Pictured here: POSCO’s CEO, Kwon Ohjoon, visiting Hyundai Heavy Industries on April 4, 2014. Hyundai Heavy Industries’ CEO, Jaesung Lee (left) having a discussion with POSCO’s CEO Kwon Ohjoon (right).

Pictured here: CEO Ohjoon Kwon visiting employees at steel mills after his inauguration on March 14, 2014

Efforts to Create the Best Workplace for Women

the first open conversation session with the CEO invites female executives

In order to achieve ‘POSCO the Great’, CEO Kwon firmly believes in the need for open communication. On this basis, the first open conservation meeting was organized on April 24 to create a space where CEO Kwon could listen to the voices of female executives and hear the company needs while having a casual lunch.

At this particular meeting, seven of POSCO’s female executives gathered to discuss topics pertaining to career advancement for women, work-life balance, how to communicate with colleagues and opinions about childcare benefits.

Pictured here: POSCO female executives gathered together with CEO Ohjoon Kwon

Policies and Direction for Female Employees

Female mentoring, corporate culture changes for better employee benefits, securing female talent

It is very normal for each and every one to worry about something different. During the session, the importance of offering women employees with mentoring opportunities that are appropriate for whatever level they may be at so that their work life feels less stressful was discussed.

In addition, POSCO employees who have children are provided with daycares and women are offered a leave of absence for up to 2 years on top of the given 90 days of maternity leave, before and after giving birth. At the meeting, there was a consensus for this well-designed benefit to be used freely. This is based on the long-term relationship that POSCO hopes for with its employees and how the company sees ‘children of employees as the children of our company’.

CEO Kwon carefully listened to the opinions of the women executives. He said for an efficient and effective system, ‘we need a corporate culture that embraces the maternity, childcare and other needs shared by colleagues and women staff’. He also stressed the need for continuous efforts from leaders to instill a warm corporate culture within the organization.

CEO Kwon ended the meeting on a positive note by expressing his expectation for great things to come from POSCO’s women workforce. He told the attending executives that he hopes they will use their executive positions to be a positive influence and provide guidance for future leaders within the company.

Listen to the Voices of Employees that make ‘POSCO the Great’ 

The open conversation session with CEO Kwon and POSCO’s female executives is only the first of many more sessions to come. In the future there will be more sessions to create opportunities for other employees including human resources, on-site staff, researchers and more to meet with CEO Kwon to have an open, honest communication. Through these proactive initiatives to gain greater insight into the opinions of POSCO employees, POSCO can come one step closer to making “POSCO the Great” a reality.

If you have, think again!

POSCO, Korea’s largest steelmaker, has been making great efforts to be one of the best places to work for women. It may come as a bit of a surprise to those of you who may have thought the steel industry was a “boys-only” club, but POSCO is actually leading efforts to improve policies for supporting women employees and being a family-friendly place to work. Let’s explore the ways POSCO does this.

Pictured here: Women’s Mentoring workshop held for POSCO female employees

POSCO have been increasing the ratio of women hires every year. In fact, since 2008, there has annually been a 10% increase in women staff.

To making life easier for working moms, POSCO has many offerings such as childcare centers within the office and mentoring programs. These programs have been put in place to make work life balance easier and also to make career advancements possible without having to give up family.

POSCO solution 1: Reduced pressure on pregnancy and childcare through maternity leave benefits, flexible office hours and daycare support

Pictured here: The revamped POSCO daycare center within POSCO Center in Seoul

Women employees at POSCO can use ‘childcare leave’ for two years (one year legally guaranteed, plus one additional year). They can also request for flexible office hours to only work 15-30 hours per week. POSCO has made it clear that maternity leave will not negatively affect promotion opportunities or performance rating.

Furthermore, since 2006, POSCO has created childcare centers in offices at Pohang, Gwangyang and Seoul, in order to support employees with children. POSCO has continuously expanded capacities for childcare centers as demand grew. The facilities have helped POSCO employees not be held back on family planning by creating a space at work for working mothers to take a break and also care for children during the daytime while on the job.

POSCO solution 2: Created programs to help promote vision for women and advancement in the workplace

Pictured here: W-Leadership program started in 2013 to create a space where women can discuss leadership tips and career advancement issues

POSCO is operating various mentoring programs to promote the advancement of women in the workplace.

From 2011, POSCO has launched a ‘Women’s Mentoring Day’ held during lunch. This program includes lectures and discussions on topics such as ‘work-home balance’, ‘career development for women’ and ‘leadership coaching’. The ‘W-Leadership program’ launched in 2013 so that women employees could come together to discuss shared issues that they face such as career advancement dilemmas when it comes to leadership roles, childcare and career development.

Pictured here: Workshop for women employees to come together to network and share information for career development

POSCO solution 3: Established programs for the entire family

POSCO promotes work life balance by providing environments that are beneficial to the entire family.

Pictured here: Weekend program held for families of POSCO employees

For working moms that cannot spend as much time with family as they want, POSCO has launched family weekend programs called “POREKA” since 2012 where external instructors come to teach programs such as art, classic music and art therapy.

In addition, in case of family sickness or accidents, POSCO allows employees up to 90 days of “Family-related leave”. For these efforts and more, POSCO has been recognized as a family-friendly company in 2011 and acknowledged by the Ministry of Gender Equality.

POSCO solution 4: Opened opportunities for married women

POSCO has proactively created opportunities for women who may have had a lapse in their career due to childbirth, childcare and housework. In 2007, POSCO was the first major conglomerate to hire married women as entry level employees. Since then, POSCO has continued to open up opportunities for married women and is making efforts to create a happy workplace that allows women to pursue career development.

Pictured here: Three of POSCO’s energetic female employees

Has your stereotype of steelmakers changed since reading our post? For all the women out there, don’t give up on your dreams for pursuing a career!

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About POSCO’s 1st Female Executive, Eunjoo Choi of POSCO A&C

“If women remain silent, there will inevitably be a glass ceiling. Though it may be difficult, women in various industries must make a move to break it.” – Eunjoo Choi, POSCO’s 1st Female Executive at POSCO A&C

Eunjoo Choi, executive at POSCO A&C, has a broad range of experience in finance and investments, as well as, business strategy. She decided to apply to POSCO back in 1990 when she came across a newspaper ad for a female position at POSCO. Below are her 3 tips for success.

1)    Use your morning time wisely: If you start earlier than others, your day will be much longer and productive. Take advantage of your mornings to make time to focus on your responsibilities!

2)    Go out with your colleagues: As you go up in hierarchy, competition increases so it is possible that colleagues will become competitors. However, this should not be in the case. Try to always be sincere and share with colleagues.

3)    Listen to others for answers: A key strength for women is their capability for ‘tolerance’ and ‘empathy’. If you take the time to listen to others, it is likely you will find a better alternative.

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