{"id":2969,"date":"2020-01-29T10:01:00","date_gmt":"2020-01-29T09:01:00","guid":{"rendered":"https:\/\/egn.com\/dk\/?p=2969"},"modified":"2023-04-05T12:40:05","modified_gmt":"2023-04-05T10:40:05","slug":"nyt-kvindenetvaerk-saetter-fokus-pa-forskelligheder","status":"publish","type":"post","link":"https:\/\/egn.com\/dk\/nyt-kvindenetvaerk-saetter-fokus-pa-forskelligheder\/","title":{"rendered":"Nyt kvindenetv\u00e6rk s\u00e6tter fokus p\u00e5 forskelligheder"},"content":{"rendered":"<p><strong>KVINDER OG M\u00c6ND LEDER FORSKELLIGT, FORDI VI ER FORSKELLIGE. MEN I STEDET FOR AT FORS\u00d8GE AT ARBEJDE UDEN OM DET, B\u00d8R FORSKELLIGHEDERNE SES SOM EN FORCE.\u00a0DERFOR HAR EGN STARTET ET NETV\u00c6RK FOR KVINDELIGE LEDERE.<\/strong><\/p>\n<p>N\u00e5r samtalen falder p\u00e5 ligestilling og vores arbejdsliv, ender det ofte i en klich\u00e9pr\u00e6get debat om barsel og kvoter. Det er dog andre udfordringer, som is\u00e6r kvindelige ledere konfronteres med i det daglige. For eksempel n\u00e5r de m\u00f8der forskelligheden i ledelsesstil og opgavel\u00f8sning.<\/p>\n<p>&#8220;I virkeligheden er det dog en god ting, at kvinder og m\u00e6nd ikke leder ens, og derfor skal man turde itales\u00e6tte forskellene&#8221;.<\/p>\n<p>Det mener Lill Palmblad, netv\u00e6rksdirekt\u00f8r i EGN og netv\u00e6rksleder af EGN\u2019s nye kvindenetv\u00e6rksgruppe, hvor kvindelige ledere i et fortroligt forum har mulighed for at diskutere de udfordringer og erfaringer, de g\u00f8r sig.<\/p>\n<p>Og ikke mindst perspektivere det, s\u00e5 de kan bruge det i deres arbejde fremadrettet.<\/p>\n<blockquote><p>&#8220;Alle parter vil vinde ved at blive mere bevidste om forskellene og bruge det aktivt som en v\u00e6rdiskabende faktor&#8221;.<\/p><\/blockquote>\n<p>\u201cNetv\u00e6rksgruppen skal v\u00e6re et sted, hvor vi kan debattere emner p\u00e5 et kvalitativt og professionelt grundlag &#8211; og hvor vi gerne skal finde inspiration og blive klogere sammen,\u201d forklarer Lill Palmblad.<\/p>\n<p><strong>M\u00e6nd har bedre topchef-chancer<\/strong><br \/>\nI Danmark er fem ud af seks topchefer m\u00e6nd, og i en nylig\u00a0unders\u00f8gelse foretaget af YouGov for Lederne\u00a0svarer 52 pct. af\u00a0 de adspurgte ledere, at m\u00e6nd har \u201dlidt\u201d eller \u201dmeget\u201d bedre mulighed for at blive topleder i den private sektor i Danmark.<\/p>\n<p>41 pct. vurderer, at m\u00e6nd og kvinder har lige gode muligheder for at blive \u00f8verstkommanderende. Kun \u00e9n pct. af de i alt 2.335 adspurgte ledere peger p\u00e5, at kvinders muligheder er bedre end m\u00e6ndenes.<\/p>\n<p>\u201cVanet\u00e6nkning betyder noget. Vi er vant til at se m\u00e6nd i toplederstillinger, og derfor forestiller vi os, at de har bedre chance for at blive det. Og det vi forestiller os pr\u00e6ger vores adf\u00e6rd. Derfor er det vigtigt, at vi bliver mere bevidste om, hvorfor vi agerer og t\u00e6nker, som vi g\u00f8r,\u201d siger Lill Palmblad.<\/p>\n<p><strong>Se forskelligheden som en v\u00e6rdi<\/strong><br \/>\nUdgangspunktet for netv\u00e6rksgruppen er netop at udfordre vanet\u00e6nkningen, blive bevidste om de forskelle, der er i for eksempel m\u00e6nd og kvinders tilgang til opgavel\u00f8sning \u2013 og bruge det som en styrke.<\/p>\n<p>\u201cI vores kultur er vi meget fokuserede p\u00e5 lighed mellem k\u00f8nnene, og m\u00e5ske derfor ikke bevidste om de forskelle, der jo alligevel er, og det kan n\u00e6rmest ende i en konflikt, hvis nogen p\u00e5peger det,\u201d siger Lill Palmblad og understrejer, at alle parter vil vinde ved at blive mere bevidste om forskellene og bruge det aktivt som en v\u00e6rdiskabende faktor.<\/p>\n<p>\u201dTanken om diversitet g\u00e5r jo netop p\u00e5, at vi som forskellige mennesker bidrager forskelligt &#8211; og tilsammen \u2019fylder pladen bedre ud\u2019,\u201d forklarer hun og tilf\u00f8jer:<\/p>\n<p>\u201cHvis vi i netv\u00e6rksgruppen kan blive mere bevidste om, hvordan vi selv agerer og t\u00e6nker som kvinder og ledere &#8211; b\u00e5de med vores mandlige kolleger og hinanden \u2013 kan vi inspirere hinanden og selv g\u00f8re noget for at bruge forskellighederne positivt i vores arbejdsliv og karriere\u201d.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>KVINDER OG M\u00c6ND LEDER FORSKELLIGT, FORDI VI ER FORSKELLIGE. MEN I STEDET FOR AT FORS\u00d8GE AT ARBEJDE UDEN OM DET, B\u00d8R FORSKELLIGHEDERNE SES SOM EN FORCE.\u00a0DERFOR HAR EGN STARTET ET NETV\u00c6RK FOR KVINDELIGE LEDERE. N\u00e5r samtalen falder p\u00e5 ligestilling og vores arbejdsliv, ender det ofte i en klich\u00e9pr\u00e6get debat om barsel og kvoter. 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