1. 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

2. 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

3. 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.

4. 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

5. 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.

8. Learning
from
Europe best
practices

12. Women matter!!! PEP trainers
meeting in Munich October 2013

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

18. 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.

19. My Roadmap
What can I do to change the situation on
GE in the company I work for ?

20. 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

21. 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?

22. Discuss with neighbours..
Each of you present the answer to the question 3.
3 minutes per each answer!
Share and learn!

23. 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

24. 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

25. OPEN (Our People in an Empowering
Network) strategic plan
Enhance our mobility policy
Continue diversifying our teams
Deepen our employees' commitment
Develop our talents

26. SG Strategic
priority: work
on openness
and solidarity
HR strategy:
OPEN
Gender
diversity
Action Plan

27. 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

28. 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

29. 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

30. 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

31. 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

32. 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?

33. Thank you! Welcome to Estonia!
Ester@positsioon.ee
leena.kivisild@gmail.com