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

86 Gender equality initiatives
In the field of diversity, there are also two prizes which have a focus on gender related
issues: In the United Kingdom there is the “MX Award for Diversity and Inclusion
(Manufacturing Excellence Awards)” which specifically focuses on gender equality in
occupations where women are currently underrepresented. It includes monitoring
procedures in the field of work-life balance and equality and diversity training. Furthermore,
in Denmark, there is “MIAPRISEN - Mangfoldighed i Arbejdslivet Prisen” (MIA
Award - diversity in the workplace award) which awards companies promoting diversity,
including gender matters. The prize is co-funded by the PROGRESS programme and is
seen to be the most important and recognised award regarding workplaces and quality
of work in Denmark.
2.4 Charters
The commitment to promote gender equality can be shown by signing a charter. The
charter states the common values of the signed who declare to act according to the
requirements of and in line with the goals of the charter. Normally, the activities and
progress of the members concerning the core concepts of the charter are not assessed
or controlled by external bodies. It is up to each signing organisation in which way it
supports the charter’s aim. In many cases the charters are not signed by enterprises
only, but involve key stakeholders like ministries, regional governments, business
organisations, trade unions, public employment services, NGOs etc. Apart from general
charters aiming at gender equality in working life in general, most of the charters have a
special focus.
The reconciliation of private and family life is the concern of the signed enterprises
of the German “Gemeinsame Erklärung Erfolgsfaktor Familie” (charter of success factor
family). The enterprises have to be member of the “Network Success Factor Family”
and declare by signing the charter that a family friendly management is part of their
corporate culture, that they make efforts for a better work-life-balance and that they
promote the positive effects of family friendly measures. Launched in 2008, more than
800 enterprises support the initiative up to now and are listed on the internet.
In France, the “Charte de la Parentalité en Entreprise” (charter for parenthood in the
workplace) has been signed by 120 companies, public administrations and non-profit
organisations with the aim to change perceptions and behaviour towards pregnancy
and parenthood in the workplace. By signing the Charter, organisations make
commitments:
• to change perceptions by informing managers and HR staff on parenthood
challenges and by communicating towards employees about the commitment of
the organisation;
• to allow work-life balance and ensure adequate working conditions to childbearing
employees;
• to ensure the absence of discrimination related to career development in HR and
managing practises.
The charter is mainly signed by big companies, HR consultants and companies whose
activity is connected to parenthood. Although the charter relies on a “self-censorship”
from the signed companies, in 2009 the initiators decided to launch a barometer which
is meant to be updated every year. Employers are asked about their concrete actions
taken in favour of work-life balance and employees shall consider to which extent their
needs in terms of work-life balance are met by the companies.