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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.

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.

Mar 2016: Companies for equal workplace opportunities for women and men: discussing their actions publicly

Companies for equal workplace opportunities for women and men: discussing their actions publicly

Budapest, 8 March 2016 – One-third of all women in Hungary have felt that they do not enjoy the same opportunities as their male colleagues. This is what the community initiative WeAreOpen is seeking to change, with the participation of global companies, Hungarian startups and enterprises. In the hope of starting a tradition, they are publishing the measures they have introduced in 2016 to ensure the same chances and opportunities for women and men in the workplace. The first public pledges and diversity indicators were published on Women’s Day; others may join the call at any time during the year on the website nyitottakvagyunk.hu. Organisers of the campaign hope the initiative will serve as inspiration to others.

1.1 million employees in Hungary believe it is urgent for their workplace to take action towards ensuring equal opportunities and chances for women and men, according to a study by Gemius. One out of three women feel that they do not receive treatment equal with men when it comes to career opportunities (31%) or wages (37%). While it is a general phenomenon that men tend to experience inequality less than women, one out of four men in Hungary now agree that women and men do not receive the same opportunities in the workplace.

Furthermore, international studies show that not only is it better for female and male employees when their company includes diverse teams at all levels of the firm, comprised of a similar number of men and women, but this also makes such diverse companies more successful.

“We believe that being open – judging people solely on the basis of their actions and achievements – is not only right, but also makes good business sense. Certainly, studies do not paint a rosy picture of the situation today: this makes what can be done all the more important. The problem has been visible for a long time, but what we have not seen so far is which companies are doing what to change the situation. By encouraging public pledges, and giving these visibility, we hope to encourage change. What we have found is that we are able to inspire one another as companies and organisations, thereby bringing positive change to the lives of potentially tens of thousands of employees, in a surprisingly short amount of time,” stated the representative of the WeAreOpen initiative, which launched the project.

In Hungary, Auchan, BP, Prezi and CMS Cameron McKenna Law Office have also made public their diversity indicators, on Women’s Day. These figures show the ratio of women and men at their entire company in Hungary, among senior leaders and among new employees. According to international experiences, companies working in different industries must overcome various different kinds of challenges to ensure that women and men make up a balanced proportion of employees at the business; transparency and public dialogue, however, are important steps towards change, regardless of the specific industry.

A number of prominent global companies were among the first to publish what steps they would take in 2016; in Hungary, these business employ more than ten thousand people. Pledges may be made anytime during the year: the initiative welcomes additional companies that wish to join at nyitottakvagyunk.hu. Pledges have been received from, among others, Auchan, BP, CMS Cameron McKenna Law Office, GE Lighting, Microsoft and Morgan Stanley, and – as the first cultural institution – the Ferenczy Museum Centre in Szentendre; WeAreOpen initiative founders Prezi, espell and Google have also made pledges. Their pledges pertain to increasing the number of female managers, increasing the number of positions which may be performed through part-time work or telework, examining wage inequalities and reducing any, or programs geared toward schoolchildren and, primarily, girls. The website nyitottakvagyunk.hu offers a list – of 10+1 items considered important by experts – for companies to choose from if they are willing to pledge publicly what they will work on in 2016 to ensure equal access to opportunities and equal chances for women and men in the workplace.

During the WeAreOpen initiative’s first call for public pledges last year, global corporations, startups and Hungarian businesses made over 100 public pledges. Based on the statements of companies making pledges, businesses successfully implemented an average of 7 out of 10 pledges made, and many companies will continue their efforts this year.

