2020 // NORWAY 1 - SHE Community

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2020 // NORWAY 1 - SHE Community
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2020 // NORWAY
2020 // NORWAY 1 - SHE Community
ONE SMALL STEP FOR
    GREATER GENDER EQUALITY

    We are very pleased to share the                    the women themselves; society as such and all
    SHE Index 2020 – Powered by EY.                     the participants within the corporate world. We
                                                        want to support and motivate the corporate
    Even though we live in a world where                world to embark on the changes needed, while
    “change is the new normal”, some changes are        striving for gender equality. Let’s embark on
    too slow. The World Economic Forum contin-          this journey together. Let’s strive for gender
    ues to report that it will take two centuries       equality, laying the foundation for diversity and
    for women around the world to experience            bringing this to life through inclusion.
    full economic parity, unless we see an in-
    creased step change.                                The SHE Index is a catalyst for encouraging
                                                        stakeholders to focus on diversity and gender
    As an essential part of Diversity and Inclu-        equality within the whole workforce including
    sion (D&I), gender equality is the common           at leadership level, by addressing the relevant
    denominator within all categories, spanning         data including aspirations and actions. By join-
    from age, disability, race and ethnicity, to sex-   ing the Index, companies have taken an impor-
    ual preference etc. If we struggle to achieve       tant step in being a part of the journey towards
    gender equality, we will never experience           gender equality. Even though we have seen a
    the competitive advantages D&I bring to             significant increase in companies joining the
    the corporate world. We need to do better!          Index, we encourage more to do so.
    We need to ensure that the corporate world
    mirror society, including our demographic           If you want to go fast, go alone. If you
    composition and the potential work force.           want to go far, go together. Be a part
    There are many stakeholders on this journey;        of the change you want to see!

             HEIDI AVEN, CEO & FOUNDER, SHE COMMUNITY & CHRISTIN E. BØSTERUD, CEO, EY NORWAY
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2020 // NORWAY 1 - SHE Community
SHE INDEX REPORT                                     THE SHE INDEX &
                                                     WHY WE STILL NEED IT

                                                     In 2020 most of us intuitively know that           We believe that motivating the corporate
PAGE 5                      PAGE 12                  diversity matters – and that inclusion brings      world to address gender equality and
THE SHE INDEX &             THE SHE INDEX            everything to life. This does not only make        diversity as business issues, is essential
WHY WE STILL NEED IT                                 sense from a social point of view – it also        in the transformational journey. We also
                            PAGE 14                  makes sense in pure business terms.                believe that this shift will be beneficial
PAGE 7                      KEY FINDINGS                                                                from a financial point of view and support
CREATING THE INDEX                                   Unfortunately, even though we hold                 the corporate world in adapting to new
                            PAGE 20                  this knowledge, change is coming too               markets and new challenges. Innovation and
PAGE 8                      TOP THREE COMPANIES      slow. Waiting another two centuries for            creativity are examples of essential building
                            IN THE INDEX             gender equality, as predicted by the World         blocks in our society that prosper when
OUR GOALS
                                                     Economic Forum, is too long!                       driven by diverse teams. Therefore, we (still)
                                                                                                        believe that the SHE Index powered by EY
PAGE 9                      PAGE 22
                                                     Even in our country, gender differences            is an essential tool in benchmarking and
EXECUTIVE SUMMARY           TWO COMPANIES WORKING    and lack of diversity and inclusion, is visible.   driving change. We believe that measuring,
                            TOWARDS GREATER GENDER   While Board of Directors in listed companies       sharing, and reporting, reinforced by bold
PAGE 10                     EQUALITY                 are required to have 40% or more women,            leadership, will support equality at all levels
HOW TO READ THE SHE INDEX                            the number of female leaders has not               including top management, thus, reflect the
                            PAGE 24                  changed significantly during the last              demographic harmony of our population and
PAGE 11                     THE APPENDIX             10 years.                                          the admissible work force.
WHY

                                                                      It’s time to walk the talk
                                                                   and agree that actions do speak
                                                                         louder than words!

