Summary of Media Coverage - Women`s Empowerment Principles

Transkript

Press Clips – 6th Annual WEPs Event
5-6 March 2014, New York
Press Clips
6th Annual WEPs Event
Gender Equality & the Global Jobs Challenge
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General WEPs Event Coverage (p. 5)
General Media Coverage
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Anne-Marie Slaughter: Gender parity is a human issue, not just a women's issue –Guardian
Sustainable Business, Jo Confino, 3/7/2014
Proya to Work with UN Women to Promote Women's Employment – Women of China,
Sylvia Liu, 3/24/2014
Targeted Actions Required to Increase and Improve Women’s Work Opportunities – The
Financial (India), 3/7/2014
Five steps for companies to make gender equality mainstream - Eco-Business.com, Aditi
Mohapatra and Racheal Meiers, 3/7/2014
Live from New York: Good news for women entrepreneurs – Devex Impact, Adva Saldinger,
3/6/2014
Nestlé wants to empower more women to work in engineering – Food Production Daily,
Jenny Eagle, 3/11/2014
International Women's Day, Women's Empowerment Principles, and the Millennium
Goals – Alcatel Lucent, Patricia Hargil, 3/5/2014
Op-Eds
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Equality Means Business – LinkedIn Influencer, Ban Ki-moon, 3/7/2014
Gender Parity Is a Leadership Issue – Bloomberg Businessweek, Steve Almond, 3/7/2014
We Must Challenge Ourselves to Achieve a Truly Meritocratic Workplace – Huffington
Post, Fiona Woolf, 3/17/2014
Media Partner – The Guardian’s Women in Leadership
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Anne-Marie Slaughter: we could see a female president in 2016 – The Guardian: Women in
Leadership, Harriet Minter, 3/8/2014
This International Women's Day stop and check your bias – The Guardian: Women in
Leadership, Harriet Minter, 3/8/2014
Live blog: 6th annual WEPs event, gender equality and the global jobs challenge – The
Guardian: Women in Leadership, Harriet Minter, 3/5/2014- 3/6/2014
Business in Society
John Paluszek of “Business in Society” conducted three video interviews as part of a feature
programme on the WEPs, which aired on DirecTV on 22 March and is available online. Business in
Society reports on how business is changing lives through responsible and sustainable business. The
half-hour programme presents experts and best practices on a range of corporate sustainability
topics, drawing attention to private sector efforts to conduct business both ethically and profitably,
and also address global challenges.
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Press Release: Women Empowerment Leaders Challenge Men to Join Their Cause –
3/20/2014
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Interviews include:
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Anne-Marie Slaughter, President, New America Foundation
Barbara Krumsiek, CEO, Calvert Investments
Ursula Wynhoven, Chief, Governance and Social Sustainability and General Counsel, United
Nations Global Compact
Corporate Media Coverage
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UN Women's Empowerment Principles, the Signatories First Cargo Company –
SonDakika.com (Turkey), 3/7/2014
Aras Cargo, the Women's Empowerment Principles (weps) signed – Anadolu Ajansi
(Turkey), 3/6/2014
Important signature before March 8 from Aras Cargo – Gercek Gundem (Turkey), 3/6/2014
Aras Kargo, Birleşmiş Milletler’de Örnek Oldu – TurkishNY (Turkey), 3/6/2014
Aras Cargo, signer of the UN Women's Empowerment Principles Becomes First Cargo
Company – Hakimiyet (Turkey), 3/6/2014
WEPs Leadership Awards (p. 60)
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HCL Technologies recognised as Britain's Top Employer for the Eighth Consecutive Year –
Equity Bulls (India), 3/12/2014
"5by20" initiative receives Leadership Award for the Advancement of Women - 02elf
Düsseldorfer Abendblatt (Germany), 3/11/2014
IT's a women's world on Coder Ave today – DNA India, 3/8/2014
Wipro honoured for empowering women staff – Business Standard (India), 3/8/2014
Pax World CEO awarded for women’s empowerment – Fosters.com / Foster’s Daily
Democrat (USA), 3/8/2014
Boyner Holding CEO awarded WEPs World Leadership – Today's Zaman (Turkey), 3/7/2014
Wipro CEO T K Kurien, HCL Tech President Anant Gupta get UN award for promoting
gender equality - The Economic Times (India), 3/7/2014
Cem Boyner leadership award – Haber Stargazete (Turkey), 3/7/2014
Op-Eds
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United Nations Women's Empowerment Principles Leadership Award – Huffington Post,
Joe Keefe, 3/6/2014
Award Winner Releases
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UN Women's Empowerment PRINCIPLES WORLD LEADERSHIP AWARD CAME TO TURKEY
"TURKEY BUSINESS WORLD BEST PRACTICES IN THE FIELD OF GENDER EQUALITY
demonstrated the global platform" – 3/7/2014
WEPs Leadership Award: Coca-Cola Recognized for Commitment to Advancing Women's
Economic Empowerment – 3/7/2014
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HCL Technologies Recognized as a Champion of Women’s Empowerment Principles –
3/7/2014
CEOs of WIPRO and HCL receive award by the UN Global Compact and UN Women for
their work on gender equality – UN Women South Asia, 3/6/2014
Wipro Limited Recognized as Champion of Women’s Empowerment Principles with 2014
Leadership Award – 3/6/2014
Pax World Management Recognized as Champion of Women’s Empowerment Principles
with 2014 Leadership Award – 3/6/2014
Cem Boyner receives UN Leadership Award – 3/6/2014
Press Releases (p. 93)
WEPs Press Releases
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Targeted Actions Required to Increase and Improve Women’s Work Opportunities – UN
Global Compact /UN Women, 3/6/2014
Other Signatory Releases
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ANN INC. ANN INC. Makes Global Commitment to Women in Honor of International
Women's Day –3/20/2014
TTi Global President/CEO Lori Blaker Attends the 6th Annual Women’s Empowerment
Principles Event: Gender Equality and the Global Jobs Challenge at the United Nations –
3/13/2014
Doğuş Otomotiv’in İş’te Eşitlik uygulamaları Birleşmiş Milletler ’de örnek oldu –
3/10/2014Hilton promotes equal opportunity for women – Travel Daily, 3/9/2014
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General WEPs Event Coverage
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http://www.theguardian.com/sustainable-business/anne-marie-slaughter-men-womengender-equality
Anne-Marie Slaughter: Gender parity is a human issue, not just a women's issue
By Jo Confino
Guardian Sustainable Business
March 7, 2014
Men need to take action - and take on more caregiving - to help women advance in their careers
For more women to advance in their careers, more men need to take the lead on child care, says Anne-Marie
Slaughter. Photograph: Alamy
How many times has the women's movement believed it was approaching a tipping point in terms of
gender parity in the world of business, only to see its hopes shattered?
Despite decades of campaigning, progress continues to be glacial with conscious and unconscious biases
leading to everything from poor female representation on company boards to a failure to achieve equal
pay and a lack of work flexibility.
These workplace challenges were highlighted yesterday at the annual meeting of the Women's
Empowerment Principles (WEP), which I chaired at the United Nations headquarters in New York. For
one thing, less than a tenth of the thousands of corporate members of the United Nations Global
Compact, which organised the conference along with UN Women, have actually signed up to the eight
voluntary WEP principles.
Joe Keefe, president and CEO of US investment firm Pax World Management, who this week won a
WEP leadership award, says the issue of gender inequality is akin to apartheid.
"In different cultures it comes in different guises," he says. "But it is still oppression and inequality and is
the great human rights issue and business issue of our time."
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Women hold only 14% of US corporate leadership jobs, a percentage that hasn't changed in the last
decade, notes Steve Almond, the chairman of global management consultancy Deloitte. In continental
Europe, that number is just 10% despite the fact that more women achieve college degrees than men,
and the figures are even worse in other developed countries such as Japan.
One action Almond took was to ask male members of his 32-strong board to step aside so that women
could take their places. This led to the percentage of women jumping from a paltry 6% to 25%.
"In my experience, most of the male leaders of our big clients and the big companies around the world
are not resistant to change," he says. "They are just not recognising their own unconscious perpetuation
of the status quo. And until that is recognised, the pace of change will remain glacial."
The change needs to come from the top, Almond says: "Too often, responsibility is delegated to Human
Resource departments or another task force. Organisational change happens when the CEO takes
personal responsibility for a strategic objective and sets clear targets."
Over her 40 years working for and with corporations, Barbara Krumsiek, CEO of US investment
management company Calvert Investments, has had "a front row seat" in observing women's progress
through their careers.
"While many companies have stated policies that would seem to support the growth and advancement
of women professionally, there is all too often a lack of demonstrable performance against those stated
policies," she said. "I would encourage every senior leader to personally seek metrics and data that show
policies are actually working – and I'd like to see companies disclose this data."
The slow progress raises the question of whether the movement should carry on chipping away at the
mountain of prejudice against women or whether an altogether new approach is necessary.
One reframing that certainly caught the attention of participants is the idea that for the women's
movement to succeed, it needs men to rethink their own beliefs about their sense of masculinity and
power.
Anne-Marie Slaughter, professor of politics and international affairs at Princeton University, says that it
is essential for men to recognise that being a caregiver can give them the same status in society as
succeeding in the workplace.
While many women are expected to juggle both their work and home lives, she points out that no male
CEO has made it to leading the boardroom while also being the lead parent.
Slaughter, who stirred up controversy with her article, "Why Women Still Can't Have It All", in The
Atlantic, said at the UN event: "We tell girls they can be caregivers, career women or any blend of the
two. We tell boys that their value is measured only by their earnings and status.
"Men need to value caregiving as much as bread winning. We will not fully empower women if we have
not fully empowered men. This is not a woman's issue or a man's issue, but a human issue."
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The conflict many men feel is illustrated by a growing body of research which shows that while American
men recognise they would like a better work-life balance, those men who do prioritise family are
stigmatised and viewed as weak.
Attitudes are starting to shift – helped by much more visible fathers in the public eye, from Brad Pitt to
Barack Obama – Slaughter, who served as director of policy planning for the US Department of State,
says we are only at the start of the journey.
She points to the mathematics. If we want half of business leaders to be women, then that means some
men will have to stop also competing for those jobs.
"My proposition is that we will not get there by focusing on women but on women and men," she says.
"We've had a lopsided revolution. Men held the power and we thought, 'how do we break into a man's
world?' But unless an equal number of men move into caregiving, we are never going to get the balance
we need.
Even though most couples both have to work, someone has to have the lead career – and right now,
that's mostly the men, she added.
"The only way to get to 50% women is if 50% of the men are willing to be lead parent or caregiver for
part of the career. We are raising our daughters with more choices than our sons. We tell men your
value depends on how much money you make or how powerful you are, and not that you can be at
home and have an unbelievable relationship with your kids. You can be as masculine if you are the
caregiver."
If this sounds like mission impossible and "preposterous", Slaughter says it is no more radical than it was
in the 1950s and 1960s to say women were not born to be in the home.
She also points out that cultural mores do change and that while at the time it appeared weird to
introduce the woman's prefix of "Ms" in addition to "Miss" and "Mrs", the change had been critical in
breaking female stereotypes.
Of course, it's not just up to men to change their behaviour. Slaughter says mother-in-laws also need to
change their perceptions of what their daughters' husbands do.
Perhaps even more difficult, although essential, is for women to let go of some of their control in the
home if men are to be primary caregivers. As Slaughter says, women must allow "guys to do it their
way".
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http://www.womenofchina.cn/html/womenofchina/report/171606-1.htm
Proya to Work with UN Women to Promote Women's Employment
By Sylvia Liu
Women of China
March 24, 2014
One of China's leading cosmetic brands, Proya, is to continue work with the United Nations Entity for
Gender Equality and the Empowerment of Women (UN Women) to promote gender equality and
women's employment in China, according to CEO of Proya, Fang Yuyou.
While attending the sixth Annual Women's Empowerment Principles (WEPs) event, held at the UN
headquarters in New York in March 2014, Fang told reporters that the public welfare program to
launched this year consists of two parts: inviting top domestic business schools to give lectures, and
selecting pilot enterprises (most of them from the manufacturing industry, where many women workers
are employed) to promote CSR policies.
Fang also said that Proya has been making great efforts to become a leader, not just within the
cosmetics industry, but, more importantly, a leader in empowering women. The program will be
operated under the supervision of the public.
UN Women Executive Director Phumzile Mlambo-Ngcuka also met Fang during the WEPs event,
speaking highly of Proya's commitment to gender equality, its strong sense of corporate social
responsibility, and its partnering with the international community to make the world a better place.
The WEPs offers guidance to companies on how to empower women in the workplace, marketplace and
community. They are the result of a collaboration between the United Nations Global Compact and UN
Women, and are adapted from the Calvert Women's Princples. The development of the WEPs included
an international multi-stakeholder consultation process, which began in March 2009, and culminated in
a launch on International Women's Day in March 2010.
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The 6th Annual WEPs event, with the theme of 'Gender Equality and the Global Jobs Challenge,' brought
together leaders from business, government and civil society to spotlight business strategies, experience
and challenges to enhancing job opportunities for women and expanding access to decent jobs. With
more than 670 CEO signatories worldwide, the WEPs provides a roadmap for companies to advance and
empower women in the workplace, marketplace and community.
Proya officially became the first private company in China to sign the WEPs in September 2013.
(Source: Zhejiang Daily & UN Women / Translated by womenofchina.cn)
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http://finchannel.com/Main_News/Jobs/130071_Targeted_Actions_Required_to_Increase_and
_Improve_Women%E2%80%99s_Work_Opportunities_/
Targeted Actions Required to Increase and Improve Women’s Work Opportunities
The Financial
March 7, 2014
The FINANCIAL -- New York – Gender equality and women’s economic empowerment are essential
drivers in expanding economies worldwide. When more women work, economies grow, according to UN
Global Compact.
As the private sector is the engine driving 90 percent of today’s jobs, addressing chronic gender
equality must be a top priority for the business community as well as other stakeholders, according
to UN Global Compact.
“I applaud the companies and leaders that have signed onto the Women’s Empowerment Principles. By
promoting women’s equality, we make progress for all,” said Phumzile Mlambo-Ngcuka, UN Women
Executive Director. “When we empower women and girls through education and training, and support
their full participation and leadership through equal opportunity, we advance equitable and inclusive
economic growth and reduce poverty. It’s a win-win situation,” Mlambo-Ngcuka added.
According to the International Labour Organisation (ILO), between 45 and 50 million new jobs are
needed each year over the next decade just to keep up with the growth of the world’s working age
population and reduce the unemployment caused by the global financial crisis.
“Meeting the global jobs challenge with approaches that ensure fairness for women and men is central
to the business, gender equality and post-2015 development agendas. Indeed, success is
interdependent,” said Georg Kell, UN Global Compact Executive Director. “We’re very pleased that so
many companies are embracing the WEPs and helping to expand opportunities for women in the global
job market and eliminate gender job discrimination,” he added.
Nearly 700 CEOs, representing a global group of leading corporations, have already made a public
commitment to support and implement the WEPs. These organizations recognize the economic and
social benefits of women’s empowerment – empowering women is not only the right thing to do, it
makes sound business sense.
Companies implementing the WEPs — frequently as an outcome of their business strategy to prioritize
gender equality — develop programmes to measure pay equity and promotion practices; take steps to
address unconscious bias; develop family-friendly policies and practices; increase access for women and
girls to science and technology education; develop products and services; and leverage their business
networks to support women entrepreneurs through gender-aware procurement systems, according to
UN Global Compact.
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http://www.eco-business.com/opinion/five-steps-companies-make-gender-equalitymainstream/
Five steps for companies to make gender equality mainstream
By Aditi Mohapatra and Racheal Meiers
Eco-Business.com
March 7, 2014
Gender mainstreaming will help companies gain the maximum benefits from engaging women across different
corporate roles, as well as help incorporate cultural sensitivities into usual business practices such as an interview
with between a male executive and female job applicant. Image: Shutterstock
Mainstreaming is not about adding a “woman’s component” or even a “gender-equality component”
into an existing activity…The goal of gender mainstreaming is the transformation of unequal social
and institutional structures into equal and just structures for both men and women. — Definition of
“gender mainstreaming,” International Labour Organization
At a recent forum hosted by the city of San Francisco, companies gathered to share their best genderequality practices, ranging from online employee forums for parents to share resources and suggestions
on improving work-life balance, to tips on how to reduce stereotypical imagery in
marketing communications.
The efforts were inspiring, but also led us to wonder: Shouldn’t companies develop more holistic,
integrated, and systematic approaches to gender equality? We believe “gender mainstreaming”—
improving coordination by removing structural siloes and sharing commitments, accountability, and
messaging—is critical for companies to help advance gender equality.
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In the mid-1990s, the UN introduced “gender mainstreaming” as a strategy for achieving progress on
gender equality, and the approach has evolved considerably since then. Today, it provides a useful
framework for companies aiming to increase their engagement with female employees, consumers, and
community members along every part of the value chain. Taking a gender mainstreaming approach
means that gender diversity can’t be considered a “nice to have,” but rather that women and men
should play an equal role in planning and implementing new projects to ensure that this work does not
have a negative impact on either gender.
At best, this approach will help companies gain the maximum benefits from engaging women across
different corporate roles, internally and externally. At minimum, it will protect against the erroneous,
and common, conclusion that an issue is “gender-neutral”—for example, if internal recognition or
promotion processes require self-nomination (which depends on a more “masculine” leadership style),
or if supply chain codes of conduct require employee interviews but don’t consider cultural sensitivities
regarding a male interviewer interacting with a majority-female workforce.
Most corporate leaders today understand the need to get the basics right by implementing
nondiscriminatory hiring procedures and fair promotion policies, investing in community programs that
are important to women, and developing safe and healthy products aimed at women.
Some companies are quickly moving beyond this and leading the way for more comprehensive genderequality strategies. For example, both ANN INC. and Symantec have made public commitments
regarding the importance of gender equality to their business and have formed cross-functional teams
to implement programs and ensure companywide accountability.
The case for investing in women goes well beyond the “right thing to do.” Women represent a greater
proportion of college graduates than men, 80 per cent of consumer purchasing decisions are made by
women, companies with more women in senior ranks outperform those with fewer
Symantec has focused on building a diverse workforce, in particular to increase the representation of
women in technical positions. In addition, the company is a founding signatory to the UN Women’s
Empowerment Principles (WEPs), and uses these principles as a framework to ensure that its efforts
address the various impacts the company has on women, from marketing to recruitment.
Just this week, ANN INC. announced a major commitment to promote women’s empowerment in its
supply chain, expanding participation in BSR’s HERproject program, signing on to the WEPs, and
“mainstreaming gender” into the company’s supplier codes of conduct. This new commitment is
exciting, and made more so because it builds on an existing foundation of commitments to women
and girls.
Gender mainstreaming provides a useful framework for all companies, regardless of where on the
gender leadership spectrum they fall. Companies can start with five steps:
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1. Acknowledge that gender is a mainstream issue and that gender equality must be a shared primary
goal for everyone. To be done well, this requires senior leadership engagement and cross-functional
collaboration to ensure consistent messages are sent throughout the company.
2. Analyze your company’s current efforts. Enlist key departments, including sales, human resources,
government relations, community affairs, legal, supply chain, and marketing to form a crossfunctional gender council to review current efforts and progress on gender to date.
3. Benchmark your company’s performance against partners, competitors, and leaders to understand
the gaps and opportunities in your current practices. A useful tool for this could be the WEPs, which
provide a seven-step framework for companies seeking to advance women.
4. Broaden your commitments. Building from this assessment, companies should choose new areas to
invest in and make public commitments to progress. Focus on areas where you feel the company
can have the greatest impact, but don’t ignore issues that are challenging or less marketable. The
key to successful gender mainstreaming is establishing consistent messaging and broad attention to
gender across issues and departments.
5. Monitor and report. Monitoring performance via dashboards that regularly display data on the
representation and progress of women across the company’s value chain can be critical for ensuring
accountability. It will also help you tell a comprehensive story that consumers, potential employees,
and business partners can relate to.
The case for investing in women goes well beyond the “right thing to do.” Women represent a greater
proportion of college graduates than men, 80 per cent of consumer purchasing decisions are made by
women, companies with more women in senior ranks outperform those with fewer, and as much as 80
per cent of the workforce in light manufacturing and 70 per cent in agriculture comprises women. It is
clear that gender is a mainstream issue, and equality should be addressed as a core part of the way
businesses work.
On International Women’s Day, it’s a good time to start the conversation at your company: What will it
take for your company to mainstream gender?
This article is also being published on the World Economic Forum blog.
Aditi Mohapatra, BSR San Francsico associate director for advisory services, leads BSR’s information and
communications technology practice for companies headquartered in North America. Racheal Meiers,
director of HERproject San Francisco, leads HERproject, BSR’s global women’s empowerment initiative
that creates workplace programs through partnerships with multinational companies, factories, and
local NGOs.This post was sourced from BSR.
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https://www.devex.com/news/live-from-new-york-good-news-for-women-entrepreneurs82979
Live from New York: Good news for women entrepreneurs
By Adva Saldinger
Devex Impact
March 6, 2014
This is a week full of conversations, conferences and announcements about the role of women in
development in the lead-up to International Women’s Day on Saturday.
Devex has been in New York attending several events and listening to the key voices of women tackling
issues like health, economic empowerment and leadership.
On Wednesday, Joni Simpson, a global coordinator and specialist on women’s entrepreneurship at the
International Labor Organization, encouraged businesses to reach out to and partner with the U.N.
agency on incorporating women entrepreneurs in their supply chains.
The ILO has networks it can tap, a standard business model and can help train and support projects
particularly in East Africa and Morocco, Simpson said at the sixth annual Women’s Economic Principles
event.
WEPs
Women’s Economic Principles, or WEPs as many call it, is a partnership initiative between the U.N.
Global Compact and U.N. Women. More than 670 CEOs have signed onto WEPs, which provides a
roadmap for how companies can empower women in markets, at work and in communities.
Wednesday’s meetings highlighted several partnerships that can serve as models and platforms for
future work.
One example was the Global Platform for Action on Sourcing from Women Vendors, which U.N. Women
will be joining on Thursday, according to Meg Jones, a senior officer for MDGs for the International
Trade Center, which helped establish the platform.
Freda Miriklis, president of the International Federation of Business and Professional Women, also a key
partner in the platform, made an impassioned plea for action — for moving beyond making
commitments and to implementing them.
New facility for women entrepreneurs
Speaking of announcements, the International Finance Corp. and Goldman Sachs 10,000 Women
program launched a new Women Entrepreneurs Opportunity Facility on Wednesday.
The facility will be dedicated to financing women-owned SMEs in developing countries, and is expected
to increase access to finance to women entrepreneurs in emerging markets.
With IFC providing $100 million and the Goldman Sachs Foundation another $32 million, the program
expects to raise an additional $468 million from public and private sources.
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IFC research has shown that women-owned business have to deal with a roughly $300 billion credit gap
worldwide — which the facility seeks to address by offering women lines of credit in partnership with
local banks, as well as training and advice.
More to come
Earlier this week the U.S. Chamber of Commerce Foundation’s Corporate Citizenship Center and the
United Nations Office of Partnerships brought together top corporate, NGO and donor agency leaders
for discussions about how the private sector can best empower women.
The event gave Devex Impact an opportunity to sit down with a host of key figures, from Melanne
Verveer to leaders from Coca-Cola, Intel and more.
Those interviews will be featured over the next month as part of our #SheBuilds campaign, which
launches Saturday to change the conversation around women and girls from recipient to actor, and will
highlight the many ways in which women and girls are agents of change and a positive force for global
development.
Stay tuned.
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http://www.foodproductiondaily.com/content/view/print/892090
Nestlé wants to empower more women to work in engineering
By Jenny Eagle
Food Production Daily
March 11, 2014
As the United Nations held its 6th Annual Women’s Empowerment Principles (WEPs) in New York,
last week, Nestlé shared its efforts to encourage women worldwide to work in the marketplace and
community.
The manufacturer will send eight of its graduates to the Big Bang young scientists and engineers fair, at
Birmingham NEC, in the UK on Thursday, including Hannah Whall, 23, a project engineer on Nestlé UK’s
Engineering Graduate Programme. Male dominated industry Whall studied chemical engineering at
Newcastle University for four years and graduated with a Masters. She joined the graduate scheme in
September 2013 and is based in Halifax. She will spend one year working in the
confectionery division then the second year in the beverage sector. She is currently the only female
engineer in the confectionery factory in Halifax and admitted the profession is ‘very male dominated’.
“There are female staff, especially in the quality and HR departments (but), it is very male dominated. I
am the only female engineer in the factory,” she said. “Engineering doesn’t always appeal to women,
that’s why we need to raise awareness of what we actually do,”
she told FoodProductionDaily.com. “It’s important to spread the word so that people don’t stereotype
the profession. There’s more to the role than ‘oil and gas’. There are a lot of challenges such as health
and safety, risk assessments and the hygienic aspect of food engineering.
