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Common Interest

Your company and it’s business leaders can be a part of Common Interest! Show your support for gender equality at the workplace, and make public commitments to take actions in 2020 that will improve gender equality for your employees.

In 2018 we launched our long term Two Steps Program, because we believe along with 63-63% of Hungarian female and male employees that men and women should act together to ensure equal opportunities for women at the workplace. Details of the Two Steps Program are available here.

Women and men, leaders, companies standing up together for gender equality

More than 160 business leaders representing over 80 companies have stood up together to support gender equality at the workplace. Never before has such a movement occurred at this scale in Hungary. The photos of the first 100 leaders – a woman and a man from each company standing together – appeared in ELLE magazine with their joint statement.
Since then, many more leaders and companies have joined on weareopen.hu, representing multinational businesses and small Hungarian companies alike.
The campaign was supported by Coca-Cola HBC Hungary.

Companies make public commitments about what they will work on in 2020

We shared with companies a list of measures that can help improve gender equality internally. We asked them to look inward and identify actions they could implement in 2020, and then make a public commitment to work on those areas.
So far, over 100 commitments have been made by large multinational organizations as well as Hungarian small and medium businesses. By making these commitments public, we hope they inspire others to do more for gender equality at the workplace. Because it is good not only for female and male employees – it is in common interest – but it also makes business sense.

WeAreOpen congratulates these companies, the leaders and the employees for moving in the right direction and starting 2020 with actions.

The following appeared in the December 2019 issue of ELLE Hungary:
“This is a common interest. As open companies we believe that ensuring equal opportunities for women and men at the workplace is a common interest – if we succeed, it will be beneficial for all of us. As business leaders, women and men we believe that we must work together to reach our goal.
According to national research women still face disadvantages when it comes to job promotions, they’re less visible in the public in professional matters, and on average earn less compared to their male peers in the same position. Women often don’t get sufficient support from their employer in balancing work and private life – something men also experience.
According to our experience and studies investigating this field, open workplaces – where everyone gets equal opportunities – are more successful and in such an environment employees are happier. We also know that creating open workplaces requires continuous efforts.
Therefore, we are joining WeAreOpen’s ‘Common interest’ campaign as leaders, as women and men, and commit to promote equal opportunities for women and men at the workplace in 2020 together, to showcase, gender equality at the workplace is beneficial for us all. We hope that through this joint effort we will inspire others to do the same: to stand up for the cause together, to initiate positive change, and get the facts right and spark conversations.”

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Prezi – Árvai Péter, vezérigazgató-társalapító; Adorján Kata, HR igazgató

espell – Zilahy Nóra, espell Global Business Partner Manager; Bán Miklós, vezérigazgató

Google – Bíró Pál, a Google Hungary country managere; Asabiny Miléva, a Google Hungary stratégiai partner managere

Citi – Kevin A. Murray, a Citi Magyarország vezérigazgatója, a Citi közép-európai régiójának vezetője; Dr. Jane Ellis, a Citi Budapest szolgáltató központ vezetője, valamint a Citi vállalati beszerzési (ESC) és szolgáltató központi területek (CSS) vezetője az EMEA régióban

CMS Budapest – Dr. Papp Erika, vezető partner, a Bank és pénzügyi csoport vezetője; Dr. Simon Péter partner, az Energia, Projektek és Építés csoport vezetője

Eaton – Lenk István, BSC Operations Manager; Pusztai Kriszta, HR Manager

Morgan Stanley – Fogarasi Norbert, Morgan Stanley Budapest, ügyvezető igazgató; Juvancz Beáta, Morgan Stanley Budapest, ügyvezető igazgató

Loffice – Klementz Panni, ügyvezető; Pálfy Márton, Community manager

ACG – Nagy László, kreatív igazgató; Blaskó Nikolett, tulajdonos, ügyvezető

AMC – Radóczy Katalin, programigazgató; Málnay B. Levente, ügyvezető alelnök

Arthur Hunt – Gombás Éva; Áldott Gábor

BP – Cseh Klaudia, Employee Experience & Diversity Lead; Knezevics Viktor, Head of Country