4                                                                                                                                                    5
2020 // NORWAY 1 - SHE Community
CREATING THE INDEX

    When we first set out to create the SHE Index           nizing that lack of gender balance and lack
    powered by EY, our goal was to find a way to            of diversity is a common business issue –
    document how far individual companies had               not linked to the size of the company.
    come with regards to gender balance, espe-
    cially at leadership level.                            • In addition to reporting the numbers,
                                                             the Index offers an incentive for organiza-
    Thus, we wanted to create an index that                  tions to create change within their business,
    would reflect the true status of gender equali-          as the Index measures the actions compa-
    ty in corporate life. In addition, we wanted to          nies have taken to improve gender equality.
    find a way of understanding the underlying               We trust that these actions will form the
    factors in achieving progress with respect to            basis for a wider talent base to be consid-
    equality. The first Index was limited to the ma-         ered when future leaders are identified.
    jor listed Norwegian companies. The number               We have therefore shifted the weighting,
    of participating companies participating in the          whereas 40% of the index account for the
    Index this year, has almost quadrupled from              actions taken by the companies vs. previous
    the start in autumn 2018.                                indexes applying 20%. This allows us to see
                                                             the current situation merged with a peek
    This edition has been slightly changed vs. pre-          into the future.
    vious editions, partly due to feedback from
    our reference group. The changes are:                  Many companies have shown remarkable
                                                           progress in changing what has been a work
    • Highlighting the overall D&I agenda by cat-          culture for decades. Most importantly, we
      egorizing the wider topic, hence, embedding          need to see the willingness and the action to
      age, race, ethnicity, disability, religion, sexual   create a better and more diversified future,
      preference – in addition to gender, thus,            fully recognizing that change takes time.
      recognizing that gender is the common
      denominator in all diversity categories. We          In the appendix you will find useful informa-
      have also stressed that without inclusion,           tion about the questionnaire and a full over-
      the gain from diversity is not recognized.           view of the composition and weighting of the
                                                           Index. As in previous indexes, we would like
    • Opening the index for a wider community              to stress the fact that we fully depend on the
      thus measuring not only the developments             information shared by the participating com-
      within the largest companies. This is recog-         panies. We do not audit the information.

6                                                                                                          7
OUR GOALS                                                                                             EXECUTIVE
                                                                                                      SUMMARY

OUR AMBITION                                       SUPPORTING AN                                      We are proud to announce that we have had a
By developing and sharing the SHE Index            EMPOWERING ENVIRONMENT                             7% increase in the number of companies that have
powered by EY we strive to accelerate              Leaders who are willing to acknowledge the         joined the SHE Index powered by EY since the
change both with respect to gender equality        need for change, and who show willingness to       previous report in the autumn of 2019.
and diversity as such. We encourage private        create an environment that is empowering to
and institutional investors to look out for        all, also create trust. Employees who feel trust   72% of the companies that participated in the last
gender balance at all levels, when considering     and support from their leaders, are more           report, participated again this time. At the very top
their portfolio.                                   prone to excel in their work and thus creating     of the list with the highest scores, we have Making
                                                   more value for the company.                        Waves. This company is followed by Telenor and
SUPPORTING BOLD LEADERSHIP                                                                            OBOS coming in third.
We want to see leaders who are willing and         INSPIRATION INTERNALLY
able to define new strategies, set goals and       AND EXTERNALLY                                     The average score shows that women constitute
implement practices that will contribute to        The Index measures the practices imple-            39% of Board of Directors, but only 22% of the CEOs.
diversity and equality.                            mented for change. Seeing how companies            Furthermore, 31% of top management are women,
                                                   put work and effort into ensuring equality is      and of Management that reports to top management
ENCOURAGING TRANSPARENCY                           inspiring. Not only for the company itself, but    women are at 36%. 73 out of the total of 98 companies
By being part of the SHE Index powered by          also for other companies, for their employees      have a Gender Equality Policy. Regarding sectors, the
EY, the companies have accepted to parti-          and for the future leaders and workers             Telecommunications, Media & Entertainment sector
cipate knowing that the scores will be made        of tomorrow.                                       has the highest overall score with 72 points on average.
available to the public. We trust that this also
drives change internally within the organiza-                                                         The following three sectors are Banking & Capital
tion, recognizing the steps needed to support                                                         Markets, Construction & Real Estate and Insurance
the business case of gender equality. Trust                                                           all with 67 points (small decimal variations separate
and transparency are key components                                                                   these three).
of change.

