Leveraging the potential of Women@PhilipsBecome a member of one of our women’s networks at Philips Benelux

WINergy Women’s Network & LEFF, Learnings & Experiences From Females

Philips acknowledges this and is striving

to create a working culture in which

everybody’s potential is leveraged and

valued. We know that diverse companies

can tap into a wider pool of competencies,

which boosts creativity and innovation by

adding complementary knowledge, skills

and experience. Having a greater number

of different approaches to a problem can

help to break through the ‘group thinking’

because it forces people to enter into real

discussion with one another, thus helping

them to see the problem from a range of

different angles. Furthermore, by mirroring

the market with our workforce, here at

Philips we can serve our customers better

because we are able to identify with them.

Research has shown that companies which are comprised of a more

diverse workforce in terms of e.g. background, education, age, gender

and nationality perform better and their employees experience a

more enjoyable atmosphere in the workplace. Diversity is therefore

vital for the success of a company. Unfortunately, there are still too

few women in top positions and not enough women who can

break through the status quo and trigger a change in culture.

The importance of women’s networks in Philips

Another driver for diversity is the need to

look further afield to other talent pools

because of demographic developments and

the changing labor market. All this is essential

for the business case of diversity.

But it is also essential for you. Because it is

only in a working environment in which you

feel valued and acknowledged that you will

be able to blossom fully. That is why Philips

supports LEFF and WINergy, the two

women’s networks that have been founded

to leverage the potential of women at Philips.

So how are we going to create a diverse

company? And what role do these networks

play in connecting and contributing to the

• Women’s networks2

The importance of women’s networks in Philips

“At LEFF women are trained and

coached to deal with specific pitfalls

that may be more difficult for men

to see or less relevant to them.

This is done in a safe environment

in which each individual has a

chance to have their say and to

learn from the others. I derive a

lot of satisfaction and inspiration

from discussions about diversity

and I learn a lot from talking to

women who are a few phases

ahead of me in their lives and

careers. At the same time, we

need to be careful not to create

islands of women. If we want to

promote diversity across the board

we need to involve everyone,

for example by bringing a male

colleague to a workshop and

entering into dialogue together.

We are doing that more and

more often and it is clearly having

a beneficial effect.”

Heleen Warbout member of LEFF

business success of Philips and its employees?

The networks strive to:

• Facilitate the personal development

process;

• Support women who want to build their

careers on authenticity and strength;

• Inspire all members by passing on the

experience of experts and/or successful

role models;

• Extend their members’ internal networks

and provide a platform where knowledge,

dilemmas and solutions can be shared with

peers;

• Make use of in-house capacity and

resources – female insights – for business

purposes.

Philips HR Benelux Diversity & Inclusion • 3

How can you raise your profile as a woman and make sure you are noticed in a large company

like Philips? And how do you find a healthy work/life balance? Both WINergy and LEFF organize

meetings and events that actively deal with these issues.

Making the most of women’s talents and raising their profile

Raising the profileParticipants are invited to workshops on

strategy, persuasion and negotiation skills,

personal branding and how to make effective

use of personal strengths. They gain an insight

“Feminine energy is on the rise. The generation

that is coming up now no longer wants to be

managed in a directive way in solid hierarchy.

They want coaching, guidance and prospect

on development. Within the Philips women’s

networks we are working hard to make this

a reality. Our workshops are leading to great

success stories, like that of one manager who

radically changed her attitude after a session

about how to manage on the basis of talent

and positive attributes.

This workshop didn’t just have an effect on the

manager herself, it also affected her working

environment and, therefore, Philips. It is a bit like

planting seeds and cultivating a critical mass

that can help and stimulate bringing a change

in culture. Together we can play a pioneering

role for the benefit of subsequent generations.”

Kitty Brouwer, chairwoman of LEFF

into their qualities and weaknesses and

develop skills to help them raise their profile

within the organization. In the special

‘WINergy For LEFF (W4L)’ program a

WINergy member acts as a role model and

coach for a LEFF member. This gives women

from different backgrounds and with different

experience a chance to meet up and support

one another. The topics they discuss can

be work-related (leadership and change

management) or of a more personal

nature (work/life balance and personal/

career development).

Finding a balanceThe workshops, discussion sessions and

events do not only relate to work. There is

also scope to discuss challenges or questions

relating to the employee’s private life. Many

women lead a busy and hectic life, both in

the office and at home. Philips responds to

this by offering the Work/Life Program

(WLP), which is part of our overall strategy

called ‘Bridging Career & Private Life’. This

program helps participants to identify which

support they need in order to realize their

multilateral ambitions and to practice the

related dialogues/negotiations. It is all about

• Women’s networks4

“The women’s network itself is the essence of diversity. Of course, you will find like-minded women in the

network but there are also women from totally different backgrounds and careers as well. The good thing

about WINergy is that it makes me feel like I belong and that I am respected. I am driven by the desire to

ensure that women’s talents are valued in industry. An eye for detail, the human touch and a sense of humor

− these are all things I miss when I’m in a meeting with predominantly men. What’s more, in their role as

mothers, women often have to take a very strategic approach and it is time that this was acknowledged

more − also at work. I would like to see this being recognized and reflected in legislation. A lot can be

achieved by the individual, but nobody wants to have to break down barriers time and time again in order to

enter into a dialogue about flexible working. If we want to be a modern and attractive employer for women,

there is a lot to be improved here. and I am ready and willing to really bring changes in this.”

