Zain Women Empowerment Inforgraphics AW1 ZAIN SUDAN TOUCH ZAIN SOUTH SUDAN Women Empowerment at Zain

  • View
    0

  • Download
    0

Embed Size (px)

Text of Zain Women Empowerment Inforgraphics AW1 ZAIN SUDAN TOUCH ZAIN SOUTH SUDAN Women Empowerment at Zain

  • ZAIN HQ ZAIN KUWAIT ZAIN KSA

    ZAIN IRAQ ZAIN JORDAN ZAIN BAHRAIN

    ZAIN SUDAN TOUCH ZAIN SOUTH SUDAN

    Women Empowerment at Zain is a gender diversity program and an integration into our strategic imperatives. Zain has identified two targets for the next 2 years:

    To increase female leadership from 14.5% to 25% by 2020

    For companies in the awareness stage, support and resources for tackling gender diversity are nascent and typically driven by external forces, such as government agendas. Senior leadership is likely to be aware of underlying gender inequalities and efforts are focused on understanding existing challenges along the employee journey and organisational bottlenecks.

    To deliver against these targets, a team of women ambassadors has been established and to further incentivize these ambassadors, we are offering two MBA seats at the prestigious ESADE Business School. A recent report on workplace gender diversity indicates the three stages of evolution in a gender diversity mind-set.

    SOURCE A.T. KEARNEY

    14.5% 2017

    25% 2020

    1

    16% 9% 16%

    5%

    27% 42%

    15% 15%

    39%

    28% 8%

    17%

    15% 35%

    86%

    29% 32%

    72%

    4%

    28% 37%

    17%

    50%

    25%

    0% 0%

    55%

    To progress through the three stages of evolution for companies tackling workplace gender diversity

    2

    During the realization stage, gender diversity becomes a topic on the board agenda, often driven by a change in leadership or strategic direction. Although the company has not yet fully bought into it, dedicated resources and pilot initiatives to develop the business rationale for gender diversity are likely in place. The focus is typically on steps that are simple to execute at entry and staff levels.

    In the motivation stage, the language of diversity and inclusion is aligned with the company’s strategy and embedded in its culture. The business rationale is well established and viewed as a source of competitive advantage. There are tried and tested methods for improving gender diversity at more junior levels. Energy is spent implementing successful initiatives throughout the organisation and tackling the imbalance at senior leadership levels.

    STAGE 1 AWARENESS

    STAGE 3 MOTIVATION

    STAGE 2 REALIZATION

    FEMALE LEADERSHIP AT ZAIN TODAY

    LEVEL AT WHICH FEMALE HEADCOUNT IS MOST DENSE

    % OF FEMALE RECRUITED INTO ZAIN IN 2017: (INCLUDING CONTRACTUAL EMPLOYEES)

    THE DIVISION THAT HOLDS THE MOST FEMALE HEADCOUNT

    Commercial and Finance

    CEO’s Office

    Customer Care

    HR & Marketing

    HR Customer Care

    Customer Care

    HR Commercial

    ZAIN GROUP Manager Level

    ZAIN KUWAIT Junior (Entry Level)

    ZAIN KSA Junior (Entry Level)

    ZAIN IRAQ Junior (Entry Level)

    ZAIN JORDAN Junior (Entry Level)

    ZAIN SUDAN Junior (Entry Level)

    TOUCH Specialist (Mid-Level)

    ZAIN SOUTH SUDAN Specialist (Mid-Level)

    ZAIN BAHRAIN Specialist (Mid-Level)

    INTRODUCTION

    FEMALES IN MARCH 2018

    Women Empowerment is incorporated into Zain’s Strategy1

    Women Empowerment is now incorporated into our CEO’s Scorecards2

    WHAT ARE WE DOING ABOUT IT?

    We have identified the common themes across Zain and have formed 4 pillars that will enable us to apply focus and allow for efficient measures to be tracked3

    We will create a series of action plans that will underpin these 4 pillars where we can track progress4

    HR POLICY TRANSFORMATION

    LEADERSHIP DEVELOPMENT

    CULTURE TRANSFORMATION

    FEMALE RECRUITMENT

    www.zain.com