ASSINTEL REPORT 2009 PDF

Meztik In addition, monitoring and reporting on every stage of employment is carried out to ensure any form of discrimination is removed. As the chair of NCVYS National Council for Voluntary Youth Services and a non-executive of a portfolio of start-ups, she is in alternating discussions about strategy and investments, people and talent, resourcing and growth. Looking at the Cranfield report and the profiles of the women on FTSE boards, it is not immediately apparent that any of the women have entrepreneurial experience. GSK Romania joined the program in The plans will involve activities as recruitment, retention and promotion policies, supporting work-life balance measures, updated management and research standards. We looked at which specific actions these companies publicly reported to have taken to reach this goal.

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Meztik In addition, monitoring and reporting on every stage of employment is carried out to ensure any form of discrimination is removed. As the chair of NCVYS National Council for Voluntary Youth Services and a non-executive of a portfolio of start-ups, she is in alternating discussions about strategy and investments, people and talent, resourcing and growth.

Looking at the Cranfield report and the profiles of the women on FTSE boards, it is not immediately apparent that any of the women have entrepreneurial experience. GSK Romania joined the program in The plans will involve activities as recruitment, retention and promotion policies, supporting work-life balance measures, updated management and research standards.

We looked at which specific actions these companies publicly reported to have taken to reach this goal.

This increase probably one or two board members might seem not such an ambitious goal. A number of companies have developed plans to address gender diversity in general. Other initiatives Finally, it is worth mentioning the TOP 50 list which is published from the Times every year.

Next to a firm board commitment Lord Davies being one of the board membersthe company actively sets out to create a pipeline of talented senior women for future leadership roles.

In addition, it mentions implementing various measures to help female employees attain and develop in leadership roles. In order to address the underrepresentation of women in leadership position, the government nominated Lord Davies of Abersoch to conduct a research on how it could be possible to remove obstacles for women participation on board.

The training program focuses on all the steps necessary to promote and include talented women on boards. As part of their drive to champion diversity the Royal Society have in place measures to check that the speakers at conferences they host are appropriately diverse. The program consists of the identification and monitoring of career progress of high potential women to make sure they become part of the leadership talent pool.

With a deep understanding of reporf opportunities and the challenges facing mobile operators today, she leads the GSMA as the essential industry partner for its operator members around the world, enabling their continued success through driving innovation, providing thought leadership and advocating for the industry.

At the national level, Italy has implemented some initiatives to improve the situation of women in decision-making position. It also directly involves the companies and encourages them to identify potential internal candidates. The main objective of the company goes beyond this initiative: This year, 80 women who are currently in middle management are expected to reach high level of decision-making position thanks to this program.

This initiative57 has de support of organizations, universities, companies and public authorities. A number of projects have been recently implemented in Latvia to promote gender equality in decision-making positions. The Romanian government, civil society and companies have lately implemented a number of projects and programs to promote women in management careers. GenSETis a project that aims to introduce change at scientific institutions across Europe so as to achieve a balanced representation of women in all areas.

Nowadays it is an observatory of the status of women in the technical field. The results are clear to see: Through the program the companies exchange their best practices and learn each other. The company specifically wants to promote more women in top management, and it is working on the aspects that see women stuck at middle management level such as difficulty to get a promotion and poor visibility.

In the CSR Good Practice initiatives catalog CEMEX HR director Linda Sedlere explained that employees are recruited on the basis of their ability and their career experience; gender, age, race, color or other personal characteristics are explicitly not taken into account.

Company initiatives As for companies, the SIF Study concluded that specific support measures and initiatives to promote women in management positions are very rare. On the Group website only general statements about diversity can be found, but none related to women or gender.

Research will be conducted in in cooperation with SDA Bocconi to identify suitable indicators for greater inclusion of women in the workplace. The program lasts 12 months with monthly meetings focusing on different topics: The company is actively building a pipeline of talented women.

Not only gender is being monitored, but also age, skills, nationality, experience, and seniority. Specific programs to improve the talent pool for women senior managers were not reported in public information. Salone del Shanghai — BYinnovation sustainable development Autogrill is an Italian-based company in food and drink services for travelers, with almost 50, employees worldwide. Two female managers receive mentoring from senior women leaders in other companies. Voluntary agreements between the Ministry of Health and now 42 companies to increase the presence of women in management positions and on boards were signed in Autogrill, Unicredit and Eni have joined the Valor D program.

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ASSINTEL REPORT 2009 PDF

Mikat Some have developed more specific plans to improve the proportion of women in management careers and in middle management. Since this scholarship has been awarded to 30 female researchers in the field of life and applied sciences. Specific programs to improve the talent pool for women senior managers were not reported in public information. In the board induction process for new members of the Board of Directors specific attention is paid to the benefits of diversity in the corporate decision making bodies. Milano includes a number of opportunities for the exchange of knowledge and views, with a number of didactic interventions featuring leading international designers. The collaboration goes back more than eight years and during this time they have addressed several studies, some of them European, to promote gender equality in college. At the national level, Italy has implemented some initiatives to improve the situation of women in decision-making position.

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Doktilar The company implements organisational structures to promote a better work-life balance; specific training for women; wage equality policies and social dialogue. One of the latest agreements, which have been signed, was on 21 st of January We looked at which specific actions these companies publicly reported to have taken to reach this goal. Expo — Meetings Stampa Email. Thanks to this initiative all the women working in the same office and with the same responsibilities and charge, can exchange their working hours as they want to follow their family schedule.

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