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Two Steps: Gender Research

Does everyone agree?

13/12/2018, Budapest – There are some things that everyone agrees on: In Hungary, equal proportions of female and male employees (63%) believe that women and men have to work together to ensure that women has equal opportunities on the workplace. Already, many people find that the situation has improved over the last two years, with respondents having eight years of schooling noting the greatest improvement. Over the next two years, employers will be faced with this challenge: employees expect continuous improvement. WeAreOpen’s new Two Steps programme seeks to help organizations create an open corporate culture.

Over the last four years, there has been a 20% increase in the proportion of respondents who believe that changes in the Hungarian workplace to ensure equal opportunities for women and men are urgently needed. There is no significant difference in the proportions of men and women expressing this opinion. Where there is a difference however is in the perception of the current situation: women more frequently see that someone in their family has been discriminated against on the basis of gender. Thus, a quarter of women, but scarcely one-tenth of men, have heard of such cases from a family member.

In Gemius’ and WeAreOpen’s representative study – conducted throughout Hungary among employees over the age of 18 and having internet access – sought to determine what progress women are seeing as well as to learn about the experiences of men. Based on the results of this study, WeAreOpen will be launching the Two Steps programme, which will include customised questionnaires and presentations for companies. These are intended for companies, women and men who wanted to work together to implement positive change.

Where do we stand now?

Interest in this topic is increasing, both at the global level and in Hungary. Indeed, among Hungarian employees over the last two years, 60% of respondents experienced some change at their workplace directed at ensuring equal opportunities for men and women. “These changes affect everyone. The fact that more and more efforts are being made to ensure that women have equal opportunities doesn’t only have a positive impact on women’s lives. We have to realize what issues are being raised for whom as part of this process, and this means that we need dialogue and data as well. This is what we want to provide space for with our Two Steps program”, explains Melinda Miklós, managing director of WeAreOpen.

What women and men agree on

  • Over 60% of both women and men agree that it is also beneficial to men if women have access to equal opportunities at work.
  • Four out of five respondents believe that no one should be given preferential treatment based solely on their gender.
  • Essentially the same proportions of men and women are concerned about work-life balance.
  • Over two-thirds of respondents said that it is important to enable men to stay home to care for their young children if they wish to do so.
  • There are now only very few people who believe that the reason why there are fewer women in leadership positions is that women are not ambitious enough (16%).
  • Over the last two years, 60% of respondents experienced some change at their workplace directed at ensuring equal opportunities for men and women. The most popular change was more family-friendly opportunities (e.g. flextime). However, between 25 to 50% of employees still do not know whether or not some of these family-friendly options (e.g. extended vacation time, childcare services, etc.) are available at their workplace.
  • In companies that are working to achieve a greater gender parity, 71% of staff approve of these changes.
  • In companies where there has been increased dialogue about the need to ensure equal opportunities for women and men, these changes have been welcomed by 64% of respondents.
  • Only 9 out of 100 respondents said that they were glad to hear the opinion from others that equal opportunities for women are detrimental to men.

From a woman’s perspective

What we can see is not only that women hear about cases of discrimination more often, but also that they are much more likely than men to see this as a common occurrence.

  • Indeed, 42% of men but only 28% of women believe that women today are not discriminated against in promotions. An interesting finding is that, over the last two years, a greater proportion of women than men were given promotions, but this only meant that they were assigned more motivating tasks. Women received increases in pay much less often than men, although they requested them with the same frequency.
  • Only 34% of men but 46% of women believe that there are considerably more prejudices against female executives, and that this is the reason why there are fewer of them. The fact that the number of women in leadership positions is increasing does not bother most people, but opinions are divided: 29% of men and only 17% of women are displeased by this.
  • Among family-friendly options, remote work and childcare services at the workplace were substantially more important for women than for men.

From a man’s perspective

Men are concerned about combining their role as fathers and their jobs.

  • Among male respondents, 67% agreed that it is important to enable men to contribute to family care responsibilities, and to even spend part of their time staying at home to care for their young children if they wish to do so. However, half of them did not know whether or not their company would support this with paternity leave. More men than women expected that their company should provide them with this option.
  • More men than women worked either at companies or in jobs where their working time was not flexible.

In the first video campaign of the Two Steps program, well-known women and men spoke about the study and shared their own experiences. Follow the videos on our WeAreOpen YouTube channel. If you want to voice an opinion or share your experiences, the questionnaire developed by WeAreOpen and Gemius is still available on our website.