“There are lots of opportunities available in the food industry and there is a real need for women in this
area. Joining a company like Nestlé both in the UK and abroad is not going to limit them at all.
“There’s no reason why women can’t do this job. People look quite highly on female engineers as there
aren’t many about.”
Global Jobs Challenge
The two-day WEPs event focused on Gender Equality and the Global Jobs Challenge looking at what
business strategies increase job opportunities for women and how to overcome challenges to access
decent jobs. Nestlé claims it has provided nearly 750,000 women worldwide with business,
entrepreneurial and technical skills as part of its commitment to female empowerment in the
marketplace. It has developed Women’s Empowerment Initiatives in countries including Argentina,
Brazil, Côte d’Ivoire, the Dominican Republic, India, Kenya, Mexico, Morocco, Pakistan, Thailand,
Venezuela and Vietnam. For example, Comfort Dorkutso, 31, lives in Ghana. She joined Nestlé
Professional's My Own Business (MYOWBU) street vending programme in 2012, selling coffee to
morning commuters. Agathe Vanier, (pictured), is the president of COPAZ, a cocoa cooperative based in
Divo, in central-western Côte d'Ivoire. In 2010, her 600-woman cooperative joined the Nestlé Cocoa Plan
where they receive high-yielding, disease-tolerant cocoa seedlings and technical assistance.
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Nestlé Cocoa Plan
The cooperative also received support from Nestlé to buy a truck for delivering cocoa beans.
“In our tradition, cocoa farming was only reserved for men," said Vanier. "We fought for our right to
some land3/12/2014 Nestlé WEPs women in engineering
http://www.foodproductiondaily.com/content/view/print/892090 2/2 and the Nestlé Cocoa Plan
supports us." With the income she is able to take care of her mother, siblings and her niece, left in her
care after the death of her sister. Nestlé added through these schemes, it plans to scale up its activities
and programmes to boost education, training and professional development for women and girls in
underprivileged areas.
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http://www.alcatel-lucent.com/blog/2014/international-womens-day-wep-and-millenniumgoals
International Women's Day, Women's Empowerment Principles, and the Millennium Goals
By Patricia Hargil
Alcatel Lucent
March 5, 2014
As the UN reviews what is next for the Millenniun Development Goals, some topics hold the key for
what we need to commit next as a global community… Have we really done enough in Human Rights
when women are still largely at the margin in many societies? What are ways we can promote economic
development and what role can women play in it?
I had the honor of participating at a Panel at the UN NY in February 2014. The panel was part of the
societal consultation process for updating the millennium goals. The topic at hand was promoting
entrepreneurship, particularly for women. A few topics were at the center of this discussion:
o
o
To promote women entrepreneurship, governments need to promote entrepreneurship itself.
Creating an environment where both men and women benefit. Small businesses can be an
engine for economic growth, creating employment and empowering people to pursue and
realize their dreams.
The basics need to be in place. You need access to water, electricity, infrastructure. In my view,
more than ever, a business owner needs access to broadband technology to access global
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o
o
learning and global markets. And many studies show how an increase in broadband access
increases GDP.
Then in particular, we need to create a leveled playing field, where women can have access to
capital, financial resources and markets. In some countries, it will take changing archaic laws, so
women can sign contracts and own assets such as land.
And finally, there is a whole support system that needs to be created to bring integrity to the
process. In the US, entities such as WBENC certify women owned business and create the
opportunity for smaller business to participate in government and private company
procurement. Private companies and governments then create ways to make it easier for small
businesses and women owned business to have access to their procurement process and a fair
chance to compete.
Why would Alcatel-Lucent be invited to participate in such as discussion?
First of all, we were one of the first signatories of the UN-Women's Empowerment Principles and
gender diversity and other forms of diversity are part of our value system and supports talent in our
company.
Second, it is a little known fact that for the sixth year in a row, we have been acknowledged asone of
America’s top Corporations for Women’s Business Enterprise . Together with top US carriers, we support
local businesses and in particular women and minority owned businesses in the communities where we
operate. As of recently, women’s owned business represented 5% of our total spend in the country.
Is it perfect? No. We can’t do it in every country as we need some basic things to be in place as
mentioned above. But it is a starting point. So at the panel, we shared lessons learned on including
women owned business as part of our procurement goals and as we apply ourselves to support the
implementation of WEPs and areas for improvement.
This week, we celebrate International Women’s Day and around the world, people at Alcatel-Lucent are
mobilizing to take stock and celebrate women and men collaborating to be the best company we can be
for our communities, our customers, employees, and stockholders.
The 6th Annual WEPs Event will be live-streamed internationally. Friends and colleagues that are
unable to join us in person, please join us via live webcast at http://webtv.un.org
Follow WEP on Facebook, Twitter & Storify and use the 6th Annual WEPs Event hashtag
#EqualityMeansJobs
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General Event Coverage – Op-Eds
https://www.linkedin.com/today/post/article/20140307175922-204317422-equality-meansbusiness
Equality Means Business
By Ban Ki-moon
LinkedIn Influencer
March 7, 2014
With some of the many talented women staff at UN Headquarters.
On 8 March, people around the world will celebrate International Women’s Day – an opportunity to
reflect both on the marked advances we have made in empowering women, and also on just how far we
have to go to achieve gender equality.
Women continue to face discrimination and marginalization. They are disproportionately affected by
poverty, exploitation and violence, and too often denied an education – all solely because of their
gender.
Inequality in the labour market persists, and from the classroom to the boardroom in every country,
women continue to bump up against the glass ceiling.
Women still earn less than men for doing the same work. In the majority of countries, women’s wages
represent between 70 and 90 per cent of men’s, with even lower ratios in some Asian and Latin
American countries.
Globally, women are still less likely than men to hold regular wage and salaried positions. They are more
likely than men to be in vulnerable employment with low pay, poor working conditions, little job
security, no health or pension benefits, and are often unprotected by labour laws. In fact, more than 100
countries still have laws in place that actually prevent women from doing certain jobs, accessing finance,
owning businesses or conducting legal affairs.
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In the corporate sector, the lack of women in leadership positions persists. One global survey of
companies found that only 18.3 per cent had a top-level female manager.
This is surprising when you look at what research has found time and again – that closing the gender gap
makes businesses – and countries – more competitive. Nations with more gender equality have better
economic growth. Companies with more women leaders perform better.
An analysis of Fortune 500 companies, for instance, found that those with the greatest representation of
women in management positions delivered a total return to shareholders that was 34 per cent higher
than for companies with the lowest representation.
The slow rate of progress is also surprising for another important reason: we are facing a global jobs
challenge. According to the International Labour Organization, 45-50 million new jobs will be needed
each year over the next decade just to keep up with the growth of the world’s working age population
and to reduce the unemployment caused by the global financial crisis.
To meet this challenge, we need investment, not least in education and training for women and girls to
compete for opportunities on the same basis as men. We must ensure, through intentional actions and
deliberate policies, the inclusion of women’s talents, skills and energies—from executive offices to the
factory floor.
Four years ago, the UN launched the Women’s Empowerment Principles, offering practical guidance to
the private sector on how to empower women in the workplace, marketplace and community.
Through the Principles, a joint initiative of the UN Global Compact and UN Women, business has rightly
been brought to the table as a partner. Companies are taking on real challenges, such as addressing
unconscious bias and stereotypes, developing family-friendly policies for men and women workers,
getting women into non-traditional jobs, and expanding opportunities for women entrepreneurs.
In a short time, we have seen what started as a campaign to raise awareness of gender equality in the
business sector grow into a global movement for change.
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Nearly 700 corporate leaders worldwide have now publicly signed a CEO Statement of Support for the
Principles. They have acknowledged that women’s empowerment is not only the right thing to do but
good for the bottom line, that it makes sound business sense now and for the future.
We need more leaders to get involved. I strongly encourage others to sign on to the Principles and to
take all measures to ensure that women are given the opportunities they deserve.
Yet tackling workplace inequality is not just a job for CEOs. Everyone – whether you are just embarking
on your career or an established figure in your field – can look to the Principles for inspiration and action
in your professional life. The benefits – for all of us – are indisputable. Equality means business.
Find out what happened at this week’s 6th Annual Women’s Empowerment Principles Event: Gender
Equality and the Global Jobs Challenge.
Get more details on the Women's Empowerment Principles.
Find out about this year's International Women's Day.
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http://www.businessweek.com/articles/2014-03-07/gender-parity-is-a-leadership-issue
Gender Parity Is a Leadership Issue
By Steve Almond
Bloomberg Businessweek
March 7, 2014
Photograph by Gallery Stock
If acknowledging a problem is the first step toward finding a solution, the events
commemorating International Women’s Day on March 8 at least show that global business leaders are
working toward greater gender parity in both the C-suite and the boardroom. To date, more than 670
business leaders have signed the CEO Statement of support for the United Nations Women
Empowerment Principles.
Still, the challenge of gender parity in senior leadership remains daunting. In the U.S., the percentage of
women serving as corporate officers and board members at Fortune 500 companies has remained
largely stagnant over the past decade, while in Europe, women comprise only 10 percent of leadership
ranks despite accounting for the majority of college graduates. The data in some other developed
economies, such as Japan, are far worse.
The first step managers need to take is to confront our natural inclination to attract, promote, and
develop people in our own image. In my experience, most male leaders in major corporations are not
resistant to change, but we often do not recognize our unconscious perpetuation of the status quo. Until
that is recognized, the pace of change will remain glacial.
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More important, business leaders must lead. Organizational change happens when the chief executive
officer owns an issue, sets clear targets, and is held to account if those goals are not met. Too often,
responsibility for this issue is delegated to the human resources department.
If these steps are taken, other measures have a fighting chance. For example, experience has shown that
male leaders are better at promoting their value—not because of some innate function of gender, but
because they are comfortable highlighting their own achievements. Women, on the other hand, tend to
sit back in silence and let their work speak for itself.
The value of mentorship programs for women is well known, but men—particularly men in the C-suite—
need mentoring too on how to help women advance. Pairing young professionals with senior leaders
will help the latter to recognize unconscious bias better and, hopefully, to create solutions to address it.
Much of our unconscious bias is derived from an increasingly outdated attachment to the rhythms of
the mid-20th century corporate office—jobs were done during set hours, on set days, in set places. This
arrangement placed mothers at a profound disadvantage, causing many to feel work and family were
mutually exclusive. That perception must change. Technology and globalization have changed the
workforce. Leaders who embrace this new dynamic can unlock a great deal of female talent.
There is no one quick-fix solution, but if we continue to see diversity and parity as HR problems, rather
than as integral to the future success of our businesses, we’ll never crack the code. The way to broaden
the composition of the C-suite, the boardroom, and the female leadership pipeline is to have those who
already have a seat at the table personally committed to making it happen.
Almond is the Chairman of Deloitte Touche Tohmatsu Limited’s (DTTL) Global Board of Directors
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http://www.huffingtonpost.co.uk/fiona-woolf-cbe/women-in-business_b_4978964.html
We Must Challenge Ourselves to Achieve a Truly Meritocratic Workplace
By Fiona Woolf
Huffington Post
March 17, 2014
(Another version of this op-ed a in City A.M. on March 10, 2014:
http://www.cityam.com/article/1394426504/city-matters-delivering-true-meritocracy-not-justmoral-imperative-it-boosts)
As only the second female Lord Mayor since 1187, I found International Women's Day on Saturday 8
March an important opportunity to reflect on how attitudes towards gender and diversity have changed
over the 106 years since it was first held, and to look to the future to see the challenges that still need to
be tackled.
All week, I had the privilege of engaging with some of the most inspiring women working today,
including hosting a summit on the role of women in the City with my law firm CMS, called The Athena
Summit alongside newly elected senior partner Penelope Warne. When I was elected partner in 1983, I
was the only woman - and I had to ask! Now I am one of 50 in my firm, and other firms have also worked
hard to see similar growth. I also hosted the City's annual International Women's Day breakfast at the
Guildhall on Friday, and had the opportunity publicly to thank the BBC's Fiona Bruce and Refuge for their
work on domestic violence. Women have come a long way, but it is hard to cope with the fact that
human rights abuses against women are so prevalent in the 21st century. We all share a duty to raise
awareness and safeguard the women in our society, and International Women's Day was a "day of days"
to bang the drum for the positive influence of diversity - of all kinds - on the City.
We have come a long way in the last 30 years since the first Lord Mayor when equality of opportunity
was simply a moral issue. This is now a strong business concern, given the focus on challenges to
traditional "group think" and the need for innovation, and that is why the City of London can and must
play a leadership role. Right now, it feels to me as if we are in the midst of a new wave of female
leadership - particularly in finance - and we must seize the opportunity to work together to push this
wave the whole way up the beach. Gender diversity is a vitally important issue and although I am
delighted it is finally topping the agenda, we need to work harder on diversity across the board ethnicity, sexuality, disability and social background, for example. If the change that is so sorely needed
is to happen, we must push past the rhetoric and take action to increase not only the numbers but also
the percentage in higher positions.
The fact that by 2013 nearly 550 CEOs from around the world had signed the Women's Empowerment
Principles (which provide a roadmap for business to empower women in the workplace, marketplace
and community) is a good start but we must do more, both as individuals and as organisations.
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Recent news that 20% of FTSE board positions are now filled by women has been hailed as a great leap
forward in the representation of women, and this is indeed a positive development, but when we dig
deeper into the statistics, we see that only 7.2% are executive directors; a paltry figure. Cherry-picking a
few high-achieving women to fill a quota will not address the underlying issues that are holding women
back. We need to tackle the underlying cultural issues in the workplace that are holding women back whether they are old-fashioned practices, unconscious bias, poor talent management, mentoring and
sponsorship or lack of flexible working or encouragement to return to work and develop careers.
If we are to create a pipeline of talent to empower more women to reach the top of their chosen
careers, we must focus on the mid-level management stage where there are many very busy keepers of
the talent pipeline. Marginally more women now enter financial and professional services than men, so
it is clear that the talent exists. The keepers of the talent pipeline at all levels can be forgiven for being
more focused on doing the work and brining in the next piece of business but they are only as good as
the talent in their teams. They may have little time to devote to talent management but it should be one
of the top KPIs and is very measurable. They can create a positive and flexible environment where
diversity thrives, and talent develops. And this does not only apply to women. More employees - both
male and female - are seeking more flexible relationships with their employers to handle family
responsibilities. A great deal of work on this "agility agenda" and also applying a true meritocracy has
been done to achieve higher retention and better productivity. The benefits drop straight to the bottom
line.
There is a clear moral issue here, but now research has highlighted how much the failure to have a true
meritocracy can damage economic growth. Christine Lagarde, Head of the IMF, recently told an
audience at Guildhall that if women participated in the labour force to the same extent as men, the
boost to per capita incomes could be huge - 27% in the Middle East and North Africa, 23% in South Asia,
17% in Latin America, 15% in East Asia, 14% in Europe and Central Asia. When we fail to tackle this issue
effectively, we are missing out on one of our most important sources of talent: women.
I believe that a business that does not capture the benefits of diversity is less likely to be sustainable
over the long-term. This underlines the UN's theme for this year - "equality for women is progress for
all". The UK's return to economic growth has been rightfully celebrated; to sustain it we must focus on
utilising all our human resources, and challenge ourselves to achieve a truly meritocratic workplace.
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Media Partner – The Guardian’s Women in Leadership
http://www.theguardian.com/women-in-leadership/2014/mar/08/anne-marie-slaughter-wecould-see-a-female-president-in-2016
Anne-Marie Slaughter: we could see a female president in 2016
By Harriet Minter
The Guardian - Women in Leadership
March 8, 2014
The foreign policy expert and women’s rights spokeswoman talks to us about fulfilment, empowering
men and whether or not Hillary Clinton will be the first female president
What is success? For me it's fulfilment. Photograph: Denise Applewhite/Princeton University
The most surprising thing about Anne-Marie Slaughter is how much she laughs. I wasn’t expecting her to
be dour exactly but perhaps more reserved. Instead she’s an American version of a very British word,
jolly.
A few weeks before our interview, her friend and colleague, Rosa Brooks, wrote an article arguing that
women need to stop leaning in and instead start reclining. Despite the humorous tone, Brooks found
herself in the middle of a storm of controversy. Was she saying that women couldn’t have it all? Were
we giving up on leaning in before we’d even started?
Slaughter went through something very similar. She famously leaned out of her career, choosing to step
back from her role as the first female policy director of the US State Department to spend more time
with her two sons. The article she subsequently wrote for The Atlantic, “why women still can’t have it
all”, changed her life. Depending on which side of the fence you sat on, the article either made her the
definition of a modern feminist or the very antithesis of it. So what does she make of Brooks’ current
situation?
28
“People need to lighten up”, says Slaughter. “The best thing about that article is that it makes you laugh
so it was a little distressing to see that people read her as not tongue in cheek. I mean she was making a
point but she was really just saying all this leaning in is exhausting. I said on the Foreign Policy site that
my guess is Sheryl Sandberg laughed too.
“The lean-in framework is in many ways essential to get ahead in what has been traditionally a
workaholic, competitive, alpha male world. That world is not healthy. It doesn’t reflect many of our
values and my view is if you really want to get to genuine gender equality then we don’t want to make it
in that world, in fact we’d prefer to change that world”.
From an outsiders perspective her life now doesn’t look like the life of someone who is leaning back.
She’s the chief breadwinner in the family, the president of the New America Foundation and professor
of politics and international affairs at Princeton. Adding to this is her new role as a professional
commentator on women’s issues. When we meet she’s getting ready to speak at the UN’s Women’s
Empowerment Principles(WEPs) event, where she’s bucking the theme of the day and talking about
men’s empowerment instead.
As the mother of two boys, Slaughter realised that had she been bringing up daughters they would have
had more options.
“We tell girls they can be caregivers or breadwinners, or any combination of the two but we still judge
boys on how much money they bring in”, she explains to the WEPs audience. She wants to change this,
to encourage parents, schools and employers to offer the same opportunities to men that they do to
women and to value the role of the lead parent.
“No male CEO expects to be CEO and the lead parent. The only way we’re going to get 50% women in
leadership positions is if 50% of men are happy to be the lead caregiver for at least some part of their
career”.
This balance of life and work, of breadwinner and caregiver, is clearly something she feels passionately
about. When I ask her what success means she tells me for her it’s about fulfillment.
“ That you are pursuing things in your life, both professionally and personally, that allow you to grow, to
learn and to develop, to feel that you have meaning and purpose in your life,” she says.
This need for fulfillment, to feel that she’s contributing something and forming meaningful connections
with people, was what ultimately led her to leave the State Department but it’s also what interests her
about politics. She believes that politicians have the ability to change things, to make things better and
that if more women knew that there would be more of them in politics.
“It was interesting working for Hillary Clinton. She really does get up every morning and ask herself,
consciously or unconsciously, ‘what can I do today that will best use the power I hold and the trust
placed in me?’ It’s really about ‘how do I make the world a better place?’ It’s a cliché but that’s what
motivates her.
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“And I think if women, and many men, started to see politics again as ‘how can I change things, how can
I solve problems’, it would become more attractive. We forget that’s how Obama got elected, it seems
like a long time ago now but it was about change you can believe in. And that has happened in some
ways, we do have healthcare, but in many other ways people just see it [politics] as this cynical power
and money game”.
One thing that could certainly encourage more women into politics would be the election of a female
President. How long will we have to wait for that?
“I hope only two years”.
And will it be Hilary?
She laughs and shrugs, “I don’t know. I think we should not at all discount the likelihood that the
Republicans will have a female candidate. I mean Sarah Palin, whether you like her or not, was the vice
presidential candidate on what could have been a winning ticket. So I don’t think we should see it as
only Hillary but I for one do hope Hillary runs. I don’t know a single woman who doesn’t!”
Our time is nearly up so to end I ask her what is the one piece of advice she’d give her younger self?
“People will take you as seriously as you take yourself. If you think you should be at a meeting, if you
think you should be in a position of leadership then people will treat you accordingly. Self doubt is our
own worst enemy”.
Anne-Marie Slaughter, a woman who takes herself seriously just in a very jolly way.
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http://www.theguardian.com/women-in-leadership/2014/mar/08/this-international-womensday-stop-and-check-your-bias
This International Women's Day stop and check your bias
By Harriet Minter
The Guardian - Women in Leadership, Harriet Minter
March 8, 2014
A hastily sent tweet made Harriet Minter conscious of her own hidden bias. Here she explains how
accepting our prejudices could be the easiest way to gender equality
We like people who are like us but being conscious of that fact can help us fight against our internal biases.
Photograph: Christopher Thomond
It was day two of the UN’s Women’s Empowerment Principles (WEPs) conference and the panel were
discussing how to raise awareness of unconscious bias within your organisation. I tapped out a tweet
from the Women in Leadership Twitter account asking our followers for suggestions on eliminating
unconscious bias. I was then made very aware of my own.
Busted.
Unconscious bias isn’t a modern problem. Back when we were all cavemen (or women) we were drawn
to those who looked like us because they were probably part of our tribe, making them safe. Being able
to instantly identify friend or foe kept us alive and so strong is this need for safety that it still dominates
our thought process today. We like people who are like us, whether that’s in gender, race or even hair
colour, we are always going to be unconsciously drawn to people who mirror us in some way. So this
International Women’s Day let’s all make a conscious decision that on meeting a new person we will
stop and check our bias.
Throughout the two day WEPs conference the subject of unconscious bias kept reoccuring and not
just because of the role it plays in stopping gender equality in the boardroom. Business leaders at the
event were clear that for them success depends on bringing together teams of people with different
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skills and creating an atmosphere of inclusion for them to work in. This results in higher levels of
productivity and an enhanced bottom line.
Steve Almond, chairman of Deloitte, admitted his own unconscious bias and the plans he’d put in
place to counteract it. By consciously choosing to mentor people who are different to him or who he
might not necessarily gravitate towards, Almond shows how you can both accept and adapt your
unconscious opinions. Often, however, it takes an epiphany to make us understand our biases. Such
as sending an ill thought out tweet.
Bea Perez, chief sustainability officer for the Coca Cola company spoke about searching for an art kit
for her young son, only to find it located in the girl’s toys section. Realising that gender bias didn’t just
happen at work but was ingrained in our culture from childhood upwards led her to the decision that
she was going to do everything she could to fight it, “for all the young boys who want toys deemed
suitable only for girls”.
If you don’t want to wait for an epiphany, here are some simple things that all organisations can do to
help eliminate the effects of unconscious bias. Firstly do a thorough pay audit, what do the top earners
have in common? Then look at the “hot jobs” in your company, how similar do the people in these roles
look? At a recruitment level, look at anonymising CVs. Two years ago the law firm Clifford Chance
adopted a “blank CV” process which took university and school off graduate applications. It instantly
widened the number of universities the firm recruited from and was a small step in moving away from
the private school, Oxbridge educated elite that dominates the legal sector.
Whilst it would be great to think that this International Women’s Day we’re going to wipe out bias
altogether, the reality is that it’s within all of us and pretending otherwise won’t help. Instead we need
to be conscious of bias because when we are aware of it we can prevent it affecting our decision making
process. So the next time you find yourself thinking that an interview candidate is hard to connect with
or that you’ve instantly clicked with someone, stop and check your bias. You might just find that you
change your mind.
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http://www.theguardian.com/women-in-leadership/2014/mar/05/live-blog-6th-annual-wepsevent-gender-equality-and-the-global-jobs-challenge
Live blog: 6th annual WEPs event, gender equality and the global jobs challenge
By Harriet Minter
The Guardian - Women in Leadership
March 6, 2014
NOTE: Below is a sampling of posts from the live blog on 5-6 March. Please visit the URL
above for the full thread.
The UN’s Women Empowerment Principles set the standard for gender equality in business around the
world. We’ll be reporting live from their event in New York, so keep up with all the action here
Can we solve the global jobs challenge by getting more women into business? Photograph: Frans Lemmens/Alamy
2.16pm ET
Are you sitting comfortably? Then we'll begin
Welcome to the 6th Annual WEPs event, looking at gender diversity in the working world and how we
do it better. Over the next two days Jo Confino and I will be reporting live from the conference and
talking to guests and speakers. We’ll be asking them which businesses have shown innovation in their
diversity and inclusion programmes and discussing the potential barriers to more women in the
workplace.
We’d love to know your thoughts on these topics too so do head over to our open thread and share
them.
2.16pm ET
The Women's Empowerment Principles: a quick overview
Launched on International Women’s Day in 2010, the Women’s Empowerment Principles were created
through a collaboration between UN Women and the United Nations Global Compact. They set a
standard for businesses who want to empower women in the workplace. You canlearn more about them
here.
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9.44am ET
Equality of women is progress for all, says Phumzile Mlambo-Ngcuka
We’ve barely been going five minutes and we’ve already gone off script. We wanted a bit more debate
from yesterday so Jo Confino starts us off with a question to Georg Kell, “you’ve got 700 businesses
signed up, so why are we still talking about this? Why isn’t everyone doing it?”
