Venture Lab Final Report _ Allies Within: A Recruiting and Consulting Firm

Allies Within:

JULY 2022

VENTURE LAB MBArch 2021 IE UNIVERSITY

WRITTEN BY Alejandra Charrabe Camila Fernholz Ourania Papavasileiou Juliana Zegarra-Ballón Quintanilla

Executive summary

Allies Within is a female-owned talent enhancing and recruitment agency

Through working with built environment-related companies as well as with women who wish to enter that industry with equal treatment, Allies Within will help reduce the existing industry’s gender gap, having a positive impact on women ’ s safety in urban spaces and cities at large The problem, opportunity, target market, value proposition, business model overview, marketing strategy overview, sales strategy, financial model overview, team building overview, key risks, and core assumptions associated with our business are provided in this report

Our marketing strategy consists of expanding our visibility and creating awareness by embedding meaningful relationships with our clients and expanding our vision through social media platforms such as Instagram and LinkedIn as a means of advertisement and community expansion

Cities, and the built environment at large, have historically been planned, designed, and developed by men, for men This also meant that there was mostly a male presence to be seen, which falls true to this day There is a huge gender gap in the AEC industry and the built environment and consequently cities are unsafe for women; they impact their independence health, and wellbeing Most women fear walking alone at night, they have to change their routes to move or avoid public spaces where they do not feel welcome While there were more direct ways, of tackling this problem, we decided to go to its root instead of just providing an additional reactive solution and aimed our efforts at empowering and assisting women in becoming an active part of the built environment in jobs ranging from city planning to physically work in public spaces A reduced gender gap after all would benefit everyone As Jane Jacobs stated, “Cities have the capability of providing something for everybody, only because, and only when, they are created by everybody ”

So, Allied Within was born A talent enhancing and recruitment agency that focuses on giving women an equal opportunity in industries that deal with the built environment such as construction trade jobs urban cleaning services security and many more We work with both employers trying to fill out job postings, and women with a desire to enter the workforce We are offering a variety of services for any women of working age to expand their skills and work opportunities including curriculum and portfolio mentoring, Workshops, and Talks

ALLIES WITHIN

Through extensive research and surveys that we conducted with participants from more than 4 completely different parts of the world it became apparent that Allies Within needed to focus on 2 specific customer segments, the first one being women of working age with aspirations of working in the built environment industries, and the second one being companies operating within those, that will be the key to make the industry not only accept but also seek the change

As far as location is concerned we discovered that Europe would be a good starting ground with recorded gaps as high as 97 vs 3% female building workers Greece in particular ranked last in the European Equality index of 2021 with 52 2/100 points, which made it the perfect breaking ground opportunity for our venture and we realized that having a target market such as Greece as our starting point will allow us to focus on our objectives which include: Decreasing the gender gap in Greece by 20% within the first two years of business; indirectly introducing women into the built environment by 17% and increasing women ’ s perceived and actual safety by 20% in the first two years

As a talent-enhancing and recruitment agency, it is pertinent that Allies Within becomes the segue for the creation of a supporting and diverse community of women, each one feeling as much ownership over the business as the founders All stakeholders, be they clients or staff members are to contribute either financially or with labor These are all achieved through our three main channels: our partners, namely the Allies Within staff, companies to be employers, and the affected portion of the female population, as well as through our services and activities such as Mentoring, Recruitment and Consulting and Workshops, that are communicated through social media, face-to-face communication and word of mouth, and lastly, through our revenue streams which are derived from the aforementioned services Combinations of those are encouraged, while there is also the option for our candidates to come back after they have been placed, to mentor and train the next batches For the first quarter of our venture, while using all possible existing ties and connections to the industries, we are not only approaching prospective clients ourselves, but we are inviting all supporting parties to become an Ally Within by emphasizing and promoting our core values which include but are not limited to: the celebration of diversity and inclusivity the creation of a collaborative atmosphere and a culture of trust and care and the celebration of curiosity and of never-ending learning experiences

In addition to all this, in order to spread awareness, we are on the first steps of organizing and hosting the first ever Allies Within congress which will be focused both on the training of interested candidates and on promoting the need for the extinction of the gender gap in the built environment and its meaning to the safety and comfort of the population However, we are aware that creating change is not an easy task and that it does not come without also creating a few waves While very promising, our venture does run the risk of people not seeing the value in it, blinded by societal existing standards, may that be individual clients, companies or even desired investors But Allies Within's vision is a long-awaited one and that is exactly why we have drawn our action plan carefully, to battle every risk And Greece is only the beginning, with many countries and policies starting to enforce gender equality in the workplace throughout the world our vision does not stop with just our services Allies