Data-driven companies

Making the survey and the Two Steps program especially timely, recent Hungarian Central Statistical Office data indicate that near 60,000 jobs are unfilled in the private sector alone, resulting in tremendous competition for new staff and to retain existing employees. The assessment of employee satisfaction is a key marker in this respect, and it also helps if a company creates an equitable corporate culture where employees are judged fairly, based solely on their actions and performance. Ensuring that men and women enjoy equal opportunities leads to more successful companies and happier, more committed employees.

Already, almost 20 small enterprises have measured themselves using the questionnaire developed by WeAreOpen and Gemius. WeAreOpen is making the questionnaire available free of charge to the small and medium-sized enterprise sector, which – according to the most recent Hungarian Central Statistical Office data – employs nearly 3 million people. Larger corporations are also encouraged to get involved, and may commission a more detailed questionnaire.

Nov 2018: Attending international conference with small children in Budapest

Attending an International Conference with small children in Budapest

Budapest, 12 November 2018 – A number of studies have shown that it benefits both parents and their workplaces, when both parties are amenable, if they stay in touch while the parent is on maternity or paternity leave. The OPEN Conference, held in Budapest, was one of the first conferences to offer participants a children’s corner. Organisers hope that the event will offer, at the very least, a few hours’ worth of professional inspiration and networking opportunity to mothers and fathers who wish to remain up-to-date in the world of employment while raising their young child. This year, at the third OPEN Conference, business leaders and professionals from a number of countries will explore how a more open corporate culture can serve competitiveness.

According to the latest figures of the Central Statistical Office, there are 60,000 vacant positions in the private sector in Hungary today. This figure saw a steady increase in recent years, and the trend is typical in the case of other Central and Eastern European countries. The practical experiences of major corporations, as well as research data, both show that the establishment of an open workplace culture may be one key of competitiveness: this helps seek out and retain future colleagues, and also helps win customers. Additionally, a 2017 survey by McKinsey & Company also highlighted that ethnically diverse companies may achieve up to 33% better financial results than the industry median, while this figure is up to 21% higher in the case of companies where gender balance is more even. The Boston Consulting Group found that diverse companies are able to realise higher revenues when introducing a product or service. The over 1000 international and Hungarian companies which have joined the WeAreOpen organisation strive to establish an open corporate culture, because they believe that being open, and judging everyone based on their actions, makes sense for companies, and makes for a better workplace for employees.

Conference speakers include such internationally recognised experts as David Pearson, KPMG’s Director for Global Inclusion & Diversity; Zdravka Demeter Bubalo, the MOL Group’s Vice President for HR; Paralympic athlete Claire Harvey, managing director of the organisation Diversity Role Models; and Vera Budway, Chief Diversity Officer of the Erste Bank Group. Taking place for the third time, this year’s conference will welcome participants from the United Kingdom, the Czech Republic and Austria, among other countries, as well as Hungarian decision-makers. The event will also include the unveiling of a service which companies can use to assess how women and men feel at a given firm; businesses may use this information to base their relevant corporate decisions on specific data.

WeAreOpen also seeks to support parents on maternity or paternity leave: the 14 November event will offer a children’s corner, where childcare specialists and entertainers from AS Játékvilág will be available to watch children during the day. Additionally, discount day passes will be offered to any mother or father who is on maternity or paternity leave, and would like to participate in the event.

The OPEN Conference looks forward to welcoming business leaders, decision-makers dealing with HR, communications, marketing and diversity matters, as well as stakeholders and anyone interested. The conference will take place 14-15 November at the Budapest Music Center and at the offices of Citi and Eaton.

Citi is the principal sponsor of the event. Prezi, espell and Google are platinum sponsors; Microsoft is a special sponsor; CMS, Diageo, Eaton, HOLD Asset Management, Morgan Stanley and Shaw + Scott are gold sponsors; Loffice Budapest, RTL Hungary and Vodafone are silver sponsors; and Dramatrix is a bronze sponsor. The conference is not-for-profit: its proceeds support the operation and campaigns of the WeAreOpen nonprofit organisation.

 
About WeAreOpen
The WeAreOpen community initiative was launched by Prezi, espell and Google in the summer of 2013. WeAreOpen’s principal sponsor is Citi. In the past five years, more than 1,000 companies, organisations and communities have joined WeAreOpen, including Hungarian businesses, brands with a prominent Hungarian and international profile, and civil organisations and communities. WeAreOpen will be participating in Budapest Pride for the fifth time. It has also launched more than 10 other campaigns, including in support of gender equality at the workplace and equal treatment of people with disabilities.

Those joining the WeAreOpen initiative hold the fundamental belief that everyone is to be judged solely on the basis of their actions and achievements, without regard to their age, gender, gender identity, sexual orientation, national or ethnic identity and origin, political, religious or other views and physical or other factors.