Kell acknowledges that whilst the Womens Empowerment Principles have had a fast rate of sign up,
from 20 companies to 700, it’s still far away from a tipping point. To reach that tipping point the UN
Global Compact would need 10 to 15 thousand companies signed up to WEPs. So just a little way to go
then.
After that detour, Phumzile Mlambo-Ngcuka the under-secretary-general and executive director of UN
Women explains that her top priorities are increasing the number of private sector partnerships, along
with bringing in men and boys, and reaching out to the media. *Waves*.
She ends with a call for more legislation, legislation won’t make men respect women’s ability in business
but it will stop men discriminating against them.
2.17pm ET
What can CEOs do?
If you’re looking for something to read whilst we’re munching, then here you go. We asked some of the
speakers for their opinion on what CEOs could do to embed gender equality in the workplace:
Sue Townsen, risk consulting partner at KPMG
Business leaders need to act on a number of fronts – this includes actions that build a more inclusive
work environment, such as flexible working conditions; but also leadership and tone at the top; and
importantly building the skills and confidence of women in their organizations. For CEOs it is especially
critical that they be authentic and personally invested, and hold themselves and their leaders
accountable.
Georg Kell, executive director, United Nations Global Compact
As the business case grows stronger and as more companies turn to the WEPs, the case for transparency
and accountability is also strengthened. I would encourage companies to utilize the WEPs Reporting
Guidance, aligned with the seven Principles, which helps businesses to report their progress on
advancing women and gender equality. It provides general reporting approaches and specific examples
of disclosures and performance indicators for each Principle. Better yet, the guidance is designed to
align with established reporting frameworks that businesses already use, such as the Global Reporting
Initiative (GRI) or the UN Global Compact’s Communication on Progress (COP). This guidance is for all
businesses that recognize the value of applying a gender lens to their corporate sustainability agenda
and are committed to the WEPs.
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Steve Almond, chairman, Deloitte Touche Tohmatsu
Organizational change happens when the CEO owns a topic as a strategic objective and sets clear
targets. The only way we are going to see real strides in empowering women is through business leaders
taking ownership of the issue and viewing diversity as a business imperative. Too often women
initiatives are delegated to the Human Resources department or a task force with no senior leadership
accountability. Top leadership needs to understand that it makes good business sense; that a diverse
workforce will help their organization grow; deliver enhanced client service, provide better products or
goods. And leaders need to lead --- Human Resources cannot be responsible for what happens in a
leader’s team.
2.41pm ET
Anne-Marie Slaughter is today’s keynote speaker and has done a great job in instantly catching the
attention of the men in the room by announcing that while she will speak a bit on the WEPs, she’s going
to speak more on the empowerment of men.
As the mother of two teenage boys, Slaughter is very aware that she is bringing them up with fewer
choices than if she was raising girls.
“We tell girls they can be caregivers, career women or any blend of the two. We tell boys that their
value is measured by their earnings and status”
As Slaughter points out, no male CEO has made it to leading the boardroom and also been the lead
parent. Why do we expect the same of women? She argues that if we want 50% of business leaders to
be women then we need to expect that 50% of lead parents will be men and we need to value that role
as much as we value CEOs.
She ends by admitting that she’s worried the idea sounds preposterous, but hopes that we’ll all
remember than in the 1970s the idea of women going out to work was preposterous and look where we
are now.
Is she right? By focussing on women in the workplace have we missed a trick on men at home? Tell
us @gdnwomenleaders
We’ll have a full interview with Slaughter on the site on Saturday, so look out for that too.
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General Event Media – Business in Society
John Paluszek of “Business in Society” conducted three video interviews as part of a feature programme
on the WEPs, which aired on DirecTV on 22 March and is available online. Business in Society reports on
how business is changing lives through responsible and sustainable business. The half-hour programme
presents experts and best practices on a range of corporate sustainability topics, drawing attention to
private sector efforts to conduct business both ethically and profitably, and also address global
challenges. http://www.businessinsociety.net
Featuring interviews with:



Anne-Marie Slaughter, President, New America Foundation
Barbara Krumsiek, CEO, Calvert Investments
Ursula Wynhoven, Chief, Governance and Social Sustainability and General Counsel, United
Nations Global Compact
36
http://3blmedia.com/News/CSR/Women-Empowerment-Leaders-Challenge-Men-Join-TheirCause
Women Empowerment Leaders Challenge Men to Join Their Cause (Press Release)
March 20, 2014
In new “Business In Society” interviews, women leaders project a win-win business rationale
PRESS RELEASE
Thursday, March 20, 2014 - 10:00am
New York, NY, March 20, 2014 /3BL Media/ - In interviews on the “Business In Society” program to be
aired on Direct TV Saturday at 11 AM EDT (channel 222) Dr. Anne-Marie Slaughter, President of The New
America Foundation and Ms. Barbara Krumsiek, CEO, Calvert Investments, project a tipping point for
women’s empowerment -- if more men can adjust and commit to it.
Dr. Slaughter: “My position is the next phase has to change a lot of norms around men … We need a
situation where men and women are both caregivers and breadwinners.”
Ms. Krumsiek: “I look forward to the day when we don’t separate our thinking about genders … And we
need that awareness by CEOs, male and female, and men in the workplace.”
Dr. Slaughter and Ms. Krumsiek were featured speakers at the March 6th “Gender Equity and Global Jobs
Challenge” conference of the Women’ s Empowerment Principles at United Nations Headquarters in
New York. The WEPs program, an initiative of the UN Global Compact and UN Women, promotes a set
of seven principles for organizational models that facilitate women’s progress in business, government,
civil society and other institutions. It has some 700 CEO signatories.
The Business In Society (www.businessinsociety.net) WEPs television program, available in advance for
reviewers via the above link and to be also distributed globally via United Nations auspices, is the first in
a new series of BIS planned programs. John Paluszek, (@Biz_in_Society), executive producer, announced
that, “having completed our pilot stage of five well-received programs, we are now considering
partnerships and sponsorships to enable us to achieve greater program frequency and a broader
agenda. There are many important and engaging business-in-society stories yet to be told.”
Earlier BIS programs have reported on the Global Compact’s nine issue initiatives, especially its global
water mandate program, as well as on human rights, apparel supply chain issues and an earlier update
on women’s empowerment.
37
Business In Society has an integrated two-fold mission:
To draw new attention of influential audiences to current macro problems in global society and report
on new efforts by business to address these problems.
To build understanding and commitment to this principle: It is now not only possible, but necessary, to
conduct business ethically and responsibly as well as profitably.
38
General Event Media – Corporate Coverage
http://www.sondakika.com/haber/haber-bm-kadinlarin-guclenmesi-prensipleri-ni-5756891/
UN Women's Empowerment Principles, the Signatories First Cargo Company
SonDakika.com
March 7, 2014
(Google Translate)
Aras Cargo for women's empowerment and employment promised in the United Nations was an
example
UN Women's Empowerment Principles, signed the first shipping company: Aras Cargo
Turkey's innovative courier company Aras Cargo, Women's Empowerment Principles, the United Nations
(weps) signatories was the first Turkish shipping company. Male-dominated business in the field of
women's leadership and the United Nations Women and the Global Compact Organisations meetings
exemplary Aras Cargo Chairman and CEO of Evolution Aras, in his speech increase women's employment
to female employees make life easier for new applications was also told.
United Nations Women's Organization and the United Nations Global Compact, the Organization of the
joint venture, Women's Empowerment Principles, (weps) development meeting this year in Turkey Aras
Cargo Chairman and CEO of Evolution Aras represented. Kargoculuk industry's challenging business
conditions and physical strength due to the need male-dominated sectors woman as a leader of the
39
difficulties faced in describing the evolution Aras, both management and employees employment of
women in order to increase the prepared package in the United Nations announced.
weps the business world how to adapt guarantee will be discussed at a panel Evolution Aras outside the
luxury consumer brands leader Louis Vitton, the world's largest renewable clean energy manufacturers
Brazilian Itaipu Binacional, America's most widely apparel brands Ann Taylor with the global financial
brands BNP Paribas bank of the hill managers also made speeches.
Aras: "Women's rights in the nature of the call, the right to get there. Imagine the woman who collapsed
in front of the wall though."
Patriarchal came from a family even though working hard, diligently and responsibilities claiming the
company assumed the leadership of describing the evolution Aras journey, said: "Our company's
founder beloved father prematurely in a painful way when we lost the world on my own was destroyed.
Lap, my little child, our leadership trusting thousands of employees, the verge of bankruptcy to a
company faced. me opportunities to present to wait there was no time. I stood up and my responsibility
I took it out. imagine the woman who is successful., I dreamed and me this dream of sharing with those
who did it. today better understand women dream when it's just work-related happens. Both both
themselves and the environment in the lives of converting dreams, and nature from the power of their
gold with a tray presented without waiting for the rights, looking're moving. this commitment in front of
the wall though is destroyed. "
Aras Cargo to increase women's employment in the survey there, quota, the primary de
Women's Empowerment Principles in Turkey the first signatories of the Aras Cargo shipping company
would take steps in the light of these principles in the United Nations, pledging announced. 33%
increase in two years the number of female employees stated that they were also summarizes Evolution
Between 2014 plan.
Taken in New York and some of the decisions described as follows:
that mandatory quotas to be put on women's employment in recruitment
it seeks to increase women's employment recommendations to be asked by questionnaire to
that a woman with first-degree relatives of employees as a result of employee recruitment should occur
propose proposing to pay premiums to
that pregnant women who gave birth and new flexible working hours for employees to make written
Headquarters and Regional offices that the creation of breastfeeding rooms in the hygienic
40
Manager to ensure that business continuity arrangements of mothers and single parents studying in
primary and secondary education to parents of children in the first or last day of school administration
to allow
that mother-child health training for employees to organize
o As in the past, Aras Family Academy widespread agreement within the framework of Turkey with all
25 of their spouses working at the university course they were curious Giving them matters. To spouses
of employees facing the Ministry of Family and Social Policies open with professional learning
opportunities
Evolution Aras: "Future efforts but on March 8, to celebrate the achievements"
Aras, the words March 8, International Women's Day laborers efforts for gender equality, and this effort
has been exerted, rather than remembering the day when men and women side by side with the
collective wishes of success to be celebrated and ended the day.
*********
(Original Text)
Türkiye'nin Yenilikçi Kargo Şirketi Aras Kargo, Birleşmiş Milletler'in Kadınların Güçlenmesi...
Weps'in iş dünyasına nasıl adapte edileceğinin konuşulduğu panelde Evrim Aras'ın dışında lüks
tüketim markalarının lideri Louis Vitton, dünyanın en büyük yenilenebilir temiz enerji üreticilerinden
Brezilyalı Itaipu Binacional, Amerika'nın en yaygın konfeksiyon markalarından Ann Taylor ile global
finans markası BNP Paribas bankasının tepe yöneticileri de konuşma yaptılar.
Weps'in iş dünyasına nasıl adapte edileceğinin konuşulduğu panelde Evrim Aras'ın dışında lüks tüketim
markalarının lideri Louis Vitton, dünyanın en büyük yenilenebilir temiz enerji üreticilerinden Brezilyalı
Itaipu Binacional, Amerika'nın en yaygın konfeksiyon markalarından Ann Taylor ile global finans markası
BNP Paribas bankasının tepe yöneticileri de konuşma yaptılar.
Aras: 'Kadının doğasında hak aramak da, hakkını almak da var. Hayal eden kadının önünde duvar olsa
yıkılır.'
Ataerkil bir aileden geldiği halde çok çalışarak, sebat ederek ve sorumluluklarına sahip çıkarak şirketin
liderliğini üstlendiğini anlatan Evrim Aras yolculuğunu şöyle anlattı: 'Şirketimizin kurucusu sevgili babamı
vaktinden evvel acı bir şekilde kaybettiğimiz zaman dünya başıma yıkılmıştı. Kucağımda küçük bir çocuk,
liderliğimize güvenen binlerce çalışan, iflasın eşiğinde bir şirketle karşı karşıyaydım. Bana fırsatların
sunulmasını bekleyecek vakit yoktu. Ayağa kalktım ve sorumluluğumu elime aldım. Hayal eden kadın
41
başarır. Ben de hayal ettim ve benimle bu hayali paylaşanlarla birlikte başardım. Bugün daha da iyi
anlıyorum ki kadınlar hayal kurduğu zaman bu sadece işle ilgili olmuyor. Hem kendilerinin hem de
çevrelerinin hayatlarını dönüştürmeyi hayal ediyorlar ve doğalarından gelen güçle kendilerine altın
tepsiyle sunulmasını beklemeden, haklarını arıyor, harekete geçiyorlar. Bu kararlığın önünde duvar olsa
yıkılır.'
Aras Kargo'da kadın istihdamını arrtırmak için anket de var, kota da, prim de
Türkiye'de Kadınların Güçlenmesi Prensiplerini imzalayan ilk kargo şirketi olan Aras Kargo bu prensipler
ışığında atacakları adımları da Birleşmiş Milletlerde söz vererek duyurdu. İki yılda kadın çalışan sayısını
%33 arttırdıklarını belirten Evrim Aras 2014 planlarını da özetledi.
Alınan ve New York'ta açıklanan kararlardan bazıları şöyle:
o\tİşe alımlarda kadın istihdamına zorunlu kota konması
o\tKadın istihdamının arttırılması için çalışanlara anketle öneri sorulması
o\tÇalışanların birinci derece yakını olmayan bir kadın çalışan önermeleri sonucunda işe alım
gerçekleşirse önerenlere prim verilmesi
o\tHamile ve yeni doğum yapan kadın çalışanlara yönelik esnek çalışma saatlerinin yazılı hale getirilmesi
o\tGenel Müdürlük ve Bölge müdürlüklerinde hijyenik emzirme odaları oluşturulması
o\tYöneticilerin iş devamlılığını sağlayacak şekilde düzenlemelerle annelere ve tek ebeveyn babalara ilk
ve orta öğretimde okuyan çocuklarının okulunun ilk veya son gününde idari izin verilmesi
o\tÇalışanlara yönelik anne-çocuk sağlığı eğitimleri organize edilmesi
o\tGeçmişte olduğu gibi, Aras Aile Akademisi çerçevesinde tüm Türkiye'ye yaygın anlaşma yapılan 25
üniversitede çalışan eşlerinin merak ettikleri konularda kendilerine kurslar verilmesi. Çalışanların eşlerine
dönük Aile ve Sosyal Politikalar Bakanlığı ile birlikte açık mesleki öğrenim imkanları
Evrim Aras: 'Hayalim 8 Mart'ta çabaları değil, başarıları kutlamak'
Aras, sözlerini 8 Mart Dünya emekçi Kadınlar Günü'nün cinsiyet eşitliği için çabaların sarf edildiği ve bu
çabaların hatırlandığı günden ziyade kadın-erkek yan yana kolektif başarının kutlandığı gün olmasını
dilekleriyle noktaladı.
(Tür: Dış)
42
http://www.aa.com.tr/tr/sirket-haberleri/gundem/1738928
Aras Cargo, the Women's Empowerment Principles (weps) signed
Anadolu Ajansi
March 6, 2014
(Google Translate)
UNITED NATIONS (Reuters) - UN Women's Organization and the UN Global Compact, the Organization
of the joint venture weps in developing in New York at the meeting this year, representing Turkey Aras
Cargo Chairman and CEO of Evolution Aras, firms to increase female employment and female employees
told to find new applications to make life easier.
Aras Cargo, the two-year increase of 33 per cent stating that the number of female employees Between
Evolution, the steps taken in the light of these principles in the UN's promised.
In his speech, in both management and employees are preparing to increase women's employment
package announced Aras, due to challenging business conditions and needs physical strength of a
woman in a male-dominated shipping industry as a leader told his difficulties.
"A woman's inherent right call, the right to get there. Imagine the woman in front of the wall though
destroyed," said Aras, a patriarchal family where even though hard work, diligently and responsibilities
claiming the company assumed the leadership told.
In his speech at the UN, with losing his father came to the brink of bankruptcy, indicating that a
company faces Aras,'' Then I got up and got my hands on my responsibility. Women who dream of
success. I dreamed I was able with those who share this dream with me, "he said.
Between firms and has received some of the decisions announced in New York were listed as follows:
"Recruitment of women in employment mandatory quota to be put women's employment to increase
the employee questionnaire recommendations to be asked, running first degree relatives of a woman
without a working proposition as a result of recruitment happens, proposing to pay premiums to
pregnant and new birthing woman for employees flexible working hours writing, making headquarters
and in the regional offices hygienic nursing room creation, manager of business continuity to ensure
arrangements for mothers and single-parent fathers primary and secondary school students who are
children of the school's first or last day administrative be allowed. "
Panel Evolution Championships, as well as clothing and fashion world recognized brands Louis Vitton,
renewable clean energy manufacturers Brazilian Itaipu Binacional, America's known clothing brands Ann
Taylor with the global financial bank, BNP Paribas's top executives also among the speakers took place.
*******
43
(Original Text)
Aras Kargo, Kadınların Güçlenmesi Prensipleri’ni (WEPs) imzaladı.
BİRLEŞMİŞ MİLLETLER (AA) - BM Kadın Örgütü ile BM Küresel İlkeler Sözleşmesi Örgütü’nün ortak girişimi
olan WEPs'in geliştirilmesi konusunda New York'ta gerçekleştirilen toplantıda bu yıl Türkiye’yi temsil
eden Aras Kargo Yönetim Kurulu Başkanı ve CEO’su Evrim Aras, firma olarak kadın istihdamını arttıracak
ve kadın çalışanlarının hayatını kolaylaştıracak yeni uygulamalarını anlattı.
Aras Kargo olarak, iki yılda kadın çalışan sayısını yüzde 33 arttırdıklarını bildiren Evrim Aras, BM'de bu
prensipler ışığında atacağı adımların sözünü verdi.
Konuşmasında, hem yönetim hem de çalışanlarda kadın istihdamını arttırmak için hazırladıkları
paketi duyuran Aras, zorlu iş koşulları ve bedensel güç ihtiyacı nedeniyle erkek egemen kargo
sektöründe bir kadın lider olarak yaşadığı zorlukları anlattı.
"Kadının doğasında hak aramak da, hakkını almak da var. Hayal eden kadının önünde duvar olsa
yıkılır" diyen Aras, ataerkil bir aileden geldiği halde çok çalışarak, sebat ederek ve sorumluluklarına sahip
çıkarak şirketin liderliğini üstlendiğini anlattı.
BM'deki konuşmasında, babasını kaybetmesiyle iflasın eşiğinde bir şirketle karşı karşıyaya geldiğini
belirten Aras, ''Daha sonra ayağa kalktım ve sorumluluğumu elime aldım. Hayal eden kadın başarır. Ben
de hayal ettim ve benimle bu hayali paylaşanlarla birlikte başardım" dedi.
Aras, firmanın aldığı ve New York’ta açıkladığı kararlardan bazılarını ise şöyle sıraladı:
"İşe alımlarda kadın istihdamına zorunlu kota konması, kadın istihdamının arttırılması için çalışanlara
anketle öneri sorulması, çalışanların birinci derece yakını olmayan bir kadın çalışan önermeleri
sonucunda işe alım gerçekleşirse önerenlere prim verilmesi, hamile ve yeni doğum yapan kadın
çalışanlara yönelik esnek çalışma saatlerinin yazılı hale getirilmesi, genel müdürlük ve bölge
müdürlüklerinde hijyenik emzirme odaları oluşturulması, yöneticilerin iş devamlılığını sağlayacak şekilde
düzenlemelerle annelere ve tek ebeveyn babalara ilk ve orta öğretimde okuyan çocuklarının okulunun ilk
veya son gününde idari izin verilmesi."
Panelde Evrim Aras’ın yanı sıra giyim ve moda dünyasının tanınan markalarından Louis Vitton,
yenilenebilir temiz enerji üreticilerinden Brezilyalı Itaipu Binacional, Amerika’nın bilinen giyim
markalarından Ann Taylor ile global finans bankası BNP Paribas'ın tepe yöneticileri de konuşmacılar
arasında yer aldı.
44
http://www.gercekgundem.com/ekonomi/29460/aras-kargodan-8-mart-oncesi-onemli-imza
Important signature before March 8 from Aras Cargo
Gercek Gundem
March 6, 2014
(Google Translate)
ANKARA (ANKA) -United Nations Women's Organization and the United Nations Global Compact, the
Organization of the joint venture, Women's Empowerment Principles, the development meetings this
year in Turkey Aras Cargo Chairman and CEO of Evolution Aras represented.
Kargoculuk industry's challenging business conditions and physical strength due to the need maledominated sectors woman as a leader of the difficulties faced describing the evolution Aras, both
management and employees employment of women in order to increase the prepared package in the
United Nations announced.
"IMAGINE THAT WOMEN BAŞARIR"
company assumed the leadership of explaining Aras journey, said:
"Our company's founder beloved father prematurely in a painful way when we lost the world on my
own was destroyed. lap in my little child, our leadership confident working with thousands of
bankruptcy on the verge of a company faced. me opportunities to present to wait there was no time. I
stood up and my responsibility I took it out. imagine the woman who is successful., I dreamed and me
this dream of sharing with those who did it. today better understand women dream when it just work
about happens. Both both themselves and the environment in the lives of converting dreams, and
nature from the power of their gold with a tray presented without waiting for the rights, looking're
moving. this commitment in front of the wall though is destroyed. "
"WOMEN'S EMPLOYMENT should be put to the mandatory quota"
would take steps in the light of these principles in the United Nations, pledging announced. Increase the
number of female employees in two years, 33 percent stated that they were also summarizes Evolution
Between 2014 plan. Between the received and in New York described the decisions as follows:
"In recruitment of female employment mandatory quotas should be put women's employment to
increase the employee questionnaire recommendations should be asked, running first degree relatives
of a woman without a working proposition as a result of recruitment happens, recommending to the
premium should be, pregnant and new birthing woman for employees flexible working hours shall be
written, Headquarters and in the regional offices hygienic nursing rooms should be created, managers,
business continuity to ensure that the arrangements for mothers and single-parent fathers primary and
45
secondary school students who are children of the school's first or last day administrative allowed,
employee for mother-child health education should be organized. past as well as the Aras Family
Academy in the framework of all of Turkey widespread agreement the 25 universities working on their
wives wondered which they themselves courses should be given and employees to their wives looking
for Family and Social Policy Ministry with open vocational education facilities should be provided . "
*******
(Original Text)
Aras Kargo, Kadınların Güçlenmesi Prensipleri’ni (WEPs) imzaladı.
BİRLEŞMİŞ MİLLETLER (AA) - BM Kadın Örgütü ile BM Küresel İlkeler Sözleşmesi Örgütü’nün ortak girişimi
olan WEPs'in geliştirilmesi konusunda New York'ta gerçekleştirilen toplantıda bu yıl Türkiye’yi temsil
eden Aras Kargo Yönetim Kurulu Başkanı ve CEO’su Evrim Aras, firma olarak kadın istihdamını arttıracak
ve kadın çalışanlarının hayatını kolaylaştıracak yeni uygulamalarını anlattı.
Aras Kargo olarak, iki yılda kadın çalışan sayısını yüzde 33 arttırdıklarını bildiren Evrim Aras, BM'de bu
prensipler ışığında atacağı adımların sözünü verdi.
Konuşmasında, hem yönetim hem de çalışanlarda kadın istihdamını arttırmak için hazırladıkları
paketi duyuran Aras, zorlu iş koşulları ve bedensel güç ihtiyacı nedeniyle erkek egemen kargo
sektöründe bir kadın lider olarak yaşadığı zorlukları anlattı.
"Kadının doğasında hak aramak da, hakkını almak da var. Hayal eden kadının önünde duvar olsa
yıkılır" diyen Aras, ataerkil bir aileden geldiği halde çok çalışarak, sebat ederek ve sorumluluklarına sahip
çıkarak şirketin liderliğini üstlendiğini anlattı.
BM'deki konuşmasında, babasını kaybetmesiyle iflasın eşiğinde bir şirketle karşı karşıyaya geldiğini
belirten Aras, ''Daha sonra ayağa kalktım ve sorumluluğumu elime aldım. Hayal eden kadın başarır. Ben
de hayal ettim ve benimle bu hayali paylaşanlarla birlikte başardım" dedi.
Aras, firmanın aldığı ve New York’ta açıkladığı kararlardan bazılarını ise şöyle sıraladı:
"İşe alımlarda kadın istihdamına zorunlu kota konması, kadın istihdamının arttırılması için çalışanlara
anketle öneri sorulması, çalışanların birinci derece yakını olmayan bir kadın çalışan önermeleri
sonucunda işe alım gerçekleşirse önerenlere prim verilmesi, hamile ve yeni doğum yapan kadın
çalışanlara yönelik esnek çalışma saatlerinin yazılı hale getirilmesi, genel müdürlük ve bölge
müdürlüklerinde hijyenik emzirme odaları oluşturulması, yöneticilerin iş devamlılığını sağlayacak şekilde
46
düzenlemelerle annelere ve tek ebeveyn babalara ilk ve orta öğretimde okuyan çocuklarının okulunun ilk
veya son gününde idari izin verilmesi."
