Geen diatitel

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Women on Board a mission possible A vision on
the integration of women December
2005
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100 year emancipation

• The results
• Women are allowed to wear pants in public
• The salary of women is included when applying
  for mortgage
• Women dont lose their competence when married
• Women dont automatically lose their job when
  married
• Birth control is available for women
• Women have the right to vote

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Emancipation Matrix 2004
Relative position of women per country
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Conclusion Emancipation Matrix

• High degree of participation of women in low
  profile positions High degree of participation
  of women in high profile positions in
  Finland Average degree of participation of
  women in high profile positions in
  Portugal Portugal, Spain, France and Greece
  more women participate in high management
  positions Finland, England, Sweden and
  Portugal Less women work part time Italy,
  Ireland, Luxembourg, Germany and Belgium
  relatively less women in low profile positions

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Why an extra impulse?

• Economic necessity because of expected exit
  from 2010 onwards
• Restricted promotion of women in Holland (so
  called glass ceiling)
• Holland is not on its own, but has to compete
  in European market
• Women holding top positions in Holland are
  from abroad, because of their competitive
  background
• Research shows that mixed MT's have a higher
  yield
• We have to deal more carefully with scarce
  talent

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Mission WOB

• Mission
• To give a boost to unexplored female management
  potential by promoting increasing the
  participation of women (non native natives) in
  (senior) management positions in the
  Netherlands.
• Our Goal
• To mediate 250 women per year to (senior)
  management positions!

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Expected results WOB

• Increasing of the participation of female
  management potential
• Teach women in management positions to act
  better in decision processes
• Creating a Fresh Girls Network, besides an Old
  Boys Network
• Coaching other women to increase promotion
• Mixed Management Teams are more successful,
  according to research 35 more output
• Improving the competition position of Dutch
  companies
• Promoting social cohesion

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Organisation
Feedback group
Network liaisons
Board WOB
C. Breeveld, W. de Bruijn, M. Boas v.d. Tas
Supporting staff
Implementation of the project
Clients
Candidates
Project partners
RS Project Management
Potential analyses
Training in skills
Leadership training
Training modules like MBA
Intervision Organisation - Management of the
client-
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Board members

• Board
• Carmen Breeveld, Chairman WOB/ Managing
  Director Team Care
• Wilma de Bruijn, Treasurer WOB/
• Commercial Director Avero Achmea
• Mieke Boas van der Tas, Secretary WOB/ Former
  Programme Director
• of Nyenrode (Commissioner Academy) and also
  member of the board Commissioner
• Network NL

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Target Group WOB

• WOB is aiming at
• Every woman who has the ambition and the ability
  to hold a (senior) management position from her
  own authenticity
• Entrance criteria
• Bachelor or academic degree
• 5-10 year professional experience
• Management potential in relation to WOB-
  competences
• Emotional stability Learning ability Achievement
  - oriented
• Creativity Strategic vision
• Organisation sensitivity Management potential
• Communication Problem analyses
• Completed with the specific competences needed
  for the position

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Services

• Women on Board Recruitment Selection
• Women on Board Management annual salary up to
  60.000
• Women on Board Executives annual salary
  60.000 - 150.000
• Women on Board Top Executives annual salary gt
  150.000
• Women on Board Development programme
• Recruitment selection
• including intervision, come back events and
  coaching for one year
• Project management (12, 18 of 24 months)
• including intervision, come back events and
  coaching
• Promotion programme
• including intervision, come back events and
  coaching for one year

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A shared vision

• Our vision on learning
• Within WOB we see the working environment as a
  powerful learning environment and in this we
  emphasize learning on the job
• Themes within this so called learning on the job
• - experiential learning - learning by getting
  to know yourself
• - learning by reflecting - learning by
  experimenting
• - learning by observing - learning from each
  other
• In reality this means
• in- and external parties subscribe this vision
  and contribute to one of the themes within
  learning by experience
• they base development programmes on a uniform
  vision and the unique set of WOB competences and
  they make sure that this programme matches the
  reality
• working, learning and the related development go
  hand in hand.

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The whole theory in a nutshell
Observation and reflection
Concrete experience
Networks Black business women (The Netherlands),
Women in Technology, Female network Health Care,
Federation Business women etc.
Pre selection
Selection
Potential analyses
Intervision
Come back events
Coaching
PDAP
OUT-/INFLOW
INFLOW
A la carte system
Training in skills
Training modules like MBA.
Leadership training for women
Intervision for the organisation
Testing in new situations
PROMOTION
Forming abstract concepts
Learning cycle Kolb experimental learning
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Summary

• WOB IS A DEVELOPMENT PROGRAMME IN WHICH
• Talents are mapped in which natural behaviour is
  separated from compensation behaviour
• Competences of top women are matched with the
  characteristics of the working environment and
  thus the glass ceiling is really penetrated
• All participants build their own network outside
  the organization
• Learning is taking shape by sharing experiences
  (intervision) and by reflection on own actions
  (intervision coaching)
• Women work using their inner strength and their
  authentic personality and thus will create a
  stronger profile
• The development of women is made by connecting
  PADP to a portfolio (map with material that shows
  their growth during the year)
• Clients can also build their own network during
  the so called come back events.

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Advantages for clients

• Outsourcing of recruitment and the development
  programme of female management talent
• Positive PR during recruiting top talent
• Besides new jobs, positive attention for
  retention of female management talent
• Selection aimed at competences
• Development possibilities of female talent by
  getting a masters degree and following a
  training leadership, coaching and personal
  development programme.