Com1 eomois-kivisild

CEO-s and WEP Principles: Training the leaders Ester Eomois, BPW Estonia Board Member Leena Kivisild, member of BPW Estonia BPW Estonia Welcome to Estonia! ( Video on our Country) https://www.youtube.com/watch?v=LPYzv0--G64&list=PL3F76752187FDEC31

Ester Eomois

MBA degree, Estonian Business School

Long-term practical experience in marketing, sales, service development and customer service. Has served as Board Member in 2 international corporations over last 12 years. Today acts as strategic consultant and management trainer 20 years of experience teaching at Estonian Business School- in leading business school of Baltic States. In 2014 September, launch a new MBA Course „ Women in Leadeship“ BPW PEP ( Personal Empowerment Program) Certified Trainer BPW Estonia Board Member New! Since 2014, Project coordinator for a Leadership Training Program for Women

Leena Kivisild Leena holds bachelor degree (1988) from Tallinn University and MBA (2001) from Tartu University.

Have been active in training and consultancy field 19 years, in industrial sector 3 years.

Have worked as sales/ marketing manager, product development manager, CEO, trainer, consultant.

In 2010 established own company Brightminds, which is specialised on „taylor made“ and long term development programmes for leaders and top-professionals.

BPW PEP ( Personal Empowerment Program) Certified Trainer

Member of BPW Estonia since 2011.

Member of Social Democratic Party since 2013.

Women`s Empowerment

Principles

Principle no 1: Establish high-level corporate leadership for gender equality. Leadership promotes gender equality.

Affirm high level support

Establish company-wide goals and targets

Engage internal and external stakeholders

Ensure that all policies are gender -sensitive

Goals of our workshop Analyse the current situation of women in managerial decision making process. Best company practices in EU.

How to empower company CEOs to invest in gender equality policies and educational programs.

My personal action program: What can I (!) do to change the situation - Roadmap.

Learning

from

Europe best

practices

Women matter!!! PEP trainers

meeting in Munich October 2013

How to empower company CEOs to invest in gender equality policies and educational programs.

Gender equality (GE)

GE describes the concept that all human beings, both women and men, are free to develop their personal abilities and make choices without limitations set by stereotypes, rigid gender roles, or prejudices.

GE means that the different behaviours, aspirations and needs of women and men are considered, valued and favoured equally.

It does not mean that women and men have to become the same, but that their rights, responsibilities and opportunities will not depend on whether they are born female or male.

My Roadmap

What can I do to change the situation on

GE in the company I work for ?

First, answer the following

questions on scale 1..10:* 1 means “totally disagree”/ 10 means “ totally agree”

The company I work for is engaged in promoting GE GE is an important topic to be addressed at my company I never suffered any discrimination in my company I never witnessed any type of discrimination in my company Men and women have equal development opportunities at my company My manager promotes GE

More questions.. 1. How the company I work for could benefit from improving GE?

2. What is the main reason why GE have not been important topic in

my company so far?

3. Do I belive that I can do something about it? What can I do?

4. Who might be my “alliance” on that?

5. What kind of knowledge and skills I need in order to be persuasive?

6. Where can I ask for a help? Who might be my mentor?

Discuss with neighbours..

Each of you present the answer to the question 3.

3 minutes per each answer!

Share and learn!

Best practise: Saint-Gobain Saint - Gobain, the world leader in the habitat and

construction markets, designs, manufactures and distributes

building materials.

2013 Sales : €42.0 billion Emplyees : Around 190,000 Presence in 64 countries incl. 90 nationalities

Four strategic priorities for

profitable growth of SG

Increase our differentiation

Build strong local positions

Speed up our development in high growth countries

Work on openness and solidarity

OPEN (Our People in an Empowering

Network) strategic plan

Enhance our mobility policy

Continue diversifying our teams

Deepen our employees' commitment

Develop our talents

SG Strategic priority: work on openness and solidarity

HR strategy: OPEN

Gender diversity Action Plan

Why SG driving for gender

balance?

Three reasons:

TALENTS - Women now represent a substantial part of the talent

pool

LEADERSHIP - Women in leadership = better performance and

innovation

MARKETS - Women have a growing influence over the market we

operate in

Actively promote women Have at least one woman and one man (succession plans/shortlist for hires) For high potential women (HIPO): career follow-up interviews, training/coaching, mentorship Women Networks - encourage networks and exchanges between women

Change the rules of the games In identifying Talents: core competency model, maternity and paternal leave In career paths and evaluation systems Place of work and work time By training (incl. e-Learning) and sensitizing managers on diversity management and benefits

Make sure those actions are

measured and tracked

Establish short and long-term goals/ KPI-s: Hiring/ Promotion / Development. Each Region establishes additional attributes that are seen as relevant and appropriate Include these criteria in appraising executives Diversity Climate Survey Identify and exchange on best practices: dedicated tools, communication programs Involve the whole management team

Make sure those actions are

measured and tracked

Establish short and long-term goals/ KPI-s: Hiring/ Promotion / Development. Each Region establishes additional attributes that are seen as relevant and appropriate Include these criteria in appraising executives Diversity Climate Survey Identify and exchange on best practices: dedicated tools, communication programs Involve the whole management team

How to make women to apply—

small test John is looking for a new project manager. What would be the most appropriate slogan to use for the job advertisement? 1. We need a strong leader to make sure we are all marching in

the right direction

2. A manager with some background in engineering required

3. Do you thrive in a high pressure, competitive environment?

4. Are you a natural leader who enjoys getting the best out of your team?

Thank you! Welcome to Estonia!

Ester@positsioon.ee

leena.kivisild@gmail.com