WHAT IS MEASURED,
CAN ALSO BE CHANGED.
Numbers do not lie and can form a valuable
basis for change. We trust that the Index and
the individual scores support companies in
moving away from practices that do not sup-
port equality – towards constructive practic-
es supporting equality, diversity and inclusion
at all levels.

8                                                                                                                                                                9
HOW TO READ THE SHE INDEX                                                                            WHY?
We do of course offer full transparency with       This year, we’ve made some important              We have adjusted the weighting of the Index because we want to have
respect to the framework, the questionnaire        changes to the SHE Index:                         more focus on the policies and practices that will create a long term change.
and how the Index score is calculated.                                                               We believe that change takes time, and we should pay more attention to
                                                   We’ve added a whole new General Diversity &       the work that is being done to create positive changes for diversity
However, we will only disclose one single          Inclusion category, to also capture this wider    and inclusion.
figure per participating company – the Index       view which is so important to gender equality.
score. Other information from the detailed                                                           For the Index to stay relevant in the years to come, we had to make this
questionnaire (see appendix) will be used in       We’ve added and refined the survey questions,     important change. These are the most important consequences:
an aggregated and anonymized way to high-          and we’ve included descriptions to the ques-
light certain topics and to analyze the under-     tions, to fully capture gender equality perfor-   •   You should not compare the SHE Index scores from 2019 with the
lying drivers to change.                           mance.                                                scores from the SHE Index 2020. The two Indexes are based on
                                                                                                         different questions and the score is weighted differently between the
                                                                                                         two. For this reason, we cannot say whether a score has become better
                                                                                                         or worse. It just doesn’t make any sense to compare the two scores.
THE INDEX SCORE
Based on feedback from participating companies, the most important change to this year’s index
is that we’ve changed the index score weighting. The SHE Index has two focus areas. 60% of the       THE CURRENT STATE OF GENDER BALANCE
score is made up of the numbers that represent the current state                                     WITHIN THE COMPANY
of gender balance within the company.
                                                                                                     The key indicator in the SHE Index Powered by EY is the gender
The remaining 40% measures the initiatives that the company has put in place to increase gender      balance at Board Level and the top three levels of the company:
equality and embed D&I in the corporate culture. This is a change from the previous index where
this was 80/20.                                                                                      1. Board of Directors

                                                                                                     2. Chief Executive Officer

                                                                                                     3. Top Management reporting directly to the CEO

                                                                                                     4. Management Reporting Directly to Top Management

                                                                                                     5. All employees

              60%                                                40%                                 INITIATIVES TO INCREASE GENDER DIVERSITY
                                                                                                     40% of the score is based on measures and policies that have been
                                                                                                     put in place to achieve gender equality and supporting the D&I agenda.
                                                                                                     These measures can relate to several initiatives taken by the company,
                                                                                                     like for example initiatives towards gender diversified hiring practices,
                                                                                                     leadership programs and mentorship programs.
             CURRENT STATE                                          EQUALITY
           OF GENDER BALANCE                                       INITIATIVES

