• 30% of all managers must by 2017 be women As per 30 April 2016 the proportion of female managers constitutes 27%, which is largely unchanged compared to last year. Status on action plan At Board level search of candidates for the upcoming election at the annual general meeting in August 2016 is initiated. Screening of candidates is done according to the intention of the action plan. Recruitment at other management levels is done according to the action plan, that is endeavoring to seek a gender balance where possible, just as staff composition is taken into consideration in order to promote diversity. Preparations are done to create an overview of all staff functions, qualifications and education plans of the Group, and an HR system has been implemented for this purpose. The initiative is proceeding according to the action plan. The following initiatives for female employees on pre-management level have been completed and will be continued: • The HR department provides advice to managers and employees about development of competences. • Competency development has become an integral part of appraisal to ensure that potential leadership talents develop in the right direction. • All employees have access to information on the intranet about the entitled amount of continuing professional development. • The objectives regarding promotion of female managers are published on the intranet. It is clearly indicated that a leadership position at ege should be possible whilst maintaining a good balance between job and family life. In connection with the appraisal appropriate training of female leaders is discussed. Among other things, this has led to the development of personal leadership for one female leader. Agreement regarding development of competences is always done in close cooperation between manager and employee. In collaboration with college students, a report regarding work-life balance has been prepared, examining whether a manager’s perception and practice of work-life balance affects the work-life balance of the employees. The result of the survey is used in the process of employee’s competency development. Furthermore, egetæpper actively participates in networking with the purpose of development and cooperation on training opportunities for employees. Overall objectives in the future The following objectives are maintained: • Within the next 4 years (from 2015) to increase the proportion of the underrepresented sex among the members elected from 25% to a minimum of 40%. Other management levels are maintained at the following: • 30% of all new managers must in the future be women • 30% of all managers should by 2017 be women.
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