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Aalborg's gender policy |
by Mette Borup Krogh
In 2009 Aalborg Municipal Committee on Gender Equality finalized a new gender policy which will be in effect until 2012. This policy focuses on three main areas:
► Equality at children level - where the goal is to have the child care institutions work with gender roles and gender equality in a more systematic way.
► Female leadership - where the goal is that both sexes are equally represented on the upper levels of management in the municipal ity, provided that applicants have equal qualifications.
► Recruitment - where the goal is to have Aalborg Municipality as a workplace supporting an equal distribution of men and women when recruiting.
On 12 August, as part of the implementation of the policy's focus area on female leadership, Alderman Thomas Kastrup-Larsen signed the Charter on More Female Leaders. The main aim of the Charter is to have m ore female leaders as diversity pays off, and, because it pays off to society, to make use of all of its resources. The goal is to create a good balance between female and male leaders in the municipality's chief administrative level. The Charter on more Female Leaders has a total of 7 areas, which the municipality commits itself to address- namely:
- To finalize a strategy to get more female leaders,
- To actively work on recruitment procedures which contribute to the visibility of female leadership talent,
- To create a framework for the career development of individual woman through networking and mentoring.
Councillor Thomas Kastrup-Larsen is signing the Charter The Human Resource Department works on leadership development, including the area of female leaders. To ensure a holistic effort, activities related to career development of female leaders are integrated with other development initiatives on leadership. Thus, in late summer a mini-interview survey among female managers on what they see as opportunities and barriers in top management in Aalborg was carried out. The results from these interviews will form the foundation for a report to highlight and discuss the possible need for adjustments and development in relation to leadership and organization for women in top management. In addition to the mini-survey a network for 20 to 25 women who are curious about, committed to, and motivated towards senior management in Aalborg will be launched.
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