Closing the Gender Gap:

Performance not Presence

gender parity
Company name:
(not disclosed)
Year:
2008
Sector:
Agriculture, Food & Beverage
Size:
More than 50,000
Region:
Europe & Central Asia
Country:
Switzerland
Website:
(not disclosed)
Contact Position:
Head of Diversity
Contact company representative

The Gap:

Type of Gap: ...at senior management level

Faced with a culturally and historically determined gender gap in our firm's senior management, we implemented a number of practices designed to build a sustainable, gender-balanced talent pool for the future and improve the work life of all our employees.

One of these practices focused on enabling flexibility for all.

The Practice:

Type of practice: Work environment, work-life balance

We launched global flexible working practices under the title Performance not Presence:

At the top of the list of management skills is the ability to measure and reward results and performance, not presence in the office. For much of the work we do, physical presence is not necessarily required as long as people are accessible. Moving the focus from time-serving and attendance to judgments based on quality of work, results and delivery of agreed objectives is a more effective way to manage the business and a powerful way to motivate people.

Metrics:

  • The number of markets formally implementing flexible working
  • Employee feedback surveys

Implementation Date:

This is an ongoing practice

The Success:

While this programme has been rolled out globally, we need more role models to show it is OK to work flexibly at all levels in the organisation.

We are planning further iterations of this practice.

Success factors:

  1. Executive support
  2. Line managers being role models
  3. Men and women applying

Barriers:

  1. "It's only for women and admin assistants."
  2. Many legal restraints regarding working practices

Keywords:

Awareness|Career Development|Policy|Work Arrangements
Similar practices Country

Action plans to improve gender balance locally

Company: (not disclosed)

Type of Gap: ...at senior management level

Type of practice: Awareness, incentives & accountability

Awareness training for management committees around the globe lead to action plans for gender balance.

 

Switzerland

The Intel Women Principal Engineers and Fellows Forum

Company: Intel Corporation

Type of Gap: ...Other

Type of practice: Mentorship & training

We offer technical women challenging opportunities to improve their technical skills and to present their achievements to a highly technical audience.

United States

Time and place flexibility make personal freedom a part of our culture

Company: Deutsche Telekom AG

Type of Gap: ...at senior management level

Type of practice: Work environment, work-life balance

To shape a flexible and innovative corporate culture, we have introduced a comprehensive work-life-programme that fosters individual solutions for all our employees and executives.

Germany

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