BPW Latvija – Riga, 20th Anniversary

20 years passed

Future opportunities16.08.2013

Tuulikki Juusela, Past President of BPW International

We are the women!

In Latvia 23 women are in the parlamentThe current Speaker of the Saeima is Solvita Aboltina In cabinet is 5 female ministers or women who have

posts similar to that of a minister. Women have a higher level of education than men,

women earn less than men as an average

So True!

“We are smart, we are hard working and we know we are doing good work, but we still find all sorts of reasons

for questioning whether we deserve more than we already have. Women hope the world will figure out

how brilliant they are through their work, when in truth, it is their job to get the word out."

”Even the most talented woman has a thousandtimes more obstacles and difficulties in her path

than her male colleagues”- statement byMinna Canth from the 1880s

Some historical remarks

Beijing Platform for Action adopted by all189 countries at the UN Fourth

World Conference on Women in1995 and the Millennium Declaration

adopted by 189 countries in 2000,contribute to the overarching human

rights framework

Nordic countries

By having a strategic focus on supporting workingparents 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.

Nordic strategy - comprehensive school system

In 1921 universal compulsory education in Finland93 % of Finns graduate from high school

The difference between weakest and strongest students is the smallest in the world

43 % of high school students go to vocational school• The school system is 100% state funded

Finland has same amount of teachers as New York city! All teachers has to have a masters degree

Finland publishes more children's books than any other country

Over 50 per cent of the university students are female

Finland is one of the very best places in which a woman could live ?

The first in Europe to gain the franchise 1972 the Council for Equality to advise lawmakers on methods for realizing

full legal equality for women 1973 the Act and Decree on Children’s Day Care

1983 Legislation: both parents were to have equal rights for custody of their children, parental leave

1987 Legislation: forbidding any discrimination on the basis of sex and providing protection against it

1995 Legislation: gender-based discrimination on the labour market prohibited

1999 the principles of equality mainsteraming incorporated into the national employment programmes

The Finnish strategy, 4 components

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: in2008 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.

Women`s Empowerment Principles WEPGuidance on how to empower women in the workplace, marketplace and community, Collaboration

between

UNIFEM, part of UN Women and, the United Nations Global Compact

EmEmpowermentpoweerment

Empowerment means that people -both women and men – can take controlover their lives: set their own agendas,

gain skills (or have their own skillsand knowledge recognized), increaseself-confidence, solve problems, and

develop self-reliance. It is both a processand an outcome.

Structures change

Women and men, individuallyand 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.

Relations change

Women and men form newrelations with other social actors, form coalitionsand develop mutual support in order to negotiate,

be agents of change, alter structures and so realize rights, dignity and livelihood security

Gender diversity and business outcome

In Europe, of 89 publicly traded companieswith a market capitalization of over

150 million pounds, those with morewomen in senior management and onthe board had, on average, more than

10 percent higher return on equity thanthose companies with the least percentage

of women in leadership.

Why get businessworld involved

Gender diversity helps business performbetter signals that self interest and common

interest can come togetherThrough ”gender lens” business can survey

and analyze current practices, benchmarks and

reporting practices

Enterprise Development, Supply Chain and Marketing Practices

Expand business relationships with women-owned enterprises,including small businesses, and women entrepreneurs.

Support gender-sensitive solutions to credit and lendingbarriers.

Ask business partners and peers to respect the company’scommitment to advancing equality and inclusion.

Respect the dignity of women in all marketing and othercompany materials.

Ensure that company products, services and facilities are notused for human trafficking and/or labour or sexual exploitation.

SMEs in Europe

are the main engine of growth and employment and they harbour enormous potential for job creation.

There are 23 million SMEs in Europe, accounting formore than 75 million jobs and over 80% of employment in

certain sectors, such as textiles,construction and furniture.

Key points of advice

Quota legislation has proven to be the most effective tool to accelerate board diversity and reach meaningful levels of women’s representation on

companies’ boards. It should therefore be encouraged widely.

Data collection and benchmarking about the numbers of women on boards create transparency and make it possible to track progress and backlog.

Countries in which those data are not yet available are encouraged to take immediate action.

Best practices on corporate governance codes need to be shared, especially in countries where the debate has not started yet. Involvement of the private sector is crucial and can be the precursor to significant change

without legislation.

Women’s organizations need to (continue to) play an active role to support the debate on gender balance in corporate boards.

The Roadmap for Equality between Women and Men

Equal economic independence for women and menReconciliation of private and professional life

Equal representation in decision-makingEradication of all forms of gender-based violence

Elimination of gender stereotypesElimination of gender stereotypes in education, training and culture

Elimination of gender stereotypes in the labour marketElimination of gender stereotypes in the media

Promotion of gender equality in external and development policies

Building a diverse workforce

What is the representation of women at the bottom,middle, and top levels of your organization?

