 measures of the Model 6 Vključi.vse Recruitment and Promotions Career Sponsorship Educational Programs for Women Mangers Performance Management Career Mentorship Target Share of Women on Top Positions

17 Pilot Workshops companies: Petrol, MIK

18 1. Recruitment and promotions at least one women/men among final three candidates Performance Indicator: - one of three candidates for the top positions is male or female

19 2. Career mentoring Performance Indicators: - the number of mentors and mentees and their gender composition - the presence and relevance of the career mentoring plans

20 3. Career sponsorship Performance Indicators: - the number of sponsors and sponsees and their gender composition - the number of sponsors outside the company and their gender composition

21 4. Educational programs for women and career plan Performance Indicators : - the number and type of active programs of diversity - integration of all programs in the company's strategy

22 5. Performance management Performance Indicator: - equal monitoring of the individual's duties, non regarding the gender

23 6. Target share of women in leadership positions Performance Indicator: - the number of women and men in the management positions

24 The goal is to increase business performance through a balanced leadership due to complementarity of genders.