欧州の経営学校は、取締役会議に参加できる資格のある8000人の女性の登録を発表、スペインの取締役会議の女性の割合は11%、ノルウェイ;42%、フィンランド;27%、レトニア;26%、アイスランド;25%、フランス;22%、オランダ:19%。デンマーク;16%、イギリス;26%、ブルガリア:16%、セルビア;16%、クロアチア;16%、ドイツ;15%、チェコ;15%、スロベニア;15%、マセドニア;15%、リツアナイ;14%。
8.000 mujeres se ofrecen como consejeras
Escuelas de negocios de la UE lanzan un registro de profesionales preparadas para entrar en los consejos de administración
Las empresas aplauden la vía voluntaria y se resisten a las cuotas
Lucía Abellán Bruselas 24 ENE 2013 - 20:42 CET
proyecto.
8,000 women are offered as counselors
Business Schools EU launched a register of professionals prepared to enter the boards
Companies applaud the voluntary route and resist quotas
Lucia Abellán Brussels 24 ENE 2013 - 20:42 CET
A woman with five years as president, CEO, controlling shareholder, senior management of public or simply entrepreneur is able to show their skills in a Board of Directors. With this approach, a group of European business schools have identified more than 8,000 professionals and have made available to companies wishing to expand the limited presence of women on their boards. The aim is to remove the argument used to justify the lack of women in positions of responsibility: there are not enough qualified candidates. A quick look at some of the names that business organizations have handled in recent months shows that henceforth reluctant to close this gap will have to use other excuses to defend their positions.
The boards of directors in Europe are dominated by men. Women only account for 14% of its members in publicly traded companies, with large differences between representing 27% in Finland and 3% of Malta. Below average, large Spanish companies sit on their boards to 11% of women. Besides regulation has promoted Brussels to try to reverse these figures, setting quotas of 40% for large firms, thirty business schools and professional organizations have decided to take control of the debate to show that inequality is not inevitable . A particular title, 17 women entrepreneurs are also added to the project, which is sponsored by the European Commission.
moreA wall tie against women managers€ 5,500 less per year for being a womanMore education = more inequalityBrussels approves 40% quota for women on boards
"Perhaps some will use the database for the regulation concerning the fee, but they will realize it's an amazing experience to have boards with greater diversity," defends Candace Johnson, one of those women entrepreneurs, with over 20 years of experience as a member and president of business advice. "I'm a true entrepreneur," boldly defined. The enthusiasm of this and many other qualified women has resulted in the project Women on board, English expression which contains a double meaning in Spanish: women on boards (of directors) and women aboard. The database is accessible from late last year for employers and headhunters women interested in signing. For reasons of data protection, consultation with those profiles is not public, but that administers the Non-Executive Directors' Club of the Financial Times and requires sending a request to Heidi Gains, another of the promoters of the initiative, the heidi.gains address @ ft.com. The profiles contained in a closed file the LinkedIn professional network.
The European employers supports the initiative because it believes there is ignorance
Although advertising has been limited, the project has circulated internally and since started being processed about 100 applications a day for women interested in joining the list, says Candace Johnson. Before inclusion, there is a selection committee that checks if they meet the criteria. Are required to have at least five years of experience as president, CEO or CFO of a company, controlling shareholder of large family firms, director of public agencies or nonprofit organizations, senior management in public investment, social Home Business Work for the boards, business or academia personality with relevant experience.
More to Attract Women valid, the main challenge is to encourage companies to use the database. For now, those who are interested receive temporary access to those profiles, but the organizers intend to launch a global campaign on 8 March, the day of working women, to contact by email with the great scout and try to involve them in the Project.
Source: European Commission. / COUNTRY
Many already know the initiative because the large European employers, Business Europe, the reported among the partners, which means to reach millions of companies across Europe. Although employers are often reluctant to measures that constrain their hiring or promotion decisions, this time applauding the idea. "This is the kind of measures that we ask, voluntary measures that leave the company the final decision," said Pedro Oliveira, Europe Business consultant in business law and consumer.
Among the reasons for the low representation of women in leadership positions, Oliveira highlights two: "The lack of knowledge on the part of women-owned businesses that are prepared and often, the lack of knowledge of women to promote themselves." Beyond the utility that can be a database fed by thousands of women willing to jump to a Board of Directors, the expert from the employer believes that the main thing that arouses debate and encourage companies to think of women. "For us it is a myth that women are not prepared," he says, a view that has not penetrated too far into business practices.
