women in leadership positions · women in leadership positions - voluntary targets | pg: 3 • for...

WOMEN IN LEADERSHIP POSITIONSVOLUNTARY TARGETS

MARCH 2016

One of the greatest challenges for industrial companies is to increase the number of women in the talent pipeline, in the management of operations, and in executive roles. It is in the interest of companies, and Europe’s prosperity, to better involve the vast female talent pool.

Since 2012, ERT has published company-specific targets and figures on the involvement of women in business. In this way, our member companies want to demonstrate their commitment to the enhancement of women’s career opportunities. Measuring performance also ensures appropriate management attention.

For this March 2016 update, 30 ERT Member companies have reported their voluntary target for the number of women in leadership positions. These targets fit each company’s own situation and take account of the sometimes large variations between industry sectors and country cultures. The yearly update requires each company to review its targets and report on year-on-year progress.

Also this year, for nearly all companies, the share of women both in the total workforce and in leadership positions has increased, both compared to the baseline and to the figures reported last year. Compared to last year the average share of women in leadership positions has increased by about 1 percentage point.

The increase of the number of women in leadership positions compared to the baseline year (around 3.5 percentage points) is on average higher than the increase of the share of women in the total workforce (around 0.7 percentage points). Moreover, because the share of management positions in the total workforce is slightly increasing (about 0.8 percentage points) the number of women in leadership positions in absolute terms is increasing even slightly more. This indicates that more women are finding their way to leadership positions and that companies monitoring these figures are progressing.

Women In Leadership Positions - Voluntary Targets | Pg: 2

Share of women in total workforce Share of women in leadership positions Proportion considered management positions in the total workforce

Home Country(and/or Europe) Worldwide Home Country

(and/or Europe) Worldwide Home Country(and/or Europe) Worldwide

Company Target Base Status Base Status Base Status Base Status Base Status Base Status

• Increase the proportion of women in management to 33% by 2015.

• Increase the proportion of women in the supervisory board to 40% by 2015.

• Require at least one female candidate for each open management position.

n/a 29,8% (Europe)

39,1% 1 34,2% 1 (Europe)

26,1% 27,6%n/a

14,6% (Europe)

20,5% 16,3%

(Europe) 14,0% 13,4%

Increase the proportion of women in executive positions to 25% by 2020. 24% 24% 13% 19%

Global target: Raise share of women in executive positions up to 22-24% by the end of 2021

23,6%*23,6%23,6% (Europe)

24,3%* 24,2% 11,8%*15,0%16,6%

(Europe)17,2%* 19,5% 5,0%*

6,3%6,8%

(Europe)6,6%* 8,2%

Increase in the proportion of woman in senior management to 35% by 2020. 30% 31% 35% 37% 19% 24% 22% 28% 13% 14% 8% 9%

• Tariff-exempt executives: Minimum of 15-17% women by end of 2020 (in BMW AG and worldwide).

• Global Leadership Development Programme: Minimum of 35% - 45% women per year.

• Technical trainees: Minimum of 20–25% women per year.

13,5% 15,3% 16,1% 18,1% 9,1% 11,9% 11,8% 14,5% 10,2%** 10,2% 10,4%** 10,1%

Worldwide: increase the proportion of women in leadership positions (executive and middle management) to 30% by the end of 2020.

31,1%n/a

(Europe)

31,3%39,1%

(Europe)35,2% 35,2%

12,5% n/a

(Europe)

19,7%30,0% (Europe)

22,7% 25,8%5,6%n/a

(Europe)

4,5%6,9%

(Europe)5,6% 5,7%

• 25% of women in management positions worldwide.

• 35% of women in high potential talent pool (having potential to become top executives).

• 1/3 women of newly appointed top executives from 2012.

• Target of 30% women in recruitments.

19,2% 2 21,6% n/a 23,0%

Base: 2012 (31/12/2011) | Status: 2016 (31/12/2015) | *2013 (31/12/2012) | **2014 (31/12/2013) | ***2015 (31/12/2014) 1 Perimeter Gas & Services 2 Includes SUEZ Environnement


• For the Boards of subsidiaries outside Italy, eni targets 1/4 of female members with designation by eni in case of the annual renewal, and in consideration of local or legislative constraints.

• In Italy eni aims at having 1/3 female board members.

