Ultima actualizare: Marți, 29 Septembrie 2015


Local Reports

local  reporst



Each project local coordinator has drafted a report based on the results of the local diagnosis of the current situation and practices concerning gender equality in decision making and on the feedback received from the Local Leadership Forums. The reports were used by the consortium in order to understand the real skills needed by the target group.



The research methodology included 3 methods, both quantitative and qualitative. The research methods were: questionnaire, interview and focus group.



The questionnaire was developed to highlight four directions: (1) the organization/company procedure when employing a person on a leadership position, actions planned and/or implemented by the organization/company to ensure equal chances at the workplace, actions planned and/or implemented by the organization/company in order to ensure reconciliation of work with family life, procedures of the organization/company in terms of preventing, identifying and solving problems related to harassment at workplace, (2) relevant attitudes toward women/men regarding: differences between women and men managers related to Management skills and attitudes, communication and relationship styles, most frequent barriers that women meet to reach top management positions, management tasks that are more likely to be assigned to a women or men manager, (3) profile of the person that is more likely to be promoted on a management position: main features of the person, achievements of a performant manager, (4) available opportunities for career development.



The questions asked during the interview focused on: (1) personal experience in working with men in decision making positions, (2) personal experience in working with women in decision making positions, (3) attitude on promoting women on a leadership position, (4) prejudices related to the fact that women`s promotion on a decision making position is a risk, (5) men`s attitude towards successful women in their professional career, (6) men`s feeling associated with failure in promoting women on decision making positions, (7) necessary qualities required for a woman manager, (8) necessary qualities required for a men manager, (9) institutional practices regarding preventing, identifying and solving problems connected with harassment at workplace (psychological, sexual).



The focus groups were developed with the aim to discover and determine why competent women have fewer opportunities than men to advance in their career and why companies fail to encourage and enable women to make full use of their professional skills. A total number of 5 focus groups with distinct themes and following a well-defined set of questions were planned and organized. The themes were: (1) Discrimination at work place/ The role of men in corporate gender equality and reconciliation strategies/measurements, (2) Reconciliation of work and family life, (3) Successful women in decision making positions, (4) Stereotypes and prejudices regarding women at workplace, (5) Women`s training needs to access management positions.

The acces to reports will be done based on username and password approved by the administrator. Please do not hesitate to contact us for any other information.





Association for the Promotion of Women in Romania  (APoWeR), Romania, www.apfr.ro



Instituto De Formación Integral –Spain  www.ifi.com.es 

Centro Studi Progetto Donna e Diversity Mgmt- Italy  www.progettodonna.net 

Social Innovation Fund, Lithuania, www.lpf.lt

“die Berater” Unternehmensberatungs GmbH, www.dieberater.de

Dissens Institut für Bildung und Forschung e.V., Germany www.dissens.de

International Association for the Promotion of Women of Europe, Cyprus, www.aipfe.com