EQUALPOWER • 2019 / ISSUE 9 •
eMagazine for equality and diversity
MACEDONIA, SLOVENIA, EUROPE
EQUALPOWER
CHIEF-EDITOR EXECUTIVE EDITORS EDITORS
mag. Natalie Cvikl Postružnik Lejla Saban, Monika Aksentievska Nina Klančnik, Martina Špiljak Danaja Postružnik
DESIGN
Insights d.o.o., Slovenia
eMagazine is part of the activities and tools, conducted within the project Equal Power to the Women by Izida Vita, Slovenia in cooperation with Institute of Communication Studies, Macedonia en.izidavita.si, gorazd@izidavita.si Cover photo: Maja Ahac, ADRA Europe Project Equal Power to the Women is partially financed by the Ministry of foreign affairs of Republic of Slovenia Disclaimer: The content of the eMagazine represents the opinions of the authors and is not the official position of the Government of the Republic of Slovenia
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PROLOGUE NATALIE CVIKL POSTRUŽNIK ALL GOOD THINGS COME TO AN END
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INFOGRAPHICS ON GENDER INEQUALITY, MACEDONIA
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PERSONAL VIEW
NATALIE C. POSTRUŽNIK
MAJA AHAC ROSE-COLORED GLASSES
MAJA AHAC
Mirna Radošević
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WORLDWIDE FACTS ABOUT GENDER INEQUALITY
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5 EVERYDAY ACTIONS YOU CAN TAKE TO SUPPORT GENDER EQUALITY
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SUCCESS STORY VENERA GELEBESHERVA KRSTIK AN INSPIRATION FOR OWN VINERY
Svetlana Pešovska VENERA GELEBESHERVA KRSTIK
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SANJA MEŠTROVIĆ ARE YOU LEADING AS A MAN OR A WOMAN? IT DOES NOT MATTER – AS LONG AS YOU ARE NOT AN ASSHOLE!
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SANJA MEŠTROVIĆ
ELEVATING WOMEN IN LEADERSHIP BY MARTINA ŠPILJAK, ADECCO
ALL GOOD THINGS COME TO AN END Natalie Cvikl Postružnik Head of the project Equal Power to the Women
PR
GU O L O
E
The project Equal Power to the Women was born out of necessity to make the change and be the change for a better world in terms of gender from me and my husband or our three girls. In these three years of project duration, from 2017 until End of 2019, we can notice some progress in the field of gender equality on one hand; and on the other, some numbers are even more troubling as they were at the start. Hence I like to consider the end of our project actually as the beginning of the end of the era, when this issue will have to be addressed.
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This is the last e-magazine that is published within the project Equal Power and therefore it is a bit more personal as were the previous. We need to be the change, to paraphrase Gandhi. Don’t pretend it doesn’t concern you. It does. Still, after all these years. It started in 1909. Hundred-and-ten years later we are still reaching out for more equality, still talking about problems in education, funding, resource accessibility, gender pay gap etc.
How is this even possible? Don’t pretend, you don’t notice different approaches, different possibilities, different opportunities for men and women. Don’t! Because differences are here. Act now.
INFOGRAPHICS ON GENDER INEQUALITY
MACEDONIA
Authors: Mitrova, Vasilova, Ristin, Equal Power, ICS program »Integrated marketing communication« under the supervision of senior lecturer Natalie Cvikl Postružnik | 05
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ROSE-COLORED GLASSES NA L
Maja Ahac
SO PE R VIEW
Maja Ahac, Advocacy Coordinator, ADRA Europe It's interesting how certain people unknowingly touch my life and change it forever. Violette was only part of my life for one hour of my time. She and her words have long outgrown our physical encounter, which took place on a steamy September day in a secluded village in the heart of Africa. I heard a hushed giggle, almost a timid laugh. I turned to see where it was coming from. Mothers gathered at the door of the classroom. Violette was among them. They heard that something unusual was going on at the school and came to see if everything was okay with the children.