Panelde Evrim Aras’ın yanı sıra giyim ve moda dünyasının tanınan markalarından Louis Vitton,
yenilenebilir temiz enerji üreticilerinden Brezilyalı Itaipu Binacional, Amerika’nın bilinen giyim
markalarından Ann Taylor ile global finans bankası BNP Paribas'ın tepe yöneticileri de konuşmacılar
arasında yer aldı.
47
http://www.turkishny.com/special-news/56-special-news/146319-aras-kargo-birlesmismilletlerde-ornek-oldu#.UyCw-fldUic
Aras Kargo, Birleşmiş Milletler’de Örnek Oldu
TurkishNY
March 6, 2014
(Google Translate)
Aras Cargo, a United Nations Representative has
Cargo industry's leading companies in Turkey Aras Cargo Inc. in the United Nations on Women's
Empowerment Principles (weps) signatories was the first Turkish shipping company. Women in maledominated work areas and with the leadership of the United Nations Global Compact Women's
Organisations in the meetings Aras Aras Cargo Chairman and CEO of Evolution, was exemplary.
Women's Empowerment Principles, (weps) business how to adapt would indeed be spoken and luxury
consumer brands leader Louis Vuitton, the world's largest renewable clean energy manufacturers
brands BNP Paribas bank of the hill administrators a speech at a panel speaking Evolution Aras,
kargoculuk industry's challenging business conditions and physical strength due to the need maledominated sectors woman as a leader of the difficulties faced in the telling, both management and
employees employment of women in order to increase the prepared package in the United Nations
announced.
Women's rights in the nature of the call, the right of getting stressed that the existing Aras, "Imagination
is the woman who collapsed in front of the wall though." He said.
company assumed the leadership stating that the evolution Aras, "founder of our company dear father
prematurely in a painful way when we lost the world on my own was destroyed. A small child on my lap,
48
working with thousands of trusting our leadership, I was faced with a company on the verge of
bankruptcy. I did not have time to wait for the opportunities presented. I stood up and got me my
responsibility. Women who dream of success. I dreamed I was able with those who share this dream
with me. Today I understand better when women dream about it just does not work. Transform the
lives of both themselves and the environment, and the nature of dreams themselves from the power of
gold waiting to be presented with a tray, looking for their rights, they take action. While this
commitment in front of the wall will fall. "He said.
Moreover, the United Nations activities in the framework of Manhattan's The 3 West Club in the session
held in the speaking Evolution Aras, other countries and companies to set an example on behalf of a
male-dominated business in the area of women as a leader in the company's growth changes made told.
The labor force participation rate of women in Turkey, half of the OECD average of 30% stated that the
Aras, chairman of the proportion of women is "unfortunately only 10%," he explained.
Aras Aras Cargo is about Turkey's leading and innovative courier company for 35 years in operation they
are currently 3,000 over our car and our business due to the nature of most men with 10,000 +
employees have said.
49
Aras, in his speech here, however, survive the challenges faced, despite the great success reaching the
story said: "Turkey's capital Ankara grew up in, but patriarchal and women are often ignored where the
eastern origin in a family I grew up. At the same time as the family's surname of the family business,
which will carry on to future generations of the sons are expected to carry out. The company's founder,
my father caught a severe illness, unfortunately, the responsibility to uphold the verge of bankruptcy
the company had to take me instead of my brother. And when my father died, and as a single mother
myself new managing've found a company in crisis. The livelihoods of thousands of people in my
hands. At this point you could not get fuel vehicles to our fleet, we could not pay the salaries of our
employees for six months. Long story short today, with annual revenue of about $ 300 million'm the
head of a successful business. At the same time of last year's EBITDA margin of 13% annual growth rate
in Turkey with nearly tripled am proud of receipt. Moreover, the age-old Austrian Post today with five
partners. "
To reach this point, fantasy, strong faith and thanks to the people who share this belief underlines the
Aras, "I'm a little more of the work beyond the dreams of women believe. No responsibility is inherent in
women from the get go, without waiting for. "He said.
Aras finally, "March 8 a day achievements of women and equality effort to spend a day, but this success
and equality they celebrate one day I wish to be." He found there and around the world all women
March 8 Women's Day celebrated.
50
Aras Cargo announced in New York and the decisions taken by some of the following:
- The employment of women in employment to be put to the mandatory quota.
- To increase the employment of women workers to be asked by questionnaire recommendations.
- A woman with first-degree relatives of employees as a result of employee recruitment proposition is
proposing to pay premiums to occur.
- Pregnant women who gave birth and new flexible working hours for employees to be made in writing.
- General Directorate and the regional directorates hygienic creation of breastfeeding rooms.
- Managers to ensure business continuity arrangements for mothers and single parents studying in
primary and secondary education to parents of children in the first or last day of school administration
should be permitted.
- Mother-child health training for employees to organize.
- As in the past, Aras Family Academy widespread agreement within the framework of Turkey with all 25
of their spouses working in university courses be given to them on issues they were curious. To spouses
of employees facing the Ministry of Family and Social Policies open with professional learning
opportunities.
51
*******
(Original Text)
Aras Kargo, Birleşmiş Milletler’de Örnek Oldu
Hilmi Turan Kökcüoğlu-New York
TurkishNY.com
Türkiye'de kargo sektörünün önde gelen şirketlerinden Aras Kargo A.Ş, Birleşmiş Milletler’de
Kadınların Güçlenmesi Prensipleri’ne (WEPs) imza atan ilk Türk kargo firması oldu. Erkek egemen iş
sahasında kadın liderliği ile Birleşmiş Milletler Kadın ve Küresel İlkeler Örgütleri’nin toplantılarında
Aras Kargo Yönetim Kurulu Başkanı ve CEO’su Evrim Aras, örnek gösterildi.
Kadınların Güçlenmesi Prensipleri’nin (WEPs) iş dünyasına nasıl adapte edileceğinin konuşulduğu ve
lüks tüketim markalarının lideri Louis Vuitton, dünyanın en büyük yenilenebilir temiz enerji
üreticilerinden Brezilyalı Itaipu Binacional, Amerika’nın en yaygın konfeksiyon markalarından Ann
Taylor ile global finans markası BNP Paribas bankasının tepe yöneticilerinin de konuşma yaptığı
panelde konuşan Evrim Aras, kargoculuk sektörünün zorlu iş koşulları ve bedensel güç ihtiyacı
nedeniyle erkek egemen sektörde kadın bir lider olarak yaşadığı zorlukları da anlatarak, hem
yönetim hem de çalışanlarda kadın istihdamını arttırmak için hazırladıkları paketi Birleşmiş
52
Milletlerde duyurdu.
Kadının doğasında hak aramanın da, hakkını almanın da varolduğunu vurgulayan Aras, “Hayal eden
kadının önünde duvar olsa yıkılır.” dedi.
Ataerkil bir aileden geldiği halde çok çalışarak, sebat ederek ve sorumluluklarına sahip çıkarak
şirketin liderliğini üstlendiğini belirten Evrim Aras, “Şirketimizin kurucusu sevgili babamı vaktinden
evvel acı bir şekilde kaybettiğimiz zaman dünya başıma yıkılmıştı. Kucağımda küçük bir çocuk,
tepsiyle sunulmasını beklemeden, haklarını arıyor, harekete geçiyorlar. Bu kararlığın önünde duvar
olsa yıkılır.” şeklinde konuştu.
Ayrıca Birleşmiş Milletler etkinliği çerçevesinde Manhattan'daki The 3 West Club’da yapılan
oturumda da konuşan Evrim Aras, diğer ülke ve şirketlere örnek olma adına erkek egemen bir iş
alanında kadın bir lider olarak şirketin büyümesinde yaptığı değişiklikleri anlattı.
Türkiye’de kadınların işgücüne katılım oranı %30 ile OECD ortalamasının yarısı olduğunu ifade eden
Aras, Kadın yönetim kurulu başkanlarının oranını ise “maalesef sadece %10.” şeklinde açıkladı.
53
Aras, Aras Kargo hakkında ise Türkiye’nin lider ve yenilikçi kargo şirketi olarak 35 yıldır faaliyette
olduklarını, şu anda 3.000’den fazla aracımız ve işimizin doğası gereği çoğu erkek olan 10.000’den
fazla çalışana sahip olduklarını söyledi.
Aras, buradaki konuşmasında ise, hayatta karşılaştığı zorluklara rağmen büyük başarılara ulaşma
öyküsünü şöyle anlattı: “Türkiye’nin başkenti Ankara’da büyüdüm ancak ataerkil ve kadınların çoğu
zaman göz ardı edildiği doğu kökenli bir ailede yetiştim. Aynı zamanda ailenin işini de ailenin
soyadını gelecek kuşaklara taşıyacak olan oğulların yürütmesi beklenir. Şirketin kurucusu olan
babam ne yazık ki ağır bir hastalığa yakalandığında, iflasın eşiğindeki şirketi ayakta tutma
sorumluluğunu erkek kardeşim yerine benim üstlenmem gerekti. Babam öldüğündeyse kendimi yeni
ve bekar bir anne olarak krizdeki bir şirketi yönetirken buldum. Binlerce insanın geçimi de benim
elimdeydi. Bu noktada araç filomuza yakıt alamamış, altı ay boyunca çalışanlarımızın maaşlarını
ödeyememiştik. Uzun sözün kısası, bugün yıllık yaklaşık 300 milyon dolarlık geliri olan başarılı bir işin
başındayım. Aynı zamanda geçen yılki AVFÖK marjımızın %13 ile Türkiye’nin yıllık büyüme oranının
neredeyse üç katına ulaşmasından da gurur duyuyorum. Üstelik bugün 5 asırlık Austrian Post ile
ortağız.”
Bu noktaya ulaşmanın, hayale olan güçlü inancı ve bu inancı paylaştığı insanlar sayesinde olduğunun
altını çizen Aras, “Ben kadınların hayallerinin işin biraz daha ötesine geçtiğine inanıyorum.
54
Sorumluluğun verilmesini beklemeden gidip almak kadınların doğasında var.”dedi.
Aras son olarak, “8 Mart’ın bir gün kadınların başarı ve eşitlik için çaba harcadıkları bir gün değil, bu
başarılarını ve eşitliği kutladıkları bir gün olmasını diliyorum.” şeklinde orada bulunan ve dünya
genelindeki tüm kadınların 8 Mart Kadınlar Günü'nü kutladı.
Aras Kargo'nun aldığı ve New York’ta açıkladığı kararlardan bazıları şöyle:
- İşe alımlarda kadın istihdamına zorunlu kota konması.
- Kadın istihdamının arttırılması için çalışanlara anketle öneri sorulması.
- Çalışanların birinci derece yakını olmayan bir kadın çalışan önermeleri sonucunda işe alım
gerçekleşirse önerenlere prim verilmesi.
- Hamile ve yeni doğum yapan kadın çalışanlara yönelik esnek çalışma saatlerinin yazılı hale
getirilmesi.
- Genel Müdürlük ve Bölge müdürlüklerinde hijyenik emzirme odaları oluşturulması.
- Yöneticilerin iş devamlılığını sağlayacak şekilde düzenlemelerle annelere ve tek ebeveyn babalara
55
ilk ve orta öğretimde okuyan çocuklarının okulunun ilk veya son gününde idari izin verilmesi.
- Çalışanlara yönelik anne-çocuk sağlığı eğitimleri organize edilmesi.
- Geçmişte olduğu gibi, Aras Aile Akademisi çerçevesinde tüm Türkiye’ye yaygın anlaşma yapılan 25
üniversitede çalışan eşlerinin merak ettikleri konularda kendilerine kurslar verilmesi. Çalışanların
eşlerine dönük Aile ve Sosyal Politikalar Bakanlığı ile birlikte açık mesleki öğrenim imkanları.
56
http://www.hakimiyet.com/ekonomi/aras-kargo-bm-kadinlarin-guclenmesi-prensipleriniimzalayan-ilk-kargo-sirketi-oldu-h362817.html
Aras Cargo, signer of the UN Women's Empowerment Principles Becomes First Cargo
Company
Hakimiyet (Turkey)
March 6, 2014
(Google Translate)
Turkey's innovative courier company Aras Cargo, Women's Empowerment Principles, the United
Nations (weps) signatories oldu.erkek dominated the first Turkish cargo company in the field of
business women and women with the leadership of the United Nations Global ...
Turkey's innovative courier company Aras Cargo, Women's Empowerment Principles, the United Nations
(weps) signatories was the first Turkish shipping company.
Male-dominated business in the field of women's leadership and the United Nations Women and the
Global Compact Organisations meetings exemplary Aras Cargo Chairman and CEO of Evolution Aras, in
his speech increase women's employment to female employees make life easier for new applications
was also told.
United Nations Women's Organization and the United Nations Global Compact, the Organization of the
joint venture, Women's Empowerment Principles, (weps) development meeting this year in Turkey Aras
Cargo Chairman and CEO of Evolution Aras represented. Kargoculuk industry's challenging business
conditions and physical strength due to the need male-dominated sectors woman as a leader of the
difficulties faced in describing the evolution Aras, both management and employees employment of
women in order to increase the prepared package in the United Nations announced.
weps the business world how to adapt guarantee will be discussed at a panel Evolution Aras outside the
luxury consumer brands leader Louis Vitton, the world's largest renewable clean energy manufacturers
brands BNP Paribas bank of the hill managers also made speeches.
company assumed the leadership of describing the evolution Aras journey, said: "Our company's
founder beloved father prematurely in a painful way when we lost the world on my own was
destroyed. A small child on my lap, working with thousands of trusting our leadership, I was faced with a
company on the verge of bankruptcy. I did not have time to wait for the opportunities presented. I stood
up and got me my responsibility. Women who dream of success. I dreamed I was able with those who
share this dream with me. Today I understand better when women dream about it just does not
57
work. Transform the lives of both themselves and the environment, and the nature of dreams
themselves from the power of gold waiting to be presented with a tray, looking for their rights, they
take action. While this commitment in front of the wall will fall. "
would take steps in the light of these principles in the United Nations, pledging announced. Increase the
number of female employees in two years, 33 percent stated that they were also summarizes Evolution
Between 2014 plan.
Aras, the words March 8, International Women's Day laborers efforts for gender equality, and this effort
has been exerted, rather than remembering the day when men and women side by side with the
collective wishes of success to be celebrated and ended the day.
*******
(Original Text)
Aras Kargo, Bm Kadınların Güçlenmesi Prensiplerini İmzalayan İlk Kargo Şirketi Oldu
Türkiye’nin yenilikçi kargo şirketi Aras Kargo, Birleşmiş Milletler’in Kadınların Güçlenmesi
Prensipleri’ne (WEPs) imza atan ilk Türk kargo firması oldu.Erkek egemen iş sahasında kadın liderliği
ile Birleşmiş Milletler Kadın ve Küresel...
06 Mart 2014 Perşembe 10:02

Türkiye’nin yenilikçi kargo şirketi Aras Kargo, Birleşmiş Milletler’in Kadınların Güçlenmesi Prensipleri’ne
(WEPs) imza atan ilk Türk kargo firması oldu.
Erkek egemen iş sahasında kadın liderliği ile Birleşmiş Milletler Kadın ve Küresel İlkeler Örgütleri’nin
toplantılarında örnek gösterilen Aras Kargo Yönetim Kurulu Başkanı ve CEO’su Evrim Aras, yaptığı
konuşmada kadın istihdamını arttıracak, kadın çalışanlarının hayatını kolaylaştıracak yeni uygulamalarını
da anlattı.
Birleşmiş Milletler Kadın Örgütü ile Birleşmiş Milletler Küresel İlkeler Sözleşmesi Örgütü’nün ortak
girişimi olan Kadınların Güçlenmesi Prensipleri’nin (WEPs) geliştirilmesi toplantısında bu yıl Türkiye’yi
Aras Kargo Yönetim Kurulu Başkanı ve CEO’su Evrim Aras temsil etti. Kargoculuk sektörünün zorlu iş
koşulları ve bedensel güç ihtiyacı nedeniyle erkek egemen sektörde kadın bir lider olarak yaşadığı
zorlukları da anlatan Evrim Aras, hem yönetim hem de çalışanlarda kadın istihdamını arttırmak için
hazırladıkları paketi de Birleşmiş Milletlerde duyurdu.
WEPs’in iş dünyasına nasıl adapte edileceğinin konuşulduğu panelde Evrim Aras’ın dışında lüks tüketim
markalarının lideri Louis Vitton, dünyanın en büyük yenilenebilir temiz enerji üreticilerinden Brezilyalı
Itaipu Binacional, Amerika’nın en yaygın konfeksiyon markalarından Ann Taylor ile global finans markası
BNP Paribas bankasının tepe yöneticileri de konuşma yaptılar.
58
liderliğini üstlendiğini anlatan Evrim Aras yolculuğunu şöyle anlattı: “Şirketimizin kurucusu sevgili babamı
tepsiyle sunulmasını beklemeden, haklarını arıyor, harekete geçiyorlar. Bu kararlığın önünde duvar olsa
yıkılır.”
Türkiye’de Kadınların Güçlenmesi Prensiplerini imzalayan ilk kargo şirketi olan Aras Kargo bu prensipler
ışığında atacakları adımları da Birleşmiş Milletlerde söz vererek duyurdu. İki yılda kadın çalışan sayısını
yüzde 33 arttırdıklarını belirten Evrim Aras 2014 planlarını da özetledi.
Aras, sözlerini 8 Mart Dünya emekçi Kadınlar Günü’nün cinsiyet eşitliği için çabaların sarf edildiği ve bu
çabaların hatırlandığı günden ziyade kadın-erkek yan yana kolektif başarının kutlandığı gün olmasını
dilekleriyle noktaladı.
59
WEPs Leadership Awards
60
WEPs Leadership Awards – General Media Coverage
http://www.equitybulls.com/admin/news2006/news_det.asp?id=134957
HCL Technologies recognised as Britain's Top Employer for the Eighth Consecutive Year
Equity Bulls (India)
March 12, 2014
For the eighth successive year, CRF Institute recognised HCL Technologies as one of Britain's Top Employers
for its employee friendly HR policies and practices. The award ceremony was attended by the business
leaders and HR experts from across industries in London on March 11th.
The certification is based on detailed independent research conducted by the CRF Institute, which validated
HCL Tech's outstanding HR policies, practices and employee-driven initiatives. Companies were judged on
the basis of their scores in the HR related activities, which include Primary and Secondary Benefits, Company
Culture, Training and Development, Working Conditions and Career Development.
"It is a matter of immense pride for us to receive the award yet again. The recognition reinforces that the
tenets of our management model - Employee First, Customer Second, continue to create a distinctive
experience for people working at HCL in United Kingdom" said Prithvi Shergill, Chief Human Resources
Officer, HCL Technologies. "Over the last year we have refreshed our performance, learning, reward, career
and talent management processes to reflect our culture of "ideapreneurship™" that engages , enables and
empowers people to ideate, decide and act. We remain committed to "invert the pyramid" and support our
people in creating value for our clients and stakeholders making our workforce the differentiator in our
strategy", he added.
Eleanor Nickerson, Manager of UK Operations for Top Employers Institute said, "In 2013 we've seen trends
of the last couple of years starting to come to fruition with many Top Employers starting to reap the results
from the coaching, mentoring, and apprenticeship programmes they've implemented."
"We're seeing a heavier focus on succession planning, in particular with companies developing their current
and future leadership. Many of our certified companies have developed creative and inclusive leadership
programmes that help to develop their top talent and ensure that it's a win-win situation – you have
engaged employees who have an exciting and rewarding career path ahead of them, and organisations with
talented, long-term leadership that's aligned with their business."
ideaprenuership™, HCL's distinctive culture strengthens the sense of purpose with which work is done,
encourages autonomy and builds mastery in the workforce that leads to organizational and in turn individual
growth. The unique culture has led to acclaim by the industry experts of innovation seen in functional areas
across talent development, acquisition and HR technology. Recently, HCL has received the 2014 Leadership
Award awarded by UN Women and UN Global Compact to recognize it as a champion of the articulated
Women's Empowerment Principles.
The CRF Institute has 20 years' experience in supporting organisations in creating genuine and differentiated
employer brands. The Britain's Top Employers project is a unique combination of HR policy-based research,
certification and promotion. All participants are asked to complete a comprehensive research programme
called the HR Best Practices Survey, which is designed to give deep insights into a company's performance
across 11 key areas of HR practice.
Shares of HCL TECHNOLOGIES LTD. was last trading in BSE at Rs.1458.95 as compared to the previous close
of Rs. 1453.65. The total number of shares traded during the day was 48774 in over 2973 trades.
The stock hit an intraday high of Rs. 1467.95 and intraday low of 1440.4. The net turnover during the day
was Rs. 70958667.
61
http://www.02elf.net/pressemitteilungen/initiative5by20-erhaelt-leadership-award-fuerfrauenfoerderung-402056
"5by20" initiative receives Leadership Award for the Advancement of Women
02elf Düsseldorfer Abendblatt (Germany)
March 11, 2014
(Google Translate)
Coca-Cola aims to provide up to 2020 five million women economic independence


Award of the Women's Leadership Awards at the headquarters of the United Nations
New training campaign starts in Nigeria
The woman Promotion Initiative "5by20" Coca-Cola received on 7 March 2014 under the 6th Annual
Women's Empowerment Principles (WEPS) events the Leadership Award. Developed by the UN Global
Compact and UN Women principles should serve as a guideline for companies to promote greater equality
between men and women in their company and establish.Worldwide, over 160 companies have been known
by their signature on the application of WEP guidelines. Bea Perez, Chief Sustainability Officer of The CocaCola Company (Atlanta), accepted the award at the ceremony at the headquarters of the United Nations.
The Coca-Cola "5by20", the support through special programs and along the company's supply chain in the
way women in the economic independence initiative, launched in 2010 in Brazil, India, the Philippines and
South Africa.Meanwhile, the initiative is active in 22 countries and was supporting more than 300,000
women with training, mentoring and networking programs going to be successful as an entrepreneur. In
Brazil, the training of the initiative raised the monthly income at 32,000 women by about 50 percent.In
Kenya and Uganda experienced 22,000 women farmers growing specific training, which significantly
increased their crop yields.
By the end of 2015, the commitment will be extended to 30 countries and 1.5 million women
erreichen.Langfristiges goal of Coca-Cola to begleiten.Neben worldwide by 2020 five million women on their
path to independence is the Leadership Award from the Women's Empowerment Principles (WEP) was the
initiative in 2013 with the prestigious Global Catalyst Award, which is supported worldwide corporate
initiatives to promote women.
Increase education and training opportunities: New 5by20 program in Nigeria
The Coca-Cola Company and the UK Department for International Development (DFID) have announced
jointly to enhance the educational and training opportunities for more than 18,000 disadvantaged girls and
young women in Nigeria. The initiative "5by20" of Coca-Cola and the British Department for International
Development have developed a program called "ENGINE" (Educating Nigerian Girls in New Enterprises). It is
equipped with a funding of around 8.5 million euros and plans in Nigeria over 170 learning spaces in which
girls and young women can attend tutoring or are supported in their transition from school to working
life. Based on the "5by20" program, also receive 12,600 young women the opportunity to absovieren
vocational training along the value chain, from Coca-Cola to the port to be able to build their own business
independently. The global aid agency Mercy Corps will coordinate and control the implementation of the
"ENGINE" program.Receives support Mercy Corps here from the Nike Foundation, the solar company d.light
and other partners.
More about the project "5by20"
Infographic to 5by2
http://www.coca-cola-deutschland.de/media-newsroom/bilddatenbank/infografik-5by20
62
Women economically stärken
http://www.coca-cola-deutschland.de/stories/frauen-wirtschaftlich-starken-die-initiative-5by20
Video to 5by20
http://www.coca-cola-deutschland.de/videos/coca-cola-project-5by20-tvc
Harvard Kennedy School report “5by20”
http://www.coca-cola-deutschland.de/mit-starken-frauen-zum-erfolg-studie-beweist-coke-ist-mit-5by20auf-dem-richtigen-weg
This press release - was sent via MyNewsdesk - http://www.mynewsdesk.com
Coca-Cola nke AG refreshing drinks
About Coca-Cola
The Coca-Cola Company based in Atlanta (USA), with a portfolio of more than 500 brands and over 3,500
products from the world's largest supplier of soft drinks. Globally, we are number one provider of soft
drinks, ready-to-drink coffees, juices and juice drinks. Our range also includes water, sports drinks, energy
drinks, teas and hot drinks. Every day, more than 1.8 billion times consumed products of our house in more
than 200 countries. Work more than 700,000 employees for Coca-Cola Worldwide.
We always produce locally, in Germany since 1929. The filling of the available in Germany more than 70
Coca-Cola products made locally in 24 production plants. The portfolio of Coca-Cola Germany includes more
than 70 products in all segments of non-alcoholic beverages. Coca-Cola has a comprehensive sustainability
strategy. We have formulated in the seven action areas of product, water, climate protection, packaging,
workstation, Active Lifestyle and Society ambitious targets and regularly report on progress.