Shortage of women in command despite being almost half of the workforce
The main obstacle to the promotion of women is not so much whether or not there people prepared for the role as the form of choice that usually characterizes the positions of trust. Rarely go to a public process to elect a director; prior knowledge usually by the person who chooses or other known references that determine these appointments. Men tend to think of other men, which creates a vicious male very difficult to break. "They usually choose the person they trust. And everyone chooses what looks more like himself "analyzes Nuria Chinchilla, director of the International Center for Work and Family at IESE. This business school is one of those making up the initiative of the women database and has established itself as one of the candidates has supplied more from her former students to the list (455 ready to be part of a council) . IESE Professor repetition emphasizes that in many cases there is the same directors in different companies of the Ibex 35 (the highest in the Spanish stock market capitalization).
No need to use any database, some scouts exhibit as an eigenvalue place women in the foreground. The recent signing of Esperanza Aguirre as chair of the advisory board of the firm of headhunters Seeliger y Conde demonstrated, although in this case the political weight of the former president of the Community of Madrid is more important than his gender when assessing their new occupation. Aguirre also maintains his position as president of the PP.
Both IESE Professor consulted other experts insist that women notice need not identify with feminism and the women's overall defense. "It's good for business to have women are 80% of the buyers are not well represented on the boards," argues Nuria Chinchilla. A European Commission report, published almost a year ago, report several studies that show that councils with a significant representation of women have better methods of governance and ethical behaviors.
Include women on boards also improves one of the defenders flying values such initiatives: diversity. "I am an optimist and believe that when people have the advantage opportunities. I hope that the database will serve to attract more women and create different boards, and global real
Companies and scouts can request and access to files
The case of this entrepreneur is quite unique. For though the incorporation of women into the workplace is almost equal to that of men (women workers represent 45% of the labor force in the European Union and 46% in the Spanish case, according to data from the Social Security ), there comes a time in the career in which workers stagnate and it is men who have access to positions of greater responsibility. The most extreme case is that of the presidency of the companies, where women made up a measly 3.2% in 2012, according to European Commission data. The figure, nevertheless, an improvement from 1.6% in 2003.
"It's a work of education to companies to see that it is important to have women, there are many prepared but not take them into account, often because women are not as proactive because they think they are less likely" reflects Silvia Low, assistant director of Career Services at Instituto de Empresa Business School, another Spanish business school participating in the project.
Overall, significantly advance only companies with the purpose of redressing imbalances, not only on the boards. An example of these results is the multinational Unilever, which owns brands as diverse as Frigo, Dove or Mimosin. The Spanish division of this company has the management board composed equally of men and women, a proportion that reflects the company's global distribution. The only establishment that is not fully peer is the middle management and the women represent 47%, which is enviable to anyone advocating sensible representation of women in the professional world.
Vice President of Marketing at Unilever Spain, Nuria Hernandez, explains it as "a journey that has happened naturally," although with a significant boost from its leaders. Five years ago, the new president opted to reinforce the concept of diversity in the company, including gender. Without setting quotas, the company has achieved this distribution, which generates, according to Hernandez, "a dynamic and a much richer discussions, women and men bring complementary angles."
Brussels believes the project reinforces the rule to impose parity
The secret of this development lies in the factor that most determines in practice the advancement of women in his career: his chances of reconciling it with their family life. The multinational has banished the concept of fixed working eight hours a day and, instead, has established flexible schedules and the ability to work from home. "He has great respect for the situation whenever each work objectives are met," explains marketing policy.
Besides the momentum they have provided the major European business schools, the European Commission has sponsored the project as a natural complement regulation on quotas in boards. A month after launching the regulation that sets a 40% women in listed companies, the Justice Commissioner, Viviane Reding, the database presented in the European Parliament, surrounded by the promoters. Aware that his project dislikes much of the business world, Reding argued that the figures do not improve on their own. And he defended the qualifications of the candidates above all. "The goal is that no one comes to the position just because a woman, but also that no one is denied for being a woman."
Reding data show that only the governing advance. Going to France and Iceland, that blunt on the average, the presence of women on the boards of the European Union has simply passed from 11.8% in 2010 to 13.7% in 2012. The Commissioner hopes that initiatives like the fee and the database accelerate the slow progress of women in the centers of power.
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