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Supporting Women Entrepreneurs



                  14.9.2012
        Salthill Hotel Galway, Ireland
  Tuulikki Juusela, CEO WomCo Ltd, Past
 International President of BPW International
Some historical remarks


     Beijing Platform for Action adopted by all
           189 countries at the UN Fourth
          World Conference on Women in
       1995 and the Millennium Declaration
         adopted by 189 countries in 2000,
       contribute to the overarching human
                  rights framework

6.3. 2012 marked 2 years since the launch of the WEP
Nordic countries



 By having a strategic focus on supporting working
 parents and dual income families, these countries
      have the smallest gender gaps in terms of
        economic empowerment and political
       participation (World Economic Forum)
and boast some of the highest birth rates in Europe
  as well as some of the most stable economies.
EMPOWERMENT


   Empowerment means that people -
both women and men – can take control
 over their lives: set their own agendas,
   gain skills (or have their own skills
  and knowledge recognized), increase
  self-confidence, solve problems, and
develop self-reliance. It is both a process
              and an outcome.
Women’s Empowerment Principles in Brief

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.
Why get businessworld involved



    Gender diversity helps business perform
  better signals that self interest and common
            interest can come together
Through ”gender lens” business can survey and
   analyze current practices, benchmarks and
                reporting practices
Gender diversity and business outcome


       In Europe, of 89 publicly traded companies
            with a market capitalization of over
           150 million pounds, those with more
          women in senior management and on
          the board had, on average, more than
         10 percent higher return on equity than
       those companies with the least percentage
                  of women in leadership.

In Norway, Denmark and Finland a minimum representation of
   women on boards of (majority) state-owned companies had
            been mandated by law since many years
Research and studies: ‘Female Leadership and Firm Profitability’ by the
    Finnish Business and Policy Forum EVA35 demonstrated that firms led by
           women are more profitable (10-20%) than those led by men.
Corporate governance code: the recently (2008) updated code 36 includes the
    recommendation that ‘…both genders shall be represented on the board’.
                 The code is applicable to large listed companies.
 Quick governmental action: government has set the right example by putting
  forward a target of appointing at least 40% women on boards of state-owned
                         companies and achieving it quickly.
  Active role of the media: the Finnish media have actively published both
    positive stories of companies that made a difference and bad examples of
     companies with all-male boards. This has put pressure on companies to
            make the necessary changes and avoid negative publicity.


                The Finnish strategy, 4 components
Structures change


       Women and men, individually
  and collectively, challenge the routines,
 conventions, laws, family forms, kinship
structures and taken-for-granted behaviors
 that shape their lives – the accepted forms
  of power and how these are perpetuated.
Good to read!

http://bpw-international.org/images/WEP/2012/CEO_Quotes_What_Leaders_Are_Saying_June

 http://bpw-international.org/images/WEP/2012/WEPs%20Reporting%20Guidance.pdf


http://ec.europa.eu/justice/gender-equality/files/quota-

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Supporting women entrepreneurs

  • 1. Supporting Women Entrepreneurs 14.9.2012 Salthill Hotel Galway, Ireland Tuulikki Juusela, CEO WomCo Ltd, Past International President of BPW International
  • 2. Some historical remarks Beijing Platform for Action adopted by all 189 countries at the UN Fourth World Conference on Women in 1995 and the Millennium Declaration adopted by 189 countries in 2000, contribute to the overarching human rights framework 6.3. 2012 marked 2 years since the launch of the WEP
  • 3. Nordic countries By having a strategic focus on supporting working parents and dual income families, these countries have the smallest gender gaps in terms of economic empowerment and political participation (World Economic Forum) and boast some of the highest birth rates in Europe as well as some of the most stable economies.
  • 4. EMPOWERMENT Empowerment means that people - both women and men – can take control over their lives: set their own agendas, gain skills (or have their own skills and knowledge recognized), increase self-confidence, solve problems, and develop self-reliance. It is both a process and an outcome.
  • 5. Women’s Empowerment Principles in Brief 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.
  • 6. Why get businessworld involved Gender diversity helps business perform better signals that self interest and common interest can come together Through ”gender lens” business can survey and analyze current practices, benchmarks and reporting practices
  • 7. Gender diversity and business outcome In Europe, of 89 publicly traded companies with a market capitalization of over 150 million pounds, those with more women in senior management and on the board had, on average, more than 10 percent higher return on equity than those companies with the least percentage of women in leadership. In Norway, Denmark and Finland a minimum representation of women on boards of (majority) state-owned companies had been mandated by law since many years
  • 8. Research and studies: ‘Female Leadership and Firm Profitability’ by the Finnish Business and Policy Forum EVA35 demonstrated that firms led by women are more profitable (10-20%) than those led by men. Corporate governance code: the recently (2008) updated code 36 includes the recommendation that ‘…both genders shall be represented on the board’. The code is applicable to large listed companies. Quick governmental action: government has set the right example by putting forward a target of appointing at least 40% women on boards of state-owned companies and achieving it quickly. Active role of the media: the Finnish media have actively published both positive stories of companies that made a difference and bad examples of companies with all-male boards. This has put pressure on companies to make the necessary changes and avoid negative publicity. The Finnish strategy, 4 components
  • 9. Structures change Women and men, individually and collectively, challenge the routines, conventions, laws, family forms, kinship structures and taken-for-granted behaviors that shape their lives – the accepted forms of power and how these are perpetuated.
  • 10. Good to read! http://bpw-international.org/images/WEP/2012/CEO_Quotes_What_Leaders_Are_Saying_June http://bpw-international.org/images/WEP/2012/WEPs%20Reporting%20Guidance.pdf http://ec.europa.eu/justice/gender-equality/files/quota-

Notas del editor

  1. Listed above are the Women’s Empowerment Principles in brief… The seven Principles are designed to help the private sector focus on key elements for promoting gender equality in the workplace, marketplace and community.