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The purpose of this program is to provide women working in the ICT sectors and women wishing to enter the ICT sector, including students in any of these fields, with knowledge and skills that will make them able and empower them to overcome obstacles that have been put into their way by gender bias and other factors.

This toolkit is designed to help companies, organizations, incubators and academic institutions address this complex and multilayered issue by providing practical ideas and solutions.

Through this methodological tool we aim to empower each and every tech-related ecosystem to begin their journey towards creating more gender-responsive policies, practices and operations to support a more and more equitable ICT field in the process.

At the Responsible Businesses Awards 2024, the recognized institution for representatives of the country’s social partners and productive entities, as well as corporations that invest in Sustainable Development practices, 3 WHEN actions were awarded!

In our quest to achieve greater gender equality in the job market, we are launching a crowdfunding campaign to create WHEN, the first female-focused working, learning, empowerment, and advocacy hub with on-site childcare in Greece. 

In the FoWoSe program (Fostering women's social entrepreneurship) we collaborated with organizations from 5 different countries in Europe, to train and guide organizations involved in the promotion of entrepreneurship, so that they become more equal, first as employers, and then towards the entrepreneurs they support.

FEMIN-ICT is a collaboration between 7 organizations from Greece, Belgium, Cyprus, Italy, Stockholm, Spain and Sweden, which aimed to address the underrepresentation and difficulty of advancement of women in the Information & Communications Technology (ICT) sector, encouraging more women to enter the industry, giving them the tools they need to succeed, and promoting their equal participation, representation and treatment within the ecosystem.

The year 2023 was yet another year of growth for WHEN as we completed the first strategic plan we created in 2021. You will read many of its outputs and outcomes in this annual report.

This Financial Literacy Guide is our contribution to the need we observe by experience and research, for more and more women to start taking control of their finances and grow professionally, creatively and socially, using money not as an end in itself, but as a valuable tool.

This Financial Literacy Guide is our contribution to the need we observe by experience and research, for more and more women to start taking control of their finances and grow professionally, creatively and socially, using money not as an end in itself, but as a valuable tool.

The guide for the "Psychosocial Empowerment of Girls in Primary Education" is addressed to teachers of secondary education and is part of the project "School of No Bias", which was implemented within the framework of the Active citizens fund program, with WHEN as the implementing body and Sociality and Openous as partners.

The guide for the "Psychosocial Empowerment of Girls in Secondary Education" is addressed to teachers of secondary education and is part of the project "School of No Bias", which was implemented within the framework of the Active citizens fund program, with WHEN as the implementing body and Sociality and Openous as partners.

The guide for "Teaching School Career Guidance without Gender Stereotypes" is addressed to teachers of school career counseling and is part of the project "School of No Bias", which was implemented within the framework of the Active citizens fund program, with WHEN as the implementing body and Sociality and Openous as partners.

The guide for "Gender equality and bias at school" is addressed to teachers of primary and secondary schools, of all specialties, and is part of the project "School of No Bias", which was implemented within the framework of the Active citizens fund program, with WHEN as the implementing body and Sociality and Openous as partners.

WHEN is excited to announce its collaboration with the Hellenic Australian Chambers of Commerce and Industry (HACCI) National Federation (HNF), in launching a transformative international mentoring program, bringing together young female professionals and accomplished female experts from a variety of industries. 

Guide for the Inclusive Teaching of STEM, with the aim of making school life, learning and the professional orientation of students more equal, inclusive and effective for all.

Each year, the WHEN in Business Conference highlights initiatives, statistics and tools aimed at promoting equality and inclusion in businesses and organizations. In 2023, WHEN's Conference for Equality in Business took on the character of a Hackathon and welcomed real Diversity, Equity & Inclusion challenges set by our top sponsoring companies and organizations participating in the event.

Since January 2021 at WHEN we have been closely following the long-term efforts and progress of Norway and Iceland on the issue of the gender gap at work. Our study was carried out in the context of the project "Gender equality in the corporate world: what can we learn from Norway and Iceland about empowering women in business", through which we attempt to understand and record the practices and methods that helped the Norway and Iceland consistently top the rankings for gender equality in Europe.

The manual for preventing and combating sexual harassment at work is addressed to human resources executives, members of the management of companies and organizations, but also to executives of any department concerned with the cultivation of a culture of safety and respect in the workplace.

This handbook covers what sexual harassment is and isn't, the context in which it can occur, and the ways in which we can deal with it when we are put in a difficult position. It also includes how we should behave at work, to foster inclusion and respect, how we can set our own boundaries, along with small but important rules of conduct that will help us not to violate, even unintentionally, the boundaries of our colleagues. Finally, the handbook closes with the myths that we need to debunk if we want to make a meaningful contribution to addressing the phenomenon of sexual harassment at work.

Change is a collective effort and this guide is a comprehensive, practical handbook with tools that will facilitate the integration of the gender mainstreaming in organizations, for those who wish to better support their beneficiaries, to serve customers of all genders, to design more effective products and services, and collaborate effectively with all stakeholders related to their organization.