Contact
Dalma Kormos
sajto@nyitottakvagyunk.hu
+36703699269

2018 July: 100 CEOs to Pride with WeAreOpen

WeAreOpen prepares for Pride with over 100 CEOs in 2018 as well

Budapest, 6 July, 2018 – WeAreOpen is once again preparing for Budapest Pride, joined together with over 100CEOs. The business leaders will be leading approximately 2000 of their colleagues through the march. The initiative was launched in 2017, so that leaders have the opportunity to stand up for their current and future colleagues through this initiative, saying that employees will be judged solely on their actions and achievements, regardless of anything else. Several organizations have joined the campaign this year as well, besides the founders of WeAreOpen, Prezi, espell and Google, the local CEOs of such internationally renowned companies as Citi, BlackRock, BP, BT, Diageo, Eaton, Exxon, GE, IBM, Morgan Stanley, Nielsen, Procter&Gamble, Telenor, and Vodafone are coming together for the march. Numerous Hungarian enterprises have gotten involved also, including community offices, fashion designers, IT companies, and  architectural firms. CEOs are welcome to join and register for the initiative until the morning of Saturday, on www.weareopen.hu.

Today in Hungary, over a thousand companies and organizations believe that it is not only the right thing to do, but also makes sense business-wise to measure their colleagues solely based on their actions and achievements. International research has also underlined the significance of this approach. For instance, a new study of BCG has found that there is a clear correlation between innovation and diversity within a company, and that organizations that are diverse, are on average also more successful financially. Furthermore, people who work at diverse organizations, generally feel better. In Hungary for instance, 83% of students over 18 would prefer an open company as their workplace.

Last year, for the first time, over a 100 CEOs marched together at Budapest Pride, accompanied by groups of their colleagues. Besides the number of business leaders, the number of colleagues participating at Pride 2018 is also going to be significantly higher than last year, over 2000 employees are expected to turn up tomorrow. For the first time this year, in ties with WeAreOpen, two brands, BP and Viacom are also launching their own lorries .

Melinda Miklós, CEO of WeAreOpen said: “It’s important for companies and company leaders to participate in Budapest Pride in person as well. This is also their business. By doing so, they are sending a message to current and future employees, and take action in order to judge everyone based on only what they have achieved.”  

“Citi is a company dedicated to diversity, that creates an open, inclusive corporate culture by accepting the diverse backgrounds and experiences of its staff. We manage changes and development building on this diversity, becoming a truly global bank. Together, we are not only stronger, but also more efficient” – said Kevin A. Murray, CEO for Central-Europe and Country Head for Hungary for Citi, on why he is joining the initiative. .

For the last five years, WeAreOpen has been working towards demonstrating and promoting that it’s worth it to build a company, an organization, where everyone is judged solely on the basis of their achievements, and that it benefits both the companies, and their employees as well.  

About WeAreOpen

WeAreOpen community initiative was launched by Prezi, espell and Google in the summer of 2013. WeAreOpen’s principal sponsor is Citi. In the past five years, more than 1,000 companies, organisations and communities have joined WeAreOpen, including Hungarian businesses, brands with a high Hungarian and international profile, and civil organisations and communities. WeAreOpen will be participating in Budapest Pride for the fifth time. It has also launched more than 10 other campaigns, including in support of gender equality at the workplace and equal treatment of people with disabilities.

Those joining the WeAreOpen initiative hold the fundamental belief that everyone is to be judged solely on the basis of their actions and achievements, without regard to their age, gender, gender identity, sexual orientation, national or ethnic identity and origin, political, religious or other views and physical or other factors.

June 2018: Nationwide survey to examine the workplace experiences of men and women

Nationwide survey to examine the workplace experiences of men and women

Budapest, 21.06.2018. – A new, annual survey by the WeAreOpen initiative seeks to examine the workplace experiences of both women and men. An increasing number of employers in Hungary have begun taking steps in recent years to ensure women and men have access equal opportunities. WeAreOpen’s series of studies seeks to determine what progress women are seeing as well as to learn about the experiences of men. In addition to a nationwide survey representative of Hungarian internet users, all are welcome to share their opinions on the website nyitottakvagyunk.hu. A questionnaire “to go” is also available to help employers assess what their male and female employees think.

In the last 4-5 years, an increasing number of workplaces – including some of Hungary’s largest and most prominent employers, as well as countless smaller businesses – have worked tirelessly to ensure equal opportunities for their male and female employees.

