JULY 2010_F01

Where WomenWant To Work2010

Companies explainkey opportunities

for women

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W H E R E W O M E N W A N T T O W O R K 2 0 1 0 | 3

FOREWORD ........................................................................................................................................................... PAGE 05

ACCENTURE ........................................................................................................................................................ PAGE 07

AFRICAN DEVELOPMENT BANK .............................................................................................................. PAGE 09

BAE SYSTEMS ........................................................................................................................................................ PAGE 11

CITI ............................................................................................................................................................................. PAGE 13

E.ON ........................................................................................................................................................................... PAGE 15

ENTERPRISE-RENT-A-CAR ........................................................................................................................... PAGE 17

EUROPEAN INVESTMENT BANK ............................................................................................................ PAGE 19

GENESIS HOUSING GROUP .......................................................................................................................... PAGE 21

THE MCGRAW-HILL COMPANIES ............................................................................................................. PAGE 23

NATIONAL GRID................................................................................................................................................. PAGE 25

NOMURA ................................................................................................................................................................ PAGE 27

NPOWER ................................................................................................................................................................. PAGE 29

PRUDENTIAL ........................................................................................................................................................ PAGE 31

TABLE OF CONTENTS


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FOREWORD

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Article headline to go here …

Company: xxxxxxxxxxxxxx Sector: xxxxxxxxxxxxxx Employees: xxxxxxxxxxxxxxx (as at July 2010) Locations: xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxValues: xxxxxxxxxxxxxxxxxxxxxxxxxxxxxx

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The role of women as equal partners for progress inglobal society is not a new phenomenon, and while

they must work under established male-dominatedenvironment, they have often, if not always left anindelible mark in the organizations and communitiesthey serve. Many organizations ranging from privatesector to the public sector, including internationalfinancial institutions, have good appreciation for theviable and valuable contributions that femalecounterparts bring to the organizational managementand development. However, one of the biggestimpediments to women as equal partners for progressis the limitation of access to opportunities.

The African Development Bank (the Bank) has declaredits unwavering commitment to cultivate and nurture aworkforce that is as diverse and inclusive as the clientsand stakeholders in its Regional Member and Non-Regional Member Countries. In 2008, the Banklaunched the Medium Term Strategy document, whichset the way forward for its strategic objectives between2008 and 2012; and paramount on its agenda, ismainstreaming gender into the Bank’s operations.

The Bank remains cognizant of the fact that thecontinued success of the institution and the RegionalMember Countries necessitates the sustainedrecruitment and inclusion of qualified women as equalpartners and contributors to progress and development.

To nurture and cultivate a gender ethos withinorganizations, traditional norms that depriveprogressive partnerships must be reviewed andmodified with a view to give access to those who mustsucceed the pioneers of change - it would be counter-intuitive if such progress is not sustainable.

In advancing its commitments to be the premierpreferred partner in Africa’s development and theemployer of choice with a well-equipped, knowledge-based, diverse and inclusive workforce, the President,Dr. Donald Kaberuka recently made internalappointments of three female staff members to seniorlevel positions, increasing the representation of femaleprofessionals in Senior Management.

Responding to the announcement, the appointees said:

“These appointments have set a precedence not onlyfor the Bank as an institution, but also send a

positive message to regional member countries toroutinely give full consideration to capacity building

and gender equity.” (Gemina Archer Davies, DirectorHuman Resources Management Department)

“The recent appointments of my colleagues and meto such key strategic management positions, not

because we are women, but because we arequalified, is another proof of a truly changed AfricanDevelopment Bank. The president has established a

legacy of appointing high-performing women tosenior management positions…”

(Cecilia Akintomide, Secretary General)

“I see great opportunities for the AfDB to ramp up itssupport to its regional member countries in the areasof sustainable development and energy access. I amexcited and eager to work with internal and external

partners...” (Hèla Cheikhrouhou, Director, Energy,Environment and Climate Change Department)

While this is a milestone achievement, it is important toadd that President Kaberuka has been a champion forgender equity in Senior Management. Breaking theproverbial glass ceiling requires concerted genderefforts. The three appointees mentioned herein havedemonstrated the capacity and capability tocontinuously deliver quality service to clients andstakeholders of the Bank.

In 2006, only 9% females occupied managerialposition in the Bank; the number increased to 21% bythe end of 2009. The female representation inprofessional level has increased from 24% in 2006 to28% in 2009. Although there is still a huge disparitybetween males (73.2%) and females (26.8%) inManagement and Professional level categories ingeneral, the Bank believes that its vigorous recruitmentand inclusion practice will help reduce the gap in thenear future.