Within will know they have succeeded once society starts to learn the benefits of gender equality and positively transform the way in which we co-exist

Problem & opportunity

Cities are unsafe for women Cities and the built environment at large have historically been planned, designed, and developed by men for men From the early stages of urban development, it was mostly only a male perspective making decisions, taking men ’ s needs as universal needs that would create solutions that worked for everyone. This also meant that, within the built environment, there was only a male presence to be seen, whereas this was within AEC-related firms or in actual physical urban and public spaces (since it was inconceivable that women could take on jobs such as architects, construction workers or even park guards)

As humanity, we have made great discoveries and had much progress in many areas, yet, there is still a huge gender gap in plenty the AEC industry being one of them Every single person on the planet has a personal relationship with the built environment. Half the world’s population is female yet, the built environment is still being developed, mostly, by and for men

Consequently, cities are unsafe for women; they impact their independence, health, and wellbeing They face a series of physical and psychological barriers in regard to urban spaces (for example, gender-based discrimination, limited access to jobs, inequality, violence, poverty, limited access to land/housing ownership, and lack of spaces tailored to their needs etc)

ALLIES WITHIN

But what does lack of safety mean for women within the built environment? Overall, it means cities, public spaces, and jobs related to the built environment are dominated by men It means most women fear walking alone at night and have to change their routes to move or avoid public spaces where they do not feel welcome because their needs and perception were not considered and they feel afraid

Some key statistics regarding this issue, as presented during the London Festival of Architecture 2022, include (1):

UK: 97% of young women have experienced sexual harassment in public.

India: only 20% of women are employed Ireland: 55% of women feel unsafe traveling on public transport after dark Brazil: 12% of trans women have been assaulted in public restrooms

EU: women earn 37% less than men

Built environment professions: only 16% of employees are women

Globally: only 29% of women are in decision-making positions

While there were more direct ways, maybe even less complex, of tackling unsafety from a built environment perspective, we decided to go to the root of the problem instead of just providing an additional reactive solution, like alarms or tracking devices and apps, which may help but not reverse nor prevent the situation

Women, biologically, psychologically, and maybe even partially thanks to the historical and societal role they have had for many years, tend to consider others’ needs as well as their own when planning, playing, shopping, designing… living.

(1) Candiracci, S - ARUP (2022) How can we design cities for women? Designing cities for, and with, womenLondon Festival of Architecture 2022 Retrieved on June 23rd 2022 from: https://www queenelizabetholympicpark co uk/-/media/lldc/planning/lfa-women-safety/lfa-16-june-how-canwe-design-cities-for-women presentations ashx?la=en

We believe there is a change waiting to happen: we see an opportunity to make cities safer, more inclusive, and more welcoming, not just for women but for everyone, if we tackle the core and level the field by reducing the gender gap We also believe that we can empower women and assist them to become an active part of the built environment industry, helping place them in it And by involving women in all stages of the built environment, in jobs that range from city planning to buildings’ design conception, to urban decision-making, and even to physically working in public spaces, we have a better shot at more inclusive, equal, and sustainable cities safer ones We trust this is possible through a combination of strategies that will make our proposal attractive to all our stakeholders After all, a reduced gender gap would benefit everyone; safer and more inclusive cities for women mean safer spaces for children elderly people LGBTIQ+ individuals, people with disabilities, and everyone at large As Jane Jacobs stated;

“Cities have the capability of providing something for everybody, only because, and only when, they are created by everybody.”

Target Market and Customer Segments

All the aforementioned are based on extensive research, as well as surveys that we conducted with participants in more than 4 different countries, in completely different parts of the world It became evident that our venture would be the most impactful if we aimed it at closing the long lasting gender gap in the built environment industries This is why we are focusing on two main customer segments The first one, maybe even the more obvious one at this point, is the female population However, in order to succeed, we need the industry to accept the need for change - we need Allies Within. That brings us to our second customer segment, which is companies operating within the built environment

Moving on to looking and comparing gender gap statistics, we landed in Europe, where there have been reported gaps as high as 97% of male vs 3% of female building workers, or 96% vs 4% drivers and mobile plant operators In Construction alone in 2021 the percentage of female workers was as low as 10% Greece in particular with which we have personal ties to ranked last in the European Equality index of 2021 with 52 2/100 points, 15 7 points below Europe’s general average This is exactly why we viewed Greece as the perfect breaking ground opportunity for our venture in order to start creating change and we selected it as our starting point of operations

