Gender Equality At The Workplace
In Hungary roughly half of people would not choose to have a female boss or subordinate, and only approximately one in four people would opt to have a female colleague at the same level as themselves, according to a study carried out by Gemius in summer 2014.
Despite the fact then, when it comes to it, at present roughly half of people would not choose a female subordinate or boss, a fresh study by Gemius has shown that 77% of women and 69% of men believe that it is, or would be, important for the success of their company or organisation for both genders to be equally represented at all levels of responsibility.
Research also shows that diverse communities with greater balance between the numbers of women and men are more successful. It makes sense for companies and is good for employees too.
The findings of the research show that there is need for action. WeAreOpen invites all those that have already joined the initiative and all others who believe in openness to take a good look at their own company or organisation to find if there is room for improvement. Let us ensure that women and men have equal opportunities at the workplace on a daily basis, and let’s make a public commitment on nyitottakvagyunk.hu to take the relevant action in 2016. Not only do we believe that it is important, but we know, backed up by research, that it makes business sense for the companies and it is good for the employees too. By standing up in large numbers for openness and diversity, including equal opportunities for women and men, and taking action we aim to inspire others too.
1. Release of Diversity Indicators
We commit ourselves to releasing our key diversity indicators on our own website by the end of 2016, including the proportion of women and men at the various levels of responsibility.
# of commitments so far: 6
2. Increasing the Proportion of Women in Senior Management
We commit ourselves to ensuring that there are measurably more women in the company’s senior management by the end of 2016.
# of commitments so far: 4
3. Part-time Work
We commit ourselves to introducing and/or increasing measurably the number of positions that can be held part-time by the end of 2016.
# of commitments so far: 6
4. Teleworking
We commit ourselves to introducing and/or increasing measurably the number of positions allowing for teleworking by the end of 2016.
# of commitments so far: 3
5. Programmes for Employees Returning from Maternity Leave
We commit ourselves to introducing and/or increasing measurably our programmes for employees returning from maternity leave by the end of 2016.
# of commitments so far: 5
6. Reducing the Pay Gap
We undertake to identify whether women and men in the same position earn the same amount, and if not, to take measures to reduce the pay gap by the end of 2016.
# of commitments so far: 5
7. Programmes to Support Women's Career Advancement
We undertake to launch and/or increase by the end of 2016 the number of programmes (such as mentoring programmes) to help women in achieving their career goals.
# of commitments so far: 4
8. Programmes for Pupils
We commit ourselves to arranging programmes for pupils to show them what careers exist and inspire them, regardless of gender, to choose a path that interests them, even if the profession is a traditionally male or female one.
# of commitments so far: 6
9. Programmes to Combat Discrimination
We commit ourselves to running training sessions and talks for our staff so that they can identify if they are discriminating against a colleague, even if they are doing so unintentionally, and take action to combat such behaviour.
# of commitments so far: 7
10. Elimination of Sexist Messages
We commit ourselves to reviewing our marketing and communications materials, job advertisements (with the aid of an expert, where applicable), to ensure that we are not advertising our company and products with sexist messages, whether they are intentional or not.
# of commitments so far: 4
+1 Cooperation on Implementing Programmes Supporting Women
We commit ourselves to working together with at least two other organisations on implementing programmes that promote gender equality at the workplace.
# of commitments so far: 6