Media observer and analyst company Neticle, for instance, has made public internally the salaries associated with various positions at the company, allowing everyone to see what salary corresponds to each position. This was part of an effort to terminate the kind of salary inequality between women and men that is often encountered. The family enterprise Hosszúlépés. Járunk?, offering city walking tours, has had to deal with maternity leave matters for the first time since its establishment, when the owners had a baby. Right away, the company made it possible for the male colleague to participate in their own, experimental, programme and play a part in child-raising. As part of the programme, the man, for now, spends half a day, then a full day, at home each week; according to the company, not only does this help establish a more balanced sharing of the workload within the family, but it also allows the mother with the young child to return to work more easily when she would like. Large corporations have launched several internal training programmes geared specifically for women in the interest of equal opportunity; several workshops were also held for school-age girls and women entrepreneurs. Many have worked successfully to increase the number of women within the company’s management; the number of part-time and telework-compatible positions particularly favourable for parents with young children has also increased; and there are plans to develop new programmes for after maternity/paternity leave.

The founders of the WeAreOpen community initiative would like to see these public pledges and transparency become traditions among companies wishing to take action towards equal workplace opportunities for women and men. 

—–

About WeAreOpen
The WeAreOpen initiative currently includes more than 900 companies, organisations and communities; others are welcome to join at the website nyitottakvagyunk.hu. WeAreOpen welcomes everyone who believes it a fundamental value that everyone should be judged solely on the basis of their actions and achievements, without regard to other characteristics.

Anyone can take a stance for openness at the website nyitottakvagyunk.hu. Founders of the initiative believe this is a simple, but important gesture. The community’s Facebook page provides the latest news about WeAreOpen.

This prezi provides further information on the findings of the study supporting the necessity of the initiative. 

About the survey
The survey was conducted in November 2014, and is representative of internet users in Hungary over the age of 18. The sample size was 3200 people. Questionnaires were collected using the CAWI pop-up methodology between 3 and 17 November 2014.

The survey was conducted by Gemius, which itself has joined the WeAreOpen initiative, and was supported by WeAreOpen partners Central Media Group and Origo Media Group. The Social Gender and Culture Research Centre of the Corvinus University of Budapest participated in the survey as a professional sponsor, with Neticle supporting the content analysis of the study.

February 2015: Valentine’s Day – Love is for everyone

A Valentine’s Day surprise from Hungarian musicians: “I’m in love with every man”, “Klára Szabó” and “Sorry (Dancing boy)”

Today reworked love songs will be aired for the first time on several radio stations and online

Budapest, 14.02.2015 A number of Hungarian musicians have surprised their fans with songs they have reworked according to the “Love is for everyone” theme – as a result, this year on Valentine’s Day, for the first time, several radio stations will play songs rewritten for gay and lesbian couples. The Biebers, in which Peti Puskás also sings, Pa-Dö-Dő, the Kistehén band and the singer Veronika Szász each decided to rework one of their love songs, so that those women whose heart’s desire is a woman and those men who are in love with a man can find a fitting song for Valentine’s Day. The results are the songs now titled “I’m in love with every man”, “Klára Szabó” and “Sorry (dancing boy)”, as well as a reworked folk song. The songs will be aired for the first time on various radio stations, the YouTube channels of the musicians and within a few days on Spotify. With this gesture the musicians aim to encourage people to judge one another based only on their actions, without regard to their sex, gender identity, sexual orientation, religious beliefs, ethnic background or any other characteristics.

The Biebers believes that it has a duty to stand up for openness and everyone being judged by their actions, rather than other characteristics. “Equality is our form of rebellion. I think it’s important for bands not just to tackle classic pop themes, but also to react to social issues. It’s our obligation do this,” said the members of the band, explaining why they have rewritten their popular love song “Sorry” as “Sorry (dancing boy)”. Fans will have to wait until next week for the reworked version.

Pa-Dö-Dő also believes that fame comes with responsibility and would like its message about being open to one another and the world to reach even more people through the band’s music: “Everyone wants to live freely. That’s why it’s important to be open and support all such initiatives as this one. We think it’s also the duty of those who get a little more attention. We’re popular perhaps, or at least well-known, and we hope people will listen to what we say,” said Pa-Dö-Dő, explaining why the band joined the campaign and renamed its song titled “János Szabó” as “Klára Szabó”.

