Press Clips WEPs Annual Event 2014 v6 PUBLIC

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Press Clips

Gender Equality & the Global Jobs Challenge

5-6 March 2014, New York

General WEPs Event Coverage (p 5)

General Media Coverage

 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

 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

 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

 Press Release: Women Empowerment Leaders Challenge Men to Join Their Cause –

3/20/2014

Interviews include:

 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

 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)

General Media Coverage

 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

 United Nations Women's Empowerment Principles Leadership Award – Huffington Post,

Joe Keefe, 3/6/2014

Award Winner 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" – 3/7/2014

 WEPs Leadership Award: Coca-Cola Recognized for Commitment to Advancing Women's

Economic Empowerment – 3/7/2014

 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

 Targeted Actions Required to Increase and Improve Women’s Work Opportunities – UN

Global Compact /UN Women, 3/6/2014

Other Signatory Releases

 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

General WEPs Event Coverage

General Media Coverage

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

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."

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"

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

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

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

http://www.eco-business.com/opinion/five-steps-companies-make-gender-equality-mainstream/

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

gender-equality 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

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

gender-equality 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:

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

cross-functional 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

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

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

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

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

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 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

o 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

learning and global markets And many studies show how an increase in broadband access

increases GDP

o 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

o 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

General Event Coverage – Op-Eds

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

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

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

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

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

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

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

Media Partner – The Guardian’s Women in Leadership

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?

“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

“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

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

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

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

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

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

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

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

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

General Event Media – Corporate Coverage

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

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