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RANK   ORGANIZATION                     SCORE   RANK   ORGANIZATION                SCORE
  1    Making Waves                       95     50    Crayon                        66
  2    Telenor                            92     51    EY                            66
  3    OBOS                               91     52    Lundin Norway                 63
  4    Otiga Group                        91     53    Techstep                      63
  5    Schibsted                          90     54    Clas Ohlson                   62
  6    Sparebanken Sogn og Fjordane       90     55    Cognite                       62
  7    Entra                              89     56    JM                            62
  8    Grieg Seafood                      88     57    Nordea Bank                   61
  9    Nordea Liv                         88     58    Norconsult                    61
 10    Equinor                            88     59    Bouvet                        59
 11    Sparebanken Vest                   87     60    Veidekke                      59
 12    SKAGEN Fondene                     87     61    Itera                         58
 13    Computas                           87     62    ABG Sundal Collier            58
 14    Compass Group Norway               83     63    Scatec Solar                  58
 15    Danske Bank                        83     64    Sopra Steria                  57
 16    DNB                                83     65    Aker BioMarine                57
 17    Fjordkraft                         81     66    Hurtigruten Sjø               56
 18    ManpowerGroup                      81     67    PGS                           55
 19    KLP                                81     68    SKULD                         54
 20    Virke                              80     69    Aker Solutions                54
 21    Posten                             80     70    Visma                         54
 22    Norske Shell                       79     71    Amedia                        54
 23    Sogeti Norge                       79     72    HELP Forsikring               52
 24    Wallenius Wilhelmsen Logistics     78     73    Grieg Shipbrokers             51
 25    Gjensidige                         78     74    Dr.Dropin                     48
 26    Vinmonopolet                       78     75    Orkla                         48
 27    Sweco Norge                        77     76    Norwegian Hull Club           47
 28    Grieg Star Group                   77     77    RiksTV                        46
 29    Norsk Hydro                        77     78    TOMRA                         45
 30    Storebrand                         77     79    Ferd                          44
 31    Deloitte                           77     80    B2Holding                     44
 32    Norsk Tipping                      76     81    Aker BP                       43
 33    Gelato                             76     82    Komplett Services             43
 34    Statkraft                          74     83    PwC Norge                     41
 35    TV 2                               73     84    Jula Norge                    38
 36    EGGS Design                        73     85    Advokatfirmaet Thommessen     38
 37    Creuna                             72     86    Klaveness                     38
 38    TietoEVRY                          72     87    Nordic Semiconductor          37
 39    Yara                               71     88    Aker Energy                   36
 40    Accenture                          70     89    Europris                      36
 41    AMESTO Group                       69     90    Kværner                       35
 42    Coop Nordland                      69     91    Eplehuset                     34
 43    Arcus                              68     92    Energima                      34
 44    Sparebanken Møre                   68     93    Caverion                      33
 45    Flytoget                           68     94    EY Skye                       33
 46    Kremmerhuset                       68     95    Scania Norge                  29
 47    Borregaard                         67     96    Formuesforvaltning            28
 48    Hurtigruten                        67     97    Solstad Offshore              22
 49    Avinor                            66T     98    Jackon Holding                21
KEY FINDINGS
SHE INDEX 2020                                       39%
                                       OF BOARD MEMBERS ARE WOMEN

                    22%
                 OF CEOS ARE WOMEN

                                      31%
                       OF TOP MANAGEMENT ARE WOMEN

                                                36%
                 OF DIRECT REPORTS TO TOP MANAGEMENT ARE WOMEN

14                                                                  15
23%                      53%                           70%
     of surveyed companies    of surveyed companies         of surveyed companies
     have a balanced          consider gender in at least   have an explicit gender
     top management           some vendor selection         balance target for
                              processes, but only 11%       management positions
                              have a written policy for
                              doing so in all processes

     74%                      59%
     of surveyed companies    of surveyed companies
     have a Gender Equality   track the share of women
     Policy                   among identified high
                              potential employees

16                                                                                    17
AVERAGE SCORE PER SECTOR

TELECOM, MEDIA & ENTERTAINMENT                   72pt

BANKING & CAPITAL MARKETS                        67pt
                                                         72pt                                                               6
                                                                                                                            Total number of companies
                                                         TELECOM, MEDIA & ENTERTAINMENT                                     in the sector
CONSTRUCTION AND REAL ESTATE                     67pt
                                                         Telecom, Media & Entertainment has the highest
                                                         average scores of all sectors, with few companies
                                                                                                                            50%
                                                                                                                            of the companies in the industry
                                                         having low SHE Index scores.                                       has a balanced top management
INSURANCE                                        67pt

                                                        TOP COMPANIES: TELECOM, MEDIA & ENTERTAINMENT                                 SCORE          RANK

TECHNOLOGY                                       66pt
                                                        Telenor                                                                          92             2

                                                        Schibsted                                                                        90             5
PROFESSIONAL FIRMS & SERVICES                    64pt
                                                        Norsk Tipping                                                                    76             32

TRANSPORTATION AND HOSPITALITY                   62pt

                                                         SECTORS
ENERGY                                           61pt
                                                         As more companies join the SHE Index powered by EY it will be possible for companies
                                                         to compare their results with companies in the same sector. Companies that have a high
                                                         score in the Index, can therefore contribute to creating a positive change in the sector in
MANUFACTURING                                    53pt    general as they set a standard for equality and diversity.

