1. BPW INTERNATIONAL LEGISLATION COMMITTEE 2014 -2017 Enrichetta Bellini Fornera – Sylvia Dillinger-Brigl – Mª Susana Fernandez Iglesias BOARD DIVERSITY – MAY 2015 A global perspective over the world on legislative point of view and otherwise - increase overview from 2004 to 2014 REGION EUROPE Sources Catalyst 2014/Gender Diversity Egon Zehnder-2014 Analysis EWL- 2.nd 2014 Progress Rep EU - Jan 2013 Gender Board Balance EU - Oct 2013 Share Women on Board DjB – German Women Lawyers Assoc. “Women Shareholders demand Gender Equity“ UK-Lord Davies Report – Voluntary code for Executive Search Firms

2. OBJECTIVES The min objective of this document is to offer the five BPWI Regions a country breakout and a global perspective over the world in respect to Board Diversity showing progress from 2012 on. The presentation will include: - the Legislative aspect with suggestions, requirements and comply in the different countries. - the Economic aspect in terms of returns and additional advantages for companies having a balanced board Since Finland 2005, the boadroom gender has almost spread but unfortunately not enough. Additional measures are still needed to reach EQUITY IN BUSINESS LEADERSHIP

3. CONTEXT The demand for greater gender equality in the boardroom is higher than ever before and most directors recognize the value of board diversity. Thanks to the efforts made by Governments and businesses, the companies have now to take into consideration legislative, regulatory or voluntary methods. Quota or not quota, it is clear that the global movement imposes to fill board vacancies with “top talent” Companies without gender board diversity run the risk of being left behind.

4. LEGENDA ON BOARD DIVERSITY MEASURES Legislative measures: rules passed by government body of elected officials or pending Regulation measures: rules passed by administrative body that either oversees how laws will be enacted and enforced or oversees recommended conducts for companies Voluntary measures: defined as pledges or targets signed by organizations that are not legally binding but signal a public commitment to board diversity

5. AUSTRIA Regulatory Measures Positive step: The non binding target 35% WBD only for SOCs adopted in 2011 with 2018 target and 25% passage step by 2013, has been reached and even exceeded up to 33% in 2014 Progress among SOCs is clear. But big gap between the last ones and private firms. Among the top 200 Austrian companies, women occupy only 13,9% of board position. Female board appointments 201020122014 0%12,15%18,2% Companies with women board directors100% Women in executive roles0% Women in chair roles0% Non National Board Members18% Women on board on SOC´s companies (EU Oct. 2013)12,6%

6. BELGIUM Regulatory Measures Jan. 2011 target: 33% of each gender by 2017 only for publicly traded companies and SMEs listed companies by 2019. The percentage of executive and non executive directors are slightly below the EU average. Female board appointments 201020122014 17,6%20%54,5% Companies with women board directors87,5% Women in executive roles7,7% Women in chair roles0% Non National Board Members38,5% Women on board on SOC´s companies (EU Oct. 2013)16,7%

7. DENMARK Regulatory Measures April 2010 – When nominating new candidates the need for integration of new talent and the need for diversity in relation to international experience; gender and age must be taken into consideration by the supreme governing body Female board appointments 201020122014 Companies with women board directors100% Women in executive roles6,3% Women in chair roles0% Non National Board Members33,7% Women on board on SOC´s companies (EU Oct. 2013)22,9%

8. FINLAND Regulatory Measures January 2010- Both gender should be represented on board- companies must issue a corporate governance statement (composition of board + biographical details )- 2005 40% target female board members was reached already in 2009 but not a single female CEO- Female board appointments 201020122014 14,3%23,1%17,6% Companies with women board directors100% Women in executive roles0% Women in chair roles16,7% Non National Board Members28,3% Women on board on SOC´s companies (EU Oct. 2013)29,8%

