Janeiro - a outra metade do céu...

Edição 2012 do calendário europeu de mulheres inspiradoras, organizado pelo Instituto Europeu para a Igualdade de Género. Pode descarregar a totalidade do calendário, que tem apenas versão digital, aqui.

A figura de Janeiro, Benja Stig Fagerland, da Dinamarca:

“Women are in many ways much more modern in their outlook and are not afraid to be confrontational”, - says Benja Stig Fagerland creator of the Female Future project which has become a model for other countries and also a great incentive for women to show initiative. “Gender is a business issue, not a woman's issue!” states Benja Stig Fagerland, the inventor of “Womenomics”, an expert and guru in the field of women in management and international business circles.

In 2001 she introduced a new rhetoric and arguments for ”WOMEN MEAN BUSINESS” and “sold” the quota to Norway's business community to gain greater social equity and a competitive edge: Profit is made by employing the best people, regardless of gender!

“In Norway we tried voluntary compliance unsuccessfully for several years. In order to accelerate growth one needs to introduce quotas.”- says Benja Stig Fagerland, commenting on the Norwegian model intended to increase the number of women on the company's boards after being asked by the government to be consultant when implementing gender equality regulations. “We'd love to have more women, we just can't find them”: That's what Norwegian CEOs told Benja before she rolled out the Female Future project.

Benja challenged the Norwegians CEOs not to ask the 20th century question: “what is wrong with women that they are not making it to the boards and to the top?”, but ask the 21st century question: “what is wrong with boards and companies if we are not able to attract, motivate and promote the majority of the talented female half of the talent pool to the board and key positions?” These two questions lead to very different answers, solutions and results. Norway had introduced a quota of hardly 7 % for women in boards of companies. Now there are more than 40 per cent. Benja lists the advantages: “Instead of having to do with quota-induced talents, the boards have been able to rid themselves of their weakest (male) directors and introduce top-qualified and motivated (female) talent”. Even more: “Women are in many ways more modern in their outlook and are not afraid to be confrontational”.

Study after study has shown how gender diversity on top correlates to greater company profits, this is not the only argument why organizations should promote women to senior ranks. It pays to diversify for an array of other reasons. Here are the top five:

More diversity, more innovation.
More women, fewer problems.
More women, stronger corporate ethics.
More women, more effective problem-solving.
More women on top, more women in the pipeline.

Benja Stig Fagerland is brimming with energy although she herself was a victim of the so called female glass roof. There is a good reason for other women to say “goodbye Mrs nice girl”. Benja says: “Women need to get a career on their own, female terms. It's no use trying to be sweet as sugar and kind. What do I get out of this? - Women should ask questions more often instead of automatically saying ‘yes’ to tasks. Introduce yourself as you wish to be perceived. Be careful not to over play and leave emotions at home. Highlight your results. Learn the game. All jobs have rules. Learn them, then you can easily assess how to best use your resources. Create ambassadors. One does not reach the top alone; it is worth having ambassadors who know what is good for different networks. Take calculated risks. Playing safe seldom brings large gains. Know your limitations - and do something about them.”

When talking about herself, she would compare herself to those “strong, conscious and ALIVE women willing to take a risk, women like Madeleine Albright and I often quote her in my presentations”. One of Benja Stig Fagerland favourite quotes: "There's a special place in Hell for women who don't help each other", Madeleine Albright.