Having pinpointed our location our customer segments are now more specific so, going into more detail, our first customer is: A Greek woman, in the working age range, with aspirations of working in the AEC or any industry involved in the built environment She has experienced multiple times the years-long bias towards her gender in her everyday life, is feeling intimidated by the lack of people of the same gender in her surroundings and has also experienced time and time again many unfortunate situations in her everyday life while out in public She more than likely feels discriminated against by the majority gender in the industry she is interested in, while at the same time, she is frustrated by the expectations that said gender has from her, in terms of knowledge and skills, when they are not willing to help her obtain them.

Our second customer segment is: Already a player in the AEC and built environment markets They are companies, established or not, that share, or are willing to, our vision of closing the gender gap in Greece and would like women to have the same opportunities as men These companies may seek our services as a one-time solution or especially In the case of established bigger companies which are usually continuously looking for employees to join their ranks, a stable partnership will be pursued that will benefit both parties, as well as our first customer segment As we are launching, we are starting by focusing first on female-lead (owned or managed) companies in the industries that are most likely to be accepting of our vision and goal and will help us set up an impressive clientele that will only lead to more companies and individuals following after that

Product service solution & value proposition

Allies Within is a recruitment agency that focuses on giving women an equal opportunity when entering the workforce in industries that deal with the built environment. Some of the industries that this entails are; construction trade jobs, urban cleaning services, and security We work with both employers trying to find employees and women trying to enter the workforce This dual conversation allows AW to create an atmosphere of opportunity and interest for both sides without perpetuating the status quo that standard recruitment agencies might We offer a variety of services for any women of working age to expand their skills and work opportunities such as; Curriculum and portfolio mentoring Workshops and Talks Our process requires a good understanding of not only the workforce in Greece but also of the way in which women have historically interacted with such industries and this is why at AW we believe that it is important to maintain a trusting and secure relationship with all of our clients

By focusing on specific industries in which historically women have not been a part, AW adds value not only to the set of skills that the women entering such industries might need but also adds value to the companies that choose to take a stance against the gender gap and truly move towards a more inclusive future not only in Greece but on a global scale. When creating a community in which new opportunities and relationships are created our clients and stakeholders can make an active contribution to the elimination of the gender gap and the creation of a more equal playing field

By slowly introducing women into the built environment AW wishes to eventually swift societies and cities into taking into account the different individuals that may interact with the urban environment and spaces since it is a fact that historically spaces have been designed with a male figure in mind By actively helping women, we can begin to look into the future and see a society where minorities are welcomed and celebrated

AW focuses on developing a very clear strategy that will lead directly to creating value for our customers and will allow us to measure our success in a very direct manner rather than focusing solely on activism or ideals Making an impact will not only create customer gains but it will also give value through our services to our staff members and stakeholders who will be able to see how their investment whether in capital or time will pay off by contributing to the future they desire to see in Greece and the rest of the world

Business Model Overview

Our vision is to decrease gender inequality by introducing more female employees in built environment industries in Greece and eventually the rest of the world In turn, our services will give place to an economic cycle driven by a community of women helping one another and make way for the overall rebirth of the population’s feeling of safety and a more positive approach to society’s co-existence

At the core of Allies Within, lies the desire to create equal opportunity for women in the workplace by creating a community where women help one another to achieve more, not only professionally but also as individuals who help bring about change in the way women are perceived by society as a whole Our vision starts with Athens, Greece. Where the ratio of female to male workers is one of the lowest throughout European countries with 94% of workers being male while only 4% are female

Objectives:

Having a target market such as Greece as our starting point will allow us to focus on our objectives which consist of: Decreasing the gender gap in Greece by 20% within the first two years of business; indirectly introducing women into the built environment by 17% and to increase women s perceived and actual safety by 20% in the first two years

Allies Within aims to be a community-owned business, where all stakeholders, be they clients or staff members can contribute towards our vision, either financially or with labor to educate and open the doors for equal opportunities for women in the workplace We aim to achieve all of these through three main aspects; our partners our activities and our revenue streams

Allies Within aims to be a communityowned business, where all stakeholders be they clients or staff members can contribute towards our vision.