9. FRANCE Legislative Measures Positive steps: well above the EU -28 average but only for non-executives 2011 Cope´- Zimmermann law- all listed companies and companies with 500 or more employees target 20% by 2014 and 40% by 2017 has been extended to companies with 250 + employees or €50m revenue. Female board appointments 201020122014 37,8%52,7%20,1% Companies with women board directors100% Women in executive roles3% Women in chair roles2,8% Non National Board Members20,6% Women on board on SOC´s companies (EU Oct. 2013)29,7%

10. GERMANY Regulatory Measures Significant progress: the country is above the EU average as per female represented at board level- in process of passing to legal measures binding listed companies that have employees representation on their supervisory (non executive) boards when new board seats available. Seats reserved for women will remain empty until the legal measures will be respected. Additionally: more companies (around 3500) have to voluntary establish a target to increase the proportion of women on executive and supervisory boards as well as in top management positions. Brigitte Triems- Frauenrat Germany (NCGWO) says that the 30% target for woman on supervisor boards only is insufficient. It will not have a broad impact an will not fundamentally challenge the lack of women´s representation in decisions-making positions. In addition to this, Frauenrat demands that the legal regulation should apply to all companies not only a tiny minority (around 100 companies) and should apply to all decision-making levels.

11. GERMANY Overview Fact: Starting from the Berlin Chart signature, BPW Germany has always given its contribution to reach such a progress. Beside this there has been a strong political will to swap into a quota legislative measure Female board appointments 201020122014 7,8%40,7%19,2% Companies with women board directors93,2% Women in executive roles5,7% Women in chair roles2,5% Non National Board Members20,2% Women on board on SOC´s companies (EU Oct. 2013)21,5%

12. GREECE Regulatory National Measures January 2010- In Greece there are no regulations applicable to listed companies but one third of State appointees to boards of state-owned companies must be from each sex. The rule applies to all relevant board positions (executives and non executives). The proportion on WBD, a part from some fluctuation, is virtually unchanged. Female board appointments 201020122014 14,3%20%12,5% Companies with women board directors83,3% Women in executive roles5,3% Women in chair roles0% Non National Board Members19,2% Women on board on SOC´s companies (EU Oct. 2013)8,4%

13. HUNGARY No Measures in force The proportion of women on boards fluctuated over the period. Highest point in 2008 with 16,3% and the lowest one (5,3%) in 2011. Such change can arise if one or two companies with women directors drop out from the BUX index being replaced by companies with a predominance of male board directors. Balanced boardrooms unfortunately remain a distant prospect. Female board appointments 201020122014 0% N/a Companies with women board directors80% Women in executive roles0% Women in chair roles0% Non National Board Members21,7% Women on board on SOC´s companies (EU Oct. 2013)11,3%

14. IRELAND Regulatory Measures The 2012 statement: board appointments shoud be made on merit, against objective criteria, and look for the benefits of diversity on board, including gender. Female board appointments 201020122014 10%33,3%11,5% Companies with women board directors100% Women in executive roles4,5% Women in chair roles7,7% Non National Board Members76,6% Women on board on SOC´s companies (EU Oct. 2013)11,1%

15. IRELAND Facts: The Institute of Directors Ireland´ interview on 155 of its women members either executive and non- executive Responses extract- The Appointment Process There is a definite old boys network in existence- Glass Ceiling: in many industries (banking, engineering and legal) - response :35% YES - 18% YES in certain sectors. lack of openness and transparency: 72% YES women responsibility response: 81% YES – must be more procreative insufficient women support to other women in advancement Being Director 68% have undertaken formal director training- 57% intend to do in the future. 94% feel equal in the boardroom- the quality of their contribution is what makes them feel equal. Diversity in the Boardroom Need to change: greater transparency- more frequently rotatioin of long-serving board members- introduction of gender targets or quotas. Gender quotas response: 43% gender targets are better- 29% gender quotas are most effective - 25% against: appointments should be based on merit not gender. EU Legislative pending proposal response: 70% YES- 25% NO- 5% don´t know. General opinion: temporary measures are required because changes are too slow.