*******
(Original Text)
Initiative„5by20“ erhält Leadership Award für Frauenförderung
(Mynewsdesk)
Coca-Cola will bis 2020 fünf Millionen Frauen wirtschaftliche Selbständigkeit ermöglichen


Verleihung des Women’s Leadership Awards in der Zentrale der Vereinten Nationen
Neue Bildungs-Offensive startet in Nigeria
Die Frauenförderungs-Initiative “5by20” von Coca-Cola erhielt am 7. März 2014 im Rahmen des 6. Annual
Women’s Empowerment Principles (WEPs) Events den Leadership Award. Die von UN Global Compact und
UN Women entwickelten Prinzipien sollen Unternehmen als Leitlinie dafür dienen, eine st rkere
Gleichstellung von M nner und Frauen in ihrem Unternehmen zu fördern und zu etablieren. Weltweit haben
sich bislang über 160 Unternehmen mit ihrer Unterschrift zur Anwendung der WEP Richtlinien bekannt. Bea
Perez, Chief Sustainability Officer bei The Coca-Cola Company (Atlanta), nahm den Preis bei der Verleihung
in der Zentrale der Vereinten Nationen entgegen.
Die Coca-Cola Initiative „5by20“, die mit speziellen Förderprogrammen und entlang der
unternehmenseigenen Wertschöpfungskette Frauen beim Weg in die wirtschaftliche Selbständigkeit
unterstützt, startete 2010 in Brasilien, Indien, auf den Philippinen und in Südafrika. Mittlerweile ist die
Initiative in 22 Ländern aktiv und unterstützte bislang über 300.000 Frauen mit Trainings, Mentoren- und
Networkingprogrammen dabei, als Unternehmerin erfolgreich zu sein. In Brasilien erhöhten die
63
Fortbildungsmaßnahmen der Initiative das monatliche Einkommen bei 32.000 Frauen um rund 50 Prozent.
In Kenia und Uganda erfuhren 22.000 Farmerinnen spezielle Anbautrainings, die ihre Ernte-Erträge
signifikant erhöhten.
Bis Ende 2015 soll das Engagement auf 30 Länder ausgeweitet werden und 1,5 Millionen Frauen
erreichen.Langfristiges Ziel von Coca-Cola ist es, bis 2020 weltweit fünf Millionen Frauen auf ihrem Weg in
die Selbstst ndigkeit zu begleiten.Neben dem Leadership Award des Women’s Empowerment Principles
(WEP) wurde die Initiative 2013 mit dem renommierten Global Catalyst Award ausgezeichnet, der weltweit
Unternehmensinitiativen zur Förderung von Frauen unterstützt.
Bildungs- und Ausbildungschancen erhöhen: Neues 5by20 Programm in Nigeria
The Coca-Cola Company und das britische Ministerium für internationale Entwicklung (DFID) haben
verkündet, gemeinsam die Bildungs- und Ausbildungschancen von mehr als 18.000 sozial benachteiligten
M dchen und jungen Frauen in Nigeria zu erhöhen. Die Initiative „5by20“ von Coca-Cola sowie das britische
Ministerium für internationale Entwicklung haben dazu ein Programm mit dem Namen „ENGINE“ (Educating
Nigerian Girls in New Enterprises) entwickelt. Es ist mit einem Fördervolumen von rund 8,5 Millionen Euro
ausgestattet und plant in Nigeria über 170 Lernräume, in denen Mädchen und junge Frauen NachhilfeUnterricht besuchen können bzw. bei ihrem Übergang von der Schule ins Berufsleben unterstützt werden.
Angelehnt an das „5by20“-Programm, erhalten zudem 12.600 junge Frauen die Möglichkeit, eine
Berufsausbildung entlang der Wertschöpfungskette von Coca-Cola zu absovieren, um im Anschluss ihr
eigenes Unternehmen selbständig aufbauen zu können. Die weltweite Hilfsorganisation Mercy Corps wird
die Umsetzung des „ENGINE“-Programms koordinieren und steuern. Unterstützung erhält Mercy Corps
dabei von der Nike Foundation, dem Solar-Unternehmen d.light und anderen Partnern.
Mehr zum Projekt „5by20“
Infografik zu 5by2
http://www.coca-cola-deutschland.de/media-newsroom/bilddatenbank/infografik-5by20
Frauen wirtschaftlich stärken
http://www.coca-cola-deutschland.de/stories/frauen-wirtschaftlich-starken-die-initiative-5by20
Video zu 5by20
http://www.coca-cola-deutschland.de/videos/coca-cola-project-5by20-tvc
Harvard Kennedy School Bericht “5by20”
http://www.coca-cola-deutschland.de/mit-starken-frauen-zum-erfolg-studie-beweist-coke-ist-mit-5by20auf-dem-richtigen-weg
Diese Pressemitteilung – wurde via Mynewsdesk versendet – http://www.mynewsdesk.com
Coca-Cola Erfrischungsgetr?nke AG
Über Coca-Cola
Die The Coca-Cola Company mit Sitz in Atlanta (USA) ist mit einem Portfolio von mehr als 500 Marken und
über 3.500 Produkten der weltgrößte Anbieter von alkoholfreien Getränken. Weltweit sind wir Anbieter
Nummer 1 von Erfrischungsgetränken, Ready-to-Drink Kaffees, Säften und Fruchtsaftgetränken. Zu unserem
Sortiment zählen auch Wässer, Sportgetränke, Energydrinks, Tees sowie Heißgetränke. Täglich werden in
mehr als 200 Ländern mehr als 1,8 Milliarden Mal Produkte unseres Hauses verzehrt. Weltweit arbeiten
über 700.000 Mitarbeiter für Coca-Cola.
64
Wir produzieren immer lokal, in Deutschland seit 1929. Die Abfüllung der über 70 in Deutschland
verfügbaren Coca-Cola Produkte erfolgt vor Ort in 24 Produktionsbetrieben. Das Portfolio von Coca-Cola
Deutschland umfasst mehr als 70 Produkte aus allen Segmenten alkoholfreier Getränke. Coca-Cola verfolgt
eine umfassende Nachhaltigkeitsstrategie. Wir haben in den sieben Handlungsbereichen Produkt, Wasser,
Klimaschutz, Verpackung, Arbeitsplatz, Aktiver Lebensstil und Gesellschaft ehrgeizige Ziele formuliert und
berichten regelmäßig über die Fortschritte.
65
http://www.dnaindia.com/money/report-it-s-a-women-s-world-on-coder-ave-today-1967691
IT's a women's world on Coder Ave today
DNA India
March 8, 2014
Fair play: To celebrate international women's day, Nasscom and tech companies including Google have lined
up several initiatives to promote female entrepreneurs
Think Meg Whitman, Marissa Mayer, Virginia Rometty, Ursula Burns. They are women, who are successfully
leading top billion dollar technology firms HP, Yahoo!, IBM and Xerox, respectively. However in India,
women technology leaders are few and far between.
In an effort to change this, tech companies, on the occasion of International Women's Day, today have lined
up with several initiatives to encourage the role of women in the technology sphere in India.
Spearheading this initiative is search engine giant, Google, which has committed $1 million (Rs 6 crore-plus)
to Indian IT body Nasscom's 10,000 startups programme, as well as Jagriti Yatra from India, as part of a '#40
Forward' programme under aimed at finding ways to increase women particpation in tech field by 25% in
2014.
Thus, Google's $1 million will be used to aid 40 startup-focused organisations, challenging them to increase
the representation of women in their respective tech communities.
Nasscom has also launched the 'Girls in Technology' programme to enhance female representation in the ITBPM industry, by conducting technical workshops, tech talks and hackathons.
The Confederation of Indian Industry (CII) has also launched a special initiative for women in the corporate
and business arena across the states. The initiative called Indian Women Network (IWN), with the theme 'I
Am The Change', aims to empower, enable and engage women.
CII IWN has signed MoUs with a few partners such as Healthspring, Enactus, and DSP BlackRock Mutual Fund
Winvestor for this initiative.
SAP Labs India is also conducting a women's only recruitment drive in Bangalore, where around 300 women
will come to the firm's campus for final round of interviews, after being shortlisted from a pool of 1,500
candidates earlier. Currently, about 32% of SAP Labs's total workforce is women and it aims to increase
women in leadership roles to 25% by 2017.
Vodafone, India's number two telecom firm, has also committed to hiring 50% of women trainees from
premium institutes as part of its 'Discover Campus Program'. Currently, 18% of Vodafone India's workforce
are women; 17 out of 95 zones are headed by women.
HCL Technologies and Wipro said they have received the 2014 Women's Empowerment Principles (WEPs)
Leadership Award, which emphasises the business case for corporate action to promote gender equality
and women's empowerment, and is supported by UN Women and the UN Global Compact.
Milagrow HumanTech, India's leading home robots company is offering a basket of Women's Day offers with
discounts up to 50% on its range of floor cleaning robots, massaging robots, window cleaning robots and
TabTop PCs.
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http://www.business-standard.com/article/news-ians/wipro-honoured-for-empowering-womenstaff-114030700861_1.html
Wipro honoured for empowering women staff
Business Standard (India)
March 8, 2014
Bangalore, March 8 India’s IT bellwether Wipro Ltd. was honoured with the Women’s Empowerment
Principles (WEP) leadership award in New York for its commitment to gender equality and responding to
women’s multiple responsibilities through innovative programmes.
T.K. Kurien, Wipro chief executive, who received the award at the UN headquarters during the WEP annual
event Friday, said creating an inclusive and non-discriminatory workplace was aimed at helping women
executives realise their career ambitions.
“We have crafted a segmented approach towards gender diversity that ties in women-friendly policies
suited to their various life stages. We also enable greater participation of women at management levels to
benefit from greater diversity, making us a multi-faceted and multi-skilled workplace where people from
different backgrounds bring in new perspectives,” Kurien said.
The WEPs leadership awards recognise chief executives for championing gender equality and support for
seven principles, including the one which urges companies to establish corporate leadership for gender
equality.
The global software major has instituted gender equity based on exposure, flexibility and empowerment.
The ‘Women of Wipro’ programme, launched in 2008, is a strategic enabler that promotes equal
opportunity and gender equality.
“The initiative helped us nurture an equal opportunity culture, support career ambitions of women
executives and facilitate greater business participation by women leaders at various levels within the
organisation,” Kurien said.
As the private sector is the engine driving 90 percent of jobs, ensuring gender equality must be a priority for
businesses and other stakeholders.
“Meeting the global employment challenge with approaches that ensure fairness for women is central to
business, gender equality and post-2015 development agendas,” said Georg Kell, UN global compact
executive director, on the occasion.
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http://www.fosters.com/apps/pbcs.dll/article?AID=/20140308/GJBUSINESS_01/140309398/1/FOSNEWS
Pax World CEO awarded for women’s empowerment
Fosters.com / Foster’s Daily Democrat (USA)
March 8, 2014
NEW YORK — President and CEO of Portsmouth-based Pax World Joe Keefe was awarded the 2014
Women’s Empowerment Leadership Award at the United Nations headquarters recently.
The WEPs awards salute exceptional CEOs for their championship of gender equality and support for the
seven Empowerment Principles, in particular Principle One, which urges companies to establish high-level
corporate leadership for gender equality.
Pax World is a mutual fund company committed to sustainability (from climate change to gender),
advancing gender equality in the workplace, marketplace, and community. From implementing letter-writing
campaigns to responding to proxies, Pax World integrates the principles into everyday operations as well as
long-term initiatives.
Keefe said he strongly believes companies that make a commitment to aspire to and implement the
principles ultimately achieve both greater success and a more positive reputation, and are seen as desirable
investments.
68
http://www.todayszaman.com/news-341484-boyner-holding-ceo-awarded-weps-worldleadership.html
Boyner Holding CEO awarded WEPs World Leadership
Today's Zaman (Turkey)
March 7, 2014
Boyner Holding chief executive officer Cem Boyner received the World Leadership Award at a United
Nations Women's Empowerment Principles (WEP) meeting held on Thursday for his policies enhancing
democracy in the workplace and promoting gender equality in public.
In its Benchmarking for Change project, Boyner aims to encourage the democratic elements of
representation and participation not only in civilian life, but also in the workplace. In a written statement on
Friday, the CEO said: “When we say democracy, we mean democracy for everyone. We provide
opportunities for all our employees, irrespective of their identities.”
The CEO also stressed that Boyner Holding tries to create an environment in which women are able to
benefit from all public services, participate in decision-making processes and have equal representation.
The Women's Empowerment Principles are a set of seven principles that offer guidance for business based
on best practices from around the world and are initiated by UN Women and UN Global Compact.
69
http://articles.economictimes.indiatimes.com/2014-03-07/news/48005462_1_gender-equalityinternational-women-ceo-t-k-kurien
Wipro CEO T K Kurien, HCL Tech President Anant Gupta get UN award for promoting gender
equality
The Economic Times (India)
March 7, 2014
NEW YORK: The CEOs of Indian IT giants Wipro and HCL are among this year's recipient of leadership awards
given by the UN's body on women for their work on principles of women's empowerment and helping
champion gender equality.
Wipro and its CEO T K Kurien and HCL Tech PresidentAnant Gupta have been awarded with the Women's
Empowerment Principles (WEPs) Leadership awards.
Kurien and his company have been recognised with the WEPs 'Cultural Change for Empowerment Award
2014' for proactive commitment to gender equality throughout business operations and developing
innovative programs that respond to women's multiple responsibilities and societal expectations, said a
statement from UN Women.
Gupta and HCL are recognised with the '7 Principles Award 2014' for developing and implementing a
comprehensive strategy that integrates the WEPs principles within the company's internal operations, while
externally supporting and strengthening gender equality in its communities.
The two CEOs were among the five receipents of this year's honours which include Coca-Cola and its CEO
Muhtar Kent, investment management company Pax World and its President and Chief Executive
OfficerJoseph Keefe.
"I applaud the companies and leaders that have signed onto the Women's Empowerment Principles. By
promoting women's equality, we make progress for all," said Phumzile Mlambo- Ngcuka, UN Women
Executive Director.
"When we empower women and girls through education and training, and support their full participation
and leadership through equal opportunity, we advance equitable and inclusive economic growth and reduce
poverty. It's a win-win situation."
Ahead of International Women's Day, 250 leaders from business, government, civil society, and academia
joined UN Women and the UN Global Compact in highlighting not only the challenge, but also policies,
models and lessons to realising gender equality in the workforce.
The Women's Empowerment Principles - Equality Means Business is a joint initiative of UN Women and the
UN Global Compact.
70
http://haber.stargazete.com/ekonomi/cem-boynere-liderlik-odulu/haber-852874
Cem Boyner leadership award
Haber Stargazete
March 7, 2014
(Google Translate)
BOYNER Group CEO Cem Boyner, the UN Women's Empowerment Principles (Women's Empowerment
Principles) made under the "Gender Equality and Global Unemployment Problem" meeting on "World
Leadership Award" was honored with. Cem Boyne, the practice of democracy in the workplace and
increase public awareness of gender equality has been awarded for his work.
DHA
United Nations award on his written statement, the establishment of democracy in practice, the agenda of
the most important issues that emphasize Boyner, "we call democracy, we democracy for all, we are
referring to. Which identity regardless of our offerings of all our employees to benefit we provide," he said
and added:
"Our employees themselves business environment to freely express the management of our philosophy is at
the center is. alone their own work in our environment, but over 13 million customers, our business
partners, our suppliers for life in all areas of equality and democracy advocates are doing. women to live
freely, where all the public the opportunity to benefit from the decision-making process involving and
represented a living plant are trying to. Undoubtedly this award, we are advocating gender equality in
Turkey and in the world to spread, outside of our companies also act to cause. we, more and more
institutions that leadership that the partners will try to. " Boyne Holding Board Members Umit Boyner well
received the award noting the importance of the following topics underlined: "the prize, in the group
companies of all employment conditions provided equal opportunities, workplace democracy applications in
the supply chain the dissemination of the World Women's Day, we publish notices published in the public
gender equality to raise awareness, our leadership in our Launched , the personal development of young
women growing up in orphanages and providing preparation for working life "pomegranate" We have been
awarded with the project. Indispensable element of democracy, gender equality, participatory democracy,
creativity, innovation and diversity is a fundamental requirement. If diversity is the prerequisite for
sustainability. Achieving gender equality and the inclusion of all identities of the most satisfying aspect is to
embrace all the creative ideas. Equality for the full plant development and change in people's mentality is
needed. Men and women, the differences between the richness and diversity, seeing as every individual has
the potential to never forget that you need to. " World A total of 676 companies signed wepe so far in
Turkey who signed the 17 organizations around 7 Boyne Group of companies has created. Boyne Group ,
since 2008, every year the March 8 International Women's Day, his ad, the "feminine democracy are
71
incomplete and inadequate as" nu stressed. 2010, the United Nations Global Compact (UN Global Compact)
and the United Nations Women's Office (UN Women - Gender Equality and Women's Empowerment Unit) in
partnership with the declared; worldwide companies CEO-level signature that they commit Women's
Empowerment Principles (WEP), in institutions providing equal opportunities, non-discrimination,
occupational health and safety, training and development, supply chain, such as work and study conditions
in the areas of interest, determines the principles of gender equality.
*****
(Original Text)
Cem Boyner'e liderlik ödülü

Stargazete.com › EKONOMİ Haberleri › Cem Boyner'e liderlik ödülü haberi
BOYNER Grubu CEO'su Cem Boyner, Birleşmiş Milletler Kadını Güçlendirme İlkeleri (Women's
Empowerment Principles) kapsamında yapılan "Cinsiyet Eşitliği ve Küresel İşsizlik Sorunu" konulu
toplantıda, "Dünya Liderlik Ödülü" ile onurlandırıldı. Cem Boyner, işyerindeki demokrasi uygulamaları ve
kamuoyunda cinsiyet eşitliği bilincini artıran çalışmalarıyla ödüle layık görüldü.
DHA
Birleşmiş Milletler ödülü ile ilgili yaptığı yazılı açıklamada, işyerinde demokrasi uygulamasının, gündemdeki
en önemli konu olduğunu vurgulayan Cem Boyner, "Biz demokrasi dediğimizde, herkes için demokrasiyi
kastediyoruz. Hangi kimlikten olursa olsun sunduğumuz fırsatlardan tüm çalışanlarımızın faydalanmasını
sağlıyoruz" dedi ve ekledi:
"Çalışanlarımızın kendilerini iş ortamında özgürce ifade edebilmesi, yönetim felsefemizin merkezinde yer
alıyor. Yanlızca kendi çalışma ortamımızda değil, 13 milyonun üzerindeki müşterilerimiz, iş ortaklarımız,
tedarikçilerimiz için hayatın tüm alanlarında eşitliğin ve demokrasinin savunuculuğunu yapıyoruz. Kadınların
özgürce yaşadığı, tüm kamusal fırsatlardan faydalandığı, karar alma süreçlerine katıldığı ve temsil edildiği bir
yaşamın tesisi için çalışıyoruz. Kuşkusuz aldığımız bu ödül, savunduğumuz kadın- erkek eşitliğinin Türkiye ve
dünyada yaygınlaşmasına, bizim dışımızdaki şirketlerin de harekete geçmesine neden olacak. Biz, daha fazla
kurumun bu liderliğe ortak olması için çalışacağız."
Boyner Holding Yönetim Kurulu Üyesi Ümit Boyner de alınan ödülün önemine dikkat çekerek, şu konuların
altını çizdi:
"Ödüle; grup şirketlerinde tüm istihdam koşullarında sağlanan eşit fırsatlar; işyerindeki demokrasi
uygulamalarının tedarik zincirinde de yaygınlaştırılması; Dünya Kadınlar Günü'nde yayınladığımız ilanlarla
kamuoyunda cinsiyet eşitliği bilincini artırmamız; önderliğimizde başlatılan, yetiştirme yurtlarında büyüyen
genç kadınların kişisel gelişimini ve iş hayatına hazırlanmasını sağlayan "Nar Taneleri" projesiyle layık
görüldük. Demokrasinin vazgeçilmez unsuru cinsiyet eşitliği, katılımcı demokrasi, yaratıcılık, inovasyon ve
çeşitliliğin temel gereksinimidir. Çeşitlilik ise sürdürülebilirliğin şartıdır. Cinsiyet eşitliği sağlamanın ve tüm
kimliklerin dahil edilmesinin en tatmin edici yönü, tüm yaratıcı fikirleri kucaklayabilmektir. Eşitliğin tam tesisi
72
için insanların zihniyetinde gelişim ve değişime ihtiyaç vardır. Kadın ve erkek arasındaki farklılıkları zenginlik
ve çeşitlilik olarak görmek, her bireyin kendi potansiyeli olduğunu hiçbir zaman unutmamak gerekir."
Dünyada toplam 676 şirketin imzaladığı WEP'e, bugüne kadar Türkiye'de imza atan 17 kuruluşun 7'sini
Boyner Grubu şirketleri oluşturdu. Boyner Grubu, 2008'den bu yana her yıl 8 Mart Dünya Kadınlar Günü'nde
verdiği ilanlarda, "kadınsız demokrasinin eksik ve yetersiz olduğu"nu vurguladı.
2010 yılında Birleşmiş Milletler Küresel İlkeler Sözleşmesi (UN Global Compact) ve Birleşmiş Milletler Kadın
Ofisi (UN Women - Toplumsal Cinsiyet Eşitliği ve Kadınların Güçlendirilmesi Birimi) ortaklığında ilan edilen;
dünya çapında şirketlerin CEO düzeyinde imzayla taahhüt ettikleri Kadını Güçlendirme İlkeleri (WEP),
kurumlarda eşit fırsatlar sunma, ayrımcılık yapmama, iş sağlığı ve güvenliği, eğitim ve gelişim, tedarik zinciri
gibi iş ve çalışma koşullarını ilgilendiren alanlarda, cinsiyet eşitliğinin ilkelerini belirliyor.
73
WEPs Leadership Awards – Op-Ed
http://www.huffingtonpost.com/joe-keefe/united-nations-womensemp_b_4913350.html?utm_hp_ref=impact&ir=Impact
United Nations Women's Empowerment Principles Leadership Award
By Joe Keefe, President and CEO, Pax World Funds
Huffington Post
March 6, 2014
Joe Keefe was recently awarded the 2014 Women's Empowerment Principles(WEPs) Leadership AwardBusiness Case for Action. Presented at the United Nations headquarters in New York City, the WEPs
Leadership Awards salute exceptional CEOs for their championship of gender equality and support for the
seven Principles, in particular Principle One, which urges companies to establish high-level corporate
leadership for gender equality. The Business Case for Action award recognizes Pax World's efforts to
incorporate gender analysis in investment research and to hold gender equality as an indicator of
investment worthiness. Below are Keefe's acceptance remarks.
When I speak to financial professionals and other gatherings about investing in women or promoting gender
diversity on corporate boards, I am sometimes asked: why do I, as a man, care about this issue? This would
be like asking a white American during the 1960s why they were supporting Dr. King and the civil rights
movement, or asking a white South African 25 years ago why they supported Nelson Mandela and the
struggle against Apartheid. The civil rights movement wasn't just for African Americans; it was for all
Americans. The anti-Apartheid struggle wasn't just for black South Africans; it was for all South Africans.
Gender equality isn't just for women. It's for all of us.
Today, across the globe, in many different countries and in many different guises, we still have the
equivalent of Jim Crow laws, we still have a system of Apartheid, when it comes to women. Gender
inequality is the defining human rights issue of our time.
Another defining feature of our time is that many governments, across the globe, are struggling with varying
degrees of dysfunction and failure. Political institutions and policy makers too often fail to deliver. This crisis
of the public sector creates an opportunity - and an obligation - for business corporations to step into the
breach, and after all, our global economy is driven by business corporations. If we are to make significant
progress toward achieving gender equality in our lifetime, businesses will not only have to be at the table,
they must become major drivers of change.
This is why the Women's Empowerment Principles are so vital. The Principles give businesses and
corporate leaders the framework they need, the tools they need, to exert leadership in promoting gender
equality and women's empowerment. That is why at Pax World, the company I lead, an asset
management firm that invests in companies around the world, we use the Principles in engaging with the
companies we invest in. We understand the business case for advancing women and we want the
businesses we invest in to understand it as well. We promote the Principles and we ask the companies in
our investment portfolios to endorse the Principles. Just last year, in the aftermath of the tragic Rana
Plaza factory collapse in Bangladesh, where 90% of the victims were women, we wrote to companies
across the garment industry asking them to endorse the Women's Empowerment Principles as a positive
74
step they could take to assure that such tragedies do not happen again. It is situations like these that
demand implementation of the Women's Empowerment Principles.
By advancing the business case for gender equality, we can advance the moral case. The Women's
Empowerment Principles show us the way.
By bestowing this award, you are really bestowing it upon all of Pax World's employees and all of our
shareholders who care so deeply about advancing and empowering women - in the workplace and beyond. I
accept it in their name, and as your encouragement to us, to press forward with this important work. I
promise you that we will do our best to be worthy of this award.
