Corporate Social Responsibility and Gender Equality A tasty combination Elena Carantoña IAFFE Conference, Boston 2009

Institutional Standards Areas Institutional Standards Reporting Stock Exchange Index Global Compact OECD EU GRI DJSI FTSE4 Good Human Rights X Employees Environment Corruption Customers R&D Competition Fiscal Obligations Local Communities Partners, Suppliers and Clients Economy Social Contribution Work Chain

Telecommunications 248.000 employees in 24 countries 48% women 33% women in top and middle management positions 19% women directors Fashion 70.000 employees in 72 countries 83% women Women managers and head of teams: 10% in logistical centers, 60% in central services, 73% in factories, 85% in stores Bank and Financial Services 112.000 employees in 30 countries 51% women 10% women in senior management positions Energy 33.000 employees in 40 countries 25% women managers 20% women managers 31% women advanced degree holders 22% women basic degree holders

Spain

Some open questions Is the application of CSR equality values the explanation of good results in vertical diversity under so different models and economic sectors? How important is for women career to have the choice to opt in a early professional stage for being part of a manager profile group? Which elements lie on vertical diversity success from a CSR management system based in no formalized processes? Could more detailed CSR equality indicators help to make a better diagnosis of women career path? How could the CSR approach to gender equality be improved? Must CSR be placed at the centre of the agenda for gender equality?