Accenture Poland’s Post

It's worth the push Achieving gender equality in the workplace is important because it is the right thing to do. But as if that were not enough, evidence shows that it is also valuable because it benefits organizations and society by driving better economic performance. Leaders, regardless of gender, have a fundamental role to play in accelerating the much-needed shift toward gender equality in the workplace, which, among other benefits, will increase organizational performance and national economic growth; benefits that have been demonstrated by various studies. For example, companies that achieve gender diversity at the executive level are 27% more likely to outperform their fourth-quartile industry peers in terms of long-term value creation. However, it is evident that women are still under-represented, especially in the C-suite/boardroom where important decisions are made. I recently had the personal experience of being the only woman representing the voice of the industry in a forum with +10 board members from various multinational companies. Sadly, this was not the first time that I felt my gender was underrepresented in an important forum, it is an ever-shocking reality that I have lived with in +20 years of my professional career across different geographies. It makes me wonder: what kind of bold actions do we need to take to accelerate gender equality in the workplace? What barriers and biases do we still need to address to lift women's voices? I am proud to have recently joined the Roche International Women's Network, a community that is working to answer these questions through actions that lift the collective voice of Roche women, empowering and activating Roche leaders and the Roche community to create a diverse, inclusive and equitable workplace where women can thrive and reach their full potential. I am also proud and grateful for those leaders that take the time and put their effort to support and accelerate gender equality in the workplace by Lifting the Voices of Women, holding themselves accountable to break the status quo. I believe that any effort that helps install a systematic approach coupled with bold moves to ensure greater diversity will pay off in organizational success. It inspires me and reminds me everyday that it is worth the push. #IWD2024 #InspireInclusion

Choć dążenie do równości płci jest celem niezależnym od daty, dzisiaj z okazji Dnia Kobiet przedstawiamy ścieżkę Women’s Empowerment 🙋♀️ w trakcie #impact24 [eng below] --- 🙋♀️ While gender equality is important regardless of the what day it is, International Women’s Day seems like the perfect time to present our #impact24 Women's Empowerment thematic track. 👉 Fair to Women - Despite many challenges - be it in the world of business, education and culture - women find ways to overcome and create a future increasingly free of gender barriers. 👉 Female Leadership - The unique qualities of women leaders in business - those related to empathy, communication skills and decision-making ability - contribute to the long-term success of organizations. 👉 Dealing with Stereotypes - Overcoming societal stereotypes related to gender in different cultures is challenging. Breaking free of these traditional roles and achieving change requires patience and persistence of action. 👉 Empowering Technology - modern solutions support emancipation. Technology is a key tool in empowering women, promoting their rights and creating new opportunities. 👉 Female Entrepreneurship - Success stories of female entrepreneurs inspire future leaders by highlighting the qualities and skills that help make it in the business world. 👉 Intergender Relationships - Harmony in intergender relationships based on mutual respect, cooperation and the challenging of traditional roles are a crucial part of the recipe for gender equality. 👉 Male Allies - Getting men actively involved in the fight for gender equality by educating, increasing awareness and working together is key to creating equality.

Unveiling one of the speakers we have with us for the Women's Day webinar on 'Redefining Diversity in Tech', Swati Mujumdar from Unilever During our recent conversation for #womensday2024, Swati said, "Gender equality isn't merely a concern for women; it is a critical factor for the success of any business. Diversity is the cornerstone of innovation, creativity and growth. When everyone has not just equal, but equitable opportunities to succeed, businesses flourish. Teams that embrace diversity in all forms, including gender diversity, produce more innovative solutions and are better equipped to understand and meet the needs of a diverse consumer base." Here's why achieving gender parity is not just a moral imperative, but also a strategic advantage: 1. Diversity of thought: When teams are diverse, they can access a wider range of perspectives and experiences, leading to more creative solutions and innovative thinking. 2. Enhanced decision-making: A balanced workforce can analyse situations differently, leading to more informed and well-rounded decisions. 3. Improved talent pool: By tapping into the vast talent of women, businesses can access a broader pool of qualified candidates, enhancing their competitiveness. 4. Stronger brand reputation: Embracing gender equality sends a positive message to customers, employees, and investors, strengthening the company's brand image. Investing in gender equality is not just about doing the right thing; it's about building a stronger, more successful organisation. #WomenDeserveBetter #BreakTheBias #BeyondLooks #InclusiveHiring #SheMeansBusiness #HireForSkills #DiversityMatters #WomensDay2024 #EqualityForAll #EqualityAtWork #GenderBias #GlassCeiling #InclusiveWorkplace #ChallengeTheNorms #DiversityandInclusion #ChangeTheNarrative #GenderEqualityNow #ungenderworkplaces #ungenderequality #ungenderthefuture #ungendering #genderpaygap #UngendersWomensDay  #BusinessSuccess Sidra J. Pooja Poddar Pallavi Pareek

