Study on non-legislative initiatives for companies to promote gender ...

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74 Gender equality initiatives Apart from these prizes in the field of equal opportunities for women and men, there are also special prizes in the frame of “Best Workplaces” conducted by the Great Place to Work® Institutes throughout Europe. See section below “Lists of best workplaces for women – special awards in the frame of Great place to Work®” for a detailed description. Reconciliation of family and work There are 16 prizes which have its focus on reconciliation of family and work, including work-life balance, combination of parenting and working, family-friendly policies within enterprises, but also women- and family-friendliness as well as employee friendliness in the workplace. Many of these prizes deal with the issue of reconciliation in a rather general way without explicitly addressing women to be the main target group. It is interesting to note that there are also some initiatives which directly address the issue of women and family and the problems in terms of compatibility with occupational obligations. In Austria, there is a prize called “Frauen- und familienfreundlichster Betrieb” (women- and family-friendliest business) which awards private enterprises, non-profit organisations and public sector organisations regardless of sector and size implementing women and family-friendly measures on their own initiative. Initially being a regional competition which originated in the federal state of Styria, by and by, other federal provinces followed. In 1999, there was the first national competition. The regional competition is based on seven criteria covering all relevant measures referring to more women- and family-friendliness in the enterprise such as working time arrangements, training, maternity/paternity leave etc.. In Styria, there is an additional criterion regarding the participation of fathers. An expert jury rates the support and benefits offered by the companies. The national competition is based on the result of the regional competitions. Only the winners of these regional competitions are eligible for participation in the national competition 27 . The national competition is based on a clear and transparent list of eleven criteria (that in total include 26 indicators). Each criterion is assigned with a priority level (I to III) that shall indicate the importance of the criterion for more womenand family friendliness. The criteria with the highest priority are the participation quota of women in further training, flexibility of working time, share of part-time jobs, quota of women returning to work after birth of a child, preparation of women’s return to work by the enterprise, measures of the enterprise in the field of child care and the position of women and families within the company’s philosophy and personnel policy. An expert jury rates the support and benefits offered by the companies. There are also employee interviews in order to dispose of the employees’ point of view. In the United Kingdom there are similar prizes called “Opportunity Now” and “Employer of the Year”. 27 This will change in 2010, when the national competition will be upgraded into a „national award“. Then, not only the winners of the regional competition in 2009, but also all participants of the last regional competition are eligible to run for the new national award.
Gender equality initiatives 75 “Opportunity Now” in the United Kingdom was set up to help promote the business case for creating workplaces which fully tapped into the talents of women. There are now seven categories of Opportunity Now Awards for which organisations can submit an entry and three special awards. Any organisation within the UK can submit an application for the open awards. The seven categories of entry are: • Advancing women in Public Service • Advancing women in Education • Advancing women in Business • Champion Award • Global Award • The Santander Award (for 2009 the topic of this was Equality of Opportunity through Education & Learning) • Innovation Award The three special awards which are not open for general entry are the Female FTSE Award, the FTSE Executive Women Award and the Platinum Employer Award. Participating organisations are required to complete an entry form and email it to Opportunity Now. There are some important criteria that employers must note in order to make their entry valid, such as a current membership of Opportunity Now or a programme/work aimed at addressing equality/diversity or inclusion with a particular focus on women. Winners of the previous years’ awards are eligible to enter providing that the entry concerns a significantly different programme/work or initiative or that the programme/initiative has significantly progressed and there is new evidence of impact. A mandatory measure is that organisations are required to have their application endorsed by a senior representative within the business. Organisations are asked not to include their name or brand on the application form as it is important that the judging panel view each submission objectively. The applying organisations have to provide ways how managers are accountable or made responsible for the programme and how information on the programme is communicated within the organisation. Furthermore, they have to provide information on the impact of the programme on the target group and on the organisation as a whole, evidence as to its sustainability and examples of lasting impact as well as evidence of individual and organisational learning resulting from the programme. Once the closing date has passed, application forms are read by a short-listing panel which marks each entry against set criteria. The criteria are: clearly defined visions and goals, strongly developed business case, strong evidence of senior level commitment and demonstrable impact of the work or initiative on the business and women in the organisation. The top three entries in each award category are then asked to attend and present to a finalist panel. The winners are announced at a special gala dinner with over 500 attendees. Both public and private sector organisations apply for the awards but the trend is for them to be larger organisations with thousands of employees. The initiatives themselves address all types of employees but popular projects are those with a theme of encouraging more women into less traditional career routes or offering more flexible working across the piece.
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