Mentorship Circle: Women's employee rate will increase with the spirit of solidarity
In terms of economic growth and development, the creation of a business environment that allows women to be represented at a high rate and equal opportunity is more important every day.
The Business World and Sustainable Development Association – SKD, aiming to reveal a difference in this regard – SKD published the Report of Women Employment and Chance Equality Experiences from the Business World to ensure the equality of opportunity in our country, reduce the difference between female and male employment rates and strengthen the country economy.
AFD and TSKB’s support, Koç Holding and PwC Turkey’s co-operation report, 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]]]] [[[T]] In order to examine the subject of equality of opportunities that create significant in awareness business models, and to browse to successful models, we are located in the Environmentist Biz:
]]] [
]]]]
]
[
[
]]
[
[
[
[
]
]
The Business World and Sustainable Development Association – SKD, aiming to reveal a difference in this regard – SKD published the Report of Women Employment and Chance Equality Experiences from the Business World to ensure the equality of opportunity in our country, reduce the difference between female and male employment rates and strengthen the country economy.
AFD and TSKB’s support, Koç Holding and PwC Turkey’s co-operation report, 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]]]] [[[T]] In order to examine the subject of equality of opportunities that create significant in awareness business models, and to browse to successful models, we are located in the Environmentist Biz:
]]] [
Ericsson
Mentorluk Circle: The female employee rate will increase with the spiritual part[
[Ericssontarget to upgrade the female rate up to 30 percent by 2020. In the Middle East and Eastern African Region (RMEA) which is located in Turkey, 25 percent of the target for cultural reasons. The Mentorship Circle Project (MCP) launched in this region is given by mentoring to women in groups with the spirituality, push works to reduce the loss of female employees.
]]
[PROBLEM NEY?
Ericsson’s Diversity and Inclusion Programs in 2014 were noted in every step of the women’s company and this was addressed as an important issue. Globally, language, religion, race, culture, age, education are provided by equality in matters, but the same success in terms of gender equality was determined. Thus, the decision of changing the female employee rate in every country in which it is operating was determined. It was determined that the female employees were lost in the most middle-stage, they were able to meet all the desired, and they were asked to go to positions abroad, for reasons such as prejudices for women, they were left from the company.
How Does It Work?]]]
[ The Talent Management Department, located in the Middle East and East African Zone (RMEA) to increase the rate of women in Turkey, developed Mentorship Circle Project in 2015. The project has supported the same group by creating educational content of the Education and Development Department. [
[
]
[]
When the project was launched in 2014, it was decided to take 30 percent of the female rate, which is 22 percent global until 2020.
]
In theRMEA, 12 percent of the female ratio, 30 percent of them were to remove 25 percent. The reason for the change of 30 percent of the target in 2014, was the steps of violence in employment of women in the region.
[
It is seen that Turkey has strengthened global 2020 targets from private proxies. However, the regional responsibility of an executive working in Turkey in Ericsson, who has the structure of matriks. In RMEA, the ratio in Turkey is not considered a success as the increase. [
]]
In order to support MCP, meetings with primary education, high school and university students were organized (GirlsinICT), various and events were held during October, determined as a Awareness Bear.1 The employees were given a training training prepared for years, seminars were organized with role model names from the organization and outside. [
[
MCP talks about the problem women encounter throughout their careers, support each other, tired of alive in expressing themselves, increase their self-esteems, encourage them to use their potentials and advance, aim to prepare for leaders.
[
MCP can be included in women from every step and the program is applied to groups of 8-12 people. Support from volunteer managers working in different departments for mentors. The training model of the trainers is planned to perform manager with four role model managers while eight mentors are grown. Mentors are selected from the managers of departments that are converted to female balance. On face-to-face or online, the experimental method is used with coaching.
The program of four modules. In the first module, accessible look at the general picture of their lives from their point. There are applications that can perform with the partner of the person under the "Design of the country". In the second module, it is questioned if the habits are good to the person under the title "ascending the standards" or not come to, the development of limits is clicked. In the third module students at discovering the “self”, the person’s strong side is to explore, develop, use, create a life vision and purpose, and talcs on topics such as making values difference. The default module is available on the specificity.
[
The circle consisting of 8-12 groups not only with mentors, but among them, sessions start to organize. MCP’s men’s employees also want to attend and are included in two men’s employees in Turkey with the thought of enriching diversity. [
]
[]]}} DOES NOT?
[ The project, which started in May 2015, was discovered by 21 of Turkey in a year, 56 people from RMEA. 15 sessions were held for at one month. The number of volunteer managers who want to attend as mentor supported by management and employees have increased.
]
The project was designed by the International Investors Association (YASED) and supported to the bookstore where good practices are included. Booklet will be distributed in the business world, especially SMEs in 2018. Ericsson said that the Women's Health Care by YASED were presented in the Booklet of Applications and Recommendations for the Development of the Supply in the Top Management. [email protected]
]
]
]
What IS THE COMPLEX?]]]]
]]]]
The biggest challenge during the project period was experienced in harmony because the industry does not require busy work. The interviews with the managers of matches with changes and alternative sessions made in meeting periods. The session where the engagement is low of hunger, as appropriate have noticed the resistance of their circle, they have started to give importance to the works in their programs.
]
The second challenge was to communicate with each other and mentors. In some landing, ast-heavy employees have been involved in trust in the wind. However, both those employees and those who have lesser than each other have been working together for a long time, people who are prejudicated against each other have difficulties from negative emotions and their initial concerns. This was the arguments of mentors to trust in clarity and privacy. [
]
[email protected]
[
[email protected]
is continuing feedback from supported in project. The company managers and feedbacks for the development of the project in special sessions where they combine with pleasure. [
[
It is expected that the project can be applied in every industry or company, but the company management must be seen in the diversity and the culture of the organization. [
Source: Sustainable Business