Posted on 15/09/2016 by Marie Swarbreck
Meet panelist #8
Meet Alessandro Paparelli, Vice President of Human Resources, Asia Pacific, Kering
Question 1 - Can you introduce yourself?
I am Vice President of HR for Kering Asia Pacific overseeing the entire Asian area including Japan and the whole spectrum of HR activities.
I previously worked at Salvatore Ferragamo for about 10 years, last as Regional Executive Director HR & Organization for Asia, after a career in Management Consulting (EOS) and in Academy at Bocconi University of Milan, where I also graduated.
As private interests, I co-founded a NGO working in Mali, Africa, on water-related projects, research and practice music and I'm an avid independent traveler.
Question 2 - How has your company supported Gender equity?
Kering is highly committed to diversity and gender equality. This goes beyond social responsibility and is rooted in the belief that diversity and gender equality are a source of creativity and innovation, and as such of economic performance.
As of 31 dec 2015, Kering has 38,800 employees, 58% of whom are women.
51% of Group Managers are women
33% of Group Executive Leadership are women
64% of the Kering board of Directors are women (the highest proportion of CAC 40 companies)
- Total 73% are women
- Managers and Sr Manager are 66% women
- Executives and above are 43% women
Women are the largest segment of our global talent pool. We are working hard to make Kering an employer of choice for women and to set an example for gender equality within the apparel and accessories industry.
Question 3 - What are you doing to inspire women in leadership?
To help break the ‘glass ceiling’ at Kering, we set up a global Leadership and Gender Diversity programme in 2010. The objective is to promote the access of women to the top positions and generally to distil a culture of gender equality in the group.
This program focuses on three key priorities:
1. ensuring transparency and equal opportunity throughout careers, including human resources policies and processes that treat all employees fairly (for example through the HeforShe campaign)
2. promoting the development of female talents in the organisation (for example through a dedicated Mentoring Programme)
3. having managers take an active role in this commitment to gender equality, particularly regarding the issue of work / life balance (for example through flexi-hours and other policies)
Question 4 - What are some key challenges you are facing (or in general)?
Unfortunately, we see that gender stereotypes still exist in every culture. This is why our Leadership and Gender Diversity programme is global.
Fighting against gender equality starts with raising awareness on the topic. Promoting diversity in media means encouraging change. We believe that media, movies, entertainment influence how people behave and think every day. This is why Kering, for example, decided to encourage reflection and debate on women’s contribution to – and role in- the film industry. This is the goal of ‘Women in Motion’, a programme we host every year in Cannes together with the International Film Festival to start a broader conversation about the importance of female talent in cinema. 2 years ago the issue of underrepresentation of women was still a taboo. Now it is openly debated among the industry. By the way, this year we were happy to invite Su-Mei to speak at Cannes on how film, the entertainment industry and new forms of storytelling can give a voice to marginalised women and advocate for women’s rights around the world.