The Value of Gender Equality

www.bpw-europe.orgwww.bpw-europe.orgwww.bpw-europe.org

International Conference BPW Estonia

in Tallinn 9 November 2012

Sabine Schmelzer

Regional Coordinator BPW Europe

The value of Gender Equality

www.bpw-europe.org

‣“gender diverse boards show greater evidence of a diversity of thought and perspective and at the same time, greater unity and collegiality” (Insync Surveys 2010)

‣“companies where women are most strongly represented at board or top management level are also the companies that perform best on both organisational and financial performance” (McKinsey 2007)‣ “companies need a mix of

men and women - teams with a gender balance achieve the best results in most areas that drive innovation – they are more likely to experiment, share knowledge and complete tasks” (London Business School 2007)

‣“companies with women in senior management outperform peers in return on assets and annual sales growth” (Columbia University & University of Maryland 2011)

Why Gender Balance is great for Business

www.bpw-europe.org

Our founder: Dr. Lena Madesin Phillips


Goals of BPW

To advocate and lobby for professional women

To ensure equality and equal opportunity

To develop the professional, business and leadership potential of women

To empower women in the ecomony, networking and skill building

To support young women (Young BPW)


Structure of BPW

BPWInternational

North America

Latin America Europe

Italy

280 Clubs

Switzer-land

40 Clubs

Germany France

AfricaAsia/

Pacific

5 Regions

Federations

Clubs

Young BPW

(up to 35)


BPW International has representatives or consultative status:

UNO – ECOSOC

CSW Commission on the status of women

ILO International Labour Organization

EWL European Women‘s Lobby

WHO World Health Organization

FAO Food and Agriculture Organization of the UN

www.bpw-europe.org

You can develop your skills on different levels

Local

National

InternationalAnd we can lobby on these levels!

Many learning opportunities for Young BPWs!


BPW International Awareness Campaign: Equal Pay Day

Equal Pay Day was initiated in 2009 by BPW International as an international awareness campaign

All across the globe – from Australia to Taiwan, Korea via 16 European countries to Brazil and Canada. All these BPW federations are organizing an equal pay day in their countries.

www.bpw-europe.org

Equal Pay Day in Europe started by BPW (2008 – 2012)

Equal Pay Day in 18 countries up to now. Number of activities increased every year.


WEPs Women’s Empowerment

PrinciplesEquality Means Business


Lead NGO Collaborator: BPW International

Created and Launched by


BPWs Role

Leading NGO Collaborator Active through our BPW Federations and Clubs

worldwide Organizing WEPs signatory events Working on initiatives and projects that support

the WEPs– Equal Pay Day (WEP 2 and 6)– Educational programs like PEP, Mentoring, Keys to

Achievement (WEP 4)

Bringing the voice of women to business...


The 7 Principles

1. Establish high-level corporate leadership for gender equality

2. Treat all women and men fairly at work – respect and support human rights and nondiscrimination.

3. Ensure the health, safety and well-being of all women and men workers.

4. Promote education, training and professional development for women.

5. Implement enterprise development, supply chain and marketing practices that empower women.

6. Promote equality through community initiatives and advocacy.

7. Measure and publicly report on progress to achieve gender equality.

www.bpw-europe.org

CEO Statement of Support:

• signals intention to integrate and implement the WEPs

• meets corporate responsibility and sustainability commitments

• advances support for equality

• provides a framework• encourages fellow business

leaders to support the WEPs by signing the Statement

• fosters sustainable development in countries

• furthers companies’ competitiveness


Why over 420 CEOs have signed their commitment

• Promote further competitiveness• Bring together the broadest pool of talent• Ensure they are meeting corporate

responsibility and sustainability commitments

• Model behaviour that reflects desired culture to employees, fellow citizens and families

• Foster sustainable development in operating countries

www.bpw-europe.org


Best practices from Switzerland


Representation of Women in Switzerland

Only 5% of seats on the executive boards of Switzerland's 115 largest companies are occupied by women.

Women make up 11% of the members of the boards of directors of the 89 largest companies (Schilling Report).

Or vice versa: 95% of the executive boards of Switzerland's 115 largest companies and 89% of boards of directors are men.

This means that women's share of power and income is not in line with the

proportion of women in the general population. Due to the small number of women in senior management positions,

the interests of women as a social group are poorly represented, or are not represented at all.


Many studies show:Companies are more profitable with more women on boards

McKinsey studies "Why Women Matter" (1-5) show: The higher the number of women in management positions, the more successful a company is.

Credit Suisse Research Institute's report on "Gender Diversity and the Impact on Corporate Performance" determined that over the past six years, the share prices of companies with at least one woman on the board of directors have outperformed those of other companies (26 % on average over 6 years)

Despite these financial benefits, the proportion of women on boards of directors and in management positions has not increased significantly.


Voluntary targets set by companies

Roche intends to increase the proportion of women in management roles from 10% to 20% by 2015.

Raiffeisen intends to increase the share of women in management to 30% by 2015.

COOP, Swisscom and Allianz Suisse are planning internal guidelines

Woman already occupy 25% of the seats on Nestlé's board of directors.

Die Post's has 22.2% women on the board of directors, and the group CEO is a women (the first one)


Best practices:Equal Pay Tools

1. Logib (http://www.ebg.admin.ch)– Created by the department of Equality– Free download, voluntary, more than 50 employees– No data, how often applied– Adapted in Germany

2. Equal Salary (www.equalsalary.ch)– Salary analysis and audit process– Label for Companies for three years– Costs depending on number of Employees– Promotion as «attractive employers»


Best practices:Databases for competent women

Femdat– Database for female experts (since 2002)– Relaunch in 2013: «Womens’ career portal»

Getdiversity– Women on supervisory boards– Private initiative and business (since 2007)

Female board pool– Created by University of St. Gallen (2006)– Women on supervisory boards

Female Executives– Private initiative – Women for Executive positions (2011)

www.bpw-europe.org

Best practices:Quota discussion in CH

Campaign «no longer without on the top» launched by political party in 2011– New initiative for temporary quotas

in 2012

BPW Switzerland officially supports quotas and created list of arguments in September 2012

Event on quotas with presidents of many swiss womens organizations in September 2012


BPW Europes position concerning quotas

We participated in the public consultation of the EU commission about Women in decision-making in March 2012

Viviane Reding gave a welcome video message at the opening of our European congress

The European Presidents decided in Sorrento to sent a letter of support to Viviane Redding for quotas.

BPW Europe supports quotas!

www.bpw-europe.org

Participate in the annual European Event in May

Networking and Training Day in Brussels open for all members

And Presidents meeting for National Presidents and Delegates


Do not only lay back, …

… the more active you are, the more you get.

Documents

The Value of Gender Equality