The musicians selected one of their popular love songs, changed the person that the song is addressed to and rerecorded the song. That means this Valentine’s Day every couple can find a song that really suits them.

Several radio stations have decided to include the songs in their Valentine’s Day playlist.

The project is the brainchild of DDB creative agency, which joined WeAreOpen initiative, which now has more than 800 members. The agency would like to inspire people to judge others by their actions and achievements, rather than any other characteristics, through the project.

“I don’t know whether I’m open or not. There are situations when I’m not at all, but other times I am. I would say that I try to be open. But freedom is essential for me and a very important part of my life. It would be good if everyone could experience it,” said László Kollár-Klemencz, lead singer and songwriter of the Kistehén band, talking about his own experiences of openness and explaining why he rewrote the band’s song “I’m in love with every woman”  as “I’m in love with every man”.

Singer Veronika Szász explains that it is simply easier to be open to one another and the world, and not to listen to prejudices. “I’m open because I would find it hard not to be. I think it’s much simpler this way. If you aren’t open, then you constantly have to pass judgement, and virtually nobody has the experience necessary to make such judgements. So I’m open-minded, because it’s an easier way to live,” she said after recording the reworked folk song.

“We joined the WeAreOpen initiative a year ago, and since then we’ve been thinking about how to play a part in achieving the common goals of the initiative. This project is very close to our hearts, because we believe it can inspire lots of people to be open. We know from experience how much more exciting it is to work and live like this,” said Péter Tordai, creative director of the DDB advertising agency, speaking about the background to the campaign.

“We’re delighted that the WeAreOpen initiative has inspired more than 800 companies, communities and many more people through their day-to-day work and such campaigns to be open to one another and the world. We wish happy Valentine’s Day to absolutely everyone,” said Google, espell and Prezi, the founders of the WeAreOpen initiative.

The songs that have been reworked according to the theme of “Love is for everyone” can be heard on the radio stations that have joined the campaign, the website and YouTube channel of the We’re Open initiative, the YouTube channels of the musicians, and from next week on Spotify.

 


 

About the WeAreOpen initiative

The WeAreOpen  community initiative was set up by Google, espell and Prezi in summer 2013.  The members of the initiative regard it as a fundamental value that others are judged solely on the basis of their actions and achievements, without regard to their age, sex, gender identity, sexual orientation, national or ethnic background, political convictions, religious or other beliefs, physical abilities, or other characteristics. More than 800 companies, organisations and communities have since joined the initiative, including well-known international brands, Hungarian companies, sole traders, NGOs and communities.

You can read more about We’re Open’s campaigns so far, such as its initiative aimed at gender equality at the workplace or its video campaign presenting numerous facets of openness, on the website of the initiative. Companies, organisations and communities can join the initiative at any time. At  nyitottakvagyunk.hu everyone can make a commitment to openness, which the founders of the initiative believe is a simple, but important gesture.

July 2014: More than 100 companies and organisations plan to join the WeAreOpen float

100 companies+ and organisations will join the WeAreOpen float: Stream it on YouTube

Budapest Pride live on YouTube

More than 100 companies and organisations plan to join the WeAreOpen float

Budapest, 05.07.2014 – The Budapest Pride parade will be screened live on the YouTube channel of the WeAreOpen community initiative this afternoon. More than 100 companies and organisations are planning to join the WeAreOpen float at Budapest Pride. Companies, organisations and communities that regard it as a fundamental value that others are judged solely on the basis of their actions and achievements, without regard to other characteristics will celebrate the world’s diversity at Budapest Pride today.

Numerous companies and organisations, including Prezi, espell and Google, the organisers of the community initiative, will have a joint float at this year’s Budapest Pride too. First-time Priders, as well as companies, organisations and communities with a tradition of participating in Pride and all other supporters are invited to join the We’re Open float. Last year’s crowd and festival atmosphere were a sure sign that this year’s Budapest Pride will prove even more popular. WeAreOpen also looks forward to welcoming many first-time Priders – people who have previously not participated in the parade.

