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Futureorientation 2/2007

Editorial

Gitte Larsen: The winning card

Theme: Fe(Male) futures

Gitte Larsen and Pouline Middleton: Four feminine futures

There can be no doubt that the future will be more feminine—at least in the following four scenarios. The question is, can you envision this or do you want to see something else?

  1. GOOD2BE
    GOOD2BE is a scenario that shows how it could be if we believe in diversity and balance. GOOD2BE is about redefining the economic circumstances and goals – about thinking long term and believing that the big questions and the inner values give more meaning than numbers. Meet Mathias and his son Emil, on their way home from a football game in the spring of 2017. They are both in the back seat of the “spirokocteren”, talking about when men decided most things, about sustainability, and much more.
  2. GO.TO.GET.HER
    GO.TO.GET.HER is a scenario in which women have signed out of traditional, male-dominated business. The parallel job market is based on feminine values; women have the power in their own world and in their own companies. Look over the shoulder of the spokeswoman for the many small one and two-person companies as she posts to her blog at the end of April and beginning of May 2017.
  3. ROLE MODELS
    “Role models” is in many ways a future scenario that’s like a carbon copy of Now. We find ourselves still in the economic paradigm we have known for many centuries, but society and companies have declared that diversity is the road to advancement. Meet Gender Equality Minister Gustav Hansen, who sits in the backseat of his car, on the way to the opening of Parliament on October 1, 2017.
  4. W-POWER
    W-POWER is a scenario in which women take power for themselves. More and more womenhave made their own successful companies, which primarily have female employees and managers, and which compete fine with traditional and male-dominated companies. In W-POWER, women have won themselves power within the old economic paradigm that of course has developed many new bottom lines. Here you can read the interview with Clara Jacobsen and Kim Kjær in Børsen on 30 April 2017

Pernille Tranberg, Judith Kyst, Karen-Marie Lillelund, Helle Just Christensen og Elisabeth Toubro: The career-enhancing family

More and more women in the future will choose their husband with care. It requires both a strong man and a strong woman to find the family solution in which both parts have a career. Read about five women and their choices.

Christel Skousen Thrane and Sascha Amarasinha: Female role models

Our daughters float on pink clouds. Not just now, but also in the future.

Marie Kraul: Career pit stops are for real women

Or should we say “for people”? Conversation about work and being a top manager, about the career costs of choosing family first for some periods, and about why freedom and flexibility are more attractive than a steady top management job. Marie Kraul has interviewed Fie Hansen-Hoeck, 41, mother of two, until recently managing director of the ISO supermarket chain, formerly self-employed, and vice-director in the Netto supermarket chain for 12 years.

Marie Kraul, Merete Søby and Emilia van Hauen: The parallel labor market

Why do women not seek the senior jobs in large organizations? Companies’ biggest competitor for qualified labor in the coming years may be the parallel labor market, where completely different values dominate that not least women with families prioritize highly.

Pouline Middleton and Charlie Steenberg: The quotas are coming

The innovative knowledge-based society is the future, and if your company is to play a part, you need to use the entire talent pool – including women. Our neighboring countries are able to, so why is it Danish managers cannot? Read three concrete recommendations for immediate action, so we can ensure Danish companies have a place in the global knowledge economy.

Karen-Marie Lillelund: 12 myths about men and women

Gitte Just and Hanna Lundblad: ’Next-level’ management networks

A paradigm shift cannot be staged. It must be lived. On the basis of modern management networks, many new professional women’s networks have been established in recent years – for example, the Cabinet. Read about the possibilities for developing the traditional network practice.

Birgitte Baht, Dorthe Steenberg, Gitte Larsen, Hannah Weil, Tania Ellis and Tina Scheftelowitz: Power balance M/F

No one knows how it would be if men and women had equal power in business, because it has never happened. Both men and women dream of more balance in working life, so that action and results are not the only success criteria. Is it possible to be both dynamic and in balance? Read more about men and women’s attitudes about power in work, society and family.

Front page of FO 2/2007

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