Café PR – Balaton Anita, ügyvezető, partner; Nagy Tamás stratégiai igazgató, partner

Coca-Cola Magyarország – Kerekes Péter, ügyvezető; Szűcs Judit, vállalati kapcsolatok és kommunikációs vezető

Concorde – Tabányi Mónika, Private banking és Premium banking igazgató; Régely Károly, vezérigazgató

Emarsys-Technologies – Monostori Krisztián, Chief Technical Officer; Bíró Ágota, Employee Inspiration Lead

ExxonMobil – Tankó Beáta, Zone Manager; Romke Noordhuis, Lead Country Manager

Gemius Hungary – Ambruszter Géza, cégvezető; Baittrok Borbála, kutatási vezető

Genpact – Demény Somaeurópai, HR vezető; Sipeki Júlia, menedzser

Hammel & Hochreiter – Virágh Rajmund, ügyvezető igazgató; Kristóf Györgyi, ügyvezető igazgató

Hays Hungary – Tammy Nagy-Stellini, Managing Director; Bucsku György, Business Services & HTS Operations Manager

Henkel – Dr. Fábián Ágnes, ügyvezető igazgató; Németh Ottó, üzletág igazgató (Beauty Care)

Hosszúlépés – Járunk Koniorczyk Bori, társalapító; Merker Dávid, társalapító

HPS – Bálint Fruzsina, Business Unit Director; Kathi Dániel, Business Unit Director

Index – Munk Veronika, főszerkesztő-helyettes; Pusztay András, vezérigazgató

K&H Bank – Végh József, a HR igazgatóság vezetője; Horváth Magyary Nóra, a Kommunikációs igazgatóság vezetője

KIDER – Vecsei Tamás, társalapító és operációs vezető; Szabó Edit, Dittealapító és ügyvezető igazgató

Kincentric Magyarország – Uzsák Éva Virág, ügyvezető, Kelet-európai régió vezető; Jaczkovits Márton, tanácsadó gyakornok

KPMG – Rakó Ágnes, Partner; Varga Zoltán, Partner

MagNet Bank és MagNet Közösségi Ház – Redő Dániel,a MagNet Közösségi Ház igazgatója; Pászka Petra,a MagNet Közösségi Bank marketingvezetője

McKinsey & Company – Jánoskuti Levente, McKinsey & Company budapesti irodavezető partnere; Bacsó Eleonóra, European Director for Diversity and Inclusion

Mercedes-Benz – Reinhard Münster, gyvezető igazgató; Kozári Edina, marketing és PR igazgató

MetLife – Heinrich Balázs, értékesítési igazgató; Zolnay Judit, vezérigazgató

Microsoft Magyarország – Szentpétery Boglárka, HR igazgató; Christopher Mattheisen, ügyvezető igazgató

MOL Csoport – Horváth Ferenc, a MOL Csoport Downstream Üzletág ügyvezető igazgatója; Zdravka Demeter Bubalo, a MOL Csoport HR ügyvezető igazgatója

Nielsen Piackutató – Szűcs-Villányi Ágnes; ügyvezető igazgató, Kurucz Péter, kereskedői kapcsolatok igazgató

Parkour Technolgiest – Páll Dorina marketing vezető; Andy Zhang, társalapító, CEO

Pernod Ricard – Singlár Tamás, Managing Director; Séra Brigitta, Finance Director

PPH Media – Molnár Péter, értékesítési és marketingvezető; Vándor Ágnes, ügyvezető igazgató

Praktiker – Márton Katalin, HR & CSR vezető; Karl-Heinz Keth, ügyvezető igazgató

PwC Magyarország – Lőcsei Tamás, a PwC Magyarország vezérigazgatója; Hegedűsné Szűcs Márta, cégtárs, Diversity Leader

RTL Magyarország – Kolosi Péter, vezérigazgató-helyettes, programigazgató; Vidus Gabriella, vezérigazgató

Shell Hungary – Dr. Károlyi Zsuzsanna, Managing Counsel – Head of Legal; Marik Gyula, Közép Kelet Európai Üzemanyag beszerzési vezető