AfDB

A f r i c a n D e v e l o p m e n t B a n k

Women as Equal Partners for Progress


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Sector: Finance Employees: 2,050 (as at July 2010) Locations: TunisiaValues: Excellence, Team spirit, Integrity, Professionalism, TransparencyExcellence, Team spirit, Integrity, Professionalism, TransparencyExcellence, T

Do you have a passion for development?Attractive career opportunities across AfricaThe African Development Bank Group is a leading development finance institution on the continent and the preeminent voice for African development issues. With the primary aim of raising living standards and reducing poverty, we provide grants, loans, equity investments, and high quality financial and technical expertise to sovereign and non-sovereign entities.

As a regional multilateral finance institution, the Bank has its permanent headquarters in Abidjan, Côte d’Ivoire. It is currently operating out of its temporary site in Tunis, Tunisia. In addition, the Bank has 26 Field Offices across Africa.

The projects we manage are as varied as Africa itself ranging from large-scale infrastructure initiatives over micro-credit projects to social improvements and poverty reduction.

We are a fast growing organization with ambitious goals for the continent, which means we provide an exciting environment to develop your career and to bring your skills and experience to the forefront

We are therefore seeking highly skilled, ambitious and dynamic professionals with various levels of expertise in:

Development Economics Legal Service Private Sector Development InfrastructureAudit & Forensic Investigation StatisticsHuman Resources Governance Information Technology Sustainable DevelopmentOperation Evaluation Climate Change Finance & Risk Management Regional IntegrationAgriculture and Agro Industry Human Development

Please visit our website, www.afdb.org/jobs, for specific job descriptions and instructions on applying for positions. Our career platform is frequently updated with new positions.

What we are looking for: Highly qualified professionals with at least a Master’s degree or equivalent, a certain number of years of relevant working experience, and a good mastery of English and/or French.

What we offer: An exciting multicultural and professionally challenging environment, and a very competitive remuneration package including a wide range of attractive benefits.

Female candidates are strongly encouraged to apply.

Working for the African development is about making a tangible difference to the lives of millions of people.

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BAE Systems’ commitment to developing a diverse and inclusive working environment is driven from the very top of the Company. This includes implementing a series of initiatives designed to encourage more women into engineering and providing support and opportunities for development throughout their careers.

Britain’s largest manufacturer and a major employer of apprentices and engineering graduates in the country, BAE Systems has more than 106,000 employees spread across the globe and offers both professional and personal development to its employees, working on some of the most technologically advanced defence, security and aerospace programmes in the world.

BAE Systems has been one of the success stories of the global defence sector, rising to become the second largest company in the sector. It is a success on which BAE Systems wants to build and the company has recognised that diverse and inclusive working environments are an important element in doing so.

Based predominantly in seven ‘home markets’ (Australia, India, Saudi Arabia, South Africa, Sweden, the UK and the US) and with customers in more than 100 other countries, the company is committed to recruiting, training and developing employees with a variety of backgrounds, experiences and perspectives. That is why senior managers have clear performance objectives to promote diversity and inclusion.

In the UK, where less than 2% of engineering apprentices and 13% of engineering graduates are female BAE Systems, the country’s largest employer of skilled engineers, has established a range of initiatives to create a company where women not only want to work, but also where they are provided with the necessary support, guidance and opportunities to be successful.

As a result the company has routinely seen its female employees recognised by external groups. In 2008 Rosalind Murray won the CBI’s First Woman for Manufacturing, in 2009 her colleague Helen Barratt also received this prestigious award. Earlier this year two female apprentices, Philippa Wilson beat 1300 applicants to win ‘Advanced Apprentice of the Year’, Danielle Wilson, from the company’s submarine manufacturing arm, was commended in the same category, adding to her 2009 UK Electrical Apprentice of the Year award.

While seeing its employees recognised by external organisations is a proud achievement for BAE Systems, the company is also committed to raising the number of young people studying science, technology, engineering and maths. Its education road show is aimed at 9 -12 year olds to demonstrate the excitement and achievement of a career in engineering. Since 2009 this road show, which visits more than 200 schools each year, has been

working with the Royal Air Force and has placed considerable emphasis on encouraging more girls to consider engineering as a career choice.

The efforts to attract larger numbers of female employees through the doors of BAE Systems are continued through various schemes designed to provide support throughout their career. These include a virtual network of female employees, drawn from across the globe, to share experiences and provide guidance to other employees. This global network is replicated within the company’s different businesses and, in the UK, made a valuable contribution to the National Skills Forum’s report of ‘Closing the Gender Skills Gap’. In addition at its aircraft manufacturing arm the company has also established a programme to support female employees returning from maternity leave and help them re-integrate into the workplace while managing their work/life balance effectively.

A recent study in the UK part of the business produced a series of findings designed to support the progression of female employees into the most senior roles in the Company. Areas of focus included better structured career plans, providing clear role models and mentors, ensuring an appropriate balance between work and home and providing more flexibility to employees. These are forming the basis for a series of initiatives and programmes focused on attracting, supporting and retaining female employees across the company’s UK operations.