16. ITALY Legislative Measures 2011 Gender Parity Law: 20% by 2012 and 33% by second and third board renewals for state owned companies and Stock Exchange listed companies. Lack in application of CONSOB strict sanctions- Positive steps: Italy is now at EU 28 average. Female board appointments 201020122014 0%23,3%45,5% Companies with women board78,9% Women in executive roles5,8% Women in chair roles0% Non National Board Members13,6% Women on board on SOC´s companies (EU Oct. 2013)8,9%

17. LUXENBOURG National Self-Regulation The Corporate Code of 2009 recommends the board to have an appropriate representation of both gender. The increase percentage points starting from 2004 has an average of 0,7 percentage points per year. A long way to reach at least 40% of each gender. Female board appointments 201020122014 13,8%9,1%25% Companies with women board57,1% Women in executive roles11,1% Women in chair roles0% Non National Board Members86,7% Women on board on SOC´s companies (EU Oct. 2013)15%

18. NETHERLAND Legislative Measures Temporary nature 30% target WBD publicly traded companies (250 + employees) - passage date June 6, 2011- effective date Jan 1, 2013- Cessation date Jan 1. 2016) Female board appointments 201020122014 21,1%26,7%30,4% Companies with women board90,9% Women in executive roles3,7% Women in chair roles0% Non National Board Members59% Women on board on SOC´s companies (EU Oct. 2013)25,1%

19. NORWAY Legislative Measures 2005 introduction of 40% binding quota legislation- In 2012 around 40% female board members of listed and non-listed public limited companies achieved -2014: 40% seems to be stagnant and private limited companies reached only 18% in 10 years. Female board appointments 201020122014 62,5%21,4%62,5% Companies with women board100% Women in executive roles0% Women in chair roles14,3% Non National Board Members23,2%

20. POLAND National Regulatory Measures Ordinance of Minister of State Treasury obliges state-owned companies to choose adequately prepared members of supervisory boards taking into account the balanced participation of women and men - 30 % target established for 2015. Female board appointments 201020122014 --------37,5%54,5% Companies with women board80% Women in executive roles3,1% Women in chair roles20% Non National Board Members27,8% Women on board on SOC´s companies (EU Oct. 2013)12,3%

21. PORTUGAL Legislative Measures They only apply to State-owned companies. Government Resolution of 8 March 2012 obliges mentioned companies to adopt gender equality plan by promoting gender balance in management and executive positions. Same should be for listed companies. Female board appointments 201020122014 100%22,2%0% Companies with women board83,3% Women in executive roles0% Women in chair roles0% Non National Board Members25,2% Women on board on SOC´s companies (EU Oct. 2013)8,8%

22. SPAIN Legislative Measures Positive steps: 2007-2012: 5% increase of women of company boards of the largest public listed companies- 2012-2014; 4% increase in executive and non executive positions- 2014: 31 companies signed agreement with Government with following goal: at least 20% to reach within 2018 Female board appointments 201020122014 11,5%22,7%20,5% Companies with women board85% Women in executive roles1,9% Women in chair roles0% Non National Board Members16,2% Women on board on SOC´s companies (EU Oct. 2013)14,8%

23. SWEDEN Regulatory Measures Self regulation Corporate Governance Code of 2004 has a voluntary goal of parity for listed companies – “comply or explain” mechanism Female board appointments 201020122014 36,5%16,7%20,5% Companies with women board100% Women in executive roles15,8% Women in chair roles9,5% Non National Board Members26,7% Women on board on SOC´s companies (EU Oct. 2013)26,5%

24. SWEDEN Facts and Trends Political will to realize the gender equality is strong in Sweden. In the sphere of political decision-making, Sweden joins Finland in presenting a strong performance for women parliamentarians and ministers. Legislation to promote parity does not exist. However Sweden has effective parity in national, regional and local parliaments. The current Government is unique in the EU having more woman than men ministers. Women senior minister 54 %- Women in Parliament 43% The majority of managers in municipal, county council and central governmente are women (52%) The proportion of women on board has risen from 6% in 2002 to 25 % in 2012. In Sweden gender mainstreaming, already advanced at national level, is now being applied to the regional level.

