This is an extremely insightful book on an important and timely topic - how to get women on to corporate boards. I am proud to have been a part of the discussion and processes presented in this book, and I am impressed by how the editors have put together a systematic and comprehensive overview of the snowball effects of the Norwegian gender balance law. This book will definitely be influential when policy-makers and politicians in various countries are considering voluntary actions or legal regulations to empower women in corporate life.' - Kjell Magne Bondevik, Director, Oslo Centre for Peace and Human Rights and Former Prime Minister of Norway (1997-2000 and 2001-2005)'This book provides significant and important insight into the continuing challenge in getting more women on to corporate boards globally. Catalyst has always believed that competing in a global economy requires that companies leverage the talents of both men and women leaders. This book's evidence-based reflections about gender balance in the boardroom, from Norway and beyond, help further the dialogue on this important business issue.' - Ilene H. Lang, President and CEO, Catalyst This book provides unique insights into how the idea of quota laws to get women on to corporate boards gained international momentum from its origins in Norway. Invaluable insights are gained through the stories of actors involved in shaping the discourse and practice on women of boards. In exploring political contexts, the role of the advocacy movement, experiences of women directors themselves and latest research findings, the contributors provide a comprehensive overview of the rationales, processes and outcomes of formal approaches to gender diversity on boards. Drawing on insights from political, business and academic actors, the book discusses how and why the Norwegian law on gender equality on corporate boards is turning into a blueprint for action internationally. Getting Women on to Corporate Boards will prove an invaluable resource for policy-makers, principle-setters, practitioners and students interested in the international lessons from Norway, as well as for current and potential female directors. Contributors: K. Bergsto, H. Bjorkhaug, A. Bolso, M. Brogi, A.D. Buhrmann, L. Davoy, C. Finocchi Mahne, H. Foust-Cummings, K. Hansen, V. Heidenreich, E. Hurvenes, M. Huse, G. Ladegard, M. Lutken, S. Machold, D.P. Moore, I.R. Myhre, N.H. Nergaard, V. Reding, M. Schulz-Strelow, R. Sealy, C. Seierstad, S.O. Sorensen, E.G. Standal, M. Torchia, S. Vinnicombe, D. Weber-Rey, C. Wetli, T. Widvey

This is an extremely insightful book on an important and timely topic - how to get women on to corporate boards. I am proud to have been a part of the discussion and processes presented in this book, and I am impressed by how the editors have put together a systematic and comprehensive overview of the snowball effects of the Norwegian gender balance law. This book will definitely be influential when policy-makers and politicians in various countries are considering voluntary actions or legal regulations to empower women in corporate life.' - Kjell Magne Bondevik, Director, Oslo Centre for Peace and Human Rights and Former Prime Minister of Norway (1997-2000 and 2001-2005)'This book provides significant and important insight into the continuing challenge in getting more women on to corporate boards globally. Catalyst has always believed that competing in a global economy requires that companies leverage the talents of both men and women leaders. This book's evidence-based reflections about gender balance in the boardroom, from Norway and beyond, help further the dialogue on this important business issue.' - Ilene H. Lang, President and CEO, Catalyst This book provides unique insights into how the idea of quota laws to get women on to corporate boards gained international momentum from its origins in Norway. Invaluable insights are gained through the stories of actors involved in shaping the discourse and practice on women of boards. In exploring political contexts, the role of the advocacy movement, experiences of women directors themselves and latest research findings, the contributors provide a comprehensive overview of the rationales, processes and outcomes of formal approaches to gender diversity on boards. Drawing on insights from political, business and academic actors, the book discusses how and why the Norwegian law on gender equality on corporate boards is turning into a blueprint for action internationally. Getting Women on to Corporate Boards will prove an invaluable resource for policy-makers, principle-setters, practitioners and students interested in the international lessons from Norway, as well as for current and potential female directors. Contributors: K. Bergsto, H. Bjorkhaug, A. Bolso, M. Brogi, A.D. Buhrmann, L. Davoy, C. Finocchi Mahne, H. Foust-Cummings, K. Hansen, V. Heidenreich, E. Hurvenes, M. Huse, G. Ladegard, M. Lutken, S. Machold, D.P. Moore, I.R. Myhre, N.H. Nergaard, V. Reding, M. Schulz-Strelow, R. Sealy, C. Seierstad, S.O. Sorensen, E.G. Standal, M. Torchia, S. Vinnicombe, D. Weber-Rey, C. Wetli, T. Widvey

