The Digital4Her conference ended on a high note with many extraordinary men and women gracing the stage, sharing their experiences and raising important questions on the issue of giving women avenues to shine in the digital sector and oppurtinities to enter the tech world.
CEOs of 20 companies co-signed the declaration committing to paving a gender balanced company culture, more than 40 organisations signing up to be a part of the European Network for Women in Digital. The panel discussion on thefocus areas brought in ideas to take this important issue forward. Here is an overview of the ideas that were gathered at the event.
Representations of women in media
- Create training to raise awareness of bias for those who allocate public funds in the cinema industry;
- Promote gender equality in pedagogical teams of cinema schools to avoid perpetuation of inequalities;
- Collect data on the audiovisual sector which is pertinent, exact and comparable at European level;
- Guarantee public funds for women filmmakers’ projects, including quantitative objectives.
- Establish clear objectives to guarantee women’s representation in the media as well as transparent follow-up with the involvment of all stakeholders;
- - Encourage audiovisual regulators and broadcasters to act at the highest level to become the driving force of the transformation
Education and Skills in digital
- Promote visiblity of female role models in digital at school and the workplace, in particular through the media to establish it as a standard rather than the exception;
- Develop new forms of mentoring, coaching, sponsoring and management to encourage women to pursue and access management positions in digital companies;
- Launch projects and competitions at European level for young women in digital, with the support of industry and of the Ministries of Education.
Work place culture
- Encourage production and publication of human resources data to promote transparency in terms of recruitment, promotion and salaries;
- Adopt concrete company policies to improve the work life balance, including specific programmes for post-maternity leave;
- Adapt recruitment and promotion processes so as to eliminate gender bias.