CONSUMER PRODUCTS AND RETAIL                     51pt

                                 AVERAGE SCORE
                                     63pt

18                                                                                                                                                             19
COMPANIES              01. MAKING WAVES
THAT HAVE SHOWN        First year participant Making Waves are at the very top
                       of the index.

REMARKABLE RESULTS
IN THE SHE INDEX

                     02. TELENOR
                     While Telenor has participated in every edition of the index,
                     this is their highest ranking to date.

                     03. OBOS
                     OBOS maintains a strong position with the third best index
                     score, for the third time in a row.

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SPAREBANKEN SOGN OG FJORDANE

     DIVERSITY – A FUNDAMENTAL PART                                                                                  Trond Vinje, director of HR
     OF THE COMPANY’S STRATEGY
     Sparebanken Sogn og Fjordane was the winner of          – It has to be expected from the board, the leader-
                                                                                                                                                                TIETOEVRY
     SHE Index 2019 H2.                                      ship and the mid-level leaders to take responsibility
                                                             in creating change in our society and within our
     Being at the top of SHE Index is a result of a stra-    organization.
     tegic process including policies implemented over
     time and a diversified recruitment process.             Rostad Næss believes it is absolutely crucial to
                                                             have diversity and gender equality as a part of the         DIVERSITY AND TECHNOLOGY
     – To create more gender equality within an              company’s strategy, and to remember that diversity
     organization is not a quick fix. It is not something    if profitable.
     that can be managed through one single incentive.                                                                   TietoEvry is one of Norway’s biggest technology    company for several years. They believe that
     It demands work and effort over time, says Eirik        Stringent recruitment process                               companies and employs 1100 women.                  “What gets measured, gets done” and they have
     Rostad Ness, director of HR at Sparabanken Sogn         The company has to be critical while reviewing                                                                 put in place several incentives for management,
     og Fjordane.                                            their own recruitment process, and whether they             – I am proud to say that I have so many            for example leadership programs for women and
                                                             are doing enough to have women apply for leading            female colleagues in Norway, but our industry is   minorities. Their ambition is to close the gap in
     The fact that Sparebanken Sogn og Fjordane has          positions.                                                  dominated by men. Therefore, our responsibility    income between men and women within
     had gender equality as a part of the company’s cul-                                                                 is even more important in our recruiting of        the company.
     ture for many years, is also one of the reasons why     Furthermore, the company has to review the                  new talent, says Trond Vinje, director of HR
     they now have had such great success.                   company’s policies towards their employees, and             at TietoEvry.                                      - I believe it is crucial to be transparent about the
                                                             consider if there are structural differences between                                                           problems, the objectives and incentives in order
     Female leaders                                          men and women. Equal pay also needs to be a natu-           The company has been working towards their         to achieve our common goals. The SHE Index
     One of the most important incentives by Spare-          ral part of the annual settlements.                         goal of greater gender balance within the          offers this possibility, says Vinje.
     banken Sogn og Fjordane is their focus on recruiting
     women to top positions within the organization.         Rostad Næss explains that diversity will be an im-
                                                             portant factor for the company in the years to come.
     – We have reached the goals we have set for
     ourselves in regards to women in leading positions.     – Only through diversified teams that are inclusive,
     But we have our challenges as well, and we still have   will we be able to be the innovative company that
     work to do in regards to equal pay.                     we strive to be.

     Rostad Næss explains that their company also is
     working towards creating local indicators to moni-
     tor changes in salary over time.

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APPENDIX

                                                 60%
                                                       The gender distribution
                                                       for the BoD and the top
IN THIS SECTION YOU WILL FIND
•    The questionnaire
                                                       three management levels
•    The weighting
•    Q&A

THE SHE INDEX CONSISTS
OF TWO MAIN CATEGORIES

CATEGORY A
The gender distribution for the BoD
and the top three management levels

CATEGORY B
A questionnaire where each company
describe its policies and targets in place
                                                       A questionnaire where
It is important to remember that
the numbers provided for the Index
are provided by the companies themselves.
We assume that the companies act
                                                 40%   each company describes its
                                                       policies and targets in place
in good faith and provide the correct numbers.