You can join the WeAreOpen initiative, which currently has a membership of nearly 700 companies, organisations and communities, on the nyitottakvagyunk.hu website. We welcome all those companies, organisations and communities that regard it as a fundamental value that others are judged solely on the basis of their actions and achievements, without regard to other characteristics.

 

LIVE: From Budapest Pride – you can embed the video from YouTube

LIVE FROM BUDAPEST PRIDE #WEAREOPEN

July 2014: Survey about the openness of Hungarian workplaces by Gemius Hungary

Have you ever been discriminated against at the workplace?
Study on openness at Hungarian workplaces, the groups most rejected by colleagues, and employee happiness

Budapest, 04.07.2014 — 83% of future employees, namely pupils and students, would like to work at a place where there is no negative discrimination. By contrast, more than half of Hungarian employees have already encountered negative discrimination, according to a study by Gemius [1]. Only Roma people are less accepted by colleagues than LGBTQ people. The research also revealed that being open makes business sense for companies, since employees who work at open-minded companies where others are only judged on the basis of their actions and achievements are happier and more committed. More than 700 companies, organisations and communities have joined the We’re Open initiative over the last year, which was set up for communities that regard openness as a fundamental value. The initiative will have a joint float at this year’s Budapest Pride too and invites everyone to join it.

One in two employees has encountered workplace discrimination
According to the research, which is representative of the online Hungarian community aged over 15, 52% of employees reported that they had encountered negative discrimination at the workplace, and of these one in two had personally experienced negative discrimination. The 52% figure is very high in European comparison; according to an international study [2] , the Western European average is around 35%.

A third of employers are not open-minded
While the vast majority of future employees, namely current pupils and students, said that they would prefer to work at an open workplace, according to current employees that is not true of a third of employers. 83% of pupils and students said that they would like to work at a workplace where it is regarded as a fundamental corporate value that employees and partners are judged solely on the basis of their actions and their work performance, and without regard to their age, sex, gender, sexual orientation, national or ethnic background, political convictions, religious or other beliefs, physical abilities, or other characteristics.

Roma and LGBTQ people are the groups most rejected by colleagues
The research also looked at the extent to which employees are accepting of one another at the workplace. The groups most rejected by their own colleagues are Roma and LGBTQ people (according to international research, the latter make up 5 to 8% of society) by a clear margin. Employees would least like to have members of these two groups as colleagues, subordinates or managers. More than two-thirds of employees (69%) said they would not accept an LGBTQ person as their manager. Even fewer employees (24%) would accept a Roma person as their manager. More than half of employees would not want to be the manager of a LGBTQ (56%) or Roma employee (54%). 

Being open makes business sense for employers
The research also revealed that being open makes business sense for companies and organisations. Those respondents who thought that their employer regards it as a fundamental value that others are judged solely on the basis of their actions and achievements, without regard to other characteristics were happier at their workplace and more committed.

Companies and organisations are standing up for openness with a float at Budapest Pride
As part of the We’re Open initiative set up for companies, organisations and communities that regard openness as a fundamental value, numerous companies and organisations, including Prezi, espell and Google, the organisers of the community initiative, and Gemius, which performed the research, will have a joint float at this year’s Budapest Pride too. First-time Priders, as well as companies, organisations and communities with a tradition of participating in Pride and all other supporters are invited to join the We’re Open float Last year’s crowd and festival atmosphere were a sure sign that this year’s Budapest Pride will prove even more popular. We’re Open also looks forward to welcoming many first-time Priders – people who have previously not participated in the parade. You can join the We’re Open initiative, which currently has a membership of nearly 700 companies, organisations and communities, on the nyitottakvagyunk.hu website. We welcome all those companies, organisations and communities that regard it as a fundamental value that others are judged solely on the basis of their actions and achievements, without regard to other characteristics.

