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Agenda• Brief Introduction of PRME
Jonas Haertle, Head, PRME Secretariat
• Introduction to the Women’s Empowerment PrinciplesLauren Gula, Human Rights Adviser, UNGC
• Symantec’s approach to the WEPsCecily Joseph, Director, Corporate Responsibility, Legal and Public Affairs
• Gender and MBA Professor Elisabeth Kelan, Kings College
• Possible next steps for PRME: Working Group on gender issues and implications for MBA curriculum.
Jonas Haertle, Head, PRME Secretariat
21 January 2011
Principles for Responsible Management Education
• A UN-backed initiative to change the curriculum, research and learning methods of management education based on the values of the United Nations Global Compact
Business Case for PRME
• 2010 UN Global Compact – Accenture Study of over 750 Chief Executive Officers:– Sustainability and corporate responsibility
business-critical: 93% of respondents believe that sustainability issues are important or very important to the future success of their business.
– Recent crises have increased the business value of sustainability: 80% of CEOs believe that the economic downturn has raised the importance of sustainability as an issue for top management.
– Management education has a vital role to play in driving progress: 88% of CEOs surveyed believe that to reach a “tipping point” it is important that educational systems and business schools equip future leaders with the mindsets and skills needed to manage sustainability.
PRME’s Value Proposition
• Framework for business schools and academic institutions to position themselves as innovators and leaders in integrating sustainability and long-term value creation into management curricula and research.
• Giving participants access to a global learning community of like-minded academic leaders and faculty.
• Serving as a means to recognize an organization’s efforts to incorporate sustainability and corporate responsibility issues in teaching, research and internal systems.
Who Participates
• 340+ business schools and management-related academic institutions
• 28 of the Financial Times’ top 100 business schools
PRME Steering Committee
Activities
• Credibility through Reporting: Sharing Information on Progress every 18 months
• Growing number of activities:– Working Groups on
• Anti-corruption• Poverty as a Challenge in Business Education• Climate Change• Business and Peace• Sharing Information on Progress
– PRME Global Fora, conferences and workshops
Women’s Empowerment Principles
Equality Means Business
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.
Women’s Empowerment Principles in Brief
For more information, please contact:
• Laraine Mills, UNIFEM (part of UN Women): [email protected]
• Lauren Gula, UN Global Compact Office: [email protected]
Gender & Business
Cecily JosephDirector, Corporate Responsibility, Legal & Public Affairs
Corporate Responsibility Update 14
About Symantec
Corporate responsibility update 1
Confidence in a connected world
Fast Facts FY10 Revenues: $6 billion
World’s fourth-largest independent software company
More than 17,500 employees
Operations in more than 40 countries
Flagship products include Norton products and services
#353 on the 2008 Fortune 500
Corporate Responsibility Update 15
Leadership in corporate responsibility advances our stakeholders’ interests and strengthens our own competitive positioning. . . .
Our entire business centers around our responsibility to protect our customers and provide them with simple and secure access to their information. We invite you to learn more about the ways we define this responsibility and the progress we are making against our environmental, social, and governance goals.
“
” Enrique Salem,
President and CEO
Corporate Responsibility Update 16
Corporate Responsibility Update 17
Recent Milestones
Corporate responsibility update 3
The Prince of Wales’s Copenhagen
Communiqué on Climate Change
Shares our progress and continuing work to advance Symantec’s environmental, social, and governance performance. Online format allows for more direct dialogue with stakeholders.
Engagingstakeholders
Greeningoperations
Supporting climate-change
legislation
Adopting gender
principles
Communicatingprogress
2010 Corporate Responsibility Report
Corporate Responsibility Update 18
Symantec Gender Equality Highlights…
• Symantec signed the recently launched UNGC/UNIFEM Women’s Empowerment Principles
• Symantec funded the development of an online tool for businesses to asses gender equality
• Symantec participates in GRI gender working group to
Corporate responsibility update 5
• Gender training and education• Resource Group for female
employees (mentoring/leadership)
• Partner with non profits globally to promote gender equality
• Participate in thought leadership
Strategic Priorities
Recent Key Actions to Promote Gender Equality
Partnerships
Symantec invests in global programs to support women and girls:
• CARE• Room to Read• Global Fund for Women• Vital Voices
Our Published Gender Goals
• Establish development goals for 100% of top-performing technical women
• Increase understanding of ‘gender’ issues in the workforce and among customers
• Increase representation of women in leadership from 25 percent to 27 percent
Corporate Responsibility Update 19
Corporate Responsibility Update
Thank you!
Copyright © 2010 Symantec Corporation. All rights reserved. Symantec and the Symantec Logo are trademarks or registered trademarks of Symantec Corporation or its affiliates in the U.S. and other countries. Other names may be trademarks of their respective owners.
This document is provided for informational purposes only and is not intended as advertising. All warranties relating to the information in this document, either express or implied, are disclaimed to the maximum extent allowed by law. The information in this document is subject to change without notice.
Thank you!
Corporate Responsibility Update 20
Gender and the MBA
Dr Elisabeth Kelan, King’s College London
Gender and the MBA The top 10 MBA programs in the FT ranking
have an average female enrollment of 34% (Kelan, 2010)
This figure has not changed substantially in the last 10 years
Law and medical schools enroll around 50% women
Business schools have tried to recruit more women through scholarships, women-only courses and part-time options
The culture of the MBA program has to change to appeal more to women
Educating future manager (Kelan & Dunkley Jones, 2010)
•Most MBA programs have a compulsory module on ethics and CSR
Ethics
•Nothing comparable in relation to gender and diversity exists
Gender
•Should educated understanding the business benefits of diversity and how to manage diversity
Future Manage
rs
Gender and the MBA (Kelan & Dunkley Jones, 2010)
Ignoring gender – being
an individu
al
Experiencing
gender discrimination –
e.g. team work
Recommendations (Kelan & Dunkley Jones, 2010)
A more subtle approach of
weaving gender and
diversity into the
curriculum is needed
Stand-alone modules on diversity are
often met with
resistance
References Kelan, E.K. and Dunkley Jones, R. (2010)
‘Gender and the MBA’, Academy of Management Learning and Education, 9,1, 26-43
Kelan, E. (2010) Gender issues should be integral to MBA course, Financial Times, 9 July 2010
Open Discussion
During open discussion, click “Raise Hand” on the top left hand side of your screen. The moderator will then call on participants in the order in which they raised their hand.
• To add to this discussion please send comments, suggestions or questions to Ms. Lisle Ferreira at [email protected]