75
WEPs Leadership Awards – Award Winner Press Releases
UN Women's Empowerment PRINCIPLES WORLD LEADERSHIP AWARD CAME TO TURKEY
"TURKEY BUSINESS WORLD BEST PRACTICES IN THE FIELD OF GENDER EQUALITY demonstrated
the global platform"
Global Compact Network Turkey
March 7, 2014
(Google Translate)
5 and 6 March 2014 in New York City in the U.S. this year, the sixth-annual Women's Empowerment
Principles Conference theme " Gender Equality in Access to Jobs and Global Challenges " du . At the
conference weps Leadership Award winner Boyner representing Human Resources, Corporate Responsibility
and Sustainability and Communications Vice President Idil Türkmenoğlu accept the award , while Dogus
Otomotiv Strategic Marketing and Corporate Communications Director Koray Bebekoğl female employment
increaser studies, Aras Cargo Management Chairman of the Board of evolution that explains how to transfer
the application of the principle of Aras took part in the panel . Increasing job opportunities for women
during the conference , equitable development and business strategies for increasing access to jobs ,
experiences and challenges are taken care of ." Gender Equality and Global Affairs in access Challenges "
theme presented during the conference and the International Labour Organization by the data prepared by
women worldwide income 90% of the food, health and education are spending and in this context the
general public, the impact of women is very extensive . Gender discrimination is often done unconsciously
and retraining of the mind to overcome and it is essential to change the perception . Necessary to create the
perception of businesses primarily for Human Resource professionals are required to organize training . In
this context, family-friendly work policies and resources of women giving priority to suppliers and
entrepreneurs at the conference are among the topics on the agenda .
Women's Empowerment Principles Leadership Award accepting on behalf of Boyner Idil Türkmenoğlu, " the
most important issue in our agenda of democracy in the workplace . No matter from which the identity of all
our employees to take advantage of our offerings we provide . Our employees to express themselves freely
in the work environment is important to us . Putting people at the center of an understanding of
management and business sustainability is not possible. Decent working environment for employees to
create, to establish equality for everyone is very important. We not only our own environment , over
thirteen million customers and suppliers are advocates of equality and democracy . Undoubtedly this award
, we are advocating gender equality in Turkey and in the world to spread outside of us to take action that
will cause companies as well , "he said .
Using a panel of employment participation rate of women in Turkey is 30 percent , but pointed out that 51
per cent of the EU average in Bebekoğl Koray , " Dogus Otomotiv female employees, accounting for 25
percent of our total workforce . According to the automotive sector in Turkey that a very large proportion ,
this ratio will increase further applications endeavor to perform every year , "he said .
In 2010 the company management a central location seated corporate responsibility strategy as part of
business life at every stage of the value chain and economic development , the environment, workers,
human rights , consumer and community participation in matters that responsibility moves with said they
Bebekoğl , the " Every step we take our employees and their families we're trying to do . For working
mothers comfortable and convenient business environment for building Turkey's economy , their work
colleagues motivation in the organization of human rights awareness of development and social
development to contribute positively would know "he concluded.
Patriarchal came from a family even though working hard , diligently and responsibilities claiming the
company assumed the leadership of describing the evolution Aras journey, told us: " Our company's founder
beloved father prematurely in a painful way when we lost the world on my own was destroyed. A small child
on my lap , working with thousands of trusting our leadership , I was faced with a company on the verge of
76
bankruptcy . I did not have time to wait for the opportunities presented . I stood up and got me my
responsibility . Women who dream of success . I dreamed I was able with those who share this dream with
me . Today I understand better when women dream about it just does not work . Transform the lives of both
themselves and the environment , and the nature of dreams themselves from the power of gold waiting to
be presented with a tray , looking for their rights , they take action . While this commitment in front of the
wall will fall. "
Global Compact Turkey Board Advisor Deniz Öztürk this important event information exchange ,
communication development and best practices to be exhibited in terms that it is important and the Global
Compact as Turkey national networks through the UN and the business world with government agencies,
universities, non-governmental organizations and the press of a key stated that the bond created . Ozturk
from Turkey at this conference every year to exhibit at least one instance effort , stating the need for the
conference in the participation of women and men each year that they were pleased to observe a growing
line added . U.S. representative in the eyes of the press , as well as women from Turkey participated with
columnists stating that the business world Ozturk, especially for women journalists of journalists in Turkey
also stated that more needs to be strengthened .
Apart from Turkey participating institutions : Aras Cargo , Boyne Holding , BPW Turkey , Dogus Otomotiv ,
the Global Compact in Turkey. At the conference, representatives of the press : Anadolu Agency, Cihan News
Agency , Dogan news agency , Hurriyet , Milliyet , Sabah newspaper , Zaman Newspaper .
Worldwide, 670 more than the CEO signatory with the United Nations Gender Equality and Women's
Empowerment Unit ( UNWO financing ) and the United Nations Global Compact ( UNGC) joint venture,
Women's Empowerment Principles (Women 's Empowerment Principles - weps ) , the private sector , work
places in the markets and to ensure gender equality throughout society important point to take into
consideration the offers .
Company policies and activities of transparency and inclusiveness in order to improve the results that will
bring the techniques , tools and applications envisioning Women 's Empowerment Principles, long-term,
multi-stakeholder international consultation process , as a result of existing businesses practices ,
performance indicators and reporting practices review and analyze will provide a gender lens has been
developed.
According to the information received from business practices principles, in order to ensure women's
empowerment to adapt existing policies and programs and / or in case of need is support to create new
policies and programs . Reflecting the interests of governments and civil society at the same time these
principles , gender equality because it requires the participation of all relevant scans $ defecate , is
supporting the cooperation between different stakeholders .
Guler Sabanci of Turkey in 2011 and Ümit Boyner first became a signatory in our country, a total of 17
signatories of the initiative and Leyla Alaton Alvimedica Member of the Board are as volunteer ambassadors
. At the conference in 2013 SUTEKS Chairman Nur Ger Leadership Award received honorable mention for
Turkcell's economy Female Power project , Borusan Holding "Mom's Job My Future " project was unveiled .
Initiative 's annual conference held at United Nations Headquarters within the scope of business, public and
civil society stakeholders' experience with leading national and international aims to develop solutions . At
the end of the work performed for the increasing interest in the subject in the eyes of the public and the
press , the business community and media representatives are located in the conference delegation .
" Equality Means Business " slogan created by the Principles, organizations working for gender equality and
women's empowerment globally, noting the importance of the content provided and are supported by
successful implementation . Women's Empowerment Principles by addressing the gender dimension of
corporate responsibility , the UN Global Compact and the business world would take successful steps
towards sustainable development aims to promote . Principles that are a useful guide to private businesses ,
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as well as private enterprises and public sector organizations who work aims to inform other stakeholders
like .
Considering prepared to work ;
 15- year period, the employment rate to hold steady at 600 million new jobs need to be created .
 worldwide, including 200 million people, largely young people are unemployed and actively seeking
work .
 Majority of the female population to be approximately 620 million young people are not working
and it is your job search .
 The world's population , 49.6% constituting women , the world of the labor force accounted for 40%
, but since worldwide free run jobs , 58% of the salary jobs accounted for 44% and informal jobs 50%
undertake .
 compared to men , agriculture ( 37% of working women versus 33% of men ) and in the service
sector ( 47% of working women rate corresponding to 40% of men ) are more inclined to work .
Manufacturing jobs that balance the opposite is true .
 Employment of this gender difference seen - women compared to men with lower productivity in
industries , industries , small-scale and tend to take place in jobs - verimilik gender gap in income
and largely explains .
 in August 2012 unemployment rate of women compared to men has been higher than 10 European
Union countries .
 International Labour Organization (ILO ) data globally vulnerable employment, the proportion of
women compared to men are higher: North African men in vulnerable employment, 32% of the
share corresponding to the women 's 55% share in the Middle East men vulnerable in employment,
27% share corresponding share of 42 % of women and men in vulnerable employment in subSaharan Africa and 70% in response to 85% of women share an example.
Useful Resources :
 Women's Empowerment Principles Booklet ( Turkish)
http://www.weprinciples.org/files/attachments/tr_weps_2.pdf
 Conference Prior Information http://weprinciples.unglobalcompact.org/site/mediaınformation/
 Conference Program http://weprinciples.unglobalcompact.org/site/programme/
 Women's Empowerment Principles http://weprinciples.unglobalcompact.org/site/ Web Page
 Web Page http://www.unwomen.org/ Woman
 UN Global Compact Web Page http://www.unglobalcompact.org/
********
(Original Text)
BM KADININ GÜÇLENMESİ PRENSİPLERİ
DÜNYA LİDERLİK ÖDÜLÜ TÜRKİYE’YE GELDİ
“TÜRKİYE İŞ DÜNYASI CİNSİYET EŞİTLİĞİ ALANINDA EN İYİ UYGULAMALARINI KÜRESEL PLATFORMLARDA
SERGİLEDİ”
5 ve 6 Mart 2014 tarihlerinde ABD’nin New York şehrinde bu sene altıncısı düzenlenen Kadının Güçlenmesi
Prensipleri Konferansı’nın teması “Cinsiyet Eşitliği ve Küresel İşlere Erişimde Zorluklar”dı. Konferansta WEPs
Liderlik Ödülü’nü kazanan Boyner Holding’i temsilen İnsan Kaynakları, Kurumsal Sorumluluk ve
Sürdürülebilirlik ve İletişim’den sorumlu Başkan Yardımcısı İdil Türkmenoğlu ödülü kabul ederken, Doğuş
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Otomotiv Stratejik Pazarlama ve Kurumsal İletişim Direktörü Koray Bebekoğlu kadın istihdamını artıcı
çalışmaları, Aras Kargo Yönetim Kurulu Başkanı Evrim Aras prensiplerin uygulamaya nasıl aktarıldığını
açıklayan panellerde yer almışlardır. Konferans kapsamında kadınlar için iş fırsatlarının artırılması,
geliştirilmesi ve hakkaniyetli işlere erişimin artırılmasına yönelik iş stratejileri, deneyimler ve zorluklara dikkat
çekilmiştir.
“Cinsiyet Eşitliği ve Küresel İşlere Erişimde Zorluklar” temalı Konferans’ta sunulan ve Uluslararası Çalışma
Örgütü tarafından hazırlanan veriye göre dünya çapında kadınlar gelirlerinin %90’ını gıda, sağlık ve eğitime
harcamaktadırlar ve bu bağlamda toplumun geneli için kadınların etkisi çok geniş kapsamlıdır. Cinsiyet
ayrımcılığı çoğu zaman bilinçsizce gerçekleştirilmektedir ve bunu aşabilmek için zihinlerin yeniden eğitilmeleri
ve algı değişikliği şarttır. İşletmelerin öncelikle gerekli algıyı oluşturmak üzere İnsan Kaynakları
profesyonellerine yönelik eğitimler düzenlemeleri gerekmektedir. Bu doğrultuda, aile dostu çalışma
politikaları ve kadın tedarikçilerin ve girişimcilerin kaynaklarına öncelik verilmesi de konferansta gündeme
alınan konular arasındadır.
Kadının Güçlenmesi Prensipleri Liderlik Ödülünü Cem Boyner adına kabul eden İdil Türkmenoğlu, “işyerinde
demokrasi gündemimizdeki en önemli konu. Hangi kimlikten olursa olsun sunduğumuz fırsatlardan tüm
çalışanlarımızın faydalanmasını sağlıyoruz. Çalışanlarımızın kendilerini iş ortamında özgürce ifade edebilmesi
bizim için önemli. İnsanı merkeze koymayan bir yönetim ve iş anlayışının sürdürülebilir olması mümkün değil.
Çalışanlar için insan onuruna yakışan çalışma ortamları yaratmak, eşitliği herkes için tesis etmek çok önemli.
Biz yalnızca kendi çalışma ortamımızda değil, on üç milyonun üzerindeki müşterilerimiz ve tedarikçilerimiz
içinde eşitliğin ve demokrasinin savunuculuğunu yapıyoruz. Kuşkusuz aldığımız bu ödül, savunduğumuz
kadın- erkek eşitliğinin Türkiye ve dünyada yaygınlaşmasına, bizim dışımızdaki şirketlerin de harekete
geçmesine neden olacak” dedi.
Katıldığı panelde Türkiye’de kadınların istihdama katılım oranının yüzde 30 olduğunu, ancak AB
ortalamasının yüzde 51 olduğuna dikkat çeken Koray Bebekoğlu, “ Doğuş Otomotiv’de kadın çalışanlarımız,
toplam iş gücümüzün yüzde 25’ini oluşturuyor. Türkiye’deki otomotiv sektörüne göre bu çok büyük bir oran,
bu oranı daha da artıracak uygulamaları her yıl gerçekleştirmeye gayret gösteriyoruz” dedi.
2010 yılında şirket yönetiminde merkezi bir konuma oturtulan kurumsal sorumluluk stratejisi kapsamında, iş
yaşamının her evresinde ve değer zincirinde ekonomik gelişim, çevre, çalışanlar, insan hakları, müşteri ve
toplumsal katılım konularında bu sorumluluk ile hareket ettiklerini söyleyen Bebekoğlu, “Attığımız her
adımda çalışanlarımızın ve ailelerinin iyiliğini düşünüyoruz. Çalışan anneler için rahat ve uygun bir iş ortamı
oluşturmanın Türkiye’nin ekonomisine, kendi çalışma arkadaşlarımızın motivasyonuna, kurum içinde insan
hakları bilincinin gelişmesine ve toplumsal gelişmeye olumlu katkısı olacağını biliyoruz” diyerek sözlerini
tamamladı.
liderliğini üstlendiğini anlatan Evrim Aras yolculuğunu anlattı: “Şirketimizin kurucusu sevgili babamı
sunulmasını bekleyecek vakit yoktu. Ayağa kalktım ve sorumluluğumu elime aldım. Hayal eden kadın başarır.
Ben de hayal ettim ve benimle bu hayali paylaşanlarla birlikte başardım. Bugün daha da iyi anlıyorum ki
kadınlar hayal kurduğu zaman bu sadece işle ilgili olmuyor. Hem kendilerinin hem de çevrelerinin hayatlarını
dönüştürmeyi hayal ediyorlar ve doğalarından gelen güçle kendilerine altın tepsiyle sunulmasını beklemeden,
haklarını arıyor, harekete geçiyorlar. Bu kararlığın önünde duvar olsa yıkılır.”
Global Compact Türkiye Yönetim Kurulu Danışmanı Deniz Öztürk, bu önemli etkinliğin bilgi alışverişi, iletişim
geliştirilmesi ve iyi uygulamaların sergilenmesi bakımından önemli olduğunu ve Global Compact Türkiye gibi
ulusal ağlar sayesinde BM ve iş dünyasıyla birlikte kamu kuruluşları, üniversiteler, sivil toplum kuruluşları ve
basın arasında önemli bir bağ oluşturulduğunu ifade etmiştir. Öztürk, her sene bu konferansta Türkiye’den en
az bir örneğin sergilenmesi için çaba sarf ettiklerini belirterek, konferansa gerek kadın gerekse erkeklerin
katılımda da her sene artan bir çizgi gözlemlemekten memnuniyet duyduklarını sözlerine ekledi. Basın
nezdinde ABD temsilciliklerinin yanı sıra Türkiye’den gelen kadın köşe yazarlarının iş dünyasıyla birlikte
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katılım sağladığını belirten Öztürk, Türkiye’de kadın gazeteciler başta olmak üzere gazetecilerin de daha fazla
güçlendirilmesi gerektiğini ifade etti.
Konferansa Türkiye’den katılan kurumlar: Aras Kargo, Boyner Holding, BPW Turkiye, Doğuş Otomotiv, Global
Compact Türkiye. Konferans’ta yer alan basın temsilcileri: Anadolu Ajansı, Cihan Haber Ajansı, Doğan Haber
Ajansı, Hürriyet Gazetesi, Milliyet Gazetesi, Sabah Gazetesi, Zaman Gazetesi.
Dünya çapında 670’den fazla CEO imzacısı bulunan, Birleşmiş Milletler Toplumsal Cinsiyet Eşitliği ve Kadının
Güçlenmesi Birimi (UNWOMEN) ve Birleşmiş Milletler Küresel İlkeler Sözleşmesi (UNGC) ortak girişimi olan
Kadının Güçlenmesi Prensipleri (Women’s Empowerment Principles – WEPs), özel sektöre; iş yerlerinde,
piyasalarda ve toplum genelinde toplumsal cinsiyet eşitliğinin sağlanması için dikkate almaları gereken
önemli noktaları sunmaktadır.
Şirket politikalarında ve faaliyetlerinde şeffaflığı ve kapsayıcılığın arttırılması için sonuç getirecek teknikleri,
araçları ve uygulamaları öngören Kadınların Güçlenmesi Prensipleri, uzun soluklu ve çok paydaşlı uluslararası
istişare sürecinin sonucunda, işletmelerin mevcut uygulamalarını, performans göstergelerini ve raporlama
pratiklerini inceleyip analiz etmelerini sağlayacak bir cinsiyet merceği geliştirilmiştir.
İş yaşamındaki uygulamalardan alınan bilgilere göre Prensipler, kadınların güçlenmesini sağlamak amacıyla
mevcut politikalarını ve programlarını uyarlamalarına ve/veya ihtiyaç duyulması halinde yeni politika ve
programlar oluşturmalarına destek olmaktadır. Hükümetlerin ve sivil toplumun menfaatlerini de yansıtan bu
prensipler aynı zamanda, cinsiyet eşitliğinin sağlanması ilgili tüm tara$arın katılımını gerektirdiğinden, farklı
paydaşlar arasında kurulan işbirliklerini desteklemektedir.
Türkiye’den 2011 yılında ilk olarak Güler Sabancı ve Ümit Boyner’in imzacısı olduğu girişimin ülkemizde
toplamda 17 imzacısı ve Alvimedica Yönetim Kurulu Üyesi Leyla Alaton gibi gönüllü elçileri bulunmaktadır.
2013 yılındaki konferansta SUTEKS Yönetim Kurulu Başkanı Nur Ger Liderlik Ödülü için mansiyon almış,
Turkcell’in Ekonomiye Kadın Gücü projesi, Borusan Holding “Annemin İşi Benim Geleceğim” projesi
tanıtılmıştı.
Girişimin Birleşmiş Milletler Genel Merkezi’nde gerçekleştirilen yıllık konferansları kapsamında iş dünyası,
kamu ve sivil toplumun önde gelen paydaşlarının deneyimleriyle ulusal ve uluslararası çözümler geliştirilmesi
hedeflenmektedir. Gerçekleştirilen çalışmalar sonunda kamuoyu ve basın nezdinde konuya yönelik ilgi
artmakta, iş dünyası ve basın temsilcileri konferans delegasyonlarında yer almaktadırlar.
“Eşitlik İş Demektir” sloganıyla oluşturulan Prensipler, kurumların cinsiyet eşitliği ve kadının güçlenmesine
yönelik çalışmalarının önemine dikkat çekerek küresel olarak sağlanan içerikler ve başarılı uygulamalarla
desteklenmektedirler. Kadının Güçlenmesi İlkeleri kurumsal sorumluluğun cinsiyet boyutunu ele alarak, UN
Global Compact ve iş dünyasının sürdürülebilir kalkınma yolunda atacağı başarılı adımları teşvik etmeyi
hedeflemektedir. Özel işletmeler için kullanışlı bir rehber olan Prensipler, bunun yanı sıra özel işletmelerle
çalışmalar yapan kamu kuruluşları gibi diğer paydaşların da bilgilendirilmesini amaçlıyor.
Hazırlanan çalışmalara bakıldığında;
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15 yıllık bir süreçte istihdam oranlarını sabit tutmak için 600 milyon yeni iş oluşturulması
gerekmektedir.
Dünya çapında büyük oranı gençler olmak üzere 200 milyon insan işsizdir ve faal olarak iş
aramaktadır.
Çoğunluğu kadın olmak üzere yaklaşık 620 milyon genç nüfus çalışmamaktadır ve iş aramamaktadır.
Dünya nüfusunun %49.6’sını teşkil eden kadınlar, dünya iş gücünün %40’ını oluşturmakta, fakat
dünya çapında ücretsiz çalıştırılan işlerin %58’ini, maaş karşılığı işlerin %44’ünü ve kayıt dışı işlerin
%50’sini üstlenmektedirler.
Erkeklere oranla kadınlar, tarım (çalışan kadınların %37 oranına karşılık erkeklerin %33 oranı) ve
hizmet sektörlerinde (çalışan kadınların %47 oranına karşılık erkeklerin %40 oranı) çalışmaya daha
eğimliler. İmalat işlerinde bu dengenin tam tersi geçerlidir.
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İstihdamda görülen bu cinsiyet farklılığı – kadınların erkeklere kıyasla daha düşük verimlilik
gerektiren sektörlerde, sanayilerde, zanaatlerde ve işlerde yer alma eğilimi – verimilik ve gelirdeki
cinsiyetler arası uçurumu büyük ölçüde açıklamaktadır.
Ağustos 2012’de kadınların işsizlik oranı erkeklere kıyasla 10 Avrupa Birliği ülkesinde daha yüksek
olarak kaydedilmiştir.
Uluslararası Çalışma Örgütü’nün (ILO) verilerine göre küresel olarak kırılgan istihdamda yer alan
kadınların oranı erkeklere kıyasla daha yüksektir: Kuzey Afrika’da erkeklerin kırılgan istihdamda %32
payına karşılık kadınların %55 payı, Orta Doğu’da erkeklerin kırılgan istihdamda %27 payına karşılık
kadınların %42 payı ve Sahra Altı Afrika’da erkeklerin kırılgan istihdamda %70 payına karşılık
kadınların %85 payı buna örnek gösterilebilir.
Kullanışlı Kaynaklar:
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Kadının Güçlenmesi Prensipleri Kitapçığı (Türkçe)
http://www.weprinciples.org/files/attachments/TR_WEPs_2.pdf
Konferans Ön Bilgi http://weprinciples.unglobalcompact.org/Site/MediaInformation/
Konferans Programı http://weprinciples.unglobalcompact.org/Site/Programme/
Kadının Güçlenmesi Prensipleri Web Sayfası http://weprinciples.unglobalcompact.org/Site/
UN Women Web Sayfası http://www.unwomen.org/
UN Global Compact Web Sayfası http://www.unglobalcompact.org/
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http://www.coca-colacompany.com/stories/5by20/weps-leadership-award-coca-cola-recognizedfor-commitment-to-advancing-womens-economic-empowerment
WEPs Leadership Award: Coca-Cola Recognized for Commitment to Advancing Women's
Economic Empowerment
March 7, 2014
Photo Credit: Christina von Messling
The Coca-Cola Company’s Chief Sustainability Officer Bea Perez accepts the Women’s Empowerment
Principles (WEPs) Leadership Award on behalf of Chairman and CEO Muhtar Kent at UN Headquarters in
New York on March 6. The Coca-Cola Company was recognized for its commitment to advancing women’s
economic empowerment in the workplace, marketplace and community, including through its 5by20
initiative.
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http://www.financialpost.com/markets/news/Technologies+Recognized+Champion+Women+Emp
owerment+Principles/9590937/story.html
HCL Technologies Recognized as a Champion of Women’s Empowerment Principles
March 7, 2014
HCL Technologies, a leading global IT services company today announced that its CEO, Anant Gupta,
received the 2014 Women’s Empowerment Principles (WEPs) Leadership Award – 7 Principles. This Award
salutes CEOs for their exceptional championship of gender equality and support of the WEPs, in
particular Principle One, which urges companies to establish high-level corporate leadership for gender
equality.
Gupta was one amongst only five global business leaders recognized at the 6th Annual Women's
Empowerment Principles Event: Gender Equality and the Global Jobs Challenge at United Nations
Headquarters in New York City.
The Women’s Empowerment Principles (WEPs), a joint initiative of UN Women and the UN Global Compact,
emphasize the business case for corporate action to promote gender equality and women's empowerment.
“A commitment to diversity and inclusion has been woven through the fabric of HCL Technologies’s culture
since its very inception. As a company we are particularly focused on advancing gender diversity in the
company’s management and executive ranks and to empower women to maximize their potential and
aspirations,” said Anant Gupta, CEO, HCL Technologies. “This award validates our efforts to create a
sensitive organization where employees can flourish and grow in their careers with a holistic approach
towards performance and work irrespective of their backgrounds, experience and perspectives.”
“Meeting the global jobs challenge with approaches that ensure fairness for women and men is central to
the business, gender equality and post-2015 development agendas. Indeed, success is interdependent,”
said Georg Kell, UN Global Compact Executive Director. “We’re very pleased that so many companies are
embracing the WEPs and helping to expand opportunities for women in the global job market and eliminate
gender job discrimination.”
