Good practices in gender equality in the workplace
1. Woman
Up
Conference
Good
prac0ces
in
gender
egality
in
the
workplace
18
October
2012
By
Isabella
Lenarduzzi
2. JUMP
• JUMP
offers
women
prac0cal
tools
to
help
them
realise
their
professional
and
personal
aspira0ons
• JUMP
supports
companies
and
organisa0ons
that
wish
to
promote
beIer
gender
diversity
within
their
management.
www.jump.eu.com
6. Ac0ons
promoted
by
governments
“The
quota
law
has
opened
boardrooms
to
an
extent
that
we’ve
never
seen
before,”
Mari
Teigen,
research
director,
Norwegian
Ins0tute
for
Social
Research
7. The
10
Commandments
of
Gender
Balancing
by
Avivah
WiIenberg-‐Cox
1. Make
it
strategic.
Make
it
a
business
issue,
not
a
women’s
issue
or
a
diversity
issue.
8. The
10
Commandments
of
Gender
Balancing
by
Avivah
WiIenberg-‐Cox
2.
Make
it
balanced.
Focus
on
the
ra@o
of
women
AND
men,
not
just
the
percentage
of
women
in
all
metrics
and
KPIs.
9. The
10
Commandments
of
Gender
Balancing
by
Avivah
WiIenberg-‐Cox
3.
Make
targets
neutral.
Aim
for
an
acceptable
ra@o
for
both
genders,
not
just
women,
e.g.
a
minimum
of
40
percent
of
EITHER
gender
across
ALL
func@ons.
10. The
10
Commandments
of
Gender
Balancing
by
Avivah
WiIenberg-‐Cox
4.
Make
managers
gender
bilingual.
Train
ALL
managers,
men
and
women,
to
be
skilled
in
managing
across
genders
(just
as
you
equip
them
to
be
competent
across
cultures).
11. The
10
Commandments
of
Gender
Balancing
by
Avivah
WiIenberg-‐Cox
5.
Make
managers
accountable.
ShiV
accountability
for
progress
on
gender
balancing
to
managers
of
teams,
rather
than
on
individuals
12. The
10
Commandments
of
Gender
Balancing
by
Avivah
WiIenberg-‐Cox
6.
Celebrate
“bilingual”
competence.
Most
companies
make
a
lot
of
noise
about
the
women
they
promote.
Also
celebrate
the
managers
who
iden@fied,
developed
and
promoted
them
—
that’s
where
the
skills
are
lacking
today.
13. The
10
Commandments
of
Gender
Balancing
by
Avivah
WiIenberg-‐Cox
7.
Embed
flexibility.
Measure
output,
not
input.
Let
high
performers
work
where
and
when
they
want,
as
long
as
they
deliver.
Forget
work/
life
for
women;
create
flexibility
for
all
and
help
managers
manage
flexible,
virtual
teams.
14. The
10
Commandments
of
Gender
Balancing
by
Avivah
WiIenberg-‐Cox
8.
Make
careers
flexible,
too.
Adapt
linear,
unbroken,
up
or
out
career
paaerns
to
recognize
mul@ple
career
paths.
If
you
iden@fy
all
your
high-‐poten@al
talent
between
30
and
35,
you
are
likely
excluding
women
and
a
growing
number
of
men.
15. The
10
Commandments
of
Gender
Balancing
by
Avivah
WiIenberg-‐Cox
9.
Never
say
the
word
“women.”
dump
the
old
language
and
become
truly
bilingual
and
inclusive
of
both
men
and
women.
Replace
the
common
“women
in
leadership,”
“asser@veness
training
for
women,”
“coaching
and
mentoring
for
women”
with
a
focus
on
balance,
talent
or
customers
—
and
ensure
that
all
your
development
programs
are
balanced
within
your
target
range
now.
16. The
10
Commandments
of
Gender
Balancing
by
Avivah
WiIenberg-‐Cox
10.
Stop
accusing
men.
Stop
running
workshops
called
“unconscious
bias,”
“discrimina@on”
or
“stereotyping.”
Posi@on
gender
balancing
as
a
business
opportunity;
you’ll
find
both
men
and
women
enthusias@cally
geeng
on
board.
18. The Corporate Ladder is splintering and the Corporate
Lattice is emerging. The differences are...
• Hierarchical structure • Flatter, matrixed structure
• Work is a place you go to • Work is what you do
• Separation of career and life • Integration of career and life
• Linear, vertical career paths • Multi-directional career paths
• Individual contributor driven • Team and community driven
• Tasks define the job • Competencies define the job
• Many workers are similar • Many workers are different
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Mass Career Customization
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