Having the right employees, with the right skills, to help its business continue to prosper is a key element in BAE Systems’ drive for greater workforce diversity. Encouraging increased gender diversity has seen larger numbers of female employees in the senior levels of the company, notably on the Executive Committee and the recent appointment of Linda Hudson to lead the US side of the company.

Establishing a global business means the company is keen to build on this by reflecting the diversity of the countries in which it does business and to ensuring that this diversity continues at all levels of the organisation. This is why Britain’s largest manufacturer is challenging the stereotypes of engineering to attract, develop and reward more and more female employees.

Challenging Stereotypes – how Britain’s largest manufacturer is embracing diversity

Company: BAE SYSTEMS Sector: Manufacturing & DefenceEmployees: 97,200 (as at July 2010)Locations: UK (Farnborough, London, numerous locations), Australia, India, Saudi Arabia, South Africa, Sweden, United StatesValues: Trusted, Innovative & Bold

... efforts to attract larger numbers of female employees through the doors of BAE Systems are continued through various schemes

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Dreams. Realities.

DREAMSNEVER SLEEP.

Maybe you dream of owning a home. >>> Of opening

a business. Or taking it global. >>> Of retiring. Or

choosing not to. >>> Of enriching your life. Or the lives

of others. >>> Your dreams are always there. Always

beckoning. Which is why we’re always wide-awake.

Working tirelessly, around the world and around the

clock. Providing funding and financing, investments

and advice. >>> So you can settle into that new

home. Or give your daughter a credit card when she

leaves for college. So you can call yourself CEO.

Or say konichiwa to new markets. konichiwa to new markets. konichiwa >>> Every minute of

every day, we’re striving to find new and innovative

solutions. To simplify life’s complexities. And to turn

dreams into realities. citi.com/neversleeps


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Citi continues to strive to attract talent from a global talent pool. Some of the most seasoned and experienced individuals in the industry have joined Citi’s leadership ranks.

Citi sees diversity as a source of strength. They have made it a priority to foster a culture where the best people want to work, where people are promoted on their merits, where they value and demand respect for others and where opportunities to develop are widely available to all - regardless of differences.

Employer of choiceCiti recognises diversity as one of their competitive advantages. In a global marketplace, it is imperative that an organisation provide a wide range of ideas and solutions to its clients. A diverse workforce understands clients better and is more creative and innovative on their behalf. In turn, this can mean greater market share and greater returns for shareholders. To seize this competitive advantage Citi fosters a workforce with different backgrounds, perspectives and ideas, and provide employees with a wide range of experiences and skills to develop to their full potential.

Citi serves clients from every walk of life, every background and every origin. Their goal is to have our workforce reflect this same diversity at all levels and our employee population be similar in composition to that in our local operating communities. Their strategy is designed around four pillars: • Management Accountability: managementmanagementma is accountable for ensuring diversitydiversitydi

plans are in place in their respective businesses and for measuring progress against these plans.

• Attracting Talent:Talent:Ta Citi recruits through partnershipspartnershipspa with diversediversedi organisationsorganisationsorand by ensuring diverse candidates are included on candidate slates for new opportunities.

• Workforce Development:Development:De Citi’s developmentdevelopmentde and mentoring programs serve toensure all individuals have an opportunity to grow and exel.

• Work Environment: Citi strivesstrivesst to create an inclusive work environmentenvironmenten whereall our employees are treated with respect.

Citi’s Diversity Operating Council, composed of senior diversity and human resources leaders from core businesses and regions, provides support and accountability.

Citi’s senior business managers develop diversity plans and are held accountable for progress against those plans. Annually Citi reports progress against our goals to the full Board of Directors.

Citi recruits entry level employees from diverse backgrounds and strive to present a diverse pool of highly qualified candidates for management and professional opportunities. They build relationships with partners who help them identify and recruit top talent. These partners include non-profit organisations and the career placement offices at select graduate and undergraduate schools. Citi also attends various conferences and recruiting fairs sponsored by associations representing diverse populations.

Citi’s Code of Conduct prohibits discrimination and harassment. To foster a culture of acceptance and respect throughout Citi, they offer training to employees on topics such as “Championing Diversity,” “Valuing Diversity and Inclusion at Citi” and “Leadership Through the Lens of Diversity.”

Citi encourages employees to become involved as mentors and senior managers are encouraged to mentor employees and to seek out women and minority mentees.

Employee networks Citi networks are employee-initiated and -led groups, organised based on affinity and are open to all employees. These groups offer opportunities for networking, mentoring, coaching and community involvement. A key tenet - consistent with Citi’s diversity strategy - is that they cross-network and are inclusive of others. One program that several networks are jointly sponsoring on an on going basis is “Learn the Business,” a series of presentations to educate members about Citi’s products, functions and operations and help them understand career development options.