An increase in female leadership is one of the key, core strategies that is needed internationally in order for the gender equality gap to be closed, according to UN Women UK. Initiatives such as Management Today's 35 Women Under 35 Awards are key in undoubtedly highlighting how women in leadership positions are crucial: impactful at a systems level, and strategically effective. Being a two-time winner, and now judge of the Awards, I can assuredly say that recognising and celebrating females in business is one small - but important - step in the right direction to breaking down systemic inequalities which exist so strongly at a corporate level and beyond. Becoming friends and professional contacts with the phenomenal women Alice Glen (née Roper), Anna Younger and Felicity Emmett and more is what makes 35//35 even more special. The more we support each other, the more effective these networks become, the more women can also rise to the top. Because the rate of progress to attain gender parity is slow. In June, the World Economic Forum revealed that there has only been a 0.1% improvement (😱) from 2023 in gender parity (according to this year's Global Gender Gap Report... there are 385 pages of it btw). 🔔 The global gender gap in 2024 is 68.5% meaning 31.5% of the gap remains unaddressed. 🔔 At the current rate, it will take 134 years to reach gender parity globally. 🔔 Women account for LESS THAN A QUARTER of C-suite roles globally - and this has dropped to 36.4% of 'leadership' roles globally, from 37.5% in 2023. 🔔 According to LinkedIn data (we know I love LinkedIn) - men have not only larger, but stronger networks than women online. 🔔 There is a gender gap in perceived opportunities to acquire the skills of the future. Any solutions out there..? "Resourcing gender-equality efforts is crucial to avoid the rollback of hard-earned progress, and to ensure that pathways to growth, prosperity, innovation, and sustainability are levelling the ground for all persons. Achieving gender equality demands government and business to shift both resources and mindsets towards a new paradigm of economic thinking, where gender parity is embraced as a condition for equitable and sustainable growth. Through collaborative efforts and targeted interventions between governments and business, we can make 50/50 a reality." 🔎 The Global Gender Gap Index annually benchmarks the current state and evolution of gender parity across four key dimensions (Economic Participation and Opportunity, Educational Attainment, Health and Survival, and Political Empowerment). It is the longest-standing index tracking the progress of numerous countries’ efforts towards closing these gaps over time since its inception in 2006. #femaleleadership #genderequality

Day 8/50 - ROI of DEI  Phase 1 → Research International Women's Day inspired me to share this insight with you all. Equileap's Gender Equality Report & Ranking They Assessed 4,000 companies in developed markets. The highlight was shared on a LinkedIn article. ✨only 41 out of 3,795 companies we assessed in developed markets have managed to close their gender pay gap ✨— just 1.1% of companies close their gender pay gap ✨In 2021, 0.4% of companies had closed the gender pay gap. In 2022, 0.5%. In 2023, 0.7% ✨Equileap's top 500 companies are twice as likely to have a woman CEO ✨France and Spain may boast the highest average scores for gender equality, but that’s still just 57% and 56%. ✨ With just 15 companies making it into the Top 100 ranking (despite representing two fifths of Equileap’s developed markets dataset), it's a clear indicator of systemic inertia and complacency. Equileap is a leading organisation providing data on gender equality and diversity & inclusion in the corporate sector. Our data enables investors to focus on the social aspect of ESG policies and practices and to enhance responsible investing with a diversity & inclusion lens. You can find the full report on their website. I won't be using data from this report in my White paper because they have a disclaimer in their report which says No part of this report may be reproduced in any manner without the prior written permission of Equileap. Any commercial use of this report or any part of it will require a licence. #DEI #Gender P.S. Did you know, according to the World Economic Forum, it will take another 132 years to close the global gender gap?  

