The necessary resources that WHEN needs to sustain itself and implement its strategic programming come from 4 main sources: from our corporate partnerships, from EU funding, from philanthropic foundations (Greek or international) and from periodic crowdfunding campaigns, in which we ask people who believe in our work to support a specific initiative of ours. All this data is documented every year in the organization's annual report and of course is in accordance with the principles outlined in our statutes.
Where does your income come from?
Shouldn’t it be "Women at the Top"? "WHEN" sounds a bit...
"WHEN" is shorter and makes you pay attention, right? It’s not just that, of course! We believe that all of us have something we want to "get over”: unemployment, lack of confidence, a difficult boss, a situation we don't know how to handle, a life transition, [fill in the blank]. While "at the top" talks about the top, "on top" speaks about our small personal victories. Which, at the end of the day, add up to many small top moments for each of us.
Can your programs be adapted to the needs of our company?
Of course! We know that each company and each team has different needs and objectives and may be at different points in their organisational journey. Our goal is to meet those teams at exactly the point they are at, and co-design their next steps to help them reach their desired destination. To accomplish this, we sometimes need to deeply investigate the particularities and needs of the company and/or design and implement actions that are specifically tailored to their sector, size, and ambitions.
Do you only work on gender equality?
As WHEN, we focus primarily on gender equality issues, always through an intersectional lens that takes into account all the identity characteristics of the women we support, and the various kinds of discrimination that may result from these characteristics. That is, we do not treat women as a homogenous group with similar characteristics; rather, we recognize the effects of factors such as age, ethnicity, religion, sexual orientation, or a disability or long-term illness.
If you are interested in consulting, training, and project management services that cover the full spectrum of diversity, beyond gender, you can contact inc.lude, which was created precisely to support companies and organisations more holistically, at any point in their DEI journey.
What is your methodology?
For the design and implementation of the consulting and training projects we undertake, to promote gender equality, we use three main theoretical frameworks, which we combine with our years of experience in collaboration with companies and organizations. The three frameworks are:
The Women’s Empowerment Principles
The Women's Empowerment Principles (WEPs) were presented in 2010 by UN Women and the UN Global Compact and adopted by the UN General Assembly, the G20, and the G7. They provide a platform to mobilize corporate action towards the implementation of the Sustainable Development Goals (SDGs), particularly SDG 5 on gender equality and the empowerment of women. The seven Principles provide businesses in promoting gender equality and empowering women in the workplace, marketplace, and their wider community.
Gender mainstreaming
Gender mainstreaming is adopted internationally as a strategy to achieve gender equality. Gender mainstreaming refers to the preparation, planning, implementation, monitoring, and evaluation of policies, regulatory measures, and funding programs aimed at promoting equality between men and women to combat discrimination.
The guidelines of the International Labor Organization
The International Labor Organization takes a two-pronged approach to promoting gender equality. First, all its policies, programs, and activities aim to systematically address the specific and often different concerns of both women and men. These include the practical and strategic gender needs of women. Second, targeted interventions are made – based on analyses that take into account these concerns and needs – to enable women and men to participate and benefit equally from development efforts. The five key elements of the action plan to make gender mainstreaming a reality are: strengthening institutional arrangements, using accountability and monitoring mechanisms, allocating sufficient resources to the gender mainstreaming effort, improving and increasing staff capacities in terms of gender, and improving the balance in the number of women and men employed, at all levels.
Why do we, as a company, need to invest in equity & inclusion?
Investing in equity and inclusion needs to be part of any company’s strategy, first and foremost because it’s the ethical thing to do. Even if you’re one of those people who think that ethics don’t necessarily equate to good business practices, there are a multitude of reasons why, at least in this case, you need to reconsider.
No matter your industry, here’s what equity, diversity and inclusion can offer to your organisation:
Εnhanced innovation and creativity: A diverse and inclusive workplace fosters a variety of perspectives and experiences. This diversity can lead to more innovative solutions and creative ideas, as individuals from different backgrounds bring unique insights to the table.