Women4CITICiti has several ongoing initiatives to support women’s professional development. Until 2006 most of these efforts were conducted on a regional basis through women’s councils and networks. In March 2006, leaders from 20 women’s councils and four women’s employee networks came together to launch “The Citi Women’s Initiative.” The meeting was designed to leverage existing diversity councils and networks to share best practices, create champions and role models and build a pipeline of talented women for senior management.

In 2008 CEO Vikram Pandit appointed Citi’s Chief Marketing Officer (and Chairman and CEO, Women & Co.) and Citi’s Chief Innovation Officer (both women) as co-heads of the Global Women’s Initiative. Together they have convened a group of senior women to meet regularly and find ways to highlight Citi’s external efforts related to women’s advancement.

Leadership development has been a priority of the women’s initiative, and in 2008 The Citi Women’s Leadership Development Program was designed and created in conjunction with the UCLA Anderson School of Management. The program combines lectures, discussions, small group work and personal assignments. Participants learn the “how to” of demonstrating executive readiness, becoming champions and role models for the organisation and growing professional networks. The program is offered twice a year and includes a maximum of 35 high performing talented women from all businesses and all geographies.

In 2009 the Global Women’s Initiative was renamed Women4Citi and expanded to include the Women Leading Citi program. The pilot program launched at the end of 2009 is designed for high performing female participants who have the potential to assume significant leadership positions at Citi. It is designed to promote and accelerate advancement through opportunities which broaden and enhance leadership skills by supporting individual development and identifying networking opportunities. A participant has the support of her manager, a talent professional and a senior manager advocate.

Citi also provides leadership training for emerging female talent. An example is Coaching for Success, a long standing development program targeted for mid-level women. The program is delivered through a series of workshops and engages senior management as coaches. One of its goals is to improve retention and increase promotion and opportunities for internal mobility among participants.

Women’s organisations, both Councils that exist in all geographies and Networks operating in Canada, The Republic of Ireland, the UK and the U.S support the formal and informal programs and initiatives and provide additional development and mentoring programs and offer networking opportunities.


Company: CITI Sector: Finance Employees: To be calcuated xxxxxxx xxxxxx xx (as at July 2010) Locations: UK,Africa, Asia Pacific, Central America / Caribbean, Europe,

Middle East, North America, South AmericaValues: Productivity, Meritocracy, Partnership/collaboration, Integrity

Citi fosters a workforce with different backgrounds, perspectives and ideas

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Sector: Energy Employees: 17,000 (as at July 2010) Locations: UK (many locations across UK ); EuropeValues: Integrity, Openness, Trust & mutual respect, Courage, Social responsibility

E. ON is a great place for women to work because there is lots of opportunities, you can manage your work/life balance and have the added advantage of great benefits for you and your family.

We are part of E.ON; the world’s largest investor-owned power and gas company, which has its headquarters in Germany and we’re working to help energy more reliable, affordable and cleaner for our customers.

We generate, distribute and sell power, gas and Home Energy Services to around 8 million electricity and gas customer accounts.

E.ON recognises that enabling colleagues to be themselves at work helps to attract, retain, keep them engaged and helps them succeed. E.ON recognises that to succeed and to help tackle the energy issues of the future they need to have a diverse workforce and one that represents the communities in which they operate. That’s why they have developed a huge range of benefits to support their colleagues in addition to having a culture of flexibility, support, embracing differences and promoting change. Here are just a few things that they’re doing to attract women to work for E.ON and to support them once they join.

Attracting female talent to engineering apprenticeshipsAs part of meeting the energy challenges of tomorrow E.ON has a recruiting campaign for apprentices. The campaign was focussed on attracting trainee, technically able individuals into technical engineering careers and to specifically increase the ratio of female engineers.

The campaign materials focussed on school leavers, A-level students, first jobbers and parents however to reach new audiences, E.ON advertised on a network of websites for females. These included ASOS, Female First etc and ran a Facebook advertising campaign specifically targeting females. E.ON also organised ‘just for girls’ open days at a power station, including talks from successful female engineers, practical activities and a tour of the site.

wheretowork.com, radio adverts and national press advert in Glamour magazine generated an overwhelming response for E.ON and to support this they also reviewed entire selection process to ensure its was fair for all candidates. Providing diversity training to all assessors, run by HR and supported by the UK Resource Centre for Women in Engineering, is one just one of the significant changes made and helped increase female applications by 45% and 7 girls have joined E.ON’s apprenticeship scheme this year.

Rewarding workBenefits, such as a minimum of 25 days’ holiday with the option to buy or sell additional days, English Heritage discounts and a 24-hour employee helpline are open to everyone. Benefits that support parents at work include childcare vouchers, family travel insurance health cover or

other insurances too. Retail vouchers are also available at lots of stores including major supermarkets and Mothercare.

