A training camp on gender smart investing with social entrepreneurs and speakers from the world (22-25 June, Naples and Salerno).
The Social Enterprise Open Camp – Gender Smart Investing Investing is an intensive, residential training program. It offer an intensive program of workshops and plenary sessions on the most relevant and actual issues related to social entrepreneurship.
- June 22: opening ceremony with plenary sessions in Castel dell’Ovo in Naples
- June 23-24: intensive working sessions (plenary sessions and work shops) in Salerno
- June 25 morning: closing session: meeting with social enterprises of Campania and completion of works in Sant’Anna dei Lombardi in Naples
- in the afternoon: possibility to Open Tour in the Naples area or tourist attractions (organized by social enterprises in the CGM network)
The objectives of the training event
Starting from these facts and data, the idea of Social Enterprise Open camp – Gender Smart Investing was born. It is an immersive residential training camp to take up the challenge to converge the female potential, technology and access to capital.
Social and impact enterprises, businesses aiming at generating impact alongside financial sustainability, entrepreneurs and impact entrepreneurs, aspiring innovators, young talents, associations, international cooperation operators, investors, business angels, representatives of institutions and universities.
The two days in Salerno will alternate plenary sessions with talks and conversations and social entrepreneurs’ testimonies and group sessions coordinated by workshop leaders and guided by subject experts.
The workshops will reflect on the identities of social enterprises of the present and on the potential of the future. The Gender Lens, (but also Gender Gap and Gender Smart Investing) will represent the beating heart, the ‘red thread’ that will guide the reflections in all the work groups and that will intertwine with the other central focuses
The workshops will discuss the current situation in the social enterprise and future opportunities. Gender lens is the starting point but the discussions can focus on other issues as access to capital, use of technology, or other more general topics such as management, impact assessment, story telling, scalability and replicability, The founder will present the characteristics of the social enterprise. This narration will represent the starting point for developing reflections that will be managed and conducted by the workshop leaders.
The SDGs 5 (Achieve gender equality and empower all women and girls) and SDGs 8 (Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all) and impact will be at the core of all conversations.Other issues that will be covered are:
- Role of women in creating and managing a sustainable and responsible company
- Role of technology, digitization and innovative solutions for business development
- Need for skills and competences of human resources
- The evolution of sociale enterprises to face the challenges of the third millennium also in the logic of the supply chain and
- Strategies to combat gender inequality and enhance gender smart investing
- Role of social enterprises in facing the challenges of the third millennium
(smart city, green economy…) to create a business model that is both replicable and scalable
- Search for funding
Gender Diversity: the new mainstream
Gender Diversity is universally regarded as an economic plus, though is yet not properly practiced and deployed in business practice and design thinking. Social Enterprises have championed disruptive business models to fill in market failures and should lead the way in filling in the gender data gap and promote new solutions in business practice, mnagement, governance and, equally, impact investors should pioneer and embed gender smart investing in their investment practice.
Gender Smart Investing: a risk mitigation tool
- Multiple research shows that we today are faced with two opposite poles coexisting that both deserve attention and reflection.
- On the one hand, the GENDER GAP * is increasingly evident (both at International and Italian level): from access to technology, to career and economic recognition. The gap between women and men is still substantial, while in education we see a trend of women prevail over men.
- On the other hand, and in contrast, an interesting and significant evidence emerges: companies run directly and managed by women show reduction in the risk of failure and have better performance. This demonstrate the urgency and importance – also for business reasons – to invest in women and the fact that the “Gender smart investing” has strong reasons to be promoted and valued.
- “Gender Smart Investing” include providing financing to companies owned by women, promoting hiring and supporting women’s career, or offering products and services that improve the lives of girls and women.
Gender Gap: the current scenario
A gender gap of 12% in global internet access, increasing to 31% in Least Developed Countries.
Only 2,2% of
venture capital invested in women-led businesses in the US.
In Europe, only 29
of 1,000 female graduates had a computing degree in 2015, and just 4 out of 1,000 entered ICT careers.
Women are 20% less likely than men to have a bank account and 17% less likely to have borrowed formally in the past year.
*World Bank 2014
Globally, less than a third of scientific R&D is done by women researchers.
Only 5% of Fortune 500 companies have female CEOs.
The gap between men and women in the areas of health, education, political participation and economy has widened.
*Global Gender Gap Report 2017
Gender Smart Investing
According to a report by McKinsey, closing the gender gap by 2025 could make a net contribution of $12 trillion to the global economy.
Women make a difference on business performance
Many studies gives clear evidence that companies with a higher proportion of women in decision-making roles performs better.
Bringing more women into digital jobs could create a €9 billion annual GDP boost in the EU.
*European Commission 2013
Among the 1000 companies in the S & P 500 and Bloomberg Euro 500 indices, those with 30% of women or more on the board had a 2017 ROE of 23.9% compared to 21.1% for companies with less than 30%.
*The Case for Gender balance, JP Morgan, 2018
Companies with more than 15% of women in managerial positions have a ROE 18% higher.
*Credit Suisse 2016
Companies with a woman CEO have a 19% higher ROE and a 9% higher dividend.
Risk management is the process by which risk is measured or estimated and strategies are developed to govern it.
Gender diversity can help
Creating new opportunities, for example: the women’s health market is worth $ 36.5 billion and women take 80% of their health care decisions for their families, but 90% of the Venture Capital partners who invest in health are male.
*2018 Gender Smart Investment Report
Gender diversity can help improve diversity of thought among boards, reducing the risk of groupthink and enhance the ability of boards to provide effective oversight of company management.
*The Case for Gender balance, JP Morgan Gender, 2018
Avoiding costly causes for discrimination (salaries, appointments, dismissals, etc.) and potential class actions.
Example: Walmart where the lack of attention to working conditions has generated different class actions.
Reduce the risks caused by natural disasters. Women’s individual and collective knowledge and experience in natural resource management equip them with unique skills that benefit adaptation and disaster efforts across scales and sectors, although such skills are often not recognized.
*UNDP – Gender and disaster risk reduction
Social enterprises are pioneers in gender equality
Extensive research by the British Council in five countries (Brazil, India, Pakistan, UK, USA) shows that social enterprises have enormous potential, hitherto partly unrealized, in tackling gender inequality.
With respect to other forms of business, social enterprises are frontrunners in female representation: for example, in England 41% of social enterprises have female CEOs, compared to only 7% of companies on the FTSE 100 index and 19% of all SMEs in the country