Sigma Technology – Alexi Gabriella, Unit Manager; Nagy György, ügyvezető

The Worklife Company – Dobai Gábor, a The Worklife Company vezetője; Heal Edina, az Egyenlítő Alapítvány vezetője

TulipánTündér Cégcsoport – Illés Gabriella, tulajdonos, cégvezető; Molcsányi György, tulajdonos, cégvezető

Telenor Magyarország – Koller György, műszaki vezérigazgató-helyettes; Endrei-Kiss Judit, HR vezérigazgató-helyettes

TransferWise – Ines Poncet, Head of Verification; Barna Balázs, Head of European Expansion

TMC Management – Hullai Krisztina, cégvezető; Koltay Tamás, társtulajdonos

Viacom CEE – Gosia Siudzinska, HR igazgató; Szűcs László, PR és kommunikációs igazgató

IBM – Szalay Péter, Chief Operating Officer; Drabik Edina, Managing Director, Client Innovation Center

Cushman & Wakefield Kft. nemzetközi ingatlantanácsadó – Pados Gergely, Partner, ügyvezető igazgató; Szántó Tamara, Partner, irodai üzletág vezető

Cushman & Wakefield Kft. nemzetközi ingatlantanácsadó – Pados Gergely, Partner, ügyvezető igazgató; Szabó Viktória, Partner, kiskereskedelmi üzletág vezető

Nokia – Zagyva Béla, Country Senior Officer; Szatmári Júlia, Head of R&D

Soft Flow – Dr. Armbruszt Simon, Ügyvezető Igazgató; Vass Réka Eszter, HR Business Partner, Administrative Manager

ABB – Bence Tóth, Industrial Automation, Business Line Manager; Taira-Julia Lammi, CEO

Klikkmánia – Dudás Ferenc, Chief Operating Officer; Varga Szilvia, Senior Account Manager

Magyar Vállatvezetők Üzleti Közössége (MVÜK) Zrt – Horváth János, Vezérigazgató, MVÜK; Dintsér Andrea, az MVÜK Női Klub vezetője”

Value4Real Group – Csányi Péter, Head of Project Management & Valuation Services; Pintér Lilla, HR Generalist

Value4Real Group – Bálint Adrienn, Senior Designer Engineer; Békés Ádám, Managing Director

Value4Real Group – Báthory Orsolya – Office and Financial Manager; Tóbisz Atilla – Head of Construction

LEGRAND Hungary – Katona Szilvia HR igazgató; Károlyi László, vezérigazgató

Becton Dickinson Hungary Biosciences – Martosné Dr. Mendi Rita, Production and Process Integration Manager; Práger Ferenc, Plant Manager

TIGÁZ Zrt. – Lehőcz Balázs Gábor, CEO, Chairman of the Asset Management Board; Végh Zsófia, Head of communications

Boyden Hungary – Péter Forgács, Managing Partner; Judit Szalóky Tóth, Partner

SafeHouse Property Management – Krisztina Kovács, Co-owner & Office Manager; Sándor Zsolt Sipos, Founder & Co-owner

Shaw+Scott – Melissa Shaw, Co-CEO; Julian Scott, Co-CEO

BT Regional Operations Centre – Sagarika Mohapatra, Director – CDS Operations, Hungary & GBS Site Lead; Zoltán Szabó, General Manager

NAOS Hungary – Angéla Himer, Commercial Director; Ádám Márkus, Country Manager

MET Group – Staár Beatrix, Group Marketing and Communications Director; Lakatos Benjamin, Group Chief Executive Officer

Case Solvers – Bence Orosz, Member of Management Team; Petra Fejes, Head of IT Solutions

BeeCorp Studio – Szabados Csaba Miklós, Ügyvezető; Szabó Bianka Anna, Cégvezető

Artvertising Group – Gergely Nagy, Managing Director, Owner; Katalin Simon-Antal, Business Development Director

BES – Kristóf Morenth-Jeney, Sales Manager; Petra Pataki, Copywriting Manager

BES – Karolin Jakus, Social Media Manager; Kristóf Morenth-Jeney, Sales Manager

ICT Europa – Alexandra Márton, Tax director; György Lovász, Chief Executive Officer