21,9%24,2%

(Europe)

23,7%25,4% (Europe)

22,5% 23,5%

25,9% 25,8%

(Europe)

14,7%

14,1% (Europe)

27,6% 27,3%

(Europe)

15,6% 14,7%

(Europe)

23,3%

13,2%

24,7%

14,1%

3,6%3,4%

(Europe)

3,8%3,6%

(Europe)3% 3,1%

Target worlwide for 2015: 15,6%.

Target Home Country 2015: 13,1%.26,0% 26,7% 27,0% 29,9% 9,5% 14,0% 12,0% 16,7% 3,5% 3,8% 2,2% 2,3%

30% of all executives, leaders and employees to be female by 2020. 22% 22% 15% 22% 10% 10%

Increase the share of female managers at all levels throughout the company annually to reach the optimal gender mix.

36,0% 36,2% 32,5% 33,7% 29,5% 35,2% 29,5% 33,1% 18,6% 22,6%

Increase the share of female leaders in the leadership pipeline to 40% by 2020. 14% 13% 18% 24%

Maintain continued and sustainable increases in the percentage of women in leadership positions.

18,2%*** 23,9%***(Europe)

18,5%24,0%(Europe)

23,1%*** 23,3%12,7%***14,6%***(Europe)

13,8%15,0%

(Europe)15,7%*** 16,6%

5,0%***3,9%***(Europe)

4,9%4,0%

(Europe)3,0%*** 2,9%

By 2016: to have no less than 20% of each gender in all leadership teams. 20,90% 22,00% 13,60% 12,00% 15,00% 18,20% 1 2,00% 1,15% 2





Base: 2012 (31/12/2011) | Status: 2016 (31/12/2015) | *2013 (31/12/2012) | **2014 (31/12/2013) | ***2015 (31/12/2014)

1 Excluding Americas 2 Includes only management team members not all managers

Middle Management Level Middle Management Level

Senior Management Level Senior Management Level


Have by 2018 a female leadership representation of:

• 27% at middle manager level;

• 19% at senior manager level (Junior);

• 12% at senior manager level (Senior);

• 18% at executive level.

15,70% 1 2 21,15% 32,00% 1 31,99%

19,50% 2 3

6,80% 2 3

4,00% 4 5

24,00%

16,00%

12,00%

20,50% 2 3

8,50% 2 3

4,00% 2 3

24,00%

22,00%

11,00%

n/a 4,00% 5,20% 2 8,00%

By 2018, Nestlé is committed to achieve continued annual increases in the percentage of women managers and senior management.

42,0%41,7%

(Europe)

41,8%40,7% (Europe)

32,8% 34,3%27,6%31,2%

(Europe)

33,5%35,5%

(Europe)28,5% 34,0%

25,2%16,9%

(Europe)

29,1%16,8%

(Europe)15,4% 16,1%

Increase the number of women in leadership positions to 35%

n/an/a

(Europe)

35,54%37,00%(Europe)

36,50% 35,98% 23,80% 25,20%n/an/a

(Europe)

30,00%29,67%(Europe)

27,70% 29,10%

By 12/2019:• Increase the share of female executives

to 20%.

• Increase the share of women in the leadership pipeline – senior manager, director and senior director – by 5 per-centage points each by 2019 compared to the 2016 baseline.

n/a (Europe)

32,70% (Europe) 34,95%* 34,23% n/a

(Europe)16,43%(Europe) 15,90%* 19,86% 5,57%* 2,26% 1,75%* 1,60%

• Increase the proportion of women in leadership positions in Spain to 31% by 2020.

• Increase the proportion of women in leadership positions in Europe to 29% by 2020.

• Junior management trainee programme >40%.

• Junior technical trainee programme >30%.

30,80%31,00% (Europe)

33,20%33,39% (Europe)

27,00% 33,42%26,00%25,20% (Europe)

28,56%27,55% (Europe)

19,40% 23,94%8,10%7,95%

(Europe)

9,64%9,60% (Europe)

7,20% 10,97%





Base: 2012 (31/12/2011) | Status: 2016 (31/12/2015) | *2013 (31/12/2012) | **2014 (31/12/2013) | ***2015 (31/12/2014)

1 Gender-split made on FTEs2 Excluding Dansk Supermarked3 Gender-split made on headcount

Middle Manager Level Middle Manager Level

Senior Manager Level Senior Manager Level

Executive Level Executive Level


• Women to represent 20 per cent of our senior management by 2015.

