Gender equality in valuation Services: Female rate will reach 50 percent from scratch

In terms of economic growth and development goals, the creation of a business environment that allows women to rank high levels and equalize the opportunity is gaining more importance every day.

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Business World and Sustainable Development Association – SKD, aiming to reveal a difference in this regard – SKD published the Women Stability and Chance Equality Experience Report from the Business World to ensure the equality of opportunity in our country, reduce the difference between women and male employment rates and strengthen the country economy.

[[T]4]AFD and TSKB’s support, Koç Holding and PwC Turkey’s report with Cooperation, SKD member eight companies’ experience in female employment and opportunity equality. With detailed experience of all these experiences and sacks, SKD present a practical learning purpose to companies who want to improve in the equality of the opportunity. [[[T]] [[
In order to examine the subject of equality of opportunities that make significant in awareness of business models, and to browse to successful models, we are located in the Environmentist in the brand stories published in the News of Women Engagement and Offer Equality Experiences:
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PwC Turkey

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gender equality in ratings services: The female rate will reach 50 percent from scratch

PwC Turkey has student to extract the female rate to 50 years in the Valuation Services Unit consisting of male workers. At the end of the third year, the women's rate was reduced by 30 percent of the target, the project was extended more than one year, the 50 percent of the goal was not abandoned.

PROBLEM NEY?
] The equality of the breed has been a concept that PwC Turkey has become part of the global corporate culture for about 20 years. In the same way, PwC Turkey is important for gender equality in employment and serviced units. 51 years of company employees create women and 49 years old. Despite this, the Appraisal Services Unit, connected to Consulting Services, the female employees came to the problems as a problem with 50 percent, and in 2013, the company partners decided to take action to produce solutions at the performance evaluation meeting carried out with senior managers and Human Resources Unit. [

How Does It Work?
Studies on the solution of the problem with the upper management decision was launched in 2013. The basic concept of human resources and Valuation Services Unit.

With the project, it was aimed to diversify the bond that occurs by changing the female employee rate in the unit and increase the value of the work done. In the end of the first year from the total 30 employees in the unit 20-25 percent, at the end of the second year, the goal was to be 50 percent of females when 30-35 percent and 2016.
[email protected] Based on the variable target, firstly, the level of Valuation Services Unit was identified, how many women will be employed and the basic factors undertaking this problem were detected. Due to the fact that the unit is expected only from men, they can sit during long working hours and meet at the common point, the trends for the choice of male menstruation were determined in the direction of the work of women in this unit. The positive effects that are very low in the working change rate and are very connected to each other were included in the classification.
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employees have entered a new work scheme with the decision of the unit managers to change. In the unit that different teams work in each project, half of the team who created the project group in all projects were decided to be expected from women. The creation of work that are only female or only male is blocked. Unit; performance reported the management of business processes and behavior changes in the team. [
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] Why Should You Do?
]] In the first year of the three-year project, the ratio of women in the Valuation Services Unit was 20 percent, and 25 percent of the second year, and 30 percent of the third year. The project was not born in three years due to the fact that they were interested in private, family members or new business opportunities. At the end of 2017, it is necessary to reach 50 percent orana.

With the project, teams receive a different you of in-house communications, the synergistic and interaction in cross teams with the combination of women and men are examples, all of them are among the feedback that increases the quality of their business outputs with more creative hunger. According to the results of the Employee Satisfaction Survey conducted in the company every year, the “Employed Loyalty” was among the concrete gains that the index of ‘Operation’ and ‘Disability and Capsaicin’ has been burdened every year.

What IS THE MASTERS?
The biggest concern at the wind of the project was the changes needed in the working layout of the team and behavior. In this regard, support from unit managers and explaining the reasons for the project were considered to be accepted between employees and approaches the application process. [
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The project was experienced in finding women who will attend the team. First of all, the company has the desired places, which is considered to be suitable for this position with female employees. As far as they were hired, they were divided from the company with their will, 50 percent of the goal is to be realistic. Against these challenges, the goal was not changed because diversity culture should be seen every unit of the company. [
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As a result of the project, positive feedback from the Qualification Services team. Ekibe continuing to manage the process by walking with Human Resources Department in terms of education and joint compliance of new life.