WELP – Women’s Empowerment In Leadership Positions*

 

Challenge we are addressing….

Women still account for only 7% of board chairs and presidencies, 6% of chief executives, and only 21.7% of members of boards in the largest companies. So, even though progress has been made, Europe is still a long way off from achieving not only the Commission’s target quota of 40% of women on boards but also of having women in leadership positions within those boards. In addition, in the European Union there are only four countries where boards of directors have at least 30% women. Boards continue to suffer from an underrepresentation of women in leadership in the corporate sector and on boards of directors.

EWOB proposes three programs which will look at the current pipeline of female executives and address the most obvious gaps in enabling female professionals to reach the top of their careers.

*Part of EU call: Rights, Equality and Citizenship Programme, Call: REC-AG-2018

With above defined goals of WELP project we are going to introduce 3 connected pillars of program:

C-Level School will develop senior female change agents who understand future business challenges to lead successful transformation. The first year of our C-Level School is already starting in September 2019.
Cross border Digital Strategy Mentoring Programm to build a pipeline of 20 female professionals who can confidently tackle various topics relating to digital strategy creation and will be able to put themselves forward for leadership and board positions which require these skills.

Implement next generation of Global diversity index (GDI) to benchmark 600+ European corporations in different D&I KPI’s through which we can than measure level of success and progress in the future. EWOB launched its first index in 2018 and we intend to extend the index to the majority of large European companies in order to put a spotlight on the companies and countries in different corporate sectors which are an example of best practice in Europe.

Overall as is the case with all of EWOB’s activities, the complementary communications activities, and also the large events which will be organized at the end of year 1 and 2 of WELP project, will provide an awareness raising component which will reach well beyond EWOB’s own membership. This awareness raising will lead to highlighting once again the issues around conscious and unconscious bias and the importance of a change in attitude and organization culture.

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