25. SWITZERLAND Stock Corporation Law Swiss Federation has been and is very active in undertaking positive actions and advocacy The proportion of women on board of directors of top Swiss companies is 11,6%, below the EU average. Justice Minister Nicoletta Sommaruga wants to set a legal minimun of 30 % for all publicly listed companies to be included in the revision of stock corporation law with a complying dateline in a 10- years transition period. But so far, Swiss parliamentarians (center-right majority) have always rejected voluntary measures (most recently last winter) arguing that fixed quotas are the wrong way to promote woman. Female board appointments 201020122014 10,3%16,4%23,9% Companies with women board76,5% Women in executive roles3,6% Women in chair roles2,9% Non National Board Members69,5%

26. UNITED KINGDOM Voluntary Measures Lord Davis Recommandation review 25% target in 2015 has led to good progress. Positive steps: among the 100 FTSE companies, women representation on board is 22,8% as per October 2014 up to 12,5% in 2011; everyone of these companies has a women in their board. 2015 target will probably be reached (goal: try to avoid quotas) Female board appointments 201020122014 16%31,6%23,9% Companies with women board98,6% Women in executive roles8,9% Women in chair roles1,4% Non National Board Members38,8% Women on board on SOC´s companies (EU Oct. 2013)21%

27. TURKEY No Measures in Force Women representation in parliament, government and corporate decision-making bodies remains among the lowest in Europe. But Turkey is, among few countries, on top as per women in Executive and Chair roles Female board appointments 201020122014 16%31,6%23,9% Companies with women board60% Women in executive roles11,8% Women in chair roles16,7% Non National Board Members20,4%

28. BOARD DIVERSITY TRENDS 2004-2014 EUROPE (source 2014 Egon Zehnder Board Diversity Analysis)

29. OTHER PART OF THE WORLD GLOBAL PERSPECTIVE GENDER DIVERSITY-BREAKOUTS BY COUNTRY

30. Companies With More Women Board Directors Experience Higher Financial Performance (Source Catalyst Bottom Line Report 2014) Fortune 500 companies with the highest representation of women board directors attained significant financial performance, on average, than those with lowest representation, particularly having three ore more WBD. Ilene H. Lang – Catalyst President said that is quite clear that a well managed diversity produces better results. Smart companies appreciate that diversifying their boards with women can lead to more independence, innovation, good governance by maximizing their company’s performance The study demonstrate a very strong correlation between corporate financial performance and board diversity in three important measures: ROE - Return on equity > highest percentage WBD = 53% outperformance ROS - Return on sale > highest percentage WBD = 42% outperformance ROIC -Return on Invested Capital > highest percentage WBD = 66% outperformance

31. WOMEN ON BOARD AND SHAREHOLDERS Facts and Challenges DJB – German Women Lawyers Association Project 2009-2013 “Women Shareholders demand Gender Equality” The project is part of the Plan “ Women on Executive” initiated and founded by the Federal Ministry for Family Affairs, Senior Citizens, Women and Youth The DJB provided “Women Power” in the form of female shareholders and participants. Has been responsible of the project organization supported by approximately 160 female participants and 60 shareholders of both sexes that placed their shares at disposal. Starting from 2009 with three annual shareholders meetings, in four years reached 300 annual shareholders meetings of all 30 DAX listed companies and 45 additional ones (addressing over 400.000 female and male shareholders) DJB members Ms Mechtlid Duering lawyer and notary said:”consulting the law simplifies the search of justice”. She could learn that on one hand a single share is required and on the other, is sufficient to exercise the right to information to everybody (female and male) when requested during the shareholders assembly

32. DJB- German Women Lawyers Association- New Project New Project called “Progress Program “– Press Release 22nd April 2015 The 2009-2013 mentioned project received in 2014 a request from European Commission to be partner of the New Project co-financed by German mentioned Ministry and Finland Chamber of Commerce. Project Partners along with DBJ are, among others, 4 European Women Lawyers Associations. ***************************************************************** Legislation Committee strong recommend to download both the documents from the web page: www.djb.de You will find quite a lot of suggestions and demands that have been presented during the shareholders meeting over the four years Are you shareholders ? – in the positive you have the possibility to give a contribution to the “women on board campaign” Are you ready to challenge?