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The children sat motionless at wooden school desks and with wide-opened eyes watched ghosts or "mzungas," as white people call us in Burundi. Mzungu is a word that is neither positive nor negative. That's what it is ... a word for a white (wo)man in the middle of black Africa. Later that day, I escorted Violette and her children to their home near the school. I was curious how "our" school changed the lives of her children. We share the same age with Violette and the fact that we are both mothers. She's the mother of eight, I of three kids. Usually, women in Burundian society have no say. And it was no different when I visited her family at their home. Father constantly emphasized how nice it is to have a school so close, how he helped build it himself, and how important it is for all children, including daughters, to finish school. “You know, if they go to school, then we don't have to get married so early. The girls marry later and have no children when they are children themselves. ”
Even though I know the facts and figures about child marriages, personal stories always shock me. Children should be children. Have them go to school, do stupid things and kick the ball. A nearby school gave Violetta's girls a childhood. Violette was quiet throughout my visit. I watched her secretly. At some point I just couldn't handle it anymore. I asked the translator to translate my words, “Violette, what do you like best about new school?” She paused for a moment as if she were weighing words and afraid to say them. Then she slowly began to explain, “I like that you came. Woman. You showed my daughters, our girlfriends, that women too can achieve something in life. Mhmm. Yes, I like that. I love that you led this school project. And you've proven that a woman can do it. " Since that day, Violette has been a part of my life. Her words changed me and my own perception of life. If we are to.
change things and achieve equal opportunities for both women and men, then women and mothers must become role models to their children, especially daughters and support one another.
Gender equality is not only a basic human right, it is the basis for ensuring a peaceful, developing and sustainable world. Still 750 million girls marry before the age of 18, 200 million women and girls have genital mutilation through circumcision, and every fifth woman in the world has experienced physical or sexual violence. The world will be better for everyone: • when there are no more gender differences, • when no one else will perform harmful practices such as girl and female circumcision, child marriages, premature and forced marriages,….
• When we recognize in society the value of unpaid work within the home and distribute it equally among all family members, • When we provide all children with access to education, health and social care, • When women have equal access to paid work and are involved in decision-making processes in both the political and economic fields. When I visited Violette some time ago, I wanted to see a change in the environment because of “our” school. Undoubtedly the school has brought about a change. However, the biggest change happened in me. The realization that I live in an environment with great privileges has forced me to rethink the responsibilities I have to my children and to humanity. I am a woman who can change the world…. for ourselves, for Violette and for our children. For all.
And that's why I do it. Because of Violetta.
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Source: https://firstperson.oxfamamerica.org/2017/03/5-everyday-actions-you-cantake-to-support-gender-equality-and-theyre-not-all-what-youd-expect/: https://www.girleffect.org/
E X P L O R E
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5 everyday actions you can take to B A R C E L O N A E D I T I O N support gender equality
1. Encourage the kids in your life to play as they wish If you go to any toy store, the section marked for boys has sporting equipment, action figures, and race cars. The section for girls? Princess dolls and play vanity sets. What messages do we send when these are the general choices we give our kids? Let’s take a moment to challenge our own stereotypes of what toys our sons or daughters playing with. 2. Support films and media with women as leads and directors From 2002-2012, less than 5 percent of the top 100 box-office domestic releases were directed by women. The lack of representation in mainstream Hollywood has warranted attention and concern from average moviegoers to celebrities. The organization Miss Representation works to also combat harmful stereotypes and sexism in the media. 3. Stand up to street harassment Some studies show that 80 to 90 percent of women have been harassed in public. Luckily in today’s world of social media, local activists in 84 cities and 25 countries have powered together to grow Hollaback!, a movement to end street harassment. They’ve even made simple infographics on how to respond to street harassment if you experience it yourself and what you can do as a bystander if you witness catcalling on the street. 4. Include boys and men in the conversation A common misnomer is that gender equality only means focusing on women, but as the name implies, it’s about equality of the genders. Both men and boys need to be included in the conversation and more so, be advocates of change for themselves and the others around them. 5. Use social media to bring attention to gender imbalances Have you ever read a list about top people in professions and see women barely represented (or no women, in the case of The Economist’s Most Influential Economists of 2014)? You can use social media for bringing attention to gender imbalances. EQUALPOWER
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Worldwide facts about gender E X P L O R E | B A R C E L O N A inequality
E D I T I O N
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Извор: Forbes
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THE STORIES FROM THE CHILDHOOD – AN INSPIRATION FOR OWN VINERY VENERA
GELEBESHERVA
OENOLOGIST THE
AND
JOSTELA
KRSTIK,
OWNER VINERY
“As an oenologist, I like working at the wineries, where it’s creative and dynamic. The secret to good wine is combining science and the conditions at the cellar.” says Gelebesheva Krstik. Venera works at the “Skovin” winery, but last year she became the owner and manager of her family’s wine cellar “Jostela”, which exists since 2005. Her favorite part of the job is the production and taking care of the wine.
