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Agenda • Brief Introduction of PRME Jonas Haertle, Head, PRME Secretariat • Introduction to the Women’s Empowerment Principles Lauren Gula, Human Rights Adviser, UNGC • Symantec’s approach to the WEPs Cecily Joseph, Director, Corporate Responsibility, Legal and Public Affairs • Gender and MBA Professor Elisabeth Kelan, Kings College • Possible next steps for PRME: Working Group on gender issues and implications for MBA curriculum. Jonas Haertle, Head, PRME Secretariat 21 January 2011 Principles for Responsible Management Education • A UN-backed initiative to change the curriculum, research and learning methods of management education based on the values of the United Nations Global Compact Business Case for PRME • 2010 UN Global Compact – Accenture Study of over 750 Chief Executive Officers: – Sustainability and corporate responsibility business-critical: 93% of respondents believe that sustainability issues are important or very important to the future success of their business. – Recent crises have increased the business value of sustainability: 80% of CEOs believe that the economic downturn has raised the importance of sustainability as an issue for top management. – Management education has a vital role to play in driving progress: 88% of CEOs surveyed believe that to reach a “tipping point” it is important that educational systems and business schools equip future leaders with the mindsets and skills needed to manage sustainability. PRME’s Value Proposition • Framework for business schools and academic institutions to position themselves as innovators and leaders in integrating sustainability and long-term value creation into management curricula and research. • Giving participants access to a global learning community of like-minded academic leaders and faculty. • Serving as a means to recognize an organization’s efforts to incorporate sustainability and corporate responsibility issues in teaching, research and internal systems. Who Participates • 340+ business schools and management-related academic institutions • 28 of the Financial Times’ top 100 business schools PRME Steering Committee Activities • Credibility through Reporting: Sharing Information on Progress every 18 months • Growing number of activities: – Working Groups on • • • • • Anti-corruption Poverty as a Challenge in Business Education Climate Change Business and Peace Sharing Information on Progress – PRME Global Fora, conferences and workshops Thank you [email protected] www.unprme.org Women’s Empowerment Principles Equality Means Business Women’s Empowerment Principles in Brief 1. Establish high-level corporate leadership for gender equality. 2. Treat all women and men fairly at work – respect and support human rights and nondiscrimination. 3. Ensure the health, safety and well-being of all women and men workers. 4. Promote education, training and professional development for women. 5. Implement enterprise development, supply chain and marketing practices that empower women. 6. Promote equality through community initiatives and advocacy. 7. Measure and publicly report on progress to achieve gender equality. For more information, please contact: • Laraine Mills, UNIFEM (part of UN Women): [email protected] • Lauren Gula, UN Global Compact Office: [email protected] Gender & Business Cecily Joseph Director, Corporate Responsibility, Legal & Public Affairs Corporate Responsibility Update 14 About Symantec Confidence in a connected world Fast Facts FY10 Revenues: $6 billion World’s fourth-largest independent software company More than 17,500 employees Operations in more than 40 countries Flagship products include Norton products and services #353 on the 2008 Fortune 500 Corporate Responsibility Update 15 Corporate responsibility update 1 “ Enrique Salem, President and CEO Leadership in corporate responsibility advances our stakeholders’ interests and strengthens our own competitive positioning. . . . Our entire business centers around our responsibility to protect our customers and provide them with simple and secure access to their information. We invite you to learn more about the ways we define this responsibility and the progress we are making against our environmental, social, and governance goals. ” Corporate Responsibility Update 16 Recent Milestones Engaging stakeholders Greening operations Supporting climate-change legislation Adopting gender principles Communicating progress The Prince of Wales’s Copenhagen Communiqué on Climate Change 2010 Corporate Responsibility Report Shares our progress and continuing work to advance Symantec’s environmental, social, and governance performance. Online format allows for more direct dialogue with stakeholders. Corporate Responsibility Update 17 Corporate responsibility update 3 Symantec Gender Equality Highlights… Strategic Priorities • Gender training and education • Resource Group for female employees (mentoring/leadership) • Partner with non profits globally to promote gender equality • Participate in thought leadership Partnerships Symantec invests in global programs to support women and girls: • CARE • Room to Read • Global Fund for Women • Vital Voices Recent Key Actions to Promote Gender Equality • Symantec signed the recently launched UNGC/UNIFEM Women’s Empowerment Principles • Symantec funded the development of an online tool for businesses to asses gender equality • Symantec participates in GRI gender working group to Corporate Responsibility Update 18 Corporate responsibility update 5 Our Published Gender Goals • Establish development goals for 100% of topperforming technical women • Increase understanding of ‘gender’ issues in the workforce and among customers • Increase representation of women in leadership from 25 percent to 27 percent Corporate Responsibility Update 19 Thank you! Copyright © 2010 Symantec Corporation. All rights reserved. Symantec and the Symantec Logo are trademarks or registered trademarks of Symantec Corporation or its affiliates in the U.S. and other countries. Other names may be trademarks of their respective owners. This document is provided for informational purposes only and is not intended as advertising. All warranties relating to the information in this document, either express or implied, are disclaimed to the maximum extent allowed by law. The information in this document is subject to change without notice. Corporate Responsibility Update 20 Gender and the MBA Dr Elisabeth Kelan, King’s College London Gender and the MBA The top 10 MBA programs in the FT ranking have an average female enrollment of 34% (Kelan, 2010) This figure has not changed substantially in the last 10 years Law and medical schools enroll around 50% women Business schools have tried to recruit more women through scholarships, women-only courses and part-time options The culture of the MBA program has to change to appeal more to women Educating future manager (Kelan & Dunkley Jones, 2010) Ethics • Most MBA programs have a compulsory module on ethics and CSR Gender • Nothing comparable in relation to gender and diversity exists Future Managers • Should educated understanding the business benefits of diversity and how to manage diversity Gender and the MBA (Kelan & Dunkley Jones, 2010) Ignoring gender – being an individual Experiencing gender discrimination – e.g. team work Recommendations (Kelan & Dunkley Jones, 2010) Stand-alone modules on diversity are often met with resistance A more subtle approach of weaving gender and diversity into the curriculum is needed References Kelan, E.K. and Dunkley Jones, R. (2010) ‘Gender and the MBA’, Academy of Management Learning and Education, 9,1, 26-43 Kelan, E. (2010) Gender issues should be integral to MBA course, Financial Times, 9 July 2010 Open Discussion During open discussion, click “Raise Hand” on the top left hand side of your screen. The moderator will then call on participants in the order in which they raised their hand. • To add to this discussion please send comments, suggestions or questions to Ms. Lisle Ferreira at [email protected]