Women to the Top (W2T) is a project involving Estonia, Denmark,
Greece and Sweden. It aims to accelerate developments and
create a platform for the long-term and sustainable work
of bringing more women into top management. The project
targets potential top managers and employers in the public
and private sectors, as well as recruitment consultants.
The project is funded by the European Commission within
the framework of the EU - Programme
relating to the Community Framework Strategy on Gender Equality
(2001-2005).
The reason for the project is the imbalance between women
and men in management posts within Europe. Executive-level
management (directors and chief executives) is the most
male-dominated category in the European workforce. For statistics
on managers in Europe, see links under the Facts section
of this web-site.
W2T uses a number of strategies to boost skills and sustainability
in the work of procuring more women managers.
Commitment of executive management
There are no miracle cures. Instead it has been shown that
organisations that invest most successfully in women managers
use several methods simultaneously. The commitment of executive
management is however more important than the choice of
methods. This is why W2T focuses its efforts on involving
executive management in various activities while taking
note of the most successful tools and methods used to recruit
and train managers, and disseminating information about
them.
From theory to practice
Organisational theory and management literature has been
dominated by the view that gender does not matter. This
conceals the fact that what is seen as good leadership is
based on male norms. Both men and women explain the different
conditions that they experience at work as being the result
of particular circumstances and individual choices. This
attitude maintains existing structures, and transfers responsibility
for bringing about change onto the individual woman.
Women to the Top has a gender perspective. This involves
an awareness of the role played by gender in working life.
And that employers have an important role to play in ensuring
that skills and suitability determine who is to become the
senior manager – not gender.
Seminars, meetings and networks
Many people today experience an “equality paradox”.
Companies have bold plans and policies, and equality is
often seen as something that has already been achieved.
Daily decisions however are slaves to tradition and do not
agree with these policies. Knowledge and attitudes have
to be discussed and critically assessed, which is why W2T
emphasises the need for meetings, seminars and networks.
Support women’s career ambitions
Even if progress is slow, there are more senior women managers
today than ever before and many women are interested in
pursuing a career. W2T advises women to accept managerial
posts and take charge of their own careers. Women can use
gender research to identify and break through the glass
ceilings and walls that prevent them from reaching the most
senior posts.
Role models
W2T also seeks to draw attention to common images of women
and men at work. Descriptions of managers are often gender
stereotyped. One example is that a male manager who makes
cutbacks in a company is often described as a ‘company
surgeon’ while his female equivalent is called a ‘cleaning
lady’. Another image is the superhuman boss who dedicates
his total loyalty and time to the company, upholding the
myth that you have to be a ‘superwoman’ or ‘superman’
to reach the top. W2T promotes a more human ideal that allows
both women and men to combine an interesting job with family
life. That is why we highlight examples of alternative role
models.
Download
the fact sheet
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