Our Partners:

Our primary partners consist of three main groups, the Allies Within staff that are in charge of carrying out the day-to-day operations; employers within the AEC and the built environment industries looking for suitable candidates to fill a job position and the overall female population seeking employment in any particular industry within the built environment.

Our Services:

Our main activities aim to encourage and boost an individual’s skill set as well as their professional presence within the desired industry The activities Allies Within offers as a means of preparation include but are not limited to mentoring sessions, where we train women in a specific skill set that they may be lacking for a specific job opportunity; recruitment and consulting for both individuals or a company; and workshops and additional training as a means of networking with other women and other industry leaders to expand their networks giving way to the start of a supportive community of women

These key activities aim to decrease the gender gap while also increasing the visibility of female figures in the built environment, first in Greece, and eventually be able to expand these operations to the rest of the world These activities are sure to solve our key partners’ needs and according to a survey we conducted the overall population claims to “feel safer when women are present” in their surroundings Our business model could lead the path towards a safer, more gender-neutral way for society to co-exist

Communication Channels:

LinkedIn, face-to-face communication, social media, and word of mouth will be our main means of marketing and communication with potential clients We will begin by targeting women-owned and led companies which are approximately 6% of startups and 33% of companies in Greece (2) and continue by focusing on the companies that have not yet implemented any step toward gender inclusion

Allies Within aims to create an economic cycle through a sense of community ownership towards our vision and mission This is why we aim to create a system where our clients become volunteers for the next batch of individuals going through the same process as them in this way repeating the cycle of training constantly and effectively In addition to this, our costs consist of advertisement and marketing, employees salaries, training professionals fees, as well as our overall fixed costs which we will explore further in our financial plan

Costs & Revenues Structure:

Our main revenue sources come from the services we provide to our clients These services are divided into three categories, 1) Recruitment as an employer and as an employee, 2) Workshops and training and 3) CV mentoring A remarkable characteristic of both the recruitment as an employer and the workshops/training sessions is that clients have the possibility of hiring the services for longer than just a one-off time In both categories, the client will be able to decide whether they prefer to try our services once or if they prefer to use them in a yearly manner Or in the case of the workshops, the availability of purchasing a bundle of five events to attend

In addition to these sources of revenue Allies Within seeks to have the partnership and financial support of all stakeholders that are invested in our mission and vision such as; the government the European Union, municipalities, non-government organizations, the United Nations, and other institutions who whose visions on gender equality align with ours

(2) Thorton, Grant "Women In Business 2021" Audit Tax Advisory Services | Grant Thornton Greece, 2022, https://www grant-thornton gr/en/insights/ibr/women-in-business-2021/

Marketing Strategy

Overview

Positioning Satetement:

“Allies Within is the end product of four diverse women coming together with the same vision: to end gender inequality in the workplace and to transform the way in which society co-exists by acting as a talent-enhancing and recruitment agency that trains and supports its clients to become part of the Allies Within community to carry on and support the same vision as us, to other women and throughout multiple cities in the world

Our target market consists of two main groups; individuals looking for job opportunities within the AEC and built environment industries and employers/companies looking for suitable candidates to fill these positions

ALLIES WITHIN

According to the Gender Equality Index, in 2021 Greece ranked 27th (out of 27) on Gender Inequality all across Europe and has remained in this position since 2010 with little to no fluctuation over the years (3)

In the same way according to a survey conducted on working individuals by our team, people based in Greece confirmed that they had the least exposure to an equal percentage of women working in maledominated industries

Seeing as there is not a lot of existing interest in making a change towards gender equality in Greece, we took matters into our hands, we are Allies Within. Unlike most recruitment or consulting agencies Allies Within aims to be the segway for a supporting and diverse community of women to be created, each feeling as much ownership over the business as the founders and keeping a cycle of ongoing support towards the vision, inviting all supporting parties to become an Ally Within

Market Segmentation:

Seeing the desperate need for attention to gender inequality in Greece we decided to make this our center of operations, where we could find a big market consisting of women between the age of 1865 who form part of the workforce and would benefit from the services we provide

Marketing Campaign:

As part of our marketing campaign, we will use online platforms such as social media (i e Instagram) with the ambitious goal to reach 10,000 followers within the first 12 months of being in business as a means of attracting young, vibrant, and willing individuals to our services In addition to these, we intend to use LinkedIn, face-to-face as a means of establishing professional relationships with future clients, partners, and supporters of our vision Seeing that gender equality has become a pressing matter over the past few years we have the confidence that the market is ready and willing to become an Ally to the vision

