FUE Women Executives Program

A mini survey carried out in December 2008 by FUE indicated that there are very few women in CEO positions and as members of boards in the corporate world. The survey covered the districts of Kampala, Mukono and Wakiso districts, where companies are concentrated.

These few women face enormous challenges at the organisational and personal levels that negatively affect their effectiveness. Particularly women at the top tend to live a lone- hunter’ life as they cannot perfectly fit into the gentleman’s clubs that tend to reign at that level. The study also noted that there are very few women managers moving up the ladder, majority of whom tend to be stuck in the ‘pipeline’. And finally, it was observed that majority young women do not aspire for top jobs due to the socialisation and cultural limitations that often construct women as only good in supportive roles. This lack of sufficient aspiration tends to narrow the catchment area, making women managers remain largely as an exception. This situation therefore calls for a three dimensional approach:  i) to support women in CEO positions and as members of boards to overcome the challenges they face; ii) to enhance leadership skills of young women managers to facilitate their upward movement; iii) to mentor young women to aspire for the top. These three dimensions guide overall framework for the FUE women’s chapter.

The Network Objectives:

• To promote women in top decision- making positions in the corporate World.
• To enhance capacity of young women to take up management positions.
• To provide a forum for women CEOs and Women on Boards to interact and exchange ideas.
• To create capacity at the Secretariat to manage the Women Chapter/ Network.

Activities so far carried out:

1. A mini survey covering Kampala, Mukono and Wakiso Districts was carried out in December 2008
2. Established a Women’s Chapter at FUE
3. Regular Network meetings
   
4. A Breakfast Workshop at Sheraton Kampala Hotel with Ms. Allen Kagina (Director General URA) as Guest speaker sharing her experiences with women managers.
5. A women Seminar at Serena Hotel Kampala on 9 December 2008 on the outcomes of the survey with the following objectives;
   • To increase the number of women in top leadership positions
   • To develop young ladies’ leadership capacity to take up management positions
   • To inspire young girls and guide them to aspire for leadership
   • To have a forum for exchanging views and ideas
6. A Women Managers and Executives Workshop at Protea Hotel on 7th Oct 2009 under the theme; “Enhancing Leadership Skills for Women Executives and Managers.” whose Objectives were;
   • Participants to appreciate women Innate leadership qualities and attributes
   • Participants to identify the barriers that hinder Women progress in leadership positions
   • Participants to be introduced to the Female Future Programme of the Confederation of Norwegian Enterprise.
   • Create database on Women in top positions and those in pipeline
   • Establish a networking forum for Women CEOs and on boards
   • Conduct leadership training for Women middle Managers
   • Conduct skills development Trainings e.g on passing interview and self branding
   • Establish a mentoring programme for Women middle Managers
   • Conduct awareness seminars for young women in schools and tertiary institutions
   • Institute a mechanism for lobbying power centers
   • Establish a cost effective media campaign on the benefits of diversity in the corporate world
   • Establish cost effective recognition mechanism for companies with Gender balance in top positions
   • Organize visits for young women to Women-lead organizations
   • Continue organizing Net Work Meetings
   • To increase the number of women in top leadership positions
   • To develop young ladies’ leadership capacity to take up management positions
   • To inspire young girls and guide them to aspire for leadership
   • To have a forum for exchanging views and ideas
   Future Activities:
   
   • Better managed enterprises with more resources available to be invested for the common good
   • Reduced level of corruption
   • Better implementation of community and grassroots programmes
   • Decrease in percentage of Ugandans living below the poverty line
   Expected Outputs:
   • Increased networking among Women CEO and women on Boards
   • Enhanced capacity of women in middle management
   • Exposure of young women on the need to be high achievers and aim for the top
   • Increased knowledge on potential women across Uganda to fill CEO board positions
   • Increased number of women in leadership positions in the companies
   Expected Outcomes:
   • Better managed enterprises with more resources available to be invested for the common good
   • Reduced level of corruption
   • Better implementation of community and grassroots programmes
   • Decrease in percentage of Ugandans living below the poverty line