What is the gender mix of your senior leadership?What leadership roles do women occupy relative

to men?What is the gender mix in your slate for senior

roles?Is there a certain stage of career advancementthat women seem to be “getting stuck” and not

moving into leadership? Why?

Equality means business, Principles in practice

Establish high-level corporate leadershipfor gender equality.

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

Ensure the health, safety and well-beingof all women and men workers.

Promote education, training and professionaldevelopment for women.

Implement enterprise development, supply chainand marketing practices that empower women.Promote equality through community initiatives

and advocacy.Measure and publicly report on progress

to achieve gender equality.

CEO STATEMENTS

We, business leaders from across the globe, express support foradvancing equality between women and men to:

Bring the broadest pool of talent to our endeavours;Further our companies’ competitiveness;

Meet our corporate responsibility and sustainabilitycommitments;

Model behaviour within our companies that reflects the societywe would like for our employees, fellow citizens and families;

Encourage economic and social conditions that provideopportunities for women and men, girls and boys; and

Foster sustainable development in the countries in which weoperate.

Best Practice

”I am passionate about gender diversity issues and parentalchallenges. To me this is the change management project companies

(including ours) have to undertake with renewed energy.Why? First of all, because companies need to empower their

female personnel or run the risk of losing them. Second, becausewomen clients are more likely to be convinced of companies’

products and services when they are presented or delivered bya gender-mixed team.”

- Eric Dugelay, Partner, Deloitte France

Avon – best practise

“With more than six million independent Sales Representatives in 100 countries – largely women-- and women in 55% of

management positions, Avon is committed to leading on women’s issues. The company’s mission statement is to be the company for women. We are therefore very proud to be an initial signatory in support of the Women’s Economic Principles, which are critical to driving the rightful advancement of women around

the world.” - Andrea Jung, Chairman and CEO, Avon Products, Inc.

Future - feminine!

“The future belongs tothose of us, female ormale, who can adopt

and embrace the femininearchetype.”

John Hagel III,cofounder Deloitte Center

for the Edge, Deloitte United States

Womenomics

Refers to women as one of main engines of growth.

Many economists say that women are one of the three emerging forces

shaping the 21st century. The three “Ws”:

Weather, Women and the Web

To become successful Executive

Network-seize every opportunityBe visible-develop contacts and resources

Develop your skills- skills inventory, specialization, new skills

Have a plan- re-evaluate alsoKeep up with the times-trends in the economy and

in your industryGo online-power of Internet, access to knowledge

Do your homework-identify companies with policies for women

To become successful Executive

Learn the corporate culture -fundamentals,ask questions

Keep your eyes open-watch, listen, learn Attend to the home front-support, balancing work

and family Collect experience-even lateral moves

Get a mentor-female or maleBe personable- peers can influence a career

Keep your eyes on your goal-stay focused, admit to the mistake, move on

Networking is a prime component

In the future, information is powerThe larger your Network, the better your chance of

finding out exactly what you need to know

Knowing whom to call is almost as good as knowing!

Networkers can accumulate influence or power by control of information and, of course, by learning

“Generation Y”

will move not only among jobs, but also among careers through their working lives, reinventing themselves many times over;

for them, technology is not a tool but a part of what they are (as shown by their use of social networking and web 2.0 technologies);

they want challenges and development opportunities from work, but also choice and flexibility in order to accommodate their personal lives;

they value employers who demonstrate a responsible approach to society and to environment.

An empowered woman has

Notions of self-worth and dignity (individual).Bodily integrity; freedom from coercive forces over a woman’s

very body (individual and structure).Control and influence over household and public resources

(structure and relations).Experience with or appreciation of the value of collective

effort and solidarity among women (relations).

The Empowered Womanby Sonny Carroll

She moves through the worldwith a sense of confidence and grace.

Her once reckless spirit now tempered by wisdom. Quietly, yet firmly, she speaks her truth without doubt or  hesitation

and the life she leads is of her own creation.

She now understands what it means to live and let live. How much to ask for herself and how much to give.

She has a strong, yet generous heart

The one thing she never understood, she now knows to be true,

it all begins and ends with you.

Future - feminine!

“We must have the courageto look far into the future”

Helle Kannila, Finland

“The future belongs to those of us, female ormale, who can adopt and embrace the feminine

archetype.”John Hagel III, Deloitte United States

You Can Be Whatever You Want To Be

”There is inside you all of the potential to be whatever you want to be - all of the energy to do whatever you want to do. Imagine yourself as you would like to be, doing what you want to do, and each day, take one step towards your dream. And though at times it may seem too difficult to continue, hold on to your dream. One morning you will awake to find that you are the person you dreamed of - doing what you wanted to do - simply because you had the courage to believe in your potential and to hold on to your dream”

by Donna Levine