You want to move the Gender Balance needle in STEM? Involve men!
McKinsey and Lean In research indicates that industries have a long way to go in Gender Balance. While strong CEO engagement is mandatory, it is not sufficient to cascade sustainable change through an organization. In Nokia, men represent 78% of our employees – and as stated by the European Commission, “More attention should be paid to how men are involved in the achievement of gender equality.”
In 2016, 1900+ Nokia leaders and managers, a majority of men, were given training on Gender Balance and Unconscious Bias. Participants left with the mission to become agents of change in our company armed with best practices, which they could immediately implement with their teams.
- A leader from Germany ran a ‘reverse mentoring’ initiative across his organization, gathering 13 pairs of mentors and mentees who were then charged to assemble a list of concrete actions to implement Gender Balance in their working environment.
- The StrongHer employee network, a gathering of 1,500 employees, 22% of whom are men, across 60 countries, was selected by the ITU as an example of how to bridge the gender digital divide in corporations in 2016. Today, the StrongHer network is organizing events around the world to celebrate International Women’s Day.
We are already witnessing steps in the right direction, and we are proud to share that the percentage of women in Nokia, among Nokia managers and leaders, has increased by 2 points since the end of 2015. Concrete actions. Concrete results. More must be, can be, and will be done to realize our long-term gender balance objective at Nokia. Every short-term success is a step toward getting us there.
Share your thoughts on this topic by replying below – or join the Twitter discussion with @nokia using @UNBBCOM @ITU and @Strong_Her with #ICT4SDG #SDGs #diversity #WomeninSTEM #StrongHer #beboldforchange #IWD2017