Certainly! Gender equality in the workplace is a critical topic, and it’s essential that we continue to address it. Here are some key points related to gender equality in industries: Representation and Progress: Over the past decade, there has been progress in women’s representation at various levels of corporate management. For instance, women now make up 29% of C-suite positions, compared to 17% in 2015. However, this progress has been slower at the entry and manager levels. Top-performing companies outperform industry benchmarks for the representation of women and women of color across different organizational levels. Challenges Persist: Despite gains, women—especially women of color—continue to face barriers. They are underrepresented at every level, and gender and race are still perceived as obstacles to advancement. Women’s experiences and outlooks haven’t significantly improved in nearly a decade, highlighting the fragility of progress. Industry-Specific Insights: In male-dominated industries, gender inequity can be inherent in recruitment processes. Standardized interviews and skills-based assessments can help address bias. Sectors like Technology, Information, and Media have seen increased female participation, but there’s still work to be done. Bias in Female-Dominated Workplaces: Even in industries with more female than male workers (such as law, higher education, faith-based nonprofits, and healthcare), gender bias persists. Balanced gender ratios alone don’t necessarily change women’s experiences. Global Gender Gap Report: The Global Gender Gap Report highlights disparities in economic opportunity between women and men. Women’s participation in the labor market has been slipping globally. The Path Forward: Companies must stay ambitious and committed to the work of promoting gender equality. It’s not just about numbers; it’s about creating an equitable culture and addressing biases.

Women tokenism refers to the practice of including women in decision-making processes or positions of authority primarily for the purpose of appearance or compliance, rather than genuine commitment to gender equality and empowerment. It often involves the superficial representation of women in leadership roles or decision-making bodies without meaningful engagement or support for their participation. Some common characteristics of women tokenism include: 1. Limited power and influence: Token women may be given positions of authority or representation, but they have limited power and influence within the organization or decision-making body. Their opinions and contributions may be disregarded or marginalized, and they may not have equal access to resources or opportunities for advancement. 2. Lack of meaningful involvement: Token women may be included in discussions or initiatives as a form of window dressing, without genuine efforts to engage them in meaningful decision-making or leadership roles. Their presence may serve to give the appearance of diversity or inclusivity without addressing underlying inequalities. 3. Instrumentalization: Token women may be used as symbols or tools to advance the interests of the dominant group or organization, rather than being valued for their unique perspectives and contributions. Their presence may be exploited to deflect criticism or legitimize the status quo without addressing systemic barriers to gender equality. 4. Undermining genuine progress: Tokenism can undermine genuine efforts to promote gender equality and empowerment by creating the illusion of progress while perpetuating structural inequalities. It may divert attention and resources away from addressing the root causes of gender discrimination and exclusion. To combat women tokenism, it is essential to promote genuine efforts to advance gender equality and empower women. This includes ensuring that women are not only represented but also actively engaged in decision-making processes, provided with equal opportunities for leadership and advancement, and supported with the resources and support needed to succeed. Additionally, fostering a culture of inclusion, respect, and equity within organizations and society at large can help address tokenism and promote meaningful participation of women in all aspects of public and private life.

Bridging the gender digital gap: UN Women’s call for inclusive digital governance in 2024 Addressing the gender digital gap is crucial for women’s empowerment. UN Women’s paper advocates for a transformative Global Digital Compact in 2024, urging inclusive policies and dismantling gender barriers. As we celebrate Women’s Day, it’s crucial to acknowledge a pressing global challenge: bridging the gender digital gap, a stark emblem of gender inequality that remains unaddressed. This gap restricts women and girls from fully using, leading, and shaping technology. As pointed out by the UN Women, the 2024 negotiation of the Global Digital Compact (GDC) presents a chance to prioritize gender perspectives in digital technology within a new digital governance framework. UN Women, in partnership with the Action Coalition on Innovation and Technology for Gender Equality, prepared a paper aiming to unify governments, policymakers, multilateral organizations, the private sector, and civil society. The objective is to create a gender-transformative framework supporting women’s and girls’ rights and empowerment in the digital era. Gender equality is essential across all policies, including digital cooperation, requiring efforts to dismantle systemic barriers. Thus, any new digital cooperation framework should prioritize breaking down obstacles to achieve gender equality. The paper proposes, among other things, a dual-track strategy for the GDC. Firstly, it advocates for a standalone goal on gender equality, emphasizing three key areas: Technology-facilitated gender-based violence (TFGBV), education and economic opportunities, and leadership—in every aspect of the GDC. Secondly, it underscores the importance of integrating gender considerations comprehensively across the entire framework. While these recommendations are not novel, they represent a notable digital policy and practice shift. The aim is to prevent digital technologies from fostering new types of inequality, indicating a commitment to creating a more equitable and inclusive digital landscape. ( Source: https://lnkd.in/djv5Andp ) VTRAC Consulting Corporation (WBE): A majority women-owned company, a WBE, NMSDC, and CAMSC Certified Diversity Supplier.