HCL Technologies’s championship of the seven Women Empowerment Principles earned it rich praise from
the jury. The seven WEPs on which it was evaluated on included: Establishing high-level corporate leadership
for gender equality, treating all women and men fairly at work – respect and support human rights and nondiscrimination, ensuring the health, safety and well-being of all women and men workers, promoting
education, training and professional development for women, implementing enterprise development,
supply chain and marketing practices that empower women, promoting equality through community
initiatives and advocacy and measuring and publicly reporting on progress to achieve gender equality.
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http://www.unwomensouthasia.org/2014/ceos-of-wipro-and-hcl-receive-leadership-award-by-theun-global-compact-and-un-women-for-their-work-on-the-women%E2%80%99s-empowermentprinciples-3/
CEOs of WIPRO and HCL receive award by the UN Global Compact and UN Women for their work
on gender equality
UN Women South Asia
March 6, 2014
New York, 6 March 2014– The 6th Annual Women’s Empowerment Principles (WEPs) Event, Gender Equality
and the Global Jobs Challenge, showcased the initiative’s second WEPs Leadership Awards to salute CEOs.
Two CEOs from India were honoured for their exceptional championship of gender equality and support for
the seven Principles, in particular Principle One, which urges companies to establish high-level corporate
leadership for gender equality. T.K Kurien from Wipro Limited and Anant Gupta from HCL Technologies
from India were amongst the five CEOs that were honoured.
WEPs Leadership Awards Salute Five CEOs as Champions
The companies and individuals receiving the WEPs Leadership Awards 2014 are:
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Wipro Limited, based in India, and T.K. Kurien, Chief Executive Officer and Member of the Board, are
recognized with the WEPs Cultural Change for Empowerment Award 2014 for proactive commitment to
gender equality throughout business operations and developing innovative programs that respond to
women’s multiple responsibilities and societal expectations.
HCL Technologies, India, and Anant Gupta, President and Chief Executive Officer, are recognized with
the 7 Principles Award 2014 for developing and implementing a comprehensive strategy that integrates
the WEPs principles within the company’s internal operations, while externally supporting and
strengthening gender equality in its communities.
Boyner Holding, Turkey and Cem Boyner, Chief Executive Officer, are recognized with the WEPs
Benchmarking for Change Award 2014 for embedding accountability through meaningful metric,
indicators and reporting to track and monitor the inclusion of women at all levels of operations.
Pax World, USA, and Joseph Keefe, President and Chief Executive Officer, are recognized with the WEPs
Business Case for Action Award 2014 for incorporating gender analysis in investment research and
holding gender equality as an indicator of investment worthiness.
The Coca-Cola Company, a global enterprise, and Muhtar Kent, Chief Executive Officer, are recognized
with the WEPs Community Engagement Award 2014 for investing along the company’s value chain in
women entrepreneurs, skilling up and scaling up inclusive economic empowerment for five million
women by 2020.
Ahead of International Women’s Day, 250 leaders from business, Government, civil society, and academia
joined UN Women and the UN Global Compact in highlighting not only the challenge, but also policies,
models and lessons to realizing gender equality in the workforce.
Executive Director. “When we empower women and girls through education and training, and support their
full participation and leadership through equal opportunity, we advance equitable and inclusive economic
growth and reduce poverty. It’s a win-win situation.”
According to the International Labour Organisation (ILO), between 45 and 50 million new jobs are needed
each year over the next decade just to keep up with the growth of the world’s working age population and
reduce the unemployment caused by the global financial crisis.
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the business, gender equality and post-2015 development agendas. Indeed, success is interdependent,” said
Georg Kell, UN Global Compact Executive Director. “We’re very pleased that so many companies are
Gender equality and women’s economic empowerment are essential drivers in expanding economies
worldwide. When more women work, economies grow. As the private sector is the engine driving 90
percent of today’s jobs, addressing chronic gender equality must be a top priority for the business
community as well as other stakeholders.
About the Women’s Empowerment Principles
The Women’s Empowerment Principles – Equality Means Business is a joint initiative of UN Women and
the UN Global Compact. The Principles outline seven steps for business on how to empower women in the
workplace, marketplace and community. The Principles highlight that empowering women to participate
fully in economic life across all sectors and throughout all levels of economic activity is essential to build
strong economies; establish more stable and just societies; achieve internationally agreed goals for
development, sustainability, and human rights; improve quality of life for women, men, families and
communities; and propel business’ operations and goals. Learn more at www.weprinciples.org.
About the 2014 WEPs Leadership Awards
The 6th Annual Women’s Empowerment Principles meeting features the WEPs Leadership Award to salute
CEO commitment and innovation to realize gender equality. The Awards highlight concrete and innovative
actions taken to advance the 7 Principles, and particularly showcases Principle One: Leadership Promotes
Gender Equality. The WEPs Leadership Awards Committee is comprised of members of the WEPs Leadership
Group, a multi-stakeholder volunteer body that provides strategic guidance to the WEPs partnership of the
UN Women and the UN Global Compact. It represents business, academia, civil society, women’s
organizations and international institutions. For complete information about the Awards, winners and
Awards Committee, please visit www.weprinciples.org/Site/WepsLeadershipAwards.
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Wipro Limited Recognized as Champion of Women’s Empowerment Principles with 2014
Leadership Award
March 6, 2014
Recognizes CEO Commitment to Advance Gender Equality, Reduce Discrimination and Monitor Progress
New York, USA and Bangalore, India – March 6, 2014: T.K. Kurien, Chief Executive Officer and Member of
the Board, Wipro Limited, was recognized today as a recipient of the 2014 Women’s Empowerment
Principles (WEPs) Leadership Award – Cultural Change for Empowerment for Wipro’s proactive commitment
to gender equality throughout its business operations developing innovative programs that respond to
women's multiple responsibilities and societal expectations. The WEPs Leadership Awards recognize CEOs
for their exceptional championship of gender equality and support for the seven Principles, in particular
Principle One, which urges companies to establish high-level corporate leadership for gender equality.
Presented at United Nations Headquarters during the Women’s Empowerment Principles annual event,
Gender Equality and the Global Jobs Challenge, the awards highlight the implementation of the 7 Principles
that advance and empower women in the workplace, marketplace and community.
T.K. Kurien, Chief Executive Officer and Member of the Board, Wipro Limited said, “Creating an inclusive and
non-discriminatory workplace is very close to our heart and we take immense pride in being a strong
advocate of the same. We believe in creating an inclusive environment aimed at helping women executives
realize their career ambitions. This recognition is an acknowledgement of our efforts in this direction and I
am honored to receive this award on behalf of Wipro.”
He added, “Wipro has crafted a segmented approach towards gender diversity that ties in women-friendly
policies suited to various life stages of the employee. This in turn would enable greater participation of
women at more levels of management, and Wipro would benefit from the resultant vibrancy of this greater
diversity. It is this diversity, which makes us a multi-faceted and multi-skilled workplace where people from
different backgrounds bring in new perspectives.”
Wipro has instituted gender equity effort around the three themes of Exposure, Flexibility and
Empowerment. The “Women of Wipro” (WOW) program, launched in 2008, is a strategic enabler that
promotes equal opportunity and gender equality within Wipro. Over the last five years, WOW initiatives
have helped nurture an equal opportunity culture, support the career ambitions of women executives, and
facilitate greater business participation by women leaders at different levels within the organization.
With 250 leaders from business, civil society, Government and the UN looking on, the awards ceremony
emphasized that gender equality and women’s economic empowerment are essential drivers in the race to
expand economies worldwide, benefitting both men and women. As the private sector is the engine driving
90 percent of today’s jobs, addressing chronic gender equality must be a top priority for the business
community, as well as other stakeholders.
the business, gender equality and post-2015 development agendas. Indeed, success is interdependent,” said
Georg Kell, UN Global Compact Executive Director. “We’re very pleased that so many companies are
commitment to support and implement the WEPs. These organizations recognize the economic and social
benefits of women’s empowerment – empowering women is not only the right thing to do, it makes sound
business sense. A number of national WEPs stakeholder groups have also formed in countries as diverse as
86
Japan, Serbia, Australia, South Africa, Switzerland, Vietnam, New Zealand, Iceland, India, the United
Kingdom, Brazil and Turkey, to develop projects to implement the WEPs tailored for their priorities.
About Wipro Ltd.
Wipro Ltd. (NYSE:WIT) is a leading Information Technology, Consulting and Outsourcing company that delivers
solutions to enable its clients do business better. Wipro delivers winning business outcomes through its deep
industry experience and a 360 degree view of "Business through Technology" - helping clients create successful
and adaptive businesses. A company recognized globally for its comprehensive portfolio of services, a
practitioner's approach to delivering innovation, and an organization wide commitment to sustainability, Wipro
has a workforce of 140,000 serving clients across 61 countries. For more information, please visit
www.wipro.com.
The Women's Empowerment Principles – Equality Means Business is a joint initiative of UN Women and
the UN Global Compact. The Principles outline seven steps for business on how to empower women in the
workplace, marketplace and community. The Principles highlight that empowering women to participate
communities; and propel business' operations and goals. Learn more at www.weprinciples.org.
The 6th Annual Women’s Empowerment Principles meeting inaugurates the WEPs Leadership Award to
salute CEO commitment and innovation to realize gender equality. The Awards highlight concrete and
innovative actions taken to advance the 7 Principles, and particularly showcases Principle One: Leadership
Promotes Gender Equality. The WEPs Leadership Awards Committee is comprised of members of the WEPs
Leadership Group, a multi-stakeholder volunteer body that provides strategic guidance to the WEPs
partnership of the UN Women and the UN Global Compact. It represents business, academia, civil society,
women’s organizations and international institutions. For complete information about the Awards, winners
and Awards Committee, please visit www.weprinciples.unglobalcompact.org/site/WEPsLeadershipAwards.
Wipro Media Contacts:
Vipin Nair
Wipro Limited
+91 80 39916260
[email protected]
Subhashini Pattabhiraman
Wipro Limited
+91 80 39916558
[email protected]
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Pax World Management Recognized as Champion of Women’s Empowerment Principles with 2014
Leadership Award
March 6, 2014
Salutes CEO Commitment to Advance Gender Equality, Reduce Discrimination and Monitor Progress
(New York, 6 March 2014) – Joseph F. Keefe, President and Chief Executive
Officer, Pax World Management, was recognized today as a recipient of the
2014 Women’s Empowerment Principles (WEPs) Leadership Award – Business
Case for Action for incorporating gender analysis in investment research
and holding gender equality as an indicator of investment worthiness. The
WEPs Leadership Awards salute CEOs for their exceptional championship of
gender equality and support for the seven Principles, in particular
Principle One, which urges companies to establish high-level corporate
leadership for gender equality.
Presented at United Nations Headquarters during the Women’s Empowerment
Principles annual event, Gender Equality and the Global Jobs Challenge,
the awards highlight the implementation of the 7 Principles that advance
and empower women in the workplace, marketplace and community.
With 250 leaders from business, civil society, Government and the UN
looking on, the awards ceremony emphasized that gender equality and
women’s economic empowerment are essential drivers in the race to expand
economies worldwide, benefitting both men and women. As the private sector
is the engine driving 90 percent of today’s jobs, addressing chronic
gender equality must be a top priority for the business community, as well
as other stakeholders.
“Meeting the global jobs challenge with approaches that ensure fairness
for women and men is central to the business, gender equality and
post-2015 development agendas. Indeed, success is interdependent,” said
Georg Kell, UN Global Compact Executive Director. “We’re very pleased that
so many companies are embracing the WEPs and helping to expand
opportunities for women in the global job market and eliminate gender job
discrimination.”
Four other chief executives and companies were presented with Leadership
Awards in the categories of Benchmarking for Change, Community Engagement,
Cultural Change for Empowerment, and 7 Principles.
Nearly 700 CEOs, representing a global group of leading corporations, have
already made a public commitment to support and implement the WEPs. These
organizations recognize the economic and social benefits of women’s
empowerment – empowering women is not only the right thing to do, it makes
sound business sense. A number of national WEPs stakeholder groups have
also formed in countries as diverse as Japan, Serbia, Australia, South
Africa, Switzerland, Vietnam, New Zealand, Iceland, India, the United
Kingdom, Brazil and Turkey, to develop projects to implement the WEPs
tailored for their priorities.
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Cem Boyner Receives UN Leadership Awards
March 6, 2014
(English Press Release)
Boyner Group CEO Recognized as a Champion of Women’s Empowerment Principles
(New York, 6 March 2014) –Cem Boyner, Chief Executive Officer, Boyner Group, wasrecognized as a
recipient of the 2014 Women’s Empowerment Principles (WEPs) Leadership Awardat the United Nations
Headquarters during the Women’s Empowerment Principles annual event, Gender Equality and the Global
Jobs Challenge.
CEO of Turkey’s largest non-food retail operator Boyner Group, today representing hundreds of brands, with
over 10.000 employees in more than 500 stores across the country, Cem Boyner has been recognized in the
international arena for advanced gender equality practices in his companies and his efforts to raise
awareness in the private sector and also in the public eye.
In a written statement, Cem Boyner mentioned how much he values gender equality in his companies.
“Workplace Democracy is the most important topic on our agenda. Non-discrimination amongst our
employees, establishing equality in all employment processes from recruitment to promotion and spreading
a culture of democracy where each and every employee can freely express themselves in our workplaces is
at the heart of our management philosophy. Our female employees can benefit from all the opportunities
we offer as equal citizens and neither gender, nor any other identity is never put forth as an obstacle for
them.”
Boyner received the award in theBenchmarking for Changecategoryfor embedding accountability through
meaningful metric, indicators and reporting to track and monitor the inclusion of women at all levels of its
operations.
Boyner Group’s Gender Equality Practices
Since the 2010 launch of the Women Empowerment Principles, seven out of 17 signatory corporations to
date in Turkey have been Boyner Group companies (Altinyildiz, AY Marka Magazacilik, Benetton, Back-Up,
Boyner Buyuk Magazacilik, Boyner Holding, Firsat Elektronik-Morhipo).
Aiming to raise public awareness for gender equality in employment,set an example for companies and
corporations in Turkey and also keep the issue under the spotlight in the media, Boyner Group has been
publishing special press ads since 2008 on International Women’s Day, emphasizing that women should be
seen as individuals and that they should make a demand for their citizenship rights.
A Great Place to Work,Boyner Group,previouslycame first in the Turkish Ministry of Labor’s Social Gender
Equality in the Workplace Competition in 2012 and received the World Bank’s Gender Equality
certificate.Boyner Group CEO Cem Boyner was also recognized as Male Champion of Change in the
5thMiddle East and Africa Women in Leadership Forum held in Dubai in 2013.
Cem Boyner Biography
Cem Boyner, studied Business Administration at Robert College/Bogazici University in Istanbul.Boyner has
been with the group for over 35 years since he joined textiles manufacturing company Altınyıldız in 1978.
Under his leadership, renowned for his passion in customer happiness, the group evolved into an
international retail and services group.
Cem Boyner has always been involved in non-governmental organizations throughout his business career.
He is the former presidentof the Turkish Industrialists’ and Businessmen’s Association (TUSIAD). Boyner was
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also the first chairman of the Advisory Boardof the non-profit mentoring program "More Women in
Boardroom"and a formermember of Board of Directors of The National Retail Federation (NRF), the world's
largest retail trade association.
About Boyner Group
Boyner Group is Turkey’s largest non-food retail operator, representing hundreds of brands, with over 9.000
employees in more than 500 stores across the country. From luxury fashion stores to department stores and
e-commerce retailing, Boyner Group reaches a total of 13,5 million unique customers, from socio-economic
segments scaling from A+ C, through its different retail formats. Expected year-end turnover for 2013 is 1.6
billon USD. Boyner Group has been awarded as Great Place to Work in 2013.
About the Women’s Empowerment Principles_– Equality Means Businessis a joint initiative of UN Women
and the UN Global Compact. The Principles outline seven steps for business on how to empower women in
the workplace, marketplace and community. The Principles highlight that empowering women to participate
communities; and propel business' operations and goals. Learn more at www.weprinciples.org.
The 6th Annual Women’s Empowerment Principles meeting inaugurates the WEPs Leadership Award to
innovative actions taken to advance the 7 Principles, and particularly showcases Principle One: Leadership
Promotes Gender Equality. The WEPs Leadership Awards Committee is comprised of members of the WEPs
Leadership Group, a multi-stakeholder volunteer body that provides strategic guidance to the WEPs
partnership of the UN Women and the UN Global Compact. It represents business, academia, civil society,
women’s organizations and international institutions.
Fourother chief executives and companies were presented with Leadership Awardsin the categories of
Business Case for Action, Community Engagement, Cultural Change for Empowerment, and 7 Principles.
commitment to support and implement the WEPs. These organizations recognize the economic and social
benefits of women’s empowerment –empowering women is not only the right thing to do, it makes sound
business sense. A number of national WEPs stakeholder groups have also formed in countries as diverse as
Japan, Serbia, Australia, South Africa, Switzerland, Vietnam, New Zealand,
Iceland, India, the United Kingdom, Brazil and Turkey, to develop projects to implement the WEPs tailored
for their priorities.
For complete information about the Awards, winners and Awards Committee, please visit
www.weprinciples.unglobalcompact.org/site/WEPsLeadershipAwards.
***********
(Turkish Press Release)
Cem Boyner’e Birleşmiş Milletler’den Liderlik Ödülü
Boyner Grubu CEO’su Cem Boyner, Birleşmiş Milletler Kadını Güçlendirme İlkeleri (Women’s
Empowerment Principles) kapsamında yapılan “Cinsiyet Eşitliği ve Küresel İşsizlik Sorunu” konulu
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toplantıda, “Dünya Liderlik Ödülü” ile onurlandırıldı. Cem Boyner, işyerindeki demokrasi
uygulamaları ve kamuoyunda cinsiyet eşitliği bilincini artıran çalışmalarıyla ödüle layık görüldü.
Cem Boyner alınan ödülle ilgili yaptığı yazılı açıklamada, “İşyerinde Demokrasi uygulaması,
gündemimizdeki en önemli konu. Biz demokrasi dediğimizde, herkes için demokrasiyi kastediyoruz.
Hangi kimlikten olursa olsun sunduğumuz fırsatlardan tüm çalışanlarımızın faydalanmasını
sağlıyoruz. Çalışanlarımızın kendilerini iş ortamında özgürce ifade edebilmesi, yönetim felsefemizin
merkezinde yer alıyor. Yanlızca kendi çalışma ortamımızda değil, 13 milyonun üzerindeki
müşterilerimiz, iş ortaklarımız, tedarikçilerimiz için hayatın tüm alanlarında eşitliğin ve demokrasinin
savunuculuğunu yapıyoruz. Kadınların özgürce yaşadığı, tüm kamusal fırsatlardan faydalandığı,
karar alma süreçlerine katıldığı ve temsil edildiği bir yaşamın tesisi için çalışıyoruz. Kuşkusuz
aldığımız bu ödül, savunduğumuz kadın- erkek eşitliğinin Türkiye ve dünyada yaygınlaşmasına, bizim
dışımızdaki şirketlerin de harekete geçmesine neden olacak. Biz, daha fazla kurumun bu liderliğe
ortak olması için çalışacağız.” dedi.
Boyner Holding Yönetim Kurulu Üyesi Ümit Boyner de alınan ödülün önemine dikkat çekerek,
“Ödüle; grup şirketlerinde tüm istihdam koşullarında sağlanan eşit fırsatlar; işyerindeki
demokrasi uygulamalarının tedarik zincirinde de yaygınlaştırılması; Dünya Kadınlar Günü’nde
yayınladığımız ilanlarla kamuoyunda cinsiyet eşitliği bilincini artırmamız; önderliğimizde
başlatılan, yetiştirme yurtlarında büyüyen genç kadınların kişisel gelişimini ve iş hayatına
hazırlanmasını sağlayan “Nar Taneleri” projesiyle layık görüldük. Demokrasinin vazgeçilmez
unsuru cinsiyet eşitliği, katılımcı demokrasi, yaratıcılık, inovasyon ve çeşitliliğin temel
gereksinimidir. Çeşitlilik ise sürdürülebilirliğin şartıdır. Cinsiyet eşitliği sağlamanın ve tüm
kimliklerin dahil edilmesinin en tatmin edici yönü, tüm yaratıcı fikirleri kucaklayabilmektir. Eşitliğin
tam tesisi için insanların zihniyetinde gelişim ve değişime ihtiyaç vardır. Kadın ve erkek
arasındaki farklılıkları zenginlik ve çeşitlilik olarak görmek, her bireyin kendi potansiyeli olduğunu
hiçbir
zaman
unutmamak
gerekir.”
dedi.
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Boyner Grubunun Cinsiyet Eşitliği Bilincini Artıran Çalışmaları
Dünyada toplam 676 şirketin imzaladığı WEP’e, bugüne kadar Türkiye’de imza atan 17
kuruluşun 7’si Boyner Grubu şirketi oldu (Altınyıldız, AY Marka Mağazacılık, hisse devrinden önce
Benetton, Boyner Bireysel Ürünler Back-Up, Boyner Büyük Mağazacılık, Boyner Holding, Fırsat
Elektronik-Morhipo).
Boyner Grubu, 2008’den bu yana her yıl 8 Mart Dünya Kadınlar Günü’nde verdiği ilanlarla,
kamuoyunda yer alıyor. İlanlar, kadınsız demokrasinin eksik ve yetersiz olduğunu söylerken, kimi
zaman kadınların çalışma yaşamında yer alma talebine ses oluyor, kimi zaman da
“özgürlüğünü talep et, yurttaşlık haklarını iste” diyerek kadınlara itici güç oluyor.
Boyner Grubu 2012’de, Çalışma ve Sosyal Güvenlik Bakanlığı’nın Çalışma Hayatında Toplumsal
Cinsiyet Eşitliği konulu yarışmasında “Büyük Ölçekli İşletme” kategorisinde birincilik ödülü ve
Dünya Bankası’nın desteklediği Fırsat Eşitlik Modeli sertifikasını aldı. 2013’te Great Place to
Work Türkiye’nin En İyi İşverenleri yarışmasında Cinsiyet Eşitliği ve Kadın Çalışanların
Desteklenmesi Özel Ödülü’ne layık görüldü. Forbes Türkiye’nin hazırladığı Kadınlar için En İyi
Şirketler listesinde ikinci oldu. Boyner Grubu CEO’su Cem Boyner, 2013’te Dubai’de
düzenlenen 5. Ortadoğu ve Afrika Kadın Liderlik Forumu’nda (Women in Leadership WIL
Forum) Değişimin Erkek Savunucusu (Male Champion of Change) ödülünü aldı.
BM Kadını Güçlendirme İlkeleri (WEP – Women’s Empowerment
Principles)
2010 yılında Birleşmiş Milletler Küresel İlkeler Sözleşmesi (UN Global Compact) ve Birleşmiş
Milletler Kadın Ofisi (UN Women - Toplumsal Cinsiyet Eşitliği ve Kadınların Güçlendirilmesi
Birimi) ortaklığında ilan edilen; dünya çapında şirketlerin CEO düzeyinde imzayla taahhüt ettikleri
Kadını Güçlendirme İlkeleri (WEP), kurumlarda eşit fırsatlar sunma, ayrımcılık yapmama, iş sağlığı
ve güvenliği, eğitim ve gelişim, tedarik zinciri gibi iş ve çalışma koşullarını ilgilendiren alanlarda,
cinsiyet eşitliğinin ilkelerini belirliyor.
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Press Releases
93
WEPs Press Release
Targeted Actions Required to Increase and Improve Women’s Work Opportunities
UN Global Compact / UN Women
March 6, 2014
Nearly 700 Companies Champion the Women’s Empowerment Principles, Commit to Advance Gender
Equality, Reduce Discrimination and Monitor Progress
(New York, 6 March 2014) – Gender equality and women’s economic empowerment are essential
drivers in expanding economies worldwide. When more women work, economies grow. As the private
sector is the engine driving 90 percent of today’s jobs, addressing chronic gender equality must be a top
priority for the business community as well as other stakeholders. This was the message delivered today
at the 6th Annual Women’s Empowerment Principles (WEPs) Event, Gender Equality and the Global Jobs
Challenge.
Ahead of International Women’s Day, 250 leaders from business, Government, civil society, and
academia joined UN Women and the UN Global Compact in highlighting not only the challenge, but also
policies, models and lessons to realizing gender equality in the workforce.
Executive Director. “When we empower women and girls through education and training, and support
their full participation and leadership through equal opportunity, we advance equitable and inclusive
economic growth and reduce poverty. It’s a win-win situation.”
According to the International Labour Organisation (ILO), between 45 and 50 million new jobs are
needed each year over the next decade just to keep up with the growth of the world’s working age
population and reduce the unemployment caused by the global financial crisis.
“Meeting the global jobs challenge with approaches that ensure fairness for women and men is central
to the business, gender equality and post-2015 development agendas. Indeed, success is
interdependent,” said Georg Kell, UN Global Compact Executive Director. “We’re very pleased that so
many companies are embracing the WEPs and helping to expand opportunities for women in the global
job market and eliminate gender job discrimination.”
commitment to support and implement the WEPs. These organizations recognize the economic and
social benefits of women’s empowerment – empowering women is not only the right thing to do, it
makes sound business sense.