33. The voluntary code of conduct for Executive Search Firms (SF) Recommendation 8 of the Lord Davies Report proposed that the Executive search community should draw up a voluntary code of conduct to address gender diversity on corporate boards and best practices for the related search processes. The Report proposed challenging targets for improving the representation of women on the boards of FTSE 350 companies. Around 70 search firms have already signed the Voluntary Code in UK and do support their Clients (chairmen and nominations committees) to take step to increase proportion of women in their board, in both executive an non-executive roles Code of Conduct: Succession plan > Suggest chairmen and nomination committees to identify the balance of experience and skills the will need to recruit over 2/3 years Diversity goal > explore with the chairman if recruiting women directors is a priority Defining Briefs > SF should work to ensure that the proper weight is given to relevant skills, competencies and personal capabilities and not just proven career experience in order to extend to pool of candidates with existing boar roles or conventional corporate careers

34. Voluntary code...to continue Long lists: When presenting their long lists SF should ensure that at least 30% of the candidates are women Candidate support: During the selection process SF should provide appropriate support to prepare them for the interview Supporting Candidate Selection: SF should advise their clients on how to run their interview process to demonstrate the requested rigour and to avoid unconscious gender bias Embedding Best Practices: SF should ensure that the bet practice in supporting clients on enhancing Board gender diversity are well-documented and shared internally and that the adherence to the Code is effectively monitored Signalling Commitment: SF should signal their commitment to supporting gender diversity on Boards through their websites and marketing initiatives as appropriate and are encouraged to invest time into developing relationships with the pipeline of future female candidates The Code will be periodically kept under review as per effectiveness and progress towards improving board diversity

35. Voluntary Code......to continue The investor community should play a more active role on Code agenda and challenge businesses further in their plans and actions to create more gender balanced boards The Lord Davies Steering Groups should create information for the investors community on why gender diversity is important on corporate boards, including the right questions to ask, what they should be looking for and what a good response sounds like Taken from the independent Code Review worked out by Charlotte Sweeney. She has won a number of awards over the years, including from Harvard for her work on Diversity and Inclusion

36. BULGARIA No Measures in Force The lack of legislation for parity in decicion making hampers progress on this front. However the representation figures are average for an EU country. Bulgaria provided the largest number of signatory companies for EC pledge in 2012 largest pubblicly listed companies (EU Jan. 2013) BULGARIAEU AVERAGE BOARD CHAIRS6,7%3,3% CEO´S0%2,4% MEMBERS OF BOARDS16,7%15,8% EXECUTIVES11,5%10,2% NON EXECUTIVES16,7%16,8% Women on board of large listed companies (EU Oct. 2013) 16,7%

37. CROATIA No Measures in Force The Fact- Art. 15 of the Gender Equality Act calls on political party to respecto 40% quota of the least represented sex in their list. 2/3 of the 313 party list did not respect the requirement in the last elections. CROATIAEU AVERAGE BOARD CHAIRSN/a3,3% CEO´SN/a2,4% MEMBERS OF BOARDS15,8%15,5% EXECUTIVESN/a10,2% NON EXECUTIVESN/a16,8%

38. CYPRUS No measures in force The Women’s participation is increasing on political sphere but slowly. The media and society at large hamper women participation. On the other hand, as you may see from the numbers below, Women board Chairs and CEOs are above the respective EU average Largest listed companies (EU Jan. 2013) CYPRUSEU AVERAGE BOARD CHAIRS5,0%3,3% CEO´S5,3%2,4% MEMBERS OF BOARDS7,3%15,8% EXECUTIVES8,6%10,2% NON EXECUTIVES6,3%16,8% Women on board of large listed companies (EU Oct. 2013) 7,3%