E.ON also has a new parenting community, which is designed to offer a support network of other parents across the business. Parents share hints and tips, offer ideas for summer holiday activities and discuss the challenges of balancing all of their activities.

Positive experiencesCheryl has worked for E.ON for twenty years and has a positive story to tell about how she feels the company provides for its female colleagues.

“I’m lucky enough to have a part time, term time contract, which is great as it means I don’t need to worry about childcare during the school holidays and all the money I save comes in useful. Having said that, the childcare vouchers I purchase through E.ON save me tax and national insurance too.

E.ON also has a great range of benefits. You can choose to join a gym at discounted rates to get you back in shape after childbirth. As a family, we love the outdoors too, well, when it’s warm! We go camping and the kids love it when we take our bikes, which you can get 15% off if you get them from Halfords. We also get free entry to all the English Heritage sites in the UK.

One of the things I’ve most enjoyed is the training that E.ON gave me with experts on how to read with children. I read to my children all the time, but was amazed how much I learnt and how to get them to interact with me and the story. E.ON paid for my CRB and I have since volunteered to help the children in my local school with reading.

Every colleague is also entitled to a free health assessment. I had mine last month when the health advisor measured and weighed me and gave me some really good advice. He tested everything from my hydration levels, to cholesterol, blood pressure and posture. It was really thorough and I have made changes to my lifestyle since. Promise!

Overall, I feel really supported and looked after as an individual and I’m sure other women at E.ON do too.”

To see E.ON’s current vacancies and find out how your energy could shape the future please visit www.eon-uk.com/careers

Where talent wants to work

E.ON recognises that enabling employees to be themselves at work helps to attract, retain and see them succeed

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OX Company: Enterprise Rent-A-Car

Sector: Transport & LogisticsEmployees: 3000 (UK); 66,000 globally (as at July 2010)Locations: UK (East England, East Midlands, Ireland, London, North East, North West, Northern Ireland, Scotland, South East,

South West, Yorkshire & The Humber, Wales); Canada; Germany; United StatesValues: Brand; Honesty; Service; Fun; Hard work; Listening; Community; Inclusion

Enterprise Rent-A-Car’s focus on recruiting, retaining and developing top female talent is an integral part of their business success story. Their overall aim of reflecting the communities in which they operate drives their ambition to succeed in this field. It’s also led to a greater understanding of the challenges women face in business today and helped forge a unique approach to female retention and development.

As the world’s largest car rental firm, their philosophy is simple - to help ambitious, motivated females become successful business leaders. But to do this, they understand the importance of being truly flexible and committed to providing a supportive work environment that adapts to both career and personal choices.

With a clearly communicated and transparent promotion process, every employee has an equal opportunity to succeed, but within this female development is a critical component. Offering a range of benefits including maternity and adoption phase-back periods and alternative working arrangements helps female employees feel supported in the lifestyle choices they make, comfortable in the knowledge that it won’t impact their career opportunities.

In addition to the company’s attractive maternity package, the maternity phase-back programme enables women to gradually return to their original work schedule whilst receiving full salary. This popular initiative helps female employees assimilate back into the culture of work whilst balancing the needs of a new family.

Female advancement into senior management is also a top priority. Enterprise’s Women’s Committee provides a focus for all on the challenges females face at work and addresses how to effectively support women in leadership and those aspiring to senior management roles. Enterprise also provides a female mentoring scheme, where mentee’s select their mentor based on profiles that detail career history, work style and personality. The scheme provides opportunities to network with females in senior management and offers informal guidance and advice. They also encourage female employees to participate in the Coaching Squared programme – an initiative aimed at helping women overcome the barriers to career development by bringing together female managers from different organisations to meet and offer confidential coaching.

But opportunities for female development are futile without a focus on retention. Enterprise closely monitors this, together with promotion figures,

to ensure initiatives are effective. They have successfully increased the percentage of females in management year on year most recently increasing by 1.0% since July 2009. Since we first entered Where Women Want to Work in 2006, there have been over 36 female promotions to senior management positions. This equates to a 13% uplift in female senior managers who now account for almost 30% of all senior management positions.

Externally, Enterprise’s gender diversity initiatives are often noted as best practice. Last year, they benchmarked with UK women’s advocacy group Opportunity Now and were awarded Gold Standard for their progressive approach to female development. They were also profiled as a ‘Great Place for Females to Work’ by Glamour Magazine. More recently, the company earned the Graduate Development Network’s training award for their comprehensive training and development programmes.

