… The proportion of womenon the boards of the largest listed companies in the EU‑28 more … [1] . Only in four Member States (IT, SE, FI, DE) did women account for at least a third (+ 33 %) of board members. …
… segregation and other gender inequalities in employment. Women not only remain over-represented in education, human … development nonetheless relates to patchy progress on gender-equal access to financial and economic resources . … and social affairs) as men. The share of womenon the boards of large companies across the EU more than doubled …
… A hundred years ago, women across the EU made historic gains — they won the right … from shareholders and an ever-growing body of research on the performance benefits of gender-balanced decision-making, corporate boards also remain heavily dominated by men. The European …
… of the Chief Executives Board for Coordination (CEB) on gender balance of staff: “We also undertake to accelerate … points) at the one hand and an equal representation of women for staff, also at certain levels in the UN hierarchy … UNDP Gender Parity Strategy (2013): Read more on UNDP UN Women (2012): Read more on UN Women …
… affect the living conditions and access to resources for women and men. This effect is known as ‘gender impact’. An … impact (tangible results) that the intervention could have on the effective equality of women and men. On one hand, such … as the decision-making structures of political bodies, boards and commissions. Strategic questions should be asked …
… of Local Authorities and Regions . It supports the work on gender mainstreaming in municipalities and county … members provide services of equal worth to girls and boys, women and men, and to ensure an equal distribution of … templates for drafting written proposals to political boards. The document also contains the model diagram shown …
… of working routines but also demands staff to reflect on their own perception of gender . This is why particular … 21 February 1996 on “Incorporating equal opportunities for women and men into all Community Policies and Activities” was … Policy on Gender Equality and the Empowerment of Women” (UN SWAP) is based on a policy statement of the UN …
… false (Frey/Gärtneret al. 2014), they do have an influence on inner institutional processes of change. Actors may take … beliefs. There still exists, for example, the notion that women and men are essentially different beings. This is based … that there are static biological differences between women and men that cannot and also should not be changed. In …
… On an individual level, resistance might develop because the … is not about blaming men for discriminating against women. Instead, it allows a sophisticated perspective on the situation of women and men as social groups and the patterns that create …
… find male-dominated groups at the top. In a research study on a private company, Erfurt Sandhu shows the … an institution (for example, mentoring or coaching for women and gender quotas for executive positions), this … County Administrative Board has published a booklet on how to deal with resistance with practical examples and …
… Communication from the EU-Commission on incorporating equal opportunities for Women and Men into all Community Policies and Activities The … six lines of action: Employment and labour mark, Women entrepreneurs and assisting spouses, Education/Training …
… A gender-sensitive parliament is one where women and men have equal opportunities to become … Gender-sensitive parliaments recruit employees based on merit and expertise, assessed through appropriate tests … taking part in long procedures) (IPU: 2011). Recruitment boards should be similarly gender-balanced. In case of …