39. CZECH REPUBLIC No measures in force Fact: In terms of women decision making, the 2012 electoral reform should improve the success chance of women candidates. The proportion differs, either below or above the EU average (see figures below) Largest listed companies (EU Jan. 2013) CZECH REPUBLIC EU AVERAGE BOARD CHAIRS16,7%3,3% CEO´S0%2,4% MEMBERS OF BOARDS16,4%15,8% EXECUTIVES6,3%10,2% NON EXECUTIVES18%16,8% Women on board of large listed companies (EU Oct. 2013) 11,3%

40. ESTONIA No measures in force In both the decision-making and the socio-economic sphere Estonia ranks towards the bottom of EU table. The proportion has fallen down from 14,7% in 2003 to 7,8 in October 2012 The lack of binding measures results in poor representation of women in both the public and private sphere. But as you may see from the figures below, it is really impressive that the Executives proportion is almost the double of EU average Largest listed companies (EU Jan. 2013) ESTONIAEU AVERAGE BOARD CHAIRS0%3,3% CEO´S0%2,4% MEMBERS OF BOARDS7,8%15,8% EXECUTIVES20%10,2% NON EXECUTIVES7,8%16,8% Women on board of large listed companies (EU Oct. 2013) 7,3%

41. ICELAND Legislative Measures 40% policy target adopted in 2008 for private companies imposed complying dateline within Sept. 2013. No penalties at all > Companies: publicly traded, private limited and SOEs with at least 50 employees. From Oct. 2011 to April 2014 Iceland had the largest increase of non- executive directors among the 11 countries included in EWL study (25 percentage points)

42. ICELAND Challenges and Statements Challenges -When comparing with the other countries, the female proportion of non-executive directors (46%) is very high. Executive counterpart is only 12% instead. The proportion of female CEOs is among the highest in Europe reaching 9%, but still very low. National Expert Statement – In contrast to other European countries, the number of women on Icelandic business boards is higher in small companies than in the larger ones. In 2012 only 11% of women board members were critical of the quota legislation compared to 38% of male counterpart. Female board members are in general younger than male members.Women with university degree (or diverse degrees) are a majority. Any case is still too early to see if gender quotas will result the Women promotion in leading positions in business in general and not only the boardrooms Guobjoerg Linda Rafndoettir – Sociology Professor – University of Iceland - Iceland

43. LATVIA Legal/Voluntary Measures? N/a Positive steps: highest proportion (31%) of non executive women on company board among the EU countries except executive board seats (22%) It is impressive to see that these successes have been achieved with neither legal nor voluntary measures to promote women’s participation on board and in senior management Some traced this high level of women on company boards back to the promotion of women particularly in the service sector in the former Soviet Union. Others say that may be to the higher levels of education among women or the fact that especially in the state-owned companies, politics play a big role in the selection of board members. National Expert Statement:It is worrying that the % of female CEO’s is so low as they could be the role model for junior manager to inspire and encourage them toward senior management. Lack of mentoring programmes but the one launched by the National Coordination in 2012 attracting first level mentors. While the proportion of WBD remains high, could drop in the future: quota and sanctions are needed –Edite Kalnina – Women NGO’s Cooperation Network of Latvia

44. LATVIA Current Percentage The proportion of women on boards in Latvia has risen from just under 17% in 2003 to just over 28% in October 2012. This represents an average increase of 1,3 percentage points per year. At this rate of change, it would take around 10 years to achieve boards with at least 40% of each gender. Largest pubblicly listed companies (EU Jan. 2013) LATVIAEU AVERAGE BOARD CHAIRS12,9%3,3% CEO´S3,2%2,4% MEMBERS OF BOARDS28,2%15,8% EXECUTIVES21,9%10,2% NON EXECUTIVES28,2%16,8% Women on board of large listed companies (EU Oct. 2013) 16,1%