Monique Nass, chairwoman of WINergy

learning by doing and by sharing experiences

with other colleagues and role models. The

main goal is to help our employees to realize

their professional and personal ambitions by

enabling them to find a healthier balance.

Happy, healthy and balanced employees

achieve better results!

From a business point of view, the women’s

networks can also be used to help solving

Philips business issues. ‘WINergy Wave’ is

an initiative to get research projects and

marketing programs targeted to women

introduced to the network as an assignment.

By this, women can bring in their female

capabilities, insights and talent for specific

business purposes, but even more important

this is a cost effective way of doing (market)

research by using in-house capacities and

resources.

Members are kept up to date on the

activities organized by the network by

means of a newsletter. This also draws their

attention to interesting articles and links.

Women who know who they are, what

they want and how to apply their qualities

are capable of steering their own career

paths. But that is not all. These women

can also act as role models and play a very

important part in achieving the cultural

change we want to bring about towards

a more diverse and inclusive company.

Being part of WINergy or LEFF can help

you boost your personal development

and drive your career in the right direction.

Realizing a more diverse culture – are you joining us?

Moreover as a member you will also

be helping to promote a balanced

working culture in which women are able

to express themselves in a self-assured

and confident way. This cultural change

is vital both for women and for Philips

because women who feel valued in the

workplace are women who make our

company strong.

We therefore need an active and

connected women’s network if we

Personal added value for members of the women’s networks

• Inspiration from role models

• Work on professional and personal skills

• Improve career opportunities

• Raise your profile

• Expand personal contacts

• Gain knowledge and share experiences

• Greater job satisfaction and involvement with the organization

Added value for Philips from the women’s networks

• Positive influence on recruitment and talent management

• Helps retain talented women

• Improved management skills

• Increased employee involvement

• Sounding board for diversity issues and business problems

• Strengthens image and reputation

• Positive cultural influence

• Women’s networks6

Realizing a more diverse culture – are you joining us?

“How do you recruit women and ensure they want to

develop and progress? As an organization, you have to

create a climate which fosters trust in women, which

encourages them to become stronger and to stand up

and take the next step. The business needs to drive this,

but we here in the women’s network can also play an

important part. Role models are very important in this

respect. That is why we have arranged a number of joint

sessions for LEFF and WINergy. These sessions gave the

younger generation a chance to learn from us, but they

also enabled us to learn from our younger colleagues’

fresh, new outlook on things. The exchange was really

useful. By coaching young women, we can help them to

gain the necessary confidence to strive for top positions.

After all, that is where the decisions are made.”

Minke van Steenis, member of WINergy

want our working environment to change

for the better. A network like this does

not function by itself, however. We need

the help of committed and engaged

members − and we also include our

male colleagues in this change process.

Only if we use our network to best

effect and steer our own and each

other’s careers in a positive direction

can we serve as a catalyst to bring about

a cultural change so that diversity

becomes the norm.

How can you help to promote diversity within Philips?• Share job vacancies within the network

• Introduce candidates from external

networks through the referral program

• Start up discussions on Connect Us

• Organize local activities, such as Round

Table Sessions, workshops and events*

• Raise awareness of the importance of

diversity within your own department

and management team.

*There is a budget available for diversity initiatives

Philips HR Benelux Diversity & Inclusion • 7

More information about LEFF/WINergy, activities and memberships:Yvonne van den BergDirector Social Innovation & DiversityPO Box 80003Eindhoven, The NetherlandsMobile: +31 6 22973487E-mail: Yvonne.vanden.Berg@Philips.comOr join us on Connect Us: LEFF Benelux or WINergy Benelux Group

Published by: Philips Human Resources BeneluxDesigned by: Rekers & Van Noppen, Eindhoven, The Netherlands

© 2012 Royal Philips Electronics N.V.All rights reserved.

WINergy Women’s NetworkTarget group: women in job grades 80 and aboveMission: create a balanced environment that promotes the well-being and personal success of all women at Philips. WINergy strives to encourage networking and to raise awareness of the need for more women within Philips’ top management from a business perspective.

LEFF, Learnings & Experiences From FemalesTarget group: women in job grades 50-70Mission: learn from each other and raise awareness of the differences between men and women, whilst at the same time taking full advantage of the opportunities that arise because of our complementary qualities, instead of focusing only on the differences.