NATASA NOVAKOVIC CROATIAN EMPLOYERS ASSOCIATION

Where are all those women?

Research on the representation of women �  it refers to the representation of women in management

positions in Croatian companies �  covered 1,000 of the largest companies based on the criteria

of the revenues from the AFR for 2014 �  was conducted with November 1, 2015

Representation of women on Boards

Men 78% Women 22% 0%

10% 20% 30% 40% 50% 60% 70% 80% 90%

Representation of women on Supervisory Boards

Men 74% Women 26% 0%

10%

20%

30%

40%

50%

60%

70%

80%

Representation of women on SB – publicly listed companies

Men 80.6% Women 19.4% 0%

10% 20% 30% 40% 50% 60% 70% 80% 90%

Representation of women on SB – state-owned companies

Men 73,4% Women 26,6% 0%

10%

20%

30%

40%

50%

60%

70%

80%

Member of the management board Most likely... ...has a University degree ...is an economist ...is between 40 and 44 years old ...can choose between listed and not listed companies ...can choose between MBs with one or more members

But... ...participation in the MB becomes available to him at 25-29 years of age ...participates in governing the company at 60-64, and even at 65+ ...it is likely to have one of the highest forms of education ...may participate in MB with only secondary or even primary school education

Member of the management board

Most likely... ...has a University degree ...is an economist ...is between 40 and 44 years old ...is a MB member in a not listed company ...is a member on a multi-member MB

But... ...participation in the MB becomes available to her at 30-34 years of age ...most likely shall not participate in governing the company after 55 ...is likely to have master´s degree or doctorate ...is not likely to be a member in the MB with only secondary school educ.

No quality and professional women?

Some facts on women on Boards in the EU �  Research shows that companies with higher percentage of

women in top positions (Management and Supervisory Boards) have better organizational and financial results

�  Companies with greater gender diversity achieved 17%

higher increase in share prices from 2005 to 2007 �  Gender balanced Management and SB care more about

business risk control �  Studies have shown that a greater number of women in

Management and SB results in better governance and ethical standards

�  No such research for Croatia (yet)

Challenges

•  inability to harmonize work and private life •  disharmony between advancement and requirements of

everyday life •  the lack of women in senior management •  stereotypes about male and female roles at work and home •  rigid, inflexible working arrangements •  insufficient incentives for taking over more family responsibilities

among men

Generation

Percentageofrespondents

1 1 2

3441

48

4134

25

20 19 19

4 4 7

Whichofthefollowingfactorswoulddriveyourdecisiontoacceptone

job/positionoveranother?*

Other Personalfulfillment/work-lifebalance Personalgrowth/advancement Compensationbenefits

Corporatesovereignty/goodwill

GenY,age19-30 GenX,age31-48 BabyBoomers,age49-66

Source::

KellyServices

©Statista2015

0

100

25

50

75

125

AdditionalInformation:

Worldwide;168,000Respondents;8-19years

The role of the CEO

•  It is important for those who run the company to be active promoters – especially men

•  Organizations that have in top positions leaders who are actively

involved, have more women in top positions and employ, promote and strive to keep women in positions.

•  It is not enough for leaders to decide that a change must be made –

they have to personally implement changes through communication and behaviour.

•  Women in the Workplace 2016 - More than 75 percent of CEOs

include gender equality in their top ten business priorities, but gender outcomes across the largest companies are not changing.

The role of HR

1.  situation analysis – strategy – removal of obstacles – action plan - monitoring

2.  recruitment and promotion – one of three candidates for high positions should be female

3.  mentoring – a balanced number of men and women who are mentors and are mentored; monitoring the process of mentoring

4.  education for women managers – the introduction of special training for women in leadership positions

5.  targets – voluntarily set goals

Voluntary quotas

2014 Erste Group introduced internal voluntary quotas in order to reach: •  35% of women in top Management and in Supervisory Boards

until 2019.

2015 - 28,4% 06/2016 – 28,6%

Leadership programs for women -  DT Group - 43% of women in top manager positions, voluntary

internal quotas -  International educational program „Supervisory Board

Readiness Program” -  The program began in 2014, with the aim of increasing the

number of women in management positions, especially in the Supervisory Boards of companies within the DT Group

-  29 women elected (two of whom from Croatia)

CEA - BASE OF BUSINESS WOMEN

Purpose of the Initiative: · Promoting the principles of diversity and inclusion at management levels with the goal of increasing the values of (co)ownership shares · Development of a strong network of business leaders devoted to the principles of inclusion and diversity at the highest levels of business · Support for advancing and strengthening the existing channels of development, finding and selecting highly qualified candidates for managements bodies

CEA - BASE OF BUSINESS WOMEN

The list has been composed based on similar initiatives, such as: · Global Board Ready Women Initiative (GBRW) http://europa.eu/rapid/press-release_IP-12-1358_en.htm · European Network for Women in Leadership (WIL) http://www.wileurope.org/ · Canadian Board Diversity Council (CBDC) - Diversity 50 List https://www.boarddiversity.ca/diversity-50 · Women Corporate Directors (WCD) http://www.womencorporatedirectors.com/

SOME FACTS....

•  The list is available to the public on the CEA website •  It includes the personal profiles of women who have met the

qualification criteria •  It is updated two times a year •  After second round we have 77 woman •  In six months two of them made a progress in their carrier http://www.hup.hr/EasyEdit/UserFiles/BAZA%20ŽENA/1.%20Baza%20zena_web.pdf

AMBASADORS OF THE BASE 1.  Maria Anargyrou-Nikolić, General Manager of Coca-Cola HBC

Croatia, Slovenia and Bosnia and Herzegovina 2.  Zrinka Bokulić, CEO of Laguna Novigrad 3.  Gordana Deranja, CEO of Tehnomont 4.  Nikolina Dizdar Čehulić, member of the Board of Pliva 5.  Ivana Gažić, CEO of the Zagreb Stock Exchange 6.  Olivija Jakupec, member of the Board of Podravka 7.  Vedrana Jelušić Kašić, EBRD 8.  Ljerka Puljić, member of the Supervisory Board of Agrokor 9.  Ksenija Punčikar, member of the Board of Belupo 10.  Nelsi Rončević, member of the Management Board of Splitska

Banka 11.  Nataša Rapaić, member of the Management Board of HT 12.  Ivana Šoljan, member of the Board of IN2

“I tell my daughters to have their voice in this world, and it became clear I needed to roll-model that.” -MELINDA GATES