45. LITHUANIA No measures in force Women on board has risen from 11% in 2004 to 17,8% in 2012. Increase porcentage very slow. But as you may see from the numbers below, Women board Chairs and CEO’s are far above the EU-average Largest pubblicly listed companies (EU Jan. 2013) LITHUANIAEU AVERAGE BOARD CHAIRS8%3,3% CEO´S4%2,4% MEMBERS OF BOARDS17,8%15,8% EXECUTIVES11,5%10,2% NON EXECUTIVES19,1%16,8% Women on board of large listed companies (EU Oct. 2013) 16,1%

46. MALTA No measures in force Largest pubblicly listed companies (EU Jan. 2013) MALTAEU AVERAGE BOARD CHAIRS0%3,3% CEO´S5%2,4% MEMBERS OF BOARDS3,5%15,8% EXECUTIVES6,8%10,2% NON EXECUTIVES3,5%16,8% Women on board of large listed companies (EU Oct. 2013) 2,1% The WBD Representation has not had change since 2004. Figures persistently below 5%. But as you may see from the figures below no Women chairs but 5% Women CEOs

47. ROMANIA No measures in force Largest pubblicly listed companies (EU Jan. 2013) ROMANIAEU AVERAGE BOARD CHAIRS0%3,3% CEO´S10%2,4% MEMBERS OF BOARDS11,9%15,8% EXECUTIVES30,5%10,2% NON EXECUTIVES12,5%16,8% Women on board of large listed companies (EU Oct. 2013) 16,1% Significant: 10% of women are CEOs: higher than EU average and the Executives are well above the EU average with 30,5%

48. RUSSIA No measures in force Significant: We could not find concrete information: It appears that no quotar are currently in place to promote women participation both in political and business sphere Companies with women board directors50% Women in executive roles9,5% Women in chair roles0% Non National Board Members20,4% Female board appointments 201020122014 N/a17,6%6,7%

49. SLOVAKIA No measures in force Proportion of WBD has risen from 7,6% in 2003 t0 13,8% in October 2012 and are below the EU average. But as you may see from the figures below there are 10% Women board chairs and 10% Women CEO’s Largest pubblicly listed companies (EU Jan. 2013) SLOVAKIAEU AVERAGE BOARD CHAIRS10%3,3% CEO´S10%2,4% MEMBERS OF BOARDS13,8%15,8% EXECUTIVES13,7%10,2% NON EXECUTIVES14,5%16,8% Women on board of large listed companies (EU Oct. 2013) 16,1%

50. SLOVENIA Legislative Measures Principle of 40% for both sexes applies only to estate- owned companies The proportion of women on board has fallen from just under 23% in 2003 to just under 19% in Jan.2013. Women chairs are well above the EU average, same for executives and non-executives. Largest pubblicly listed companies (EU Jan. 2013) SLOVENIAEU AVERAGE BOARD CHAIRS10,5%3,3% CEO´S0%2,4% MEMBERS OF BOARDS18,7%15,8% EXECUTIVES17,9%10,2% NON EXECUTIVES21,6%16,8% Women on board of large listed companies (EU Oct. 2013) 16,1%

51. To conclude please find some statements and inputs that you may share or not Too hard ? – Business rules were invented by men, for men in order to profit from the other 50% of the talent pool, the female talent pool > need to breakdown barriers to get a new world economy, engendering happiness and success for all Like it ? - When Women are more involved in decision-making-not necessary better or worse- but decisions that reflect the needs of more members of Society (K.Schwab chairman World Economic Forum) Challenge- The way forward: engaging men – women and men advancing the world 1) Create awareness of the need to engage men in gender diversity 2) Develop best practices to help organizations to engage men women’s development 3) Get up a network of male allies who are passionate about working together with women in collaborative leadership (Professional Women Network – www.pwnglobal.net.mission)