Improved decision making: Diverse teams are better equipped to make well-rounded decisions. By considering a variety of viewpoints, companies can make more informed choices that take into account a broader range of perspectives and potential outcomes.
Better problem solving: Inclusive environments encourage open dialogue and collaboration, allowing teams to approach problems from multiple angles. This can lead to more effective problem-solving processes and solutions.
Enhanced employee engagement and satisfaction: Employees are more likely to feel valued and engaged in an inclusive workplace where they feel their contributions are recognized and respected. This approach can lead to higher levels of job satisfaction, productivity, and retention.
Attracting top talent: Companies that prioritize equity and inclusion are more attractive to top talent, especially individuals from underrepresented groups. This can give companies a competitive edge in recruiting and retaining skilled employees.
Improved reputation and brand image: Consumers and clients increasingly expect companies to demonstrate a commitment to diversity and inclusion. By investing in equity and inclusion, companies can enhance their reputation, strengthen their brand image, and build trust with stakeholders.
Compliance and risk mitigation: Many jurisdictions have regulations and laws pertaining to workplace equity and inclusion. By investing in these areas, companies can ensure compliance with legal requirements and mitigate the risk of lawsuits or reputational damage associated with discriminatory practices.
Access to diverse markets: A diverse workforce can better understand and connect with diverse consumer demographics, leading to improved market understanding and more effective marketing strategies.
Are your programs addressed only to female employees?
We design and implement programs addressed to the female employees of a company, its entire personnel, or selected executives and team leaders, irrespective of their gender. The first category of programs aims to enhance the critical skills of female employees. The second one aims to provide training and to raise awareness among all employees on issues of equity and inclusion. The third category aims to enhance the skills of company executives in leading their teams in an equal and inclusive manner and to integrate the gender perspective in all areas of a company or organisation's activities.
How do I use the Educational Guides?
We have created 4 educational guides, one for each main theme of the project:
- Helping primary school teachers familiarise themselves with tools that facilitate girls’ psychosocial empowerment
- Helping secondary school teachers familiarise themselves with tools that facilitate girls’ psychosocial empowerment
- Training educators on issues of gender equality and unconscious bias.
- Create awareness among School Career Counsellors about the gender stereotypes that may influence the effectiveness of School Career Counselling and acquire the tools they need to prevent and/or address these stereotypes.
Each guide includes a theoretical part, as well as practical advice and suggestions for educational activities.
We suggest that you download the guide or guides that are most suitable to your role. Once you study them, you can draw from them the materials that are more relevant to your students, and also on the challenges that you, as a teacher, are faced more often with.
Does WHEN implement activities for students at school?
Not yet, but we will, soon. You can sign up for our project newsletter to receive updates and news about our future activities.
Why register on the educators’ networking platform?
The platform is a networking tool for educators who are curious or concerned about gender equality issues, such as stereotypes, gender bias and occupational segregation. By registering in the platform, you can liaise with other teachers about the issues that trouble you, and also seek out other educators with whom you can get in touch to organise common initiatives.
And why should I listen to WHENic?
Because it is the first podcast in Greece dealing with women’s professional empowerment and equality in public life.
Because it will give you the opportunity to hear about the experiences of many different women and men; learn information and news on gender equality from all over the world; find out tools to help you grow at work and draw ideas to help you look for and find out more about how you can bring positive change.
Because you can listen to it without having to invest extra time out of your daily life, we listen to our favourite podcasts when we are stuck in traffic or travelling, when we are out running, when we are doing chores around the house, or when we are queuing at the tax office.
Because with your ideas and comments, you too can contribute to our mission of creating better and more interesting content for everyone interested in the future of work, diversity and inclusion, and the ways and how we can grow and become more creative.
So how does it differ from radio?
Podcasts do resemble radio shows, but they are also quite different. First of all, they are not broadcasted live, which means you can listen to them wherever and however you want. You can fast-forward, rewind, or pause them, subscribe to their notifications so you never miss an episode, and share them with whomever you want.