Enterprise aims to encourage females to realise their full potential and personal ambition, without concerns of glass ceiling restrictions. The female success stories at Enterprise demonstrate the supportive culture for female development: Here’s what some of the employees have to say:

Sian Furreedan – Senior HR Manager‘I’ve just completed my Masters in HR and Enterprise has been extremely supportive, providing both financial support and time off to study. When I started my career with Enterprise, I was fresh out of University. Now I’m married with children and running an HR department - Enterprise has been there every step of the way helping me to achieve both my career and personal goals.’

Diane Lynch - Managing Director, Scotland/Northern Ireland‘I’ve moved rapidly through our management ranks since joining in 1996. For women in business, it’s imperative to know that you can have it all. Enterprise has allowed me to pursue my dreams of having a successful career and being a mother. Being included in Management Today’s ‘Top 35 Women Under 35’ list was a huge honour - it’s been great to be recognised both internally and externally for my accomplishments.’

Breaking down the boundaries of female progression

The world’s largest car rental firm, their philosophy is simple - to help ambitious, motivated females become successful business leaders.

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OX Company: xxxxxxxxxxxxxx

Sector: xxxxxxxxxxxxxx Employees: xxxxxxxxxxxxxxx (as at July 2010) Locations: xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxValues: xxxxxxxxxxxxxxxxxxxxxxxxxxxxxx

EIB cideria eum, comnimi ligenes velit, quiatur serum voluptatur aperiae odis aut minimus, que aut everum enist, qui cor magnihi lluptation pore liquia con etur molum, sus.










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OX Company: Genesis Housing Group

Sector: xxxxxx,xxxxxxxxxxx xxxxxxEmployees: 1,700 (UK) (as at July 2010)Locations: UK (London, South East)Values: Customer focus; Respect; Partnership; Efficiency; Being a good employer

Elaine joined Genesis Housing Group as a trainee Housing Officer in 1990 and now as a Deputy Director, she is one of the most senior women in the organisation.

“When I joined the group in 1990 I only planned to stay a couple of years and then go travelling, but nearly 20 years later I am still here and have been privileged to have had a wonderful career.

I have been able to take advantage of the excellent training and development opportunities and the flexible working polices, particularly on return from maternity leave. I am very proud to have worked for Genesis Housing Group and hopefully I’ve played a part in placing them at the forefront of temporary housing in the UK. I’m now looking forward to the next 20 years here!”

Elaine Sanders, Deputy Director

Genesis continues to value the contribution that women make to its business success and this year has launched a ‘Women into Senior Management’ learning programme. This is a series of learning seminars designed to increase the skills and confidence of women working at junior levels to develop their careers. These initiatives are supported by a clear organisational policy on work life balance which aims to support women (and men) to contribute their best and achieve their potential while maintaining important commitments outside the workplace.

The programme is championed by Allison Sofekun, Director of Corporate Services and supported by the Chief Executive, Neil Hadden who is committed to tackling the current imbalance of equality of opportunity. Neil says “I fully support and welcome these initiatives. I particularly want to see senior management reflecting our diverse workforce and customers and these programmes are a great step towards achieving this.”

Diversity in actionGenesis has an active commitment to diversity in the workplace, believing that diversity in its staff brings with it innovation resulting in better services to its customers and a more productive and supportive environment for its staff. It has in place a number of initiatives.

Genesis supports a work-life balance approach recognising its importance to women who want a career but also have commitments and interests outside the workplace. There is a flexible working policy in place, which includes benefits such as compressed hours and part-time working.

Genesis the businessGenesis Housing Group is a registered provider of housing. It combines a commercial approach to the business of providing housing, with a distinct social ethos. Through its subsidiary organisations, PCHA, Pathmeads, Springboard and Genesis Community, Genesis has created a single housing group that is delivering a comprehensive range of housing services and solutions.

Careers at GenesisCareer opportunities at Genesis cover a whole range of jobs from being a housing manager, working closely with our customers delivering social housing services to providing essential maintenance services. Genesis employs a wide range of professionals working not just in supported, temporary and social housing, but also in development and sales of new homes, IT, finance, legal, HR, facilities and other business services.

Aimed at supporting career progression within the Group, qualification sponsorship enables Genesis employees to apply for up to 90% of the costs of tuition, plus study leave to enable them to follow an approved course, leading to a professional qualification directly related to their work. Genesis is proud to have supported a number of women to have gained professional qualifications; it has also put in place a mentoring scheme to support women in their career and personal development.

Samantha Male, Business Manager, has been with Genesis Housing Group for nearly 12 years. Samantha has had a number of informal mentors during her time with Genesis and has found them invaluable with both her career and personal development. After starting an MBA she felt she needed a mentor who could support her through her studies and career development, so was partnered up with a member of the Genesis Executive Team who had been through the same experience of working full time and completing an MBA. Having benefitted so greatly from mentoring and the advice of those who she has followed, she feels that she has an obligation to carry that forward and support other staff. Samantha is also a mentor and has two mentees across the Group.

