Enabling Inclusion in Business – Politicians and Business people need to talk!!

Getting ready for our Enabling inclusion in Business was a very interesting experience for me – it made me rethink the situation of women in business yet again!

Having been very involved in the area of women in politics in the Canton of Vaud for the last 10 months, you might like to have a  look at the initiative of the CLAFV (www.clafvd.ch) and ADF (www.adf-vaud.ch) where these 2 associations have worked together with the Bureau of Equality to encourage more women to go into Swiss politics (www.politiciennes.ch).

This interesting initiative made it very clear to me that there is very little contact between the women politicians I talk with regularly and the women in business in Switzerland today! And this is a big problem.

Have you seen the Economist gender gap index?  It is nothing short of horrifying. Switzerland performs very poorly in comparison with the OECD average and the 21 countries considered in this study.  One big problem is the cost of child care, over 40% of the revenue earned.  Is it worthwhile, one might ask to go back to work considering this high cost.

Looking forward to talking about this and lots more tomorrow in BSL.  Updates of that meeting to follow!

 

Author: Mary Mayenfisch-Tobin, BCL, LL.M, Solicitor
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A learning agenda designed to Boost Diversity & Inclusion – May 10 at BSL, it’s a full house

Unless you have been stuck in a Swiss nuclear bunker for the last 5 years, you will have at some point during your daily social media fix, come across the term Gender Bias. Whether you’re a man who craves more family time with his children (but your boss raises an eye brow when you want to work from home because your kid is sick) or a woman who has her eye on the next VP role but your tendency to under value yourself gets in the way of applying – the power of gender bias (commonly known as stereotypes) is a root cause that prevents men and women from being able to bring their full and true selves to work.

Gender stereotyping can influence perceptions of leadership competencies and most talent management systems can reinforce and perpetuate bias that favors men over women. There are many stakeholders involved in talent management systems, from HR to senior leadership teams, and a Catalyst study carried out in 2009 showed that there are three key compounding effects:

  1. Imperfect execution. When talent management practices and programs interact, gaps between the design and execution can introduce gender bias, even to systems already sensitive to the problem.
  2. Checks and balances. Few companies employ effective checks and balances that mitigate gender bias in talent management and decrease gender gaps in senior leadership.
  3. Perpetual loops. The cyclical structure of talent management appears to reward attributes based on bias inherent in the system, creating a perpetual cycle in which men dominate senior leadership positions.

Even though this study was published nearly a decade ago, these effects are still very much alive and kicking.

We believe effective talent management strategies which boost diversity and inclusion in the workplace, power performance and generate competitive advantage.  This builds reputation for being a great place to work and ultimately, a healthier bottom line.

On May 10 2016, I will be helping facilitate a conversation on empowering inclusion in business at Business School Lausanne with 30 business and diversity thought leaders living and working in Switzerland.  This collective intelligence session will be the first step in crafting programs which unravel the challenges we all face in the workplace daily and empower inclusive business within organizations.

 

Author: Natalie Wilkins,  BSL Professor

The Global Compact Network Switzerland comes to Business School Lausanne

The Global Compact Network Switzerland (GCNS) Sharing and Learning Business Lunch took place at Business School Lausanne (BSL) on Monday, the 14th March, 2016. Ron Popper, Head of Corporate Responsibility, ABB and Mary Mayenfisch-Tobin, Business School Lausanne (BSL), the initiator of the BSL Platform for Business and Human Rights, were the guest speakers at this lunch.

The event attracted a lot of companies, civil society organizations, government and academics due, perhaps,  to of the importance of the UN Guiding Principles on Business and Human Rights,(UNGPs) the Responsible Business Initiative and the National Action Plan (NAP), all under discussion at UN and Swiss government level currently.

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Mayenfisch-Tobin set the stage with an explanation of the UNGPs and she showed a film explaining how companies could think about the salient Human Rights that might impact their companies.” The world is changing”, she explained, “and business is being impacted globally by legislation that is coming from everywhere”. She cited several different laws including the California Transparency in Supply Chains Act, 2012,  the Trade Facilitation and Trade Enforcement Act, 2016, the UK Modern Slavery Act, 2015, the Dodd Frank Act, 2010 and the EU Directive on Non-financial reporting, 2014. This plethora of legislation shows how quickly the world is changing and how important it is that business everywhere be aware of these changes..

The audience heard about the efforts here in BSL to educate responsible leaders and also heard how important this is not only for BSL but for the business world also.

Ron Popper talked about the importance of business carrying out its due diligence and of “getting it right” with regards to human rights.  He acknowledged the challenges of doing business in this globalized world and answered many questions from the audience, who were clearly very involved and concerned by the topic to hand.

A fascinating lunch, a concerned audience and a burning issue- all in all, a great event!

Many thanks go to the staff of the Global Compact Network Switzerland for organizing this important meeting.

Author: Mary Mayenfisch-Tobin, BCL, LL.M, Solicitor
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