The good examples have been selected on the basis of the data from the Topvrouwen 2016 companies monitor. These are large companies and public-sector organisations that have achieved a balanced distribution (30% of women) on the executive board and/or supervisory board. Based on desk research (analysis of annual reports, policy documents) and interviews with stakeholders, researchers gained an understanding of what works in these companies and organisations, and why. These best practices offer practical tools and aim to inspire other companies to develop policies and take measures.

“You take a whole pallet-load of measures. For example, we have a leadership programme, a mentoring programme, a middle-management programme, a mobility centre, and the Amsterdam School with learning interventions. An important tool in achieving a more balanced male-female ratio within the city’s administration is [the use of] HR analytics. With these, we don’t have to rely on gut feelings.”
“It’s about women learning to play the networking game without losing their unique characteristics.”
“I’m aware of the fact that as a female CEO, who also has children and has struggled with the combination of work and family, I don’t at all fit the traditional mould. Unfortunately, women in top positions are still quite the exception. I realise that I can support other women in this area.”
“The organisation is developing strongly. At first the attitude was conservative. Now the company is actively engaged in thinking about the issue and is showing commitment to having more women in higher positions. Seven male ambassadors have now also joined the women’s network, EVA. They form the link with the men in the organisation and make their contribution to meeting the objectives of EVA.”