Samantha would definitely recommend mentoring to other women in the organisation. She says “I now feel like I have someone I can confide in where it would be unprofessional or uncomfortable to talk about my experiences to anyone else. I also feel a level of security and that there are others out there who understand what I am going through and what challenges lie ahead. I’m also inspired and encouraged that my mentor herself is a successful woman.”

Women working for Genesis Housing Group

Genesis supports a work-life balance approach recognising its importance to women who want a career but also have commitments and interests outside the workplace

Staff benefits includeInterest-free season ticket loanAnnual leave entitlement Life assurance cover AXA stakeholder pension plan Childcare vouchers Cycle to work scheme SimplyHealth cash plan Care First advice line

Professional subscription Special contribution awards Enhanced maternity and adoption pay Enhanced paternity pay Enhanced time off for dependants Flexible working Car allowances Additional leave for good attendance Training and development

At The McGraw-Hill Companies, we understand an inclusive environment is essential to the information and insight we provide that helps individuals, markets and societies around the globe perform to their potential.

And as the world becomes more diverse, so too does McGraw-Hill. When diverse perspectives are explored, minds are opened, opportunity is created and success follows.

To learn more about careers at The McGraw-Hill Companies, please visit our website at: www.mcgraw-hill.com/careers

We are an equal opportunity employer.

We’re ready to cultivate the careers of those who join us – today

> Global Leader > Inclusion Specialist > Career Architect > Educational Groundbreaker > Technological Innovator > Insightful Advisor


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OX Company: The McGraw-Hill Companies

Sector: Education, Media & Financial ServicesEmployees: 1,836 (UK) (as at July 2010)Locations: UK (Guildford, London, Maidenhead, Oxford); Asia Pacific;Canada;

Europe, Latin America; Middle East & Africa; US Values: Objectivity; Integrity; Candor; Diversity

How do you compete with the world’s top multinational firms for highly talented, multi-skilled women? It’s not easy. The competitors are voracious, while money is often no object. The financial crisis helped level the playing field briefly, but mega-bonuses and ‘golden hellos’ are returning, and the talent war for top performers is back.

Yet the McGraw-Hill Companies – a group of financial and business information providers that includes credit rating, index and research giant Standard & Poor’s, definitive commodities source Platt’s, leading global education provider McGraw-Hill Education and top market researcher J.D. Power & Associates - are more than holding their own. Around the world they regularly compete with the multinationals for talent.

How? Not by simply competing on salary, but instead by offering a far broader package of benefits and support. Moreover, McGraw-Hill’s culture provides what its rivals’ seemingly cannot – or will not – to actively encourage women to take advantage of all that the group offers.

Work/life balance? Check. McGraw-Hill provides concrete measures like flexible working hours and remote working, not just lip service or a vague acknowledgement that life doesn’t end when you leave the office. Networking? Check. A high-profile, Europe-wide scheme of regular events. Mentoring? Check. An originally women-only programme in Europe, so popular it has been broadened to incorporate male participants this year.

Training and development? Check. Support for personal and professional growth is a key component in McGraw-Hill’s strong appeal to women. The group contributes to the fees for many professional qualifications (such as the CFA, CIMA and IMC) as part of providing an ‘ongoing learning environment’, in addition to providing an industry recognised formal credit ratings accreditation.

“I was delighted when MGH allowed me to work flexibly to pursue an MSc in Economics. This has allowed me to develop, whilst giving back to the company,”says Kathleen Gamper, Associate Director, Ratings.

No surprise, then, that recruitment consultants relish assignments for McGraw-Hill. “The ‘sale’ of McGraw-Hill to potential employees is easier for us as recruiters as we know the company places significant importance on the well-being of all staff members,” says a London recruiter who has been placing women into the group for over 10 years.

Take childcare. Under the ‘MyFamilyCare’ initiative, every McGraw-Hill employee now has free access to back-up nannies and nurseries throughout

the UK – at as little as two hours’ notice. The group continually reviews the offering to ensure that it stays relevant.

Or consider networking. After a highly positive experience during its women-only phase, McGraw-Hill’s in-house networking scheme WINS (Women’s Initiative for Networking and Success) is now welcoming men too. WINS events address skills like communication and conflict resolution, as well as bringing in external speakers (such as the explorer Rona Cant) and giving insight into other group companies.

Collaboration with professional women’s networks, such as a joint session with the City Women’s Network on ‘Motivation and Personal Growth’, has contributed to WINS’ continuing success. So too has adopting a roundtable format that includes senior female staff bringing their experiences within the company to life.

WINS also ensures that all presentations are recorded to enable women in other offices to access the material online. This arrangement is typical of the group’s commitment to increase its outreach via digital technology.