Looking into the Future: Greece is only the beginning, with many countries and policies starting to enforce gender equality in the workplace throughout the world our vision does not stop with just our services Allies Within will know they have succeeded once society starts to learn the benefits of gender equality and positively transform the way in which we co-exist

(3) Gender Equality, European Institute "Gender Equality Index | Compare Countries | European Institute For Gender Equality" European Institute For Gender Equality, 2022, https://eige europa eu/gender-equalityindex/2021/compare-countries

Go-to-market Strategy

As already mentioned, we are targeting two kinds of clients: individuals, and in particular the part of the female population that is of working age and interested to work in the built environment, and companies that are also part of the industries looking for employees and share our vision of an equal workforce

In order to attract both of those, the first step we follow is to invest in advertising and promoting the services that we are offering A reliable and useful host for that are social media platforms, like linkedin or Instagram and various recruitment websites. To be successful it is essential that we emphasise the uniqueness of our operations and differentiate ourselves from the competition Our services go way beyond just recruitment we are also consulting and mentoring as well as training We operate in a specific industry for specific reasons and we are creating a community whose main purpose is to provide support and guidance

Having set all that in motion our plan forwards in order to attract our individual clients differs from that for companies we are targeting For the first handful of individual clients, we rely greatly on our public presence By making our profile stand out from the competition we are sure that women will see the value in our venture Additionally, we are searching and approaching individual clients ourselves, through their profiles on social media and recruitment websites The selection of these individuals is based on the information that they have made public that is forming them into a great candidate for that that we are trying to achieve and that they would enforce our vision and plan

To attract the first companies that will either use our services as a one time thing or be willing to form a stable and long-lasting partnership with us, except from our public presence, we are also making use of our existing ties and connections within the AEC and built environment industries

We are at the moment reaching out to them spreading the word for our venture and working on broadening that circle Our strategy for a successful pitch is that we not only can provide temporary candidates, but, better yet, permanent ones who have been trained and mentored by experts in each respective field Crucial at this stage is to emphasise the effectiveness of our process and its credibility, a s well as our people’s Our main goal with the bigger and more successful companies during all this is to pursue and land stable partnerships with them since there are companies that traditionally are constantly looking to hire new talent, and we would serve as the best and most reliable pool to pull candidates from. These kinds of stable collaborations would go a long way and add to our credibility towards our individual clients as well

In addition to all this, in order to spread awareness, we are on the first steps of organising and hosting the first ever Allies Within congress This will be focused both in the training of interested candidates, and in promoting the need for the extinction of the gender gap in the built environment and its meaning to the safety and comfort of roughly 50% of the population

We are in the process of reaching out to a few extremely renowned researchers and pillars of the industry that will only validate and enforce our claims, and will also be incremental in their promotion

Moving on from the first steps and clients our aim is to grow organically We strongly believe that the power of word of mouth is one of the most powerful forms of promotion within an industry and we are investing greatly in that, by creating only positive experiences for our clients We are focusing on creating a welcoming and innovative atmosphere for our clients, a community enforced environment that would not only make individuals want to be a part of that and come back maybe as trainers, but that would also make companies appreciate it and see the value in being a part of that themselves

After having obtained our first couple of permanent partnerships with companies we will become more attractive to individuals, since that would have only added to our credibility This will be reinforced as more companies follow Reviews and story sharing from past clients would be extremely helpful in that regard as well

We are aiming at building a narrative based on our success stories which in combination with our vision would be easily told and spread around and that would without a doubt set us as pioneers in the industry creating change

Financing Model

Overview

In Allies Within we have a clear understanding that profit is not our main priority but in order to maintain a stable business and continue to help women while expanding throughout the world we have a straightforward profitable finance model We expect to have an annual growth rate of 20% in Athens with an estimated revenue of almost 319,000 00€ in the first year and the following estimates for our initial 5-year projection: 382 000€ 459 000€ 551 000 00€ and 661,000 00€

Since space is limited in this section, we are going to look at the finances of the first year in more detail (“actual” year in our financial statements) although all spreadsheets will be attached at the end of this paper In the first year, we begin with revenue of almost 319,000 00€ which after COGS, depreciation, and a corporate Tax rate of 24%, we end up with a Net Income of almost 40 000.00€. Our Net Income continues to grow each year by around 20% as mentioned earlier