Companies implementing the WEPs — frequently as an outcome of their business strategy to prioritize
gender equality — develop programmes to measure pay equity and promotion practices; take steps to
address unconscious bias; develop family-friendly policies and practices; increase access for women and
94
girls to science and technology education; develop products and services; and leverage their business
networks to support women entrepreneurs through gender-aware procurement systems.
WEPs Leadership Awards Salute Five CEOs as Champions
The event also showcased the initiative’s second WEPs Leadership Awards to salute CEOs for their
exceptional championship of gender equality and support for the seven Principles, in particular Principle
One, which urges companies to establish high-level corporate leadership for gender equality.
The companies and individuals receiving the WEPs Leadership Awards 2014 are:





Boyner Holding, Turkey and Cem Boyner, Chief Executive Officer, are recognized with the WEPs
Benchmarking for Change Award 2014 for embedding accountability through meaningful metric,
indicators and reporting to track and monitor the inclusion of women at all levels of operations.
Pax World, USA, and Joseph Keefe, President and Chief Executive Officer, are recognized with the
WEPs Business Case for Action Award 2014 for incorporating gender analysis in investment
research and holding gender equality as an indicator of investment worthiness.
The Coca-Cola Company, a global enterprise, and Muhtar Kent, Chief Executive Officer, are
recognized with the WEPs Community Engagement Award 2014 for investing along the
company's value chain in women entrepreneurs, skilling up and scaling up inclusive economic
empowerment for five million women by 2020.
Wipro Limited, based in India, and T.K. Kurien, Chief Executive Officer and Member of the Board,
are recognized with the WEPs Cultural Change for Empowerment Award 2014 for proactive
commitment to gender equality throughout business operations and developing innovative
programs that respond to women's multiple responsibilities and societal expectations.
HCL Technologies, India, and Anant Gupta, President and Chief Executive Officer, are recognized
with the 7 Principles Award 2014 for developing and implementing a comprehensive strategy that
integrates the WEPs principles within the company’s internal operations, while externally
supporting and strengthening gender equality in its communities.
The Women's Empowerment Principles – Equality Means Business is a joint initiative of UN Women
and the UN Global Compact. The Principles outline seven steps for business on how to empower women
in the workplace, marketplace and community. The Principles highlight that empowering women to
participate fully in economic life across all sectors and throughout all levels of economic activity is
essential to build strong economies; establish more stable and just societies; achieve internationally
agreed goals for development, sustainability, and human rights; improve quality of life for women, men,
families and communities; and propel business' operations and goals. Learn more
atwww.weprinciples.org.
The 6th Annual Women’s Empowerment Principles meeting features the WEPs Leadership Award to
innovative actions taken to advance the 7 Principles, and particularly showcases Principle One:
Leadership Promotes Gender Equality. The WEPs Leadership Awards Committee is comprised of
95
members of the WEPs Leadership Group, a multi-stakeholder volunteer body that provides strategic
guidance to the WEPs partnership of the UN Women and the UN Global Compact. It represents
business, academia, civil society, women’s organizations and international institutions. For complete
information about the Awards, winners and Awards Committee, please
visitwww.weprinciples.org/Site/WepsLeadershipAwards.
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Press Releases – Other Signatory Releases
http://investor.anninc.com/phoenix.zhtml?c=78167&p=RssLanding&cat=news&id=1905767
ANN INC. ANN INC. Makes Global Commitment to Women in Honor of International Women's
Day
March, 20 2014
2014 MAR 20 (VerticalNews) -- This International Women's Day, ANN INC., the parent Company of Ann
Taylor and LOFT, pledges to positively impact the lives of 100,000 women through its ResponsiblyANN
corporate social responsibility initiative by 2018. As a Company dedicated to women, ANN INC. places
critical importance on positively impacting women around the globe every day.
Through its new 100,000 Women Commitment, ANN INC. reaffirms its dedication to empowering
women in its global supply chain community who make its beautiful products by providing in-factory
health and financial education.
"As a Company that celebrates women, we are pleased to announce our ResponsiblyANN 100,000
Women Commitment and kick off a week-long celebration in honor of women around the world.
At ANN INC., we live by our purpose of inspiring and connecting with women to help them put their best
selves forward every day. We take these words seriously and are very proud to be the first U.S.-based
women's specialty retailer to sign the Women's Empowerment Principles," said Kay Krill, President
and CEO of ANN INC.
To celebrate this pledge and to recognize the achievements of women globally, the Company will host
and participate in a week of inspiring activities and initiatives leading up to International Women's Day
on March 8.
On March 4 and 5, ANN INC. will join the International Women's Day Forum, "Turning Inspiration into
Action: Next Steps for the Private Sector to Empower Women Globally," hosted by the U.S. Chamber of
Commerce at the United Nations. Coming off the heels of the Forum, ANN INC. will become the first
U.S.-based women's specialty retailer to support the Women's Empowerment Principles, a joint
initiative ofUN Women and the UN Global Compact, which provides guidance to businesses on how to
empower women in the workplace, marketplace and community.
On March 6, ANN INC. will host a summit to discuss the global impact of breast cancer with longtime
partner, The Breast Cancer Research Foundation (BCRF). With over 4,600 women diagnosed with breast
cancer daily, the Company is honored to support BCRF in its lifesaving work around the world.
Ann Taylor will show support of International Women's Day through a series of activities and events. On
Saturday, March 8, Ann Taylor and Glamour magazine will host an in-store event at Ann Taylor's New
York City Flagship at 645 Madison Avenue featuring a panel discussion with Christy Turlington Burns,
founder of Every Mother Counts, and Barbara Bush, CEO and co-founder of Global Health Corps,
moderated by Genevieve Roth, Glamour's Special Projects Director. The panel discussion will be
streamed live via YouTube.com/AnnTaylorStyle beginning at 2:00 pm EST. On that day, Ann Taylor will
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offer clients a limited edition ResponsiblyANN bracelet as a gift with purchase in all stores across the
U.S. and Canada. This special gift is a symbol of Ann Taylor's dedication to the modern women who
inspire the brand every day and are committed to positively impacting women around the globe.
On March 8, LOFT will invite its clients and associates to participate in the Company's locally sponsored
2014 Vital Voices Global MentoringWalks taking place in three major U.S. cities: Seattle, San Francisco,
and Washington, DC. Volunteer Mentors and Mentees will walk and share their experience and wisdom
, forging supportive bonds that can help launch a new generation of leaders.
Additionally, the Company is encouraging associates and clients alike to celebrate International
Women's Day by using #ANNFORWOMEN to thank women who have inspired them. ANN INC. will kickoff this call-to-action at an "hour of power" event at its corporate offices, serving as a moment in time
for all associates to honor and celebrate women around the world, including those closest to them.
To learn more about ANN INC.'s charitable and corporate social responsibility efforts, visit
ResponsiblyANN.com.
Keywords for this news article include: ANN INC., Oncology, Breast Cancer, Women's Health,
Government Agencies Offices and Entities.
Our reports deliver fact-based news of research and discoveries from around the world. Copyright 2014,
NewsRx LLC
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http://www.prweb.com/releases/2014/03/prweb11665830.htm
TTi Global President/CEO Lori Blaker Attends the 6th Annual Women’s Empowerment
Principles Event: Gender Equality and the Global Jobs Challenge at the United Nations
March 13, 2014
Lori Blaker, President/CEO of TTi Global, attended the 6th Annual WEP (Women’s Empowerment
Principles) event sponsored by the UN Global Compact and UN Women on March 5-6, 2014 at the
United Nations Headquarters in New York City.
Lori Blaker President/CEO of TTi Global at United Nations Headquarters in NYC
At TTi we support and believe in the United Nations Women’s Empowerment Principles.
These are seven principles that have been developed through research and study on gender
issues and what companies can do to support gender equality. - Lori Blaker
Rochester Hills, MI (PRWEB) March 13, 2014
Held over two days, the 6th Annual Women’s Empowerment Principles (WEPs) event, Gender Equality
and the Global Jobs Challenge, spotlighted business strategies, experience and challenges on increasing
and enhancing job opportunities for women and expanding access to decent jobs.
The Women’s Empowerment Principles is a joint initiative between the UN Global Compact and UN
Women. This year’s event featured a conversation series that provided short, interactive discussions
that highlighted a number of WEPs-related platforms, activities and engagement opportunities, research
and data that is all working towards achieving gender equality.
In an effort to bolster high-level corporate leadership for gender equality, in June 2010, the UN
Women/UN Global Compact WEPs partnership launched a CEO Statement of Support for the Women’s
Empowerment Principles.
In the fall of 2013, Lori Blaker signed the CEO Statement of Support. Through this action Blaker joined
with other business leaders from across the globe and gave her support for advancing equality between
women and men.
Blaker states “At TTi we support and believe in the United Nations Women’s Empowerment Principles.
These are seven principles that have been developed through research and study on gender issues and
what companies can do to support gender equality.”
99
“I would encourage all businesses to embrace these principles. It is the right thing to do. It is good for
business and needs to be a priority,” states Blaker. “For TTi Global, this commitment results in bringing
the broadest pool of talent to our organization. It furthers our companies’ competitiveness. We are
pleased to participate in the 6th Annual WEP event and other programs that support the full
participation of women within enterprises and within the larger community. The full engagement of
women makes sound business sense.”
President and CEO, Lori Blaker heads of one of the fastest growing women-led organizations in North
America. Her leadership skills continue to be recognized by the business community. In 2012
President/CEO Lori Blaker received the “Leader of Leaders” Award from Leadership Oakland. Under her
leadership, TTi Global has ranked consistently among the "Top 25 Woman-Run Businesses in the USA" as
recognized by the Women's Business Enterprise National Council.
#####
TTi Global provides staffing, learning, research and consulting solutions to industries across various
sectors with automotive as a core focus. TTi Global oversees operations on five continents with offices
spanning the globe, which include Australia, Brazil, Canada, Chile, China, India, Japan, Mexico, Peru,
South Africa, Thailand, Venezuela, UK and most recently Afghanistan.
With a staff of over 2000 employees in international operations, they offer a wide range of services,
tailor made to drive business goals, including business consulting, research, staffing, workforce
development and learning solutions. TTi Global world headquarters are located in Rochester Hills,
Michigan.
100
Doğuş Otomotiv’in İş’te Eşitlik uygulamaları Birleşmiş Milletler ’de örnek oldu
March 10, 2014
(Google Translate)
Dogus Otomotiv Equality in Business practices of the United Nations in Sample was
United Nations New York headquarters this year 6'ncısı the UN Women 's Empowerment Principles (
weps ) attended the meeting Dogus Automotive Strategic Marketing and Corporate Communications
Director Koray Bebekoğl within the organization Business in the equality and women's employment
increaser sample application explained .
Gender Equality and Global Business Issues in the roundtable speakers Bebekoğl , Dogus Otomotiv ,
gender equality, maternal -child policy , working mothers the rights recognized in the industry for
women's employment increaser applications , international companies with representatives shared.
This is the sixth year the UN Women 's Empowerment Principles (Women 's Empowerment Principles)
between March 5-6 meeting in New York was held at the United Nations Headquarters . This year,
Global Business Issues relating to Gender Equality and on an international platform issues tabled at the
meeting , representatives of international corporations , diplomats, NGO representatives , academics
and the media attended.
UN Women (UN Women) and the UN Global Compact (UN Global Compact ) cooperation, organized the
aim of meeting the business world , women's empowerment , ensuring that the companies' current
policies and practices to revise or create new ones on the road show has been set.
In 2010, Turkey in the automotive industry as a first UN Global Compact signatories Dogus Otomotiv , on
March 6 , the " Work , Family and Gender Equality: Stress and Solutions" roundtable on women 's
employment and gender equality in the sample application , other shared with participants .
Dogus Otomotiv one of every four women employees
Dogus Otomotiv Platform for Equality in Business in Turkey , saying that one member of the 60 company
Dogus Otomotiv Strategic Marketing and Corporate Communications Director of Koray Bebekoğl ,
Employment participation rate of women in Turkey is 30 percent of that , but it was pointed out that 51
per cent of the EU average . Bebekoğl , the " Dogus Otomotiv female employees, accounting for 25
percent of our total workforce . According to the automotive sector in Turkey that a very large
proportion , this ratio will increase further applications endeavor to perform every year , "he said .
In 2010 the company management a central location seated corporate responsibility strategy as part of
business life at every stage of the value chain and economic development , the environment, workers,
human rights , consumer and community participation in matters that responsibility moves with said
they Bebekoğl , the " Every step we take our employees and their families we believe the rights .
Comfortable and convenient for working mothers to create a business environment Turkey's economy ,
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its work on the motivation of our friends , to the development of human rights awareness within the
organization and know it will be a positive contribution to social development , "he said .
In this context , many improvements are taking steps to Bebekoğl Koray said , " our organization to
employees doing the same job , regardless of gender policies have the same salary . Female employees,
career development programs for the two -year-long coaching sessions. Children waiting for our female
employees , allowing employees to make the transition to motherhood more comfortable we are
implementing the Mother-Child Policy . In this context, during the three -month maternity leave , female
employees on leave continue to receive their salary is at the same level . After maternity leave children
until the age of 1 to 1.5 hours per day of milk are giving permission . Our employees can use every day
such as this permission , you can also use accumulating month cumulative time , "he said .
Parents can monitor their homes from company computers
With all these applications, the rate of return to work after maternity leave in 2013, emphasizing that it
is 100 percent Dogus Otomotiv Strategic Marketing and Corporate Communication Director of Koray
Bebekoğl , new mothers go on unpaid leave in six months , he said. Dogus Otomotiv's innovation and
technological infrastructure , as a result of working parents , working hours in their homes with cameras
connected , the baby monitor the status of able tells Bebekoğl , "especially that our application has
attracted great attention and application of our employees on the psychological positive effects also
have observed ," he said .
Dogus Otomotiv carried out in this kind of applications running on the positive effect that said Bebekoğl
, "the last survey conducted by male employees , 75 percent and female employees , 92 percent have
children, not women's career will not deter you think . Men and women employees , 60 percent to 84
percent of our employees , raising children say it is not just the mother's responsibility , "he said .
UN Global Compact ( UN Global Compact ) About:
In the business world in constant competition to create a common culture of development of universal
principles is proposing an innovative approach to corporate responsibility . Vision of "sustainable and
inclusive global economy" to become parties to the Convention which is based on a completely
voluntary basis . In this context, human rights, working conditions, environmental protection and the
fight against corruption has been identified 10 basic principles in the title . Today, the world's most
comprehensive voluntary form the platform of thousands of companies , trade unions and civil society
organizations , these universal principles , business strategies , operations and would become a part of
their culture , proclaiming participate in the UN Global Compact . Has signed agreements with over 270
institutions from Turkey . The UN Global Compact in Turkey, the concept of corporate sustainability and
development goals for the propagation of the idea and collaborate with the business world has
contributed important . UN Global Compact Turkey Network Deployment Strategy and its innovative
Sectoral Approaches leveraged with stakeholders around the world are an example to other national
networks .
UN Global Compact Turkey on the Board Akkök , Anadolu Efes , ARGE Consulting , Science, Medicine ,
Borusan Holding , Coca Cola Beverages, Dogus Otomotiv , Exchange Istanbul , Koc Holding , Sabanci
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Holding , TİSK, TSKB , TÜSIAD , Yuksel Holding , ZED Promotion and Zorlu Holding's representatives are
located.
*******
(Original Text)
Doğuş Otomotiv’in İş’te Eşitlik uygulamaları Birleşmiş Milletler ’de örnek oldu
Birleşmiş Milletler’in New York’taki genel merkezinde bu yıl 6’ncısı düzenlenen BM Kadınların
Güçlenmesi İlkeleri (WEPs) toplantısına katılan Doğuş Otomotiv Stratejik Pazarlama ve Kurumsal
İletişim Direktörü Koray Bebekoğlu, kurum içinde İş’te Eşitlik ve kadın istihdamını artıcı örnek
uygulamaları anlattı.
Cinsiyet Eşitliği ve Küresel İş Sorunları Yuvarlak Masa Toplantısı’nda konuşan Bebekoğlu, Doğuş
Otomotiv’in, cinsiyet eşitliği, anne-çocuk politikaları, çalışan annelere tanınan hakları ve sektörde
kadın istihdamını artıcı uygulamalarını, uluslararası şirketlerin temsilcileriyle paylaştı.
Bu yıl altıncısı düzenlenen BM Kadınların Güçlenmesi İlkeleri (Women’s Empowerment Principles)
Toplantısı 5-6 Mart tarihleri arasında New York’daki Birleşmiş Milletler Genel Merkezi’nde düzenlendi.
Bu yıl, Cinsiyet Eşitliği ve Küresel İş Sorunlarına ilişkin konuları uluslararası bir platformda masaya
yatırılan toplantıya, uluslararası şirketlerin temsilcileri, diplomatlar, STK temsilcileri, akademisyenler ve
basın mensupları katıldı.
BM Kadın (UN Women) ve BM Küresel İlkeler Sözleşmesi (UN Global Compact) işbirliğinde, düzenlenen
toplantının amacı iş dünyasında kadınların güçlendirilmesini sağlamak, şirketlerin mevcut politika ve
uygulamalarını gözden geçirmesine veya yenilerini oluşturmasına yol göstermek olarak belirlendi.
2010 yılında Türkiye otomotiv sektöründe bir ilki gerçekleştirerek, BM Küresel İlkeler Sözleşmesi’ni
imzalayan Doğuş Otomotiv, 6 Mart’ta düzenlenen “İş, Aileler ve Cinsiyet Eşitliği: Stres ve Çözümler”
konulu yuvarlak masa toplantısında kadın istihdamı ve cinsiyet eşitliği konusundaki örnek
uygulamalarını, diğer katılımcılar ile paylaştı.
Doğuş Otomotiv’de her 4 çalışandan biri kadın
Doğuş Otomotiv’in Türkiye’de İş’te Eşitlik Platformu’na üye 60 şirketten biri olduğunu söyleyen Doğuş
Otomotiv Stratejik Pazarlama ve Kurumsal İletişim Direktörü Koray Bebekoğlu,
Türkiye’de kadınların istihdama katılım oranının yüzde 30 olduğunun, ancak AB ortalamasının yüzde 51
olduğuna dikkat çekti. Bebekoğlu, “Doğuş Otomotiv’de kadın çalışanlarımız, toplam iş gücümüzün yüzde
25’ini oluşturuyor. Türkiye’deki otomotiv sektörüne göre bu çok büyük bir oran, bu oranı daha da
artıracak uygulamaları her yıl gerçekleştirmeye gayret gösteriyoruz” diye konuştu.
2010 yılında şirket yönetiminde merkezi bir konuma oturtulan kurumsal sorumluluk stratejisi
kapsamında, iş yaşamının her evresinde ve değer zincirinde ekonomik gelişim, çevre, çalışanlar, insan
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hakları, müşteri ve toplumsal katılım konularında bu sorumluluk ile hareket ettiklerini söyleyen
Bebekoğlu, “Attığımız her adımda çalışanlarımızın ve ailelerinin haklarını düşünüyoruz. Çalışan anneler
için rahat ve uygun bir iş ortamı oluşturmanın Türkiye’nin ekonomisine, kendi çalışma arkadaşlarımızın
motivasyonuna, kurum içinde insan hakları bilincinin gelişmesine ve toplumsal gelişmeye olumlu katkısı
olacağını biliyoruz” diye konuştu.
Bu kapsamda birçok iyileştirme adımları attıklarını söyleyen Koray Bebekoğlu, “ Kurumumuzda aynı işi
yapan çalışanlara cinsiyet farkı gözetmeksizin aynı maaş politikamız var. Kadın çalışanlarımıza, kariyer
gelişimi için 2 yıl süren koçluk programları düzenliyoruz. Çocuk bekleyen kadın çalışanlarımızın, çalışan
anneliğe daha rahat geçiş yapmalarını sağlayan Anne-Çocuk Politikaları uyguluyoruz. Bu bağlamda, 3
aylık doğum izni sırasında, kadın çalışanlar izne ayrıldıkları maaşlarını aynı düzeyde almaya devam
ediyor. Doğum izninden sonra çocukları 1 yaşına gelene kadar günde 1,5 saat süt izni veriyoruz.
Çalışanlarımız bu izinleri her gün kullanabildiği gibi, biriktirerek ay içinde toplu sürede de kullanabiliyor”
dedi.
Ebeveynler şirket bilgisayarından evlerini izleyebiliyor
Tüm bu uygulamalar ile doğum izninden sonra işe dönüş oranının 2013 yılında yüzde 100 olduğunu
vurgulayan Doğuş Otomotiv Stratejik Pazarlama ve Kurumsal İletişim Direktörü Koray Bebekoğlu, yeni
annelerin, 6 ay da ücretsiz izne çıkabildiğini söyledi. Doğuş Otomotiv’in yenilenen teknolojik altyapısı
sonucu, çalışan ebeveynlerin, mesai saatlerinde evlerine kameralar ile bağlanarak, bebeklerinin
durumunu izleyebildiklerini söyleyen Bebekoğlu, “Özellikle bu uygulamamız büyük ilgi gördü ve
uygulamanın çalışanlarımızın üzerinde psikolojik olarak olumlu etkilerini de ayrıca gözlemledik” diye
konuştu.
Doğuş Otomotiv’de gerçekleştirilen bu tür uygulamaların, çalışanlar üzerinde de olumlu etkisi olduğunu
söyleyen Bebekoğlu, “Son yapılan anketlere göre erkek çalışanlarımızın yüzde 75’i ve kadın
çalışanlarımızın yüzde 92’si, çocuk sahibi olmanın kadınların kariyerlerini engelleyemeyeceğini
düşünüyor. Erkek çalışanlarımızın yüzde 60’ı ve kadın çalışanlarımızın yüzde 84’ü, çocuk büyütmenin
sadece annenin sorumluluğu olmadığını söylüyor” dedi.
UN Global Compact (Birleşmiş Milletler Küresel İlkeler Sözleşmesi)Hakkında:
Sürekli rekabet içindeki iş dünyasında ortak bir kalkınma kültürü oluşturmak üzere evrensel ilkeler öneren
yenilikçi bir kurumsal sorumluluk yaklaşımıdır. Vizyonu, “sürdürülebilir ve kapsamlı küresel ekonomi” olan
Sözleşme’ye taraf olmak tamamen gönüllülük esasına dayanmaktadır. Bu kapsamda, insan hakları,
çalışma koşulları, çevre koruma ve yolsuzlukla mücadele başlıklarında 10 temel prensip belirlenmiştir.
Bugün, dünyanın en kapsamlı gönüllü platformunu oluşturan binlerce şirket, sendika ve sivil toplum
örgütü, bu evrensel ilkeleri; iş stratejilerinin, operasyonlarının ve kültürlerinin bir parçası haline
getireceklerini ilan ederek UN Global Compact’e katılmaktadır. Türkiye’den 270’i aşkın kurum sözleşmeyi
imzalamıştır. UN Global Compact, Türkiye’de de kurumsal sürdürülebilirlik kavram ve fikrinin yayılması
ve kalkınma hedefine yönelik olarak iş dünyasıyla işbirliği yapılması açısından önemli katkılar sağlamıştır.
UN Global Compact Türkiye Ağı geliştirdiği yenilikçi Sektörel Yayılım Stratejisi ve Paydaşları Kaldıraçlama
Yaklaşımı ile dünyadaki diğer ulusal ağlara örnek gösterilmektedir.
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UN Global Compact Türkiye Yönetim Kurulu’nda Akkök, Anadolu Efes, ARGE Danışmanlık, Bilim İlaç,
Borusan Holding, Coca Cola İçecek, Doğuş Otomotiv, Borsa Istanbul, Koç Holding, Sabancı Holding, TİSK,
TSKB, TÜSİAD, Yüksel Holding, ZED Tanıtım ve Zorlu Holding’in temsilcileri yer almaktadır.
105
http://www.traveldailymedia.com/204749/hilton-promotes-equal-opportunity-for-women/
Hilton promotes equal opportunity for women
Travel Daily
March 9, 2014
Hilton Worldwide recently pledged to promote equal opportunity for women by signing the CEO
Statement of Support for the Women’s Empowerment Principles.
The Principles are a result of collaboration between United Nations Entity for Gender Equality and
Empowerment of Women (UN Women) and United Nations Global Compact. This also offers guidance
on how to empower women in the workplace, marketplace and community.
“In an increasingly globalized and interconnected world, utilizing all social and economic assets is crucial
for success,” said Christopher J Nassetta, president and CEO, Hilton Worldwide. “Signing the UN
Women’s Empowerment Principles solidifies our pledge to promote equal opportunity for women.”
This commitment builds on Travel with Purpose™ bringing together a range of existing programs and
company resources around the world.
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Summary of Media Coverage - Women`s Empowerment Principles

Transkript

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