AWJEES Focus Group 2 - Gender Equality by Visionary Analytics

What have you been doing to overcome these identified issues?

ella_visionaryanalytics — 2025-06-09 12:02:25 UTC

What best practices do you have / are you aware of within the topic?

If you are not engaged in any good practices, what prevents you from implementing similar initiatives?

ella_visionaryanalytics — 2025-06-09 12:02:25 UTC

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ella_visionaryanalytics — 2025-06-09 12:02:25 UTC

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Which of the identified challenges are the most relevant?

ella_visionaryanalytics — 2025-06-09 12:02:25 UTC

Why and how are they relevant for you?

What key challenges are missing?

ella_visionaryanalytics — 2025-06-09 12:02:25 UTC

What actions need to be taken by social partners and/or other organisations to address the gender equality topic?

ella_visionaryanalytics — 2025-06-09 12:02:25 UTC

Social partners refers to trade unions and employers' organisations/associations.

Cultural barriers

ella_visionaryanalytics — 2025-06-12 13:19:56 UTC

Comprehensive list of challenges. Electricity sector is male-dominated, many technical job profiles in particular where majority are men but there is also a cultural issue for women in the workplace - with more flexible working arrangements that have come in since COVID-19, it is easier for women but would be helpful for example to have quotas of women in management positions.

Big issue is also the gender pay gap.

Italy has good anti-discriminatory laws and legislation but glass ceilings exist everywhere. Collective bargaining could also be helpful.

-Emanuela (Italy)

Importance of visibility and cultural norms

ella_visionaryanalytics — 2025-06-12 13:22:16 UTC

Comprehensive list - but would rephrase number 8 - women role models exist but lack of efforts in raising their visibility.

In Belgium, many gender targets but without a change in mentality, this is not sufficient (links to importance of challenge 5) -> communication and visibility and sharing stories are key.

-Jacopo

Gender imbalance in STEM and gender pay gap

ella_visionaryanalytics — 2025-06-12 13:25:12 UTC

Significant proportion of management comes from STEM fields, which are male-dominated fields which creates a bottle-neck.

Gender pay gap also a key challenge - need to understand what the numbers mean and the reasons why women are underpaid. For example, women are overrepresented in lower-paid roles; bias in pay negotiations.

- Fabrizio

Addressing gender imbalances in STEM

ella_visionaryanalytics — 2025-06-12 13:25:38 UTC

E.g. mentorshop programmes

- Fabrizio

Diversity, Equity, Inclusion programme

ella_visionaryanalytics — 2025-06-12 13:35:47 UTC

Diversity, Equity, Inclusion programme - has a set of PPIs that they are set and must met in the company e.g. including sucession planning, reducing the pay gap

Enel one of the top 100 companies for gender equality.

Shared Harvard study about gender pay gap research linked the higher levels of agreeable in women and the higher levels of assertiveness amongst men which can contribute to pay gaps and lack of pay progression.

Structural environment of company can play a role in pay gap e.g. transparency, standarising salary demands, and this can help reduce the effects of personal-level differences.

-Fabrizio (Enel)

Important of transparency

ella_visionaryanalytics — 2025-06-12 13:45:03 UTC

Increasing transparency can help address gender pay gap. Esp. because legally companies are obliged to not discriminate based on gender.

-Jacopo

Collective agreements that address salaries

ella_visionaryanalytics — 2025-06-12 13:47:01 UTC

So that workers aren't left solely to deal with salary negotiations themselves but supported by a collective agreement.

- Emanuela