Balance Understanding Gaining: Opportunity to manage career and private life correctly

In terms of economic growth and development goals, the creation of a business environment that allows women to rank high levels and equalize the opportunity is gaining more importance every day.

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Business World and Sustainable Development Association – SKD, aiming to reveal a difference in this regard – SKD published the Women Stability and Chance Equality Experience Report from the Business World to ensure the equality of opportunity in our country, reduce the difference between women and male employment rates and strengthen the country economy.

[[T]4]AFD and TSKB’s support, Koç Holding and PwC Turkey’s report with Cooperation, SKD member eight companies’ experience in female employment and opportunity equality. With detailed experience of all these experiences and sacks, SKD present a practical learning purpose to companies who want to improve in the equality of the opportunity. [[[T]] [

We are located in the Environment to the brand stories published in the Report of Women Employment and Chance Equality Experiences from the Work World to review the topic of the important difference in the sustainable business models and to browse closely to successful models:

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Unilever

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Enjoying Balance Understanding: Thank you to manage career and private life abuse

Unilever Turkey, aiming to jersey the female employee rate to 50 percent, has implemented concept of equilibrium named in 2013.. With this Flexible Work Project, all employees have the chance to manage their careers and their lives.

PROBLEM NEY?
Despite the recognition of equal opportunities to women and men terms of business principles and human resources processes, Unilever gave birth to the needs of employees to be able to equality in the number of employees working in Turkey and to have more words in the management. [

In 2013, the Diversity Awareness Workshop was held in order to create a non-resistent culture that was addressed with all sizes of gender equality.. During the workshop with the participation of the President and members of the Board of Directors, female employment in Turkey, senior female managers in Turkey and the world, gender, female balance in business life and the benefits of the driver by this balance was carried out such as the presence of possible barriers on the rise of female workers career steps. These translations helped Unilever identify basic principles to create a support environment and culture for all employees in Turkey.

In time, a study was conducted by meeting with various companies in Turkey, and Unilever was planned by determining progress in Turkey's own needs, documents were developed.

What Is It?]]
Unilever Turkey has implemented the Diversity and Exclusion (Diversity & Inclusion) Agent, a global application under the equality import of 'Wind Balance'. The Balance Understanding of Boiler was included in the intellectual culture and all human resources applications. In many regulations, including dealing and promotions with the project, 50-50 percent of the female and male ratio, the candidate lists were given to force at making equal number of women and men. A supporting working environment and company culture that will enable all employees to reach their maximum potential. [email protected] [
The scope of the program governing the prepared process of Human Resources Department expanded by leadership of the Chairman and Board of Directors. Unilever created a board where employees are involved in Turkey and are surrounded by other employees. Another foot of this board was collected under the Diversity and Inclusion Agent and difficulties all units started to actively create projects in their domain areas. [
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As a result of the Diversity Awareness Workshop held in 2013, ‘5 Sustainable Stage Model’ was created: [[

1. To diversity, save and measure
] 2. Start and support Flexible Work App
] 3. Influence in all levels of the organization on diversity and inclusion
] 4. Start a plan mentoring program for future leaders
] 5. Carry out applications to support employees in special periods (maintenance, business-private life balance, etc.)
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Although these principles are set out to strengthen the location of the female representation and the woman’s organization, they were applied for both female and male workers in parallel to the inclusive cultural agent.

One of the action headers set in the second principle was the Flexible Work (Agile Working) approach. This is based on the idea that employees meet the requirements of their work, they can work flexibly and at the same time. In the concept that is announced by the motto “it is not a job place; it is possible to use employees such as business sharing, flexible working hours, work from home, semi-time work, career breaks, minimum paid permission and summer time. Thus, employees can manage their careers and their lives in line with their needs.
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]}} DOES IT? [
1.961 woman is working in Unilever, who is employed by 5 thousand people, or 50-50 percent is not accessible. The Board of Directors of five women, eight male members. The ratio of women who started to work in Unilever Turkey was increased to 63 percent of the end of 2016, while the rate of women working in the appetite position increased to 48 percent. The ratio of the female directors to the Vice President increased five times. In the Supply Chain Department, which is particularly low female representation rate in the sector, has been sixteen women from 2013 to 2017, the ratio increased to 56 percent. [
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The Flexible Work Project plays an important role in becoming the most preferred employers of Unilever Turkey as it is positively text by employees.
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[[ What IS THE MASTERS?
Before applying the Flexible Work Project, biases were available in two matters: people working in strongly suited for the work concept of workplace and sales position. In order to eliminate these perceptions, the project was seen in brain outstorm meetings with all departments in the preparation process, the balance was transferred, planning was renovated in detail the dynamics of the market. For many years, with flexible-running sales teams, they have an idea union at the point of planning themselves. The project was created with the implementation plan and employees determined by the project, can be applied in all sectors and companies. [