McGraw-Hill also provides many mentors in the group’s fast-growing UK and European mentoring programme. Former mentees have since gone on to become mentors to others.

Diversity is high on the list for McGraw-Hill - women in leadership being a particular focus. Evidence for this comes in the form of Kerry Outlaw, who left her consulting business to join S&P Fund Research in 2009. She heads up the group regionally, devising the strategy and reshaping the business to suit today’s commercial market.

“My personal philosophy is that all things are possible and that inspired people create successful organisations. That is certainly my experience at McGraw-Hill – I am continually inspired by the people around me,” she says.

The McGraw-Hill Companies are more than holding their own in the battle for top talent, thanks to a culture that actively encourages women to maximise personal and professional growth by drawing on its broad package of benefits and support.

Ahead of the pack

Diversity is high on the list for McGraw-Hill - women in leadership being a particular focus

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Thinking DifferenTlyabouT your fuTure?

EngineerEngineer

Edwina,RWE npower Graduate








npower.com/brighterfutures

“It’s not about finding a job, it’s about finding a career”

This is the view of RWE npower engineering graduate Edwina Vernon. This is the view of RWE npower engineering graduate Edwina Vernon.

To find out more about how ‘brighter futures’ at RWE npower could To find out more about how ‘brighter futures’ at RWE npower could influence your future please visit:


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OX Company: RWE npower

Sector: EnergyEmployees: c12,000 (UK) (as at July 2010)Locations: UK (Midlands, North East, Swindon, Yorkshire, Wales); Germany Values: Customer focus; performance; forward thinking; trust; reliability; diversity & Inclusion

RWE npower, a major integrated UK energy company, take a lead when it comes to promoting opportunities for women in an industry traditionally seen to be male dominated.

Nick Smith, Head of Diversity and Inclusion, champions an inclusive attitude which includes promoting their industry to young people at all stages of education. Nick comments that “although historically men have dominated energy businesses a small but growing number of talented women are joining on merit and making their mark. We have several women in our top tiers and those looking to join can rest assured that providing they display ability there is nothing to prevent them reaching senior levels.”

RWE npower feel that there is no single solution to recruiting more women into the Energy Industry. They believe a strong set of Diversity and Inclusion principles endorsed at Chief Executive and Board level, allied to the provision of genuine opportunities and energetic promotion of such a culture, attracts women to want to join. Emma Wilson, a member of RWE npower’s Women’s Network Steering Committee confirms “we have seen several women join in recent years and become part of our network. There is no doubt that opportunity is provided to forge a career. Our network provides chance to meet and discuss matters relevant to us so, for example, we helped improve the fit of protective clothing worn on site which benefited not only our women but also several men as well! People from all backgrounds are valued and the company has a great attitude towards diversity.”

Flexibility and a sense of community and corporate responsibility are all strands upon which the company base campaigns. However they recognise the need to work to promote themselves and the energy industry in general to females from an early age, so that in time more women will be attracted into engineering and related careers. The RWE npower “brighter futures” programme therefore aims to inspire young people from their first day at school to their first day at work. It involves a range of activities designed to excite youngsters about STEM subjects and bring to life the world of work, including power station tours and npower enthuse days at schools.

RWE npower believe that in time these initiatives will lead to more women choosing to study engineering and STEM at university but, for the moment, they continue to work to promote the message that they are a truly inclusive organisation.

RWE npower have effective partnerships with a range of Education Business Partnership Organisations including the Institute for Education Business Excellence. They support teachers to deliver lessons that relate to the typical workplace at organisations like npower, in turn asking them to promote the fact that today women can thrive in such environments. This has paid off as Nick Smith points out, “in common with many engineering led companies we need to attract talented engineers from all backgrounds so it is gratifying that we have seen an increase in women graduates applying. Several have been appointed and this provides evidence that our message is getting through.”

A unique feature of RWE npower’s attraction is their annual ‘energy challenge’, a UK wide inter-university competition where teams from leading universities look at how power companies might respond to climate change. With the final at Wembley Stadium this has become a highlight for engineering departments. Bob Athwal, Head of Graduate Recruitment, confirms that “it has been a great success and we have noted with pleasure the diversity of the teams. There are talented women out there and we have opportunities for them.”

Clearly npower are determined to offer opportunity to the right people irrespective of background. They set clear targets: over the last three years they have sought female candidates for at least half of all jobs in senior management grades and this year of the ten graduate engineering places available six have been offered to women. The fact they have achieved this, that 41% of all employees are women and the obvious commitment towards removing barriers to progression ensures that RWE npower continue to be one of the country’s top companies ‘where women want to work’.

A “brighter future” for women

41% of all employees are women and the obvious commitment towards removing barriers to progression ensures that RWE npower continue to be one of the country’s top companies where women want to work

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Documents

JULY 2010_F01