VENERA GELEBESHEVA KRSTIK GREW UP WITH THE SCENT OF THE FERMENTED WINE AT HER FATHER’S WINE CELLAR. LIVING BY HER LIFE’S MOTTO “LUCKY ARE THOSE WHO LOVE THEIR JOB”, SHE ENROLLED AT THE FACULTY OF AGRICULTURE IN SKOPJE. AFTER GRADUATING, SHE WORKED AT THE FACULTY AND DEVOTED HERSELF TO THE SCIENCE AND STUDY OF THE GRAPES. SEVEN YEARS LATER, SHE DECIDED SHE WANTED TO WORK IN PRODUCTION AND WENT TO WORK AT A WINERY.
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Venera says she built her business from her own funds and she invested all of her earnings in the family winery. “My position brings benefits, but it also requires great responsibility. Being a director of production and a major oenologist in a large cellar (a position I was in for 9 years) is not a simple task. In order to have a better product and success, you need teamwork, balance between the differences and to find common ground with everyone so you can organize your entire production process well. I apply this principle of work in my winery and I believe it’s successful” says Venera. Her mentor is and has always been her father. Not only did he pass on his love of wine to his daughter, but also the secrets for maintaining and managing the business. In the winery sector in Macedonia there are a number of women oenologists, yet very few owners of wineries. “For the last decade, more women are in managerial positions and are equal to men in managing positions. Women have better organization skills, which is probably predetermined for them because they often organize their home life, family and children.
SS E C SUC RY STO
This ability is especially noticeable when they are on managerial functions in a company and when the work is complicated, they know how to find a quick and proper solution to the problems” says Venera. When it comes to business, it doesn’t matter whether you’re male or female, the most important thing is to establish a friendly relationship with the employees, to have understanding for each of them, for their personal and family problems, to help them when they need it, but also to motivate them. For Venera, this is the secret to success in any business, but also the opportunity to challenge the competitors. “The competition in the wine business is very tough and I would say disloyal. Diversity is what keeps us on the market. We try to make our wines different from the others, we want to have something that will be recognizable by our customers. Our approach to clients and the way we present our wines is different.” explains Venera. Her message to women is: “Don’t be afraid. Every beginning is difficult, but the merits and benefits come later on. There is always enough time to coordinate your personal life with your professional one. When a woman is successful in her career, she’s fulfilled and she appreciates herself more.” Venera is a wife and a mother. She receives great support in what she does from her husband and son. She gets the best and sincerest feedback from her friends.
Are you leading as a man or a woman? It does not matter – as long as you are not an asshole!