Our main financing method is through a set of investor rounds and government grants Due to the gender gap being an issue that occurs around the globe we have decided to make use of the EU grants and subsidies given to companies that deal with the gender gap directly or indirectly, which AW does both We directly influence the gender gap by working with and for working women and indirectly by being an organization that focuses on incorporating women into traditionally maledominated positions Although we see our company as the perfect candidate for such grants and subsidies, we have made a financial model that takes into account the possibility of not getting such benefits This is why our investors are not only passive stakeholders but they form part of the active network that AW wishes to build in order to create a positive impact and movement around the gender gap not only in Greece but worldwide

Another financial decision that AW has made is that of starting to pay dividends back from year 4 (projected 3rd year), and at a small initial percentage (5%) This allows AW to become financially stable within the first 4 years and at the same time gives stakeholders a definite time in which they will begin to see their investments come to fruition Our stakeholders will be able to see intangible progress earlier on through our marketing plan especially in the community aspects, as AW continues to grow in its following and client base but, since we understand that tangible success is also necessary, we believe that by paying dividends from year 4 this will allow some leeway for the company to grow and morph into whatever is necessary for the beginning while having the 4-year goal in mind

OUR SENSITIVITY ANALYSIS

In our sensitivity analysis, we can compare our base case, best case, worst case, and recession case scenarios As it can be seen above, the sales of the first year range between 382,000 00€ for the base case, 500,000 00€ for the best case, 300,000 00€ for the worst case, and 200,000 00€ for the recession case With those initial numbers, the percentage of the cost of goods sold in the considered scenarios varies from 70% to 90% and the tax rate varies from 22%-27% Ultimately, the estimated net profit in these scenarios would be 100,170.00€ for our base case scenario, 267,480.00€ for our best-case scenario, 50,850.00€ for our worst-case scenario, and 22,090 00€ for our recession case scenario It is important to point out that in all the scenarios that have been analyzed our profits are positive and there are no losses even without taking into account the possible grants and subsidies that we will receive from government entities and other corporations that are in the business of helping women-led and women-owned companies grow and succeed Our sensitivity analysis allows us to see how Allies Within would be a profitable company in all scenarios estimated and analyzed, which helps us confidently move forward not only by understanding the social impact that our company can have in Athens -and other countries moving forward but also the positive economic impact it will have on all stakeholders involved

Team Building Overview

OUR CORE VALUES STAFF AND STAKEHOLDER ATTRIBUTES

Always remember what our mission is

Celebrate diversity and inclusivity

Have the courage to speak up and defend our values Create a collaborative atmosphere Continue to better ourselves and our values and celebrate success Gain the trust of our clients in order to create a culture of trust and care Stay curious Keep in mind the safety and privacy of our clients

Allies Within staff works to defend and promote the company values through every interaction or event in which the company is involved This is why when deciding on our team we worked to create the best possible atmosphere for our employees and our clients Although it may not be a standard practice, we are also focused on only accepting stakeholders that have a desire to better the society we live in and lowering the gender gap present not only in Greece but in the world

OUR MISSION AND VISION STATEMENT

AW is a female-led talent-enhancing and recruitment agency based in Greece committed to ending the gender gap in the built environment industries At AW we believe that if the opportunity is given and pursued, women in Greece will be able to enter the different built environments jobs that might not have been available due to societal taboos created by maledominated fields We advocate for a different, more inclusive future for not only Greece but the world When creating AW there was a realization that safety was also a big issue in the life of a woman in any country This is why AW feels proud to be founded by 4 international women who strive to provide new opportunities to women and ultimately create a safer built environment with a stronger female presence in everyday activities and routines We will continue to dedicate our time to equality not only in the workplace but in society as well

RECRUITERS:

ORANIA PAPAVASILEIOU (CO-FOUNDER)

Ourania is one of the founders of AW born and raised in Greece She works directly with clients searching for employees and clients looking for employment While studying her MBArch at IE in Madrid she collaborated with different organizations focused on the safety of women in public spaces which gave her a unique understanding of the social dynamics that space can create and how designing spaces with different population focuses can generate a new way to interact with the city itself Ourania has become our greek anchor and has slowly introduced AW international staff into the greek society and culture When she is not working she enjoys greek food and spending time surfing and skiing

CAMILA FERNHOLZ (CO-FOUNDER)