❗ Why Gender Equity Goes Beyond Headcount: A Deeper Look at Power Dynamics in Leadership ❗ It's not enough to simply measure gender diversity by headcount; we need to look at where real decision-making power lies. Consider two leading US pharmaceutical companies. Both have executive teams of about 10 members, with approximately 60% gender diversity based on headcount. Yet, a closer look reveals a significant disparity in the distribution of power. At Company A, female executives hold three times more power compared to those at Company B, despite similar gender representation. This highlights a crucial point: achieving gender equity is not just about surface-level equality in headcount, but ensuring that women hold influential positions that shape the direction and strategy of an organization. Achieving gender diversity in headcount is a positive first step, but it must not be mistaken for the final goal. True progress is realized when this balance extends to power, driving meaningful and lasting change. Just as having the right to vote in many Western countries for about a century has not automatically led to full gender equality, simply having a seat at the table is insufficient if voices are not equally heard. Achieving true gender equity requires both formal rights and substantial participation and equal power. It’s time to recognize, acknowledge, and of course close the gender power gap. ExecuShe - SDGLabs.ai - Banhishikha Chakraborty - Ardi Sugiarno - Evangelina M. #Leadership #GenderDiversity #Inclusion #WomenInLeadership #Equality #CorporateCulture #GenderEquity #InclusiveLeadership #WomenEmpowerment #DiversityAndInclusion #WomenInLeadership #GenderGap

#InternationalWomensDay #StrongerTogether In connection with International Women's Day, I would like to share some reflections on the role and place of women in the business world. Today's celebrations are a great opportunity to reflect on the progress we have made towards gender equality, but also on the challenges that still lie ahead. Equality in business and the labor market is not just a matter of justice; it is also a matter of efficiency. Research consistently shows that gender-diverse teams are more innovative and effective. Despite this, women still face obstacles such as the pay gap, fewer women in leadership positions and stereotypes about women's role in society. One of the greatest paradoxes of our times is the fact that traits traditionally attributed to women, such as empathy and the ability to build relationships, are increasingly recognized as key to modern leadership. Empathy, long criticized as a 'weakness', is today considered one of the most important competencies of leaders who can inspire and motivate their teams. On this special day, I would like to appeal to all professionals to consider how they can contribute to promoting gender equality in their organizations. Let it also be a reminder that the fight for equal rights is a continuous process that requires the involvement of each of us. On the occasion of International Women's Day, I wish all the best to all women. Let this day remind you of the strength, courage and irreplaceable role that each of you plays in your professional and private life. Together, let us strive for a world where gender equality in business and the labor market will no longer be a topic for discussion, but an obvious reality. And at this point I would like to mention a few (unfortunately not all) organizations and women thanks to which I can develop and broaden my horizons: #KobietyzEnergią by E.ON Polska Women@E.ON by E.ON Vital Voices Chapter Poland Fundacja Liderek Biznesu #SheXo by Deloitte Olga Leonowicz, Ela Raczkowska, Katarzyna Gaweł, Kasia Sobótka, Aleksandra Smyczyńska, Joanna Zembrzuska, Dr / PhD Paulina Smaszcz, Beata Włodarska, Katarzyna Suchcicka, Magdalena Bezulska, Aleksandra Skrzypek, Agnieszka Marta Maruda, Tatiana Galińska, Karolina Błaszak-Lasota, MBA, Ewa Sikora, MBA, dr Kaśka Krawczyk, Małgorzata Lewandowska, Maria Anna Jaroni, dr Sylwia Różalska - Lange, Magdalena Okonska, Julita Ledzinska, Maria Rubin, MBA, 🔴Magdalena Kieferling, Joanna Kępczyńska, Monika Gawlik, Jolanta Pietrykowski, Krystyna Boczkowska, Anna Szczodra, Joanna Pandera PhD, Chahndra Dal Pont, Malgorzata Cybulska, Kira Engelhardt, Agnes Nowakowska, Paulina Kocenko-Merks and everyone I didn't mention but should have - I'm sorry 🌹