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CATEGORY A

ACTUAL
GENDER BALANCE

                                                                                                      Board of Directors         6%

INDEX SCORE                                                                                           CEO and Top Management   28,8%
For the calculation of the SHE Index score for each company, we use the formula in the illustration
below. E.g. 45-55% women and men at each management level gives 100% score in this section.
Gradually reduced, depending on the numbers, from 90% towards 10% share of women and men
- which would give a 0% score. In addition, if any category has a difference of one person between
                                                                                                      Direct reports to        22,8%
men and women, this is counted as perfectly balanced.                                                 Top Management

                                                                                                      All Employees             2,4%

                                                                                                      TOTAL                     60%

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CATEGORY B

OTHER CATEGORIES

     POLICIES AND MEASUREMENT
     Which policies the company has implemented, and how gender balance
     and equality is being tracked in the company.

     ACTIONS
     Which specific actions the company has implemented to improve gender equality

     TALENT AND RECRUITMENT
     Which initiatives, policies and actions have the company implemented to recruit,
     retain and develop talent of both genders?

     GENDER PAY GAP
     How much do women earn on average in the company compared to men?

     GENERAL DIVERSITY AND INCLUSION
     Which general D&I policies have the company implemented? This is a new category
     for the 2020 edition of SHE Index and was included to emphasize that in order to
     improve gender equality, diversity and inclusion in general must also be in focus.

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CATEGORY B                                                                                                   CATEGORY B

THE WEIGHTED QUESTIONS                                                                                       Q&A

Policies and Measurement                                                                                     Why does the board level just count for 6% in the Index?
Does your company have a written policy about gender equality?                                               When it became the law in Norway to have minimum 40% female representation at the BoD, it was expected
Does your company have an explicit gender balance target for management positions?                           that this would also increase the number of female leaders. This has however not happened, and the percentage
Are all managers in your company measured on the gender balance in their department/team?                    at top management level has not increased much over these years. Although some BoD’s actively promote gender
Are all members of your company’s top management team measured on the gender balance in their department?    equality we believe that the top management in general are more active in setting the agenda within a company,
Who is ultimately accountable for improving gender balance in your company?                                  than the BoD.
How does your company measure progress on gender equality initiatives?

Actions                                                                                                      Why is the CEO and top management level weighted only 28,8% and their direct
Does your company have specific policies for considering the gender equality                                 reports almost as much (22,8%)? Isn’t top management much more significant?
of vendors or contractors in selection processes?                                                            We believe that the first major changes in most companies will come at the level below top management, which of-
Is your company committed to specific actions to improve gender balance                                      ten will be the recruitment base for top management. For this reason we consider it important to highlight this level,
among all employees? (and if so, what are they?)                                                             despite a lower managerial influence.
Is your company committed to specific actions to improve gender balance
in management positions specifically? (and if so, what are they?)
What parental benefits do you as a company provide to your employees beyond the legally required minimums?
Does your company have instructions for following up employees on parental leave?                            Some companies have the same score.
Does your company have a process for following up employees returning from parental leave?                   Why not in alphabetical order when that happens?
                                                                                                             We chose to publish the Index score without decimals. Where several companies have the same Index score there
Talent and Recruitment                                                                                       are only minor differences, but we have ranked them by the decimals.

Is improving/maintaining gender balance systematically considered when promoting
or recruiting candidates to top management positions?
Does your company have a practice of equal representation of men and women in the                            You want to expand the number of companies participating in the index.
decision-making group when recruiting or promoting candidates to top management positions?                   What are your expectations in regards to companies participating in the Index?
When recruiting external candidates for management positions, does your company require
                                                                                                             In the first Index in the autumn of 2018 26 of Norway’s largest listed companies participated. This was just the start.
a gender diverse pool of candidates from internal/external recruiters?
                                                                                                             Today we have almost four times the initial number of participants. We are aiming for an increasingly higher number
Does your company track the share of women among identified high potential employees?
                                                                                                             of participating companies, and we are planning to make the Index a global Index for gender equality within the
Does your company have programs or initiatives for attracting candidates of both genders
                                                                                                              next years.
to apply for positions in your company?

Gender Pay Gap
Is your company committed to actions to reduce disparities in the average pay between women and men?
(and if so, what are they?)

General Diversity & Inclusion
Does your company offer Diversity and Inclusion (D&I) training for all employees?
Does your company offer specific Diversity and Inclusion (D&I) training for all managers?
Does your company have a written policy against workplace discrimination?
Does your company have an established process for anonymously reporting workplace discrimination?

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