HOW COMPANIES GET HIGH INTEGRATION pontencial DIRECTIVES IN POSTS masculinized?
According to a report last January, women hold 13,7% of seats on the boards of the largest companies in the European Union (EU).
Who was the European Commission presented a legislative proposal that will force large companies of the twenty-seven to have a 40% female on their boards to 2020.
In Spain from 2007 it is working in order to achieve this target 40% to 2015 for corporations and limited (over 250 staff), and penalties imposed for non-compliance including exclusion from public tenders and auctions.
Given this, there are many companies that are benefiting from programs “Gender Balance Mentor”, where high potential policies are supported by mentors in the company whose days are numbered or not, and make the transfer of "know-how" to their mentees.
For this program to succeed, develop groups of mentees and mentors in order to raise awareness and recognize their fundamental roles in this time of management and directors of the company.
These new policies will be able to enjoy the support and the transfer of knowledge and experience of those who now occupy key positions. They pass the "witness", but not before giving recognition to their position, diffculties with achievements and have been found to become recognized as high-potential women managers in your company. This recognition results in a self-development and growth since its own objectives and concerns.
It's very high percentage of women who give up leadership posts by the difficulty of reconciling first work and family and secondly to take the inherent "male positions". In this program, not only give them training support and accompaniment,but are the same executives who will learn and pass on their legacy to know these women.
So, get the company to achieve not only the 40% legally established, if not constructive motivation, positive and cohesive key in this process are necessary and inevitable.
Coach ecutiva & Trainer