About the research
The research is representative of the online Hungarian community aged over 15. The sample size was 2,500 people. The questionnaire survey was performed using the CAWI pop-up method between 20 and 27 July. The research was carried out by Gemius, a member of the We’re Open community, with the support of Index and Sanoma Media Budapest, which are also members of We’re Open.

 

PREZI REPORT OF THE SURVEY

 


[1] The research is representative of the online Hungarian community aged over 15.
[2]Kelly Services: Discrimination emerging in new forms in the global jobs market, 2006

 

Prezi, espell, Google: Group initiative in Hungary to promote openness

Prezi, espell, Google: Group initiative in Hungary to promote openness

Accepting and tolerating diversity is not enough – it should be promoted and celebrated as a positive value that benefits all of us.

Budapest, 24/06/2013 – Launch of a community initiative – “WeAreOpen” – to promote openness in Hungary. We at Prezi, espell and Google are not doing this simply because we think it’s the right thing to do, but also because we know from experience that being open benefits all of us. 

Our openness – to new ideas, innovative solutions, to one another and to the world – is one of the keys to our success. 
As open companies, we regard it as a fundamental corporate value that our employees and our partners are judged solely on the basis of their actions and their work performance, and without regard for their age, sex, gender, sexual orientation, national or ethnic background, political convictions, physical abilities, or other characteristics.

We know that lot of people share our values, and we believe that it’s important to make this public. The “WeAreOpen” initiative, along with its webpage nyitottakvagyunk.hu, have been created for those companies, organisations and communities that would like to join us expressing a commitment to openness. 

We are now welcoming all groups, companies and organisations who want to sign up for the WeAreOpen initiative because they believe openness is good and worthwhile. Joining the initiative is easy: the only condition that the groups must meet is that they see openness as a fundamental value and agree with the initiative’s mission. Anyone can sign up at the WeAreOpen website initiative. The names or logos of all the groups and companies who join then appear on the nyitottakvagyunk.hu (WeAreOpen) website.

What have we done?

We have launched a joint platform and are looking for open communities. Our first step was to set up a website as a meeting place for those communities, organisations and companies who value openness. Our goal is to bring together those who want to contribute to openness. We believe that it’s important for these open communities to have a shared space in which they can show themselves.

On the first day, when we were presenting the We’re Open initiative to the public, already more than two hundred companies and organisations, including Morgan Stanley, several Hungarian start-ups, the Hungarian Civil Liberties Union and BAGázs (an NGO helping people living in Roma settlements) have joined us to express their shared commitment to openness. Their names and logos can already be seen on the website. 

Any group, organisation or company who agrees with our mission statement – that openness is not only a good thing but also worthwhile – can now sign up on the nyitottakvagyunk.hu (WeAreOpen) website. We regularly update the website with the names and logos of the organisations, groups and companies who have signed up.

What else have we done?

Over the next weeks and months, we will be working together with the participating groups to show just how many of us in Hungary are open. We hope that this will inspire others as well. 

We’re going to the Budapest Pride Festival together 

The next step, which will also be our first common “off-line” event where we can all meet one another, will be the Budapest Pride Festival on 6 July 2013. This is a time for the celebration of diversity worldwide. 
While it is a novelty in Hungary for companies and groups to appear at the Pride parade in an organised manner, this is an accepted and common practice in the West. 
We – Prezi, espell and Google – will be there to show our support for equal opportunity. Several companies and communities have already joined us by signing up for the We’re Open initiative.
We want this to be the beginning of a new tradition in Hungary.

The organising companies will be sharing a float to celebrate diversity at the Budapest Pride parade. As well, we will help promote the visibility of any groups committed to openness who have not yet joint. 

We know that a company, group or organisation has numerous opportunities to display its openness. The WeAreOpen initiative is just one of many possibilities, but we hope that it will serve to inspire others, because we believe that being open is not just a good thing, but that it benefits all of us. (As an interesting side note: one study among many on the economic benefits of diversity.