In einer zunehmenden "Wissensgesellschaft" kommt der Ausbildung allgemein, sowie der speziellen Berufsausbildung im dualen System oder an der Hochschule, eine dominante Rolle fur den Einzelnen, aber auch fur die Gesellschaft als Ganzes zu. Durch Ausbildung werden sowohl die Wettbewerbsfahigkeit von Arbeitnehmern und Arbeitnehmerinnen auf den angespannten Arbeitsmarkten bestimmt, als auch die zukunftigen Chancen der Unternehmen im Wettbewerb. Hierbei sind die zum Teil entscheidenden Veranderungsprozesse in der Arbeitswelt genauso zu beachten, wie die sich aus den "neuen" globalen okonomischen Herausforderungen ergebenden (ableitbaren) Anpassungsprozesse. Das "Handbuch der Ausbildung" bietet in diesem Kontext Orientierung. Der Schwerpunkt wurde dabei auf die berufliche Bildung im dualen System gelegt."

Gegenstand dieser Arbeit ist die rechtliche Prufung einer Situation, in der die Parteien einen ausserlich wirksamen Vergleich abgeschlossen haben, der aber materiell-rechtliche Wirksamkeitsmangel oder Unklarheiten aufweist und dennoch auf dieser Grundlage zu einer Beendigung des Schiedsverfahrens gefuhrt hat; sei es durch einen Schiedsspruch mit vereinbartem Wortlaut, sei es durch einen Beendigungsbeschluss. Hier stellt sich in besonderer Weise die Frage nach den Rechtsfolgen fur die Beendigung des Schiedsverfahrens in ihrer jeweiligen Form. Die nachfolgende Untersuchung setzt sich damit auseinander, ob und unter welchen Umstanden es moeglich ist, Verfahrenshandlungen des Schiedsgerichtes zur Beendigung des Schiedsverfahrens wieder ruckgangig zu machen. Was gilt, wenn sich ein Vergleich, auf dessen Grundlage ein Schiedsspruch mit vereinbartem Wortlaut oder ein Beendigungsbeschluss ergangen sind, als materiell unwirksam erweist? Insbesondere wird dabei untersucht, ob auch ein Beendigungsbeschluss einer Aufhebungsmoeglichkeit unterliegt.

Dieser Band zeigt, wie CSR und Diversity zu nachhaltigem Erfolg fuhren kann und eroeffnet eine neue Diskussion in Wissenschaft und Praxis. ExpertInnen aus Wissenschaft und Praxis bieten in der 2. korrigierten und uberarbeiteten Auflage innovative Antworten auf das Verhaltnis zwischen Corporate Social Responsibility und Diversity, einem Feld dessen Potentiale bisher noch wenig genutzt wurden. Praktische Erfahrungen aus Unternehmen, Hochschulen, Verbanden und der Beratung erganzen theoretische Konzepte und zeigen erfolgreiche Umsetzungskonzepte auf, mit denen Synergien genutzt werden konnten. Diversity nachhaltig erfolgreich zu gestalten ist das Ziel zahlreicher AkteurInnen in Unternehmen, Bildungseinrichtungen und der Politik. Doch gerade die Vielfalt der Ansatze bringt oft Verwirrung.

Thesis (M.A.) from the year 2007 in the subject English Language and Literature Studies - Linguistics, grade: 2,5, University of Potsdam, 55 entries in the bibliography, language: English, abstract: In 1963, a group of 14 seven-year-old British children from various socio-economic backgrounds spent what seemed to be an ordinary day of enjoyment at the zoo, the playground and a dance party. These children did neither meet by chance nor did they happen to be just 'any' children. They were chosen, although rather arbitrarily, and brought together for a film project named Seven Up , a documentary that would later be described as "one of the towering achievements in the history of documentary film." The series was directed by Paul Almond and filmed by the camera operator Michael Apted, who later became the director of the sequels. Seven Up was first launched by London based Granada Television as part of a program called World in Action and broadcast on ITV, an independent British network, on May 5, 1964. The two objectives of Seven Up were the attempt to represent the variety of social classes in England at the present time on the one hand and a study of the development of English culture on the other. Apted hoped to acquire "a glimpse of England in the year 2000." The Jesuit proverb "Give me a child until he is seven and I will give you the man" was chosen as a proposition to the series as a result of the assumption that a child's future is somewhat predestined by its affiliation with a particular social class. Since 1964, a new documentary was filmed every seven years, hence the production of the sequels Seven Up , 7 Plus Seven , 21 Up , 28 Up , 35 Up and 42 Up , in order to follow up on the lives of these children and to document their personal developments from childhood to adulthood. All chosen individuals were interviewed throughout the series and asked questions about their experiences in life, how they spend their spare time, how they perceive the world ar