Author: Sanja Meštrović, SAP Croatia I don't get it?!? What's the big fuss lately about Women in Power, #metoo movement, commercials like “But girls aren’t worth any less than boys” and the (r)evolution of the role of women in today's society? Don’t not get me wrong – I do support women’s equal rights. But even more so I support HUMAN’s equal rights. What makes me wonder is why in today’s society there is a sudden focus on it?!? Maybe my lack of understanding comes from the fact that when I was 6 years old, my Mum was diagnosed with a form of leukemia and doctors told her that if she is lucky, she will live for only 6 months. 33 years later she is still live and kicking. And she is doing well, because it was my Dad who helped her through this illness and life.
He took on the role of housekeeping, while my Mum was fighting for her life. Such family environment thought me that there is no difference between man’s and woman’s jobs. That both, the man and the woman are equally important in raising a child and providing for the family. On the other hand, it's not like women were not in power before. Through centuries we have seen women: - Influence the raise of Empires – like Cleopatra did in Egypt or Queen Elizabeth (I and II) as well as Queen Victoria did for England. - Foster scientific discoveries – as did Marie Curie. - Make the world better – in the way Mother Teresa did for the poor in India.
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So, what can an organization do to help it’s people thrive by getting the best of both worlds?
The number of amazing women that contributed to the well-being of humanity, could go on and on… The truth is that now, more than ever, women are empowered to raise to the top – if they choose to. There are conferences that are advocating it. Magazines are featuring it. Social Media is buzzing about it. It’s all over the place. Sometimes I believe that it is just a PR trick to raise awareness about UN’s Gender equality KPIs’, because it is on the agenda of today’s world leaders under UN’s 17 Sustainable Development Goals. And Gender equality seems an easy goal to get to. At least much easier than developing an action on improving world’s climate…and even that we leave to women. The underaged ones - like of Greta Thunberg, a 16-year old climate activist.
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Embrace the yin and yang: Balance wins If we transfer this premise now into the business context, the way I see it is that both, men and women, are necessary for the balance of energy and power in an organization. One can not exist without the other. Otherwise it is imbalanced – just like the yin and yang. Every man has elements of a woman’s energy…and every woman can find some male traits in her. In her TED talk, Paula Stone Williams who was the CEO of a large religious NGO, preacher and host of a national television show, talks about her transgender experience where she lived on both sides and is able to tell how she is being treated differently as a woman, than when she was a man. Even more so, with a great sense of humor she is able to look back on how unfairly she was treated in the workplace when she lost all her jobs. That takes me to my second point… Never support bullying: apply the “no asshole rule”! As Robert Sutton, my professor at Stanford University, puts it in his book “The No Asshole Rule” “bullying behavior in the workplace worsens morale and productivity”. A rule is suggested to screen out the toxic staff—the no asshole rule. The author insists upon use of the word asshole since other words such as bully or jerk "do not convey the same degree of awfulness". In terms of using the word in the book's title, he said "There's an emotional reaction to a dirty title. You have a choice between being offensive and being ignored”.
There are two tests that can help you recognize “the assholeâ€?: 1. After encountering the person, do people feel oppressed, humiliated or otherwise worse about themselves? 2. Does the person target people who are less powerful than him/her? ‌and be wary: the “no asshole ruleâ€? does not only apply to bosses or people on high management positions. They can be anyone and everywhere, on every level of the organization. They are the ones sending scornful e-mails, starting gossip, disseminating sarcasm, exalting themselves through shaming and humiliation‌and in general, they just make people feel bad. So, what can one do to increase diversity and empower equality in an organization? Empower accountability and authenticity Facebook COO Sheryl Sandberg, in her TED Talk offers 3 advises on how women can make their way to the top: 1) Sit at the table: reach for the opportunities that are presented to you with confidence and believe that you can succeed and that you do deserve the success.