• Women to represent 40 per cent of our 2015 graduate intake.

• 15 per cent of our 2015 graduate intake to be nationals from regions where we are developing new businesses.

19,0%* 18,7% 14,0%* 18,1%

Increase the proportion of women in leadership postions worldwide to 25% by 2017 (Total SAP Group).

29,6% 32,1% 19,5% 23,6% 12,1% n/a

Target corridor of 12-13% by 2015 for the share of women in exempt salary group (ÜT) of Siemens in Germany.

21% 21% 25% 23% 10% 13% 14% 15% 12% 18%

Maximise the number of suitable female candidates that take up a leadership position.

17,0% (Europe)

17,0%*** (Europe) 16,0% 17,0%*** 16,0%

(Europe)16,0%*** (Europe) 16,0% 17,0%*** 4,5%

(Europe)4,6%*** (Europe) 4,0% 4,6%***

Solvay aims to reach a proportion of women in management positions (including executives) of 30%.

20,2%** 21,3% 27,3%** 28,4% 10,9%** 12,8%

By 2015: • 26% women in senior management

positions

• 21% women in executive positions

• 20% women in boards of directors and supervisory boards

By 2020: • 30% women in senior management

positions

• 25% women in executive positions

• 30% women in boards of directors and supervisory boards

50%* 51%

31%*

22%*

15%*

10%*

31%

23%

14%

25%

16%*

2%*

1%*

0,4%*

19%

2%

1,4%

0,4%





Base: 2012 (31/12/2011) | Status: 2016 (31/12/2015) | *2013 (31/12/2012) | **2014 (31/12/2013) | ***2015 (31/12/2014)

Management All Levels Management All Levels

Senior Management Senior Management

Executive Positions Executive Positions

Board of Directors & Supervisory Board

Board of Directors & Supervisory Board


Implement ‘In-Country Local Targets’ across Telefónica to increase the proportion of women to reach 40% in the workforce and 23% for leadership positions by the end of 2016 to ensure we reach 30% of top executive positions by 2020 with ‘relevant increasing’ represenation on boards.

35,0% 1

(Europe)35,8% 2

(Europe) 37,4% 1 37,7% 2 13,0% 1

(Europe)26,9% 2

(Europe) 17,0% 1 19,4% 2 n/a (Europe)

12,0% 2

(Europe) n/a 9,3% 2

Increase the share of females in management positions worldwide to 15% by the end of 2020.

14,3%***14,9%*** (Europe)

14,6%15,1%

(Europe)14,5%*** 14,9%

10,5%***6,7%*** (Europe)

11,6%7,8%

(Europe)8,8%*** 10,2%

Increase the proportion of women on the supervisory board to 15% by 2014.

14%14%

(Europe)

14,59%***13,65%***

(Europe)10% 11,12%***

6%19%

(Europe)

13,68%***22,22%***

(Europe)12% 15,70%***

n/an/a

(Europe)

29#38#

(Europe)n/a 92#

Increase the proportion of women senior executives to 25% in 2020.Get more than 20% of women in the Management Committees (Headquarters and affiliates)

31% 31% 16% 18% 23% 25%

Vodafone’s long term aspiration is to have a 50/50 balance in our population.

Medium term we are aiming to reach 30% females in our tier 1,2 and 3 leaders population.

45,5% (Europe)

42,0% (Europe) 39,1% 36,0% 19,4%

(Europe)24,0% (Europe)

19,3%

20,4%

23,5%

22,0%

24,0%

27,0%

n/a (Europe)

6,0% (Europe) n/a 7,0%





Base: 2012 (31/12/2011) | Status: 2016 (31/12/2015) | *2013 (31/12/2012) | **2014 (31/12/2013) | ***2015 (31/12/2014)

European Round Table of Industrialists Place des Carabiniers | Karabiniersplein 18 a, B-1030 Brussels Tel. +32 2 534 31 00 Email. [email protected]

www.ert.eu

1 Excluding Ireland and Czech Republic2 Excluding Ireland, Czech Republic and UK

Tier 1 Leaders (Top 200)

Tier 2 Leaders (Top 1200)

Tier 3 Leaders

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