Camila is one of the founders of AW born in Bolivia but studied her undergraduate degree in London while her MBArch took place in Madrid Camila decided to move to Greece 2 years ago and during her struggle to find a job in the AEC industry she realized how short the list of opportunities for female workers was making her want to help change that Her personal experience and innate care for diversity help AW become stronger and create a positive company culture Camila’s expertise helps clients find the perfect employee while helping women in Athens fulfill their career goals Camila also loves reading traveling and her dog Pancho

THEA OIKONOMOPOULOU

Thea was originally born in the north of Greece but studied her undergraduate in Athens and has since then stayed Thea began working at a recruitment agency after graduating but soon realized that perpetuating the status quo of the industry was not where her heart was She loves working in an international environment and always finds new ways in which to help our clients explore all of their options without feeling overwhelmed Supporting candidates all the way through their recruitment process During her spare time, she likes to play the guitar and go secondhand furniture shopping

CAREER ADVISOR:

ALEJANDRA CHARRABE (CO-FOUNDER)

Alejandra is a career development specialist with a focus on gender studies and employment trends As a career counselor, she works with women to educate, train and prepare them for the career they desire to choose within the Built Environment Having obtained her master's degree in counseling and career development at Syracuse University, she helps navigate the professional industry by enhancing the skills necessary to succeed in the desired career She is also the main person in charge of CV mentoring During her free time, she enjoys modern art exhibitions and learning new culinary techniques

HUMAN RESOURCES:

Katherine Paulson: As the human resources manager Katherine focuses her days on coordination planning and directing the administrative functions of AW Overseeing the recruitment processes while consulting with our recruitment experts to consolidate the company ’ s values and code of conduct in any interactions and presents the company might have

MANAGER:

JULIANA ZEGARRA-BALLÓN (CO-FOUNDER)

Juliana is the managing director of AW Originally from Peru, Juliana moved to Athens 5 years ago She advises clients and staff on any possible new opportunities as well as general recruitment procedures She works in cooperation with clients when understanding their needs She has studied an MBArch at IE University dealing directly not only with company management but also with client management

KATHERINE PAULSON

INSTRUCTORS:

ARIANNA ANGELOU

The role of the instructor is not only to teach the chosen courses but to find motivating and intriguing themes for the different talks, workshops, and courses done at AW Arianna is a native of Athens, having worked with different associations that work to better the working conditions of women all over the country Arianna specialized in career management focus and the different jobs that are entailed in urban cleaning and security

CORA ADAMOU:

Cora is the newest staff member of AW Having graduated from a series of courses dealing with different trade jobs with which she has created a varied skill set, she now uses it to teach other women new types of jobs that women have been historically excluded from With a quick grasp of skills, Cora emphasizes her desire to open new doors for women in trade jobs by creating interesting and thought-provoking courses and talks for interested clients, whether it is a company that wants to help their employees advance in different fields or individuals that come to us with a desire to enter the built environment trades

¨Gender equality is more than a goal in itself. It is a precondition for meeting the challenge of reducing poverty, promoting sustainable development, and building good governance.

Annan

ALLIES WITHIN

Key risks & core assumptions

Built environment related companies are interested in equality within their firms and in reducing their gender gaps therefore also willing to hire a firm that helps them achieve that Investors are willing to buy shares of a talent enhancing and recruiting firm that goes beyond what a regular recruitment agency does, especially if it has an impact on such an important topic as equality Allies Within will generate a return on investment that is attractive to investors and provides growth and expansion opportunities for the firm We will likely receive a grant and/or subsidy from the government at least for the first year (maybe even a couple of next ones), since our value proposition has a huge social impact

Women are interested and willing to invest in a service that helps them hone their skills and insert themselves within the built environment industry All women are interested in spaces and cities that are safer for them and they have been waiting for it for a long time. They are willing to support someone who can improve safety for them, more so if women are part of it

Women that become “alumni” (women that upskill with and find jobs through Allies Within) will be willing to actively give back to the company and be part of a network of women positively impacting the industry and city

Cities will eventually become safer thanks to a more equal presence and participation of women in different areas within the built environment (women working in design, city planning, construction, real estate, parks management, etc ) In short, safer workspaces and safer public and urban spaces for

women will progressively help cities become safer for them too

Having safer cities for women will not only mean an increase in their presence in public spaces, but it will also have a positive impact on the city’s and country’s accessibility, wellbeing and economy. For example, the World Bank Handbook for Gender-Inclusive Urban Planning and Design (2020) states key issue areas where gender inequity intersects with the built environment (4):