Some have focused on improving the situation of women with young children; others made sure that women are not passed over simply because of possible prejudice when due for merit-based promotions; while still others have tried to provide opportunities for women in fields that may be atypical – for instance, by teaching computer programming to girls at a young age.

Melinda Miklós, managing director of WeAreOpen, says:

“WeAreOpen was launched in 2013 by Prezi, espell and Google. Progress has since been made on a number of fronts, and it has also become clear that these issues are important not only to women, but to men as well. Women and men alike want to see what impact and what benefits these efforts will mean for them. For this reason, WeAreOpen’s nationwide survey will ask women and men about their expectations for their workplaces: to what extent are they able to harmonise their professional lives with their personal and family lives? Do they believe they are being treated according to their merits in their workplaces? And what additional steps do they wish to see?”

The survey is intended to be repeated annually, focusing on topical questions each time. Drafters of the questionnaire, which has been made available publicly, relied on the findings of several important recent studies, including the report Women’s Affairs 2018 (Nőügyek 2018), which examined the difficulties of harmonising work and care-giving responsibilities; the questionnaire also incorporates input from the MOL Group, one of the largest employers in the country. The survey seeks to answer questions such as the extent to which respondents feel their current job is in line with what they were hoping for when they were younger, or if they are in fact being judged according to their performance in their workplaces. In order to allow as many people as possible to see the extent to which this problem affects their business, WeAreOpen is making the questionnaire available free of charge to the small and medium-sized enterprise sector, which – according to the most recent Hungarian Central Statistical Office data – employs nearly 3 million people. Larger corporations are also encouraged to get involved, and may commission a more detailed questionnaire.

Making the survey especially timely, recent Hungarian Central Statistical Office data indicate that nearly 60,000 jobs are unfilled in the private sector alone, resulting in tremendous competition for new colleagues and to retain existing employees. The assessment of employee satisfaction is a key marker in this, and it also helps if employees know that they are being judged fairly, based solely on their actions and performance. Ensuring that men and women enjoy equal opportunities leads to more successful companies and happier, more committed employees.

“At Eaton EMEA Business Service Center, we have a highly diverse team; women make up over 60 percent of our workforce. I believe that the gender composition of our team is one of our key strengths, providing us with a terrific mix of abilities and experience. This is good both for our company and also for society,” says Csaba Szende, managing director of Eaton EMEA BSC, a member of the WeAreOpen advisory board.

WeAreOpen conducted a similar survey four years ago, which showed that more than one million people believe it is necessary for their workplace to take urgent action to provide equal opportunities for female and male employees. This amounts to one in every four employees. Among those over the age of 18 but still enrolled in school, 83% stated that if they had to choose between two similar workplaces, they would opt for the one where they knew they would only be judged based on their actions and performance, without regard for any other factor.

If we look at the numbers: these young people are, in fact, right. A number of studies have proven that companies which operate according to such fair rules are more successful, and that employees working in such workplaces tend to be happier.

The matter of workplace opportunities for women and men will continue to be an important topic for many years. The World Economic Forum, for instance, has found that if progress continues at the same pace as today, it will take 217 years before the pay gap between men and women disappears. A recent international study by McKinsey has found that female employees have an 18 percent lower likelihood of advancing in the ranks at their corporations.

WeAreOpen, through the representative survey conducted among Hungarian internet users, a questionnaire made publicly available and a survey developed for businesses, offers data which business decision makers can use to implement specific and effective changes. WeAreOpen conducted the survey in cooperation with Gemius. The Equalizer Foundation, an organisation bringing together female leaders and founded by Edina Heal, a former executive with Google Hungary, was among the first companies and organisations to participate in the survey.

The “WeAreOpen survey 2018” questionnaire is available for filling out or to request as a company on the nyitottakvagyunk.hu website through the end of July. The survey is anonymous. Results of the nationwide survey will be published at the end of the summer.

About WeAreOpen
The WeAreOpen community initiative was launched by Prezi, espell and Google in the summer of 2013. WeAreOpen’s principal sponsor is Citi. In the past five years, more than 1,000 companies, organisations and communities have joined WeAreOpen, including Hungarian businesses, brands with a prominent Hungarian and international profile, and civil organisations and communities. WeAreOpen will be participating in Budapest Pride for the fifth time. It has also launched more than 10 other campaigns, including in support of gender equality at the workplace and equal treatment of people with disabilities.

Those joining the WeAreOpen initiative hold the fundamental belief that everyone is to be judged solely on the basis of their actions and achievements, without regard to their age, gender, gender identity, sexual orientation, national or ethnic identity and origin, political, religious or other views and physical or other factors.