2) Make your partner a real partner: share the house work and life activities with your partner, do not take all the weight only on your shoulders. (Just like my Mum did đ&#x;˜Š). 3) Don’t wieve before you leave: this happens often to women who chose to have a family. And the message here is “don’t make decisions too far in advance, keep your pedal on the gas till you actually leaveâ€?. In my own humble opinion, the advice for organizations that want to foster gender equality is: 1) Empower employees to take accountability for their own development and career. Help employees manage you, as their manager. Ask them how they want to develop themselves and where they see their career going. Give them the chance to take a seat at the table. 2) Be authentic, irrespective if you are a leader or an employee. Be genuine. Be who you are. Become aware. Accept your-self with your best traits and all your flaws. Because that is the only way you can avoid being an asshole. ‌and if you are a parent, do your best to raise both - boys and girls - into decent and kind HUMANS so all of us will get the best humanity can get (courtesy Gillette).
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ELEVATING WOMEN IN LEADERSHIP Dissappointing progress
It is reported that the percentage of women in senior roles is in decline (24% in 2018, 25% in 2017)1. Even though 75% of businesses have at least one woman in senior management, 25% of global businesses have no women in senior management. In 2017 women in executive roles in Fortune Global 100 companies were 22% in the Americas, 15% in Europe and only 4% in Asia. The EU study In a recent study, Lee Hecht Harrison (LHH, an Adecco group company) explored what’s working, what’s not and what has the most impact to help companies create the inclusive workplaces required for women to advance. We surveyed more than 500 individuals from France, Netherlands, Spain, Switzerland and the UK, representing human resource executives and leaders who are responsible for helping their organisations build stronger leadership pipelines. There was a cross-section of over 20 industries represented and organisations in size from under 250 employees to over 10,000 employees. Here are interesting findings for you: The five most distinguishing behaviours & beliefs in women who advance 1. Advocate on own behalf 2. Network with important stakeholders 3. Exhibit a high degree of confidence 4. Influence upward in the organisation 5. Have a clear career plan
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Martina Špiljak, Manager, Adecco Croatia
The top four aspects of a gender inclusive culture
Four organisational practices that elevate women
1. The organisation is known as a good place to work for females 2. Leaders create equal opportunity and a consistent experience for all employees 3. The organisation recognises and leverages senior female leaders as role models 4. Leaders are committed to gender diversity
1. Gender bias-free people practices 2. Develop people leader skills to manage diverse talent 3. Address pay equity 4. Provide flexible work
The top five differentiators of champions of female talent 1. Provide coaching and feedback that includes better understanding of broader business goals and metrics 2. Support flexibility to manage work schedules or location of work. 3. Provide equal access to meaningful stretch projects that are tied to strategic business objectives 4. Give females exposure and profile to senior leaders and decision makers 5. Recruit and promote from a diverse pool of candidates.
What is the way forward? Organisations need to pull several levers at the individual, cultural and organisational levels to make meaningful change. Women need to believe that leadership is a possible career path for them and engage in deliberate ongoing planning. Leaders need to actively champion female talent and create opportunities for women to grow and advance. Organisations must continue to support women in their development, offer meaningful formal practices and hold leaders accountable for creating an inclusive environment. When these initiatives are implemented effectively, movement will occur.
ELEVATING WOMEN IN LEADERSHIP PROGRAM BY ADECCO
Martina Špiljak, Manager, Adecco Croatia Elevating Women in Leadership program (by Adecco) The vision for the Elevating Women in Leadership program is to align to the three dimensions that truly drive change and deliver results and to provide a rich experience that accelerates the development of female leaders, provides a pipeline of women who will inspire, drive results and take on future leadership roles. We combine world-class development with contemporary gender diversity research gained from over a decade of experience developing female leaders globally. Workshops (excusively for female) include: 1. SHIFTING YOUR MINDSET a. Start with insight b. Examine your mindset and beliefs c. Lead with personal vision 2. RAISING YOUR STRATEGIC VALUE a. Work at the right level b. Communicate Strategically c. Network to be Influential 3. INCREASING YOUR PRESENCE a. Project confidence and Presence b. Influence UP c. Develop Resilience and Boundaries Additional workshop: Advance Female talent – a workshop for people managers (both male and female).
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eMagazine for equality and diversity MAKEDONIJA, SLOVENIJA, EVROPA