CIB Bank – Zsuzsa Tóth, HR Director; Pál Simák, Chairman-CEO

Publicis Groupe Hungary – Vilmos Farkas, Kreatívigazgató; Helga Sásdi, CEO

LeasePlan Hungária – Tímea Pesti, Managing Director; László Jakus, Financial Director

Diageo – Mónika Pais, Group Chief Accountant, Diageo Plc; Gábor Zeisler, General Manager, Diageo Business Services Budapest

Bo – Live Branding Agency – Zsófia Dobos, Managing Partner; Pál Radácsi, Managing Partner;

Eureka Games – Bódi Gabi – társalapító; Dr. Kalmár Péter – ügyvezető, társalapító

GE – Cassandra H. Ott, gyárigazgató, GE Aviation; dr. Ascsillán Endre, a GE Magyarország alelnöke

Karson Consulting (Carsongrey Üzletfejlesztő Kft.) – Ágnes Hűvös, Senior Partner; Adrián Orosz, Managing Partner

Diófa Asset Management – Gergely Biró, CEO; Noémi Pallos, CFA, Deputy CO

Intenset Sport Kft – Szilvia Somlyai-Sipos, Project Manager; Romeo Szentgyörgyi, Owner

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.

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 2020.

3. Part-time Work

We commit ourselves to introducing and/or increasing measurably the number of positions that can be held part-time, or the number of people who can work part-time by the end of 2020.

4. Teleworking

We commit ourselves to introducing and/or increasing measurably the number of positions allowing for teleworking by the end of 2020.

5. Maternity and Paternity Leave

We commit ourselves to introducing measures and/or programs that significantly help employees returning from maternity and paternity leave by the end of 2020.

6. Reducing the Pay Gap

We undertake to identify whether women and men in the same position earn the same amount, and if not, we will evaluate, and if needed, improve our programs that help to avoid gender pay gap.

7. Programs to Support Women’s Career Advancement

We undertake to launch and/or increase by the end of 2020 the number of programs or the reach of the existing programs’ (such as mentoring programs) to help women in achieving their career goals.

8. Programs for Pupils

We commit ourselves to arranging programs 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.

9. Programs 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 unintentionally, and take action to combat such behavior.

10. Elimination of Sexist Messages

We commit ourselves to reviewing our marketing and communications materials, job advertisements (with the aid of an expert, if applicable), to ensure that we are not advertising our company and products with sexist messages.

11. Cooperation on Starting or Implementing Programs Supporting Women

We commit ourselves to working together with at least two other organisations on designing and starting programs that promote gender equality at the workplace

12. Further actions

Policies, programs, ideas, incentives or concrete initiatives that promote gender equality at the workplace
espell will continue to work with NGOs to help the most vulnerable members of our society: homeless women.
2000 women will be trained in digital skills via Grow with Google in 2020 300 high-school student girls will be inspired to choose STEM career and will be trained in soft skills via Google’s diversity activities
ACG is a supporter of the Ecumenical Aid Organization Protected Home program, and we also create campaigns on domestic violence. We support gender equality and equal opportunities through awareness campaigns in Hungary. Internally, we have personal coaching programs and professional consulting to help boost our employees’ healthy self-esteem, we help them accept themselves.
We help our co-workers accept themselves
Home office, flexible working working hours, flexibility to bring your child to work when required
Home office, flexible working hours
Supporting our voluntary social groups, managing Roma mentoring programs, organizing Parent Conference, Safe Space and Sensitizing Trainings, conducting fundraising and donation. Providing 2 remote working days per week.
Home office, flexible working hours, secondments, online task management platforms
26 weeks fully paid parental leave for both women and men, home office, flexible working hours and leadership programs for women
Home office, flexible working hours, team building programs and an open door to the leadership
Home office, flexible working hours, supportive of employees projects outside work
Mentoring programs including female leaders as role models, Working Parents Day, children’s room in the office, reserved parking for pregnant women, home office, flexible working hours, babies club to support the return to work of colleagues on maternity leave, summer camp for GE kids, mindfulness training, speak academy training, female orientation program for university students and orientation days for secondary schools, Girl’s
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