Women's enterprises and work

Find opportunities, incentives and useful tools dedicated to companies to manage their business and to optimise personnel management with a view to reconciliation and the enhancement of female talent.

Human resources constitute the main value of a company and as such should be protected and valorised as much as possible in order to retain them in-house ( retention policies).

In personnel management, the female component is undoubtedly more affected by company turnover due to maternity, parental or family care responsibilities: managing the time and care needs of one's employees in a conscious and attentive manner is a priority, as well as a convenience for the employer, who will be able to benefit from their work contribution in a more lasting way. Moreover, again due to family burdens and forms of direct and indirect discrimination, women struggle to gain access to senior roles, leading to a loss of their important contribution to the organisation and the economy. It is therefore in the company's interest to enhance gender differences by favouring female career progression.

Even in the field of entrepreneurship, the role of women is still developing: in fact, women's enterprises account for just under a fifth of the total and are characterised by their small size and greater fragility, which is also reflected in their lower 'life expectancy'.

Listed below are the main supports aimed at female businesses and enterprises, as well as the tools and measures for more effective and efficient personnel management with a view to work-life balance and female empowerment.