You don’t even have to be online or have good reception; all you need to do is download the podcasts you want on your favourite device to listen.
What exactly is a podcast?
A podcast is an audio file that you can listen to for free on your smartphone, tablet, or computer. You can listen to it wherever and whenever you like, while you are walking, driving, exercising, or even doing your household chores.
Worldwide, there are now more than 800.000 podcasts available, in more than 100 languages – which means that, in total, 30 million episodes are waiting for you to listen. Think of any subject that interests you. There's a good chance that a related podcast is available somewhere!
How can I propose a book?
It will make us very happy if you do so, however you please!
You can send an email to info@womenontop.gr, use the contact form, send us a message on any of our social media pages, or join one of our meetings and propose the book in person.
Just make sure the book you have in mind is translated into Greek, is in circulation, and is in some way related to the themes, interests and vision of WHEN.
Why does WHEN need a book club?
Our question is, why did it take us so long to create one!
In our experience, within and outside of WHEN, communities of people who come together, either face-to-face or online, around a subject that interests them, are discovering the best ways to learn, network, feel stronger, shape or change their opinions, and communicate. Books provide us with innumerable subjects like that, and they are a subject in themselves.
We also believe that reading is essentially a social process, as it becomes more meaningful, enjoyable, and effective when we do it together or with other people whom we trust and value.
For us, at WHEN, this book club is a special opportunity to discuss with people who are interested in our work and vision issues that are not sufficiently addressed in our daily life, but, in our opinion, are critical to ensure fairness, growth, and prosperity for everyone.
Can I come to a meeting if I have not read the book of the month?
Of course! The club meetings themselves provide an opportunity to listen, learn, exchange views, and form an opinion, not only about the books we are reading but also about the important issues addressed in these books. In most of our meetings, you will also have the opportunity to listen to speakers who are somehow related to the book of the month or its theme, and who will share their unique perspectives with us.
Do I need to be a woman to participate?
Not necessarily! WHEN is an inclusive organisation, and we are very pleased to have women, men, and non-binary persons who are interested in gender equality and inclusion join our events. We just ask you to observe the principles of respect and empathy that form the basis of everything we try to accomplish, irrespective of your gender.
How do I become a member?
Participation in #StoRafi is completely free, and no special registration is required.
To stay informed about the book we are reading each month, it is best to regularly check the WHEN website, follow us on social media, or, better yet, sign up for our monthly newsletter to ensure you receive all necessary information.
To join one or all of our meetings, you simply need to show up!
We would greatly appreciate it if you are on time (we start on time); if you don’t hesitate to share your opinion (no matter how unique it may seem); if you ask questions; and if you propose books that you may have read or heard about. Feel free to bring your friends, too!
If you truly enjoy this process and work at a company or organisation, you can also suggest to your HR department to contact us, so that we can organise a book club specifically for you.
What exactly is a book club?
A book club is made up by people who like to read and to build a community to discover, read and discuss more great books – even books they would have never chosen to read otherwise. Sometimes, these people have something more in common (their place of residence, their workplace, or a shared interest, much like we share our interest in women’s empowerment and equality in public life) and may base the content or the meetings of their club around that.
Keep in mind that a book club is not necessarily and exclusively composed of bookworms, intellectuals, or scholars. It's also not necessary that every member reads the book proposed by the club every month, without ever missing a meeting. A book club is composed of people who love books and stories and who wish to learn something more, together.
How do I find out about Female Founders Hub-themed circles?
Upcoming cycles will be announced on the site, our social media, and, of course, through the monthly FFH Newsletter. If you don’t already follow us, you can do so on LinkedIn, Facebook, Instagram, and TikTok!
Can I take part in FFH while I'm away?
Of course! The Female Founders Hub is a community of female entrepreneurs from all over Greece. So, not only can you, but we also welcome the participation of women from any region, including those from outside the country.
