In October 23rd at MilanoCity Fairgrounds, during the tenth “Assintel Report ” presentation, 3 excellences of Italian ICT has been awarded. document and in our past and future filings and reports. refers to change in Italian IT Market spending yoy (Assintel expectations). Assintel estimates on market performance +%. The Group reported higher revenues and margins as compared with.

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Some have developed more specific plans to improve the proportion of women in management careers and in middle management.

Since this scholarship has been awarded to 30 female researchers in the field of life and applied sciences. Specific programs to improve the talent pool for women senior managers were not reported in public information. In the board induction process for new members of the Board of Directors specific attention is paid to the benefits of diversity in the corporate decision making bodies. Milano includes a number of opportunities for the exchange of knowledge and views, with a number of didactic interventions featuring leading international designers.

The collaboration goes back more than eight years and during this time they have addressed several studies, some of them European, to promote gender equality in college. At the national level, Italy has implemented some initiatives to improve the situation of women in decision-making position. These recommendations vary from launching initiatives to support aspiring women to the sharing of best practices and running awareness programmes within their own firms.

The idea was to provide women who enter the program with specific training to give them the right skills to jump to top management positions.

In addition, the company is implementing projects to develop the region and oriented to the local community of the Oltenia region. So-called Leadership Lab for Inclusion sessions for male and female managers was organized.


Below, there are two examples of women from a large company perspective and from asdintel SME perspective. The selection below contains several initiatives and one company best practice. It focused on various aspects, such as what types of roles or jobs are best suited for men and women, which attitudes do people have towards women in leader zssintel, how could diversity be managed in organizations and good practices and valuable lessons from abroad.

Inthe company Petrom signed a Protocol with the Department of Equal Opportunities between Women and Men to support the promotion of equal opportunities of their employees. In addition, very few companies have published their plans on this topic. This year, the Master Classes, the Salone del Mobile.

Best practices | Association of Organisations of Mediterranean Businesswomen

The URV will be a member of the executive committee of the cooperation network for two years and hosted the first meeting of the steering committee in February And to encourage more women to apply for faculty positions, Princeton also has a policy extending tenure-track positions by an extra year following the birth or adoption of a child—an approach now popular with other universities across the United States.

This year, 80 women who are currently in middle management are expected to reach high level of decision-making position thanks to this program. The program consists of the identification and monitoring of career progress of high potential women to make sure they become part of the leadership talent pool.

Moreover, other important Italian companies have implemented specific policies to promote more women to middle and top management:. This 2009 probably one or two board members might seem not such an ambitious goal. The mentees all women tap into the wealth of knowledge and experience of the mentors, who are all male and female directors or board members. Companies that azsintel can be ranked in four categories, Platinum, Gold, Silver and Bronze. Because of the many obstacles that women still face in the scientific community, an initiative was conducted to see how gender influences the debate on scientific excellence.


Privacy Level Agreement (PLA) Code of Conduct

The project falls within the scope of the national development plan that Microsoft has undertaken in order to promote the digitalization of government and small medium enterprise, and young people and to bring about innovation through software in order to bolster progress in Italy.

Romania has not done so. Rrport best students of the programme are involved in the IPA internship. The mentoring relationship has duration of 6 months.

Privacy Level Agreement (PLA) Code of Conduct – Assintel

Currently it is The objective of the Protocol is to exchange views between companies and assibtel authorities on initiatives to facilitate the conciliation of private and professional life, support the entrepreneurship among women, combat gender stereotypes in the educational system and in the public and private environment. Valore D is the first Italian association40 of large companies to support the development of women’s leadership. The cooperation focuses on 3 objectives: The UK is a world-leader in science and engineering and there are a number of initiatives and events to inspire and encourage more young people into these industries.

The rate of incoming women in this course confirms the trend: CEMEX is an international 200 that produces cement and other building materials. It uses indicators repogt analyze the gender balance among employees and among senior managers.