Contact
Dalma Kormos
sajto@nyitottakvagyunk.hu
+36703699269

Quotes

Quotes

Auchan Logo

Auchan Magyarország Kft

“Those of us at Auchan Magyarország Kft. ensure equal opportunities for all members of our staff, and we judge everyone, without exception, on the basis of their performance. In our Equal Opportunity Plan, our company has committed itself to, among other things, guaranteeing male and female employees the same opportunities. Accordingly, 66 percent of the some 7000 persons working at Auchan are female, and 53 percent of the company’s senior management is composed of women. Additionally, we continue to seek out opportunities through which we may contribute to improving the quality of life of our employees. As part of this, we launched a programme this year to assist mothers and fathers with young children return to work,” said Zsófia Samu, communications director of Auchan Magyarország Kft.

BP Logo

BP

“BP’s business service centre in Hungary, founded in 2009, employs over one thousand people in the fields of customer service, finance and procurement.

Pursuant to our company’s international Diversity and Inclusion Regulations, we reject any form of discrimination and negative discrimination, and we pay special attention to preventing and terminating any such behaviour. We believe in employing the right person in the right job, and according to this principle, we place great emphasis on the training and development of our colleagues. We ensure that all employees have access to advancement opportunities based on their abilities, individual potential, performance, openness to development and individual development potential.

The company’s current Equal Opportunity Plan, for the period 2014-2016, spells out an action plan, to be regularly updated by our designated Equal Opportunity Officer in coordination with company management.

BP’s diversity indicators: In Hungary currently, 64.9% of the company’s employees are female; women make up 39% of senior management; 37.5% of the board is female; and 61% of new hires are women. Read more about BP’s international principles on diversity here.”

New-CMS

CMS Cameron McKenna Ügyvédi Iroda:

“In 2015, the ratio of women in senior management at CMS Law Office was 53%, while the representation of women in the office as a whole was even more positive, at 69%. We believe it is important to publish this data because we wish to set a good example and, in a way, prove that a business can be successful when the number of men and women is roughly equal. Our goal is to maintain these indicators going forward; to that end, we are making pledges in even more areas compared to last year.”

Ferenczy museum Logo

Ferenczy Múzeumi Centrum

“The Ferenczy Museum Centre was the first cultural institution to join WeAreOpen’s call for pledges. The institutions of the museum, based in Szentendre, currently employ a large number of female employees. Gábor Gulyás, head of the museum group, noted: they believe it is also important for women to play a key role in the leadership of the institution. In 2016, they will make it possible for parents with young children (mothers and fathers alike) to work more flexible hours, and the museum will also introduce new visitors’ programmes for families.

Hosszulepes Logo

Hosszúlépés. Járunk?

“We are proud that we have shown that it is, in fact, possible to operate a high-quality cultural enterprise in Hungary without state support. In the same way, we also want to show that if both members of a couple play a role in child-raising, they will be happier and more successful at home and at work.”

Microsoft logo

Microsoft

“At Microsoft, we believe in the fundamental values of equal opportunity and diversity, and we work to advance these principles both within our company and beyond. We are convinced that diversity and acceptance are indispensable conditions to our business success. Today, one half of Microsoft Hungary’s management is female, and one half is male; overall, women make up 30 percent of the company’s employees. We wish to provide women with opportunities and show them a path forward; this is our focus especially in the case of young people in an industry that is traditionally regarded as male-dominated. This, ultimately, also improves the competitiveness of Hungary,” said Judit Grósz, Marketing and Operative Director of Microsoft Hungary.

Morgan Stanley

“At Morgan Stanley, equal opportunity is not just a slogan that sounds good: it is an intrinsic part of our daily activities. We are working to create the kind of supportive and inclusive environment in which everyone can realise their full potential. As one of the largest employers in the field of IT in Hungary, we are proud of the fact that in 2015, across all of our business divisions, nearly 40 percent of our new hires were female; this represents an increase of almost ten percent compared to 2014 data. Our commitment to an inclusive culture is evinced by the fact that we continue to place great emphasis on the development and advancement of our staff, according to their abilities and talents. This is also clearly represented on the management level: some one-third of the senior leaders working at Morgan Stanley’s Budapest office are women.”

Prezi logo

Prezi

“Thirty-one percent of employees at Prezi are female, and women make up 36% of the company’s management. We find it important to publicise this because we want to underscore also for ourselves that we still have a ways to go to improve this percentage. The greatest challenge is to increase the ratio of women among our engineers, increasing it from the approximately 10% level of today. To that end, we have launched and we support programs like Skool, which introduces school-age girls to the world of programming.