Final report

The project Women to the Top is now completed. As a result of the project, major processes of change have been initiated. Many participants state that they have become more aware about issues relating to gender equality at the workplace. There are also signs that the project leads to new approaches on the part of companies and recruitment consultants. All the Swedish employers have decided on action plans with measurable targets for more women in leading positions. The plans will be followed up by the Swedish Equal Opportunities Ombudsman in 2007.

Below you find a summary of the results of the project and you can download the whole report here.

Women to the Top (W2T) was a project involving Estonia, Denmark, Greece and Sweden set up to create a platform for the long-term, sustainable task of bringing more women into top management, and to expedite progress in this area. The project targeted potential top managers and employers in the public and private sectors, as well as recruitment consultants.

The project was funded by the European Commission within the framework of the Programme relating to the Community Framework Strategy on Gender Equality
(2001-2005).

Background
The reason for the project was the imbalance between women and men in managerial posts in Europe. Top-level management (directors and chief executives) is the most male-dominated category in the European workforce. To challenge this situation and to boost skills and sustainability in the work of procuring more women managers, W2T used a number of strategies based on new research findings and good HR practices:

1 Commitment of executive management
2 Gender theory to raise awareness of the role gender plays in organisations
3 Collect, develop and disseminate tools and methods
4 Networks and training for change agents and recruiters
5 Networks, career planning and mentoring schemes for potential top managers
6 Measurable action plans linked to business plans
7 Follow-up
8 Alternative role models

W2T applied a gender perspective. This heightens awareness of the role played by gender in working life. W2T also emphasised both the human rights perspective and the value adding effects of gender equality.

Results
- Twenty-three large employers took part in the project and in the various activities,   including seminars and a network for change agents. Fifteen of the employers adopted   measurable action plans to increase the number of women in senior positions. The   Swedish Equal Opportunities Ombudsman will follow up the plans in 2007.
- Eight networks for 220 female top management candidates were created. The candidates   took part in activities such as career planning, seminars, workshops, training and   counselling. They also produced a checklist with valuable advice for women wishing to   advance in their careers.
- Thirty-five of the candidates took part in mentorship programmes. Mentorship as a way to   promote women managers has been established in Estonia.
- Twenty-five recruitment firms took part in focus groups and seminars. By analysing their   internal processes, they discovered areas that can be improved. The consultants produced   a set of recommendations to help other recruiters become more systematic and gender-   neutral in their selection and presentation of candidates.
- A seminar in each country introducing leadership and organisation theory with a gender   perspective, attended by 317 participants in all.
- A seminar in each country focusing on tools and methods for change, attended by 273   participants.
- A transnational conference to take stock of lessons learned and identify needs for further   development, attended by 249 participants from 15 countries.
- The website www.women2top.net , in five language, represents a sustainable platform for   women, recruiters and employers who did not have a chance to take part in the project.   The information includes the latest research findings and useful links, practical and   instructive examples, checklists and tools, among them – the ‘Gender Key’ and index   consisting of nine indicators of gender equality suitable for use in benchmarking and   annual reports. There are also articles challenging common myths and arguments   concerning why both women and men are needed at the top.
- Another platform is the Swedish book Det ordnar sig, which was translated into three   languages. This textbook in organisation theory with a gender perspective is the first of its   kind to become available in Estonia and Greece. The English translation will make it   accessible to an even wider audience.
- The project had a publicity plan to heighten public awareness about the need for more   women in management and to show non-stereotyped images of male and female   managers. There were 155 references to the project in newspapers, magazines, websites,   radio and TV.
- Three national surveys were undertaken. One concerned female representation at the top   and another, the characteristics and qualifications of recruitment-firm clients. The third   constituted a poll of the general public concerning the importance of gender equality to   employees and customers.

Sustainability
As a result of W2T, major processes of change have been initiated. Many participants state that they have become more aware about issues relating to gender equality at the workplace. There are also signs that the project leads to new approaches on the part of companies and recruitment consultants. The action plans with their measurable targets clearly signal that change processes have started.

Various networks are actively supporting the change process. Whatever form the networks may survive in, their existence reflects the fact that unique contacts have been established at various levels in companies and organisations, and between actors, countries and individuals. These contacts would never have been established without the aid of the European Commission and the national partners, and the extensive practical effort of all the people involved in the project. This also illustrates the importance of bringing in outside experts to help companies introduce change processes.

The guidance, examples and good practices that can be found on the website provide a sustainable platform for efforts to bring more women into decision-making positions in the European Union. The European Commission has an important role in ensuring the dissemination of information about www.women2top.net .

Lessons learned
We have seen that structured and transparent processes for recruitment and promotion are good for women as they ensure that professional skills rather than gender determine who is suitable. W2T has also shown that gender equality is a success factor for both women and men. When the talents of women and men are merged into a culture that puts skills, professionalism and good results first, the result need not be a redistribution of power and resources. Instead, women and men working together can create a win-win situation and a bigger cake to share.

By top management, we mean directors and chief executives.