Conceptual framework of gender and the built environment (5)

Allies Within business model and value proposition are based on the following key assumptions:

We believe that these key assumptions, while hopeful and optimistic, are also realistic Being an issue that has been present for long, basically since the beginning of city planning and urban development, women have been excluded from the decision making process until very recent years And while their inclusion has improved, the gender gap is still considerable and, moreover it has an impact in how spaces and cities are conceived and how welcoming and safe they are for women (among other vulnerable groups, such as children, elderly people, people with disabilities, etc ) Furthermore, we are also aware that there are some risks associated with those assumptions First of all the gender gap has been present for so long that it has become the “normal for many people and companies It might be hard for us to persuade some firms to hire us, or even to believe that reducing their gender gaps and having a balanced male-female perspective within their companies will be nothing else than beneficial for them

As for investors while we believe we have a powerful firm that offers great value (and that targets a real necessity), we also know there is always the risk that we may not have the impact we expect on desire on the market, having a minimal return of investment at first or maybe even facing some losses at the beginning if companies are too reluctant to change their ways Another big risk we are considering is the possibility of not getting any grants or subsidies from the government. Since our mission has great societal value we believe we have a good chance to get at least one of them, but we are still aware that it might not happen This is why we have also considered finding investors and we have also planned our business financial and marketing plans carefully giving us the chance to grow as a firm, even if it is at a slow pace at the beginning, by having enough revenues to cover for our initial costs

Finally, while we strongly believe that having a more balanced presence of men and women within the built environment will have a positive impact in city safety and there is enough evidence to support that (both our own research and survey, as well as former research done by various entities), we are aware that it is a risk that the impact may not be huge or even noticeable at the beginning, or that it’s progression may be slow, and some people or entities may take that as no impact This is why our marketing strategy focuses on working both with women as individuals and with companies, to turn them into believers and ambassadors of our important mission and help us achieve our goals no matter how small the impact at the beginning We know it will take time and effort, and we are committed to it

These key assumptions, while hopeful and optimistic, are also realistic. (...) women have been excluded from the decision making process until very recent years.

FULL FINANCIAL & MARKETING PLANS

In this section, we have included our full financial and marketing plans Our financial plan shows our income statement, balance sheet and sources & uses of funds Our profitability, leverage and liquidity ratios different ratios are also included, plus a detailed research of our costs and revenues, showing everything we have considered for us to start and run our business. A sensitivity analysis shows that, even in our worst case scenario, we have planned our expenses so carefully we would probably not have a loss As for our marketing plan, it describes our value proposition, smart+c objectives and market opportunity Then we identify our customer needs and benefits we offer, moving on to segmenting our market and making a targeting decision We have developed different strategies for customers, competition and branding, taking into account the most relevant elements of the marketing mix for us (product, promotion, people and process) And all of these brings us to an implementation plan that will help us achieve our KPIs

F i n a n c i a l P l a n

FP - III

Marketing Plan

About Us:

Allies Within is a recruitment agency with women s safety at its core: we intend to help women who wish to enter the built environment industry, aiming for an increased female perspective in the AEC industry as well as for increased female presence and visibility in public spaces in Greece, making it safer by extension

We intend to help reduce the gender gap, therefore reducing the feeling of unsafety.

We are an international group of women, passionate about safety in the built environment: Having had first-hand experience with the lack of safety in our cities we wanted to explore why and how the urban environment can be considered unsafe and what it would take to change that.

ALLIES WITHIN

PROBLEM STATEMENT & OPPORTUNITY

Living in an era where technology and innovation are helping us shape our everyday life, we believe that safety in our cities has been neglected, and left behind by towering skyscrapers and neverending constructions

With the ever-increasing number of incidents occurring in cities all over the world more and more people feel unsafe in their neighborhoods especially the most vulnerable street users making the majority of the population live in fear of their surroundings We believe that there is a change waiting to happen, an opportunity to make neighborhoods and cities safer and more welcoming for more vulnerable users such as women

OUR SMART+C OBJECTIVES

Decrease the existing gender gap in Greece by 20% in the first 2 years Indirectly introducing women into the built environment in order to achieve safer public spaces by a 17%

Allow for the societal taboo by 10% in the first 20 months that has been created around certain jobs to decrease and eventually be eliminated

Create a sense of community among the women that we help (women-led workshops and talks 4 times a month)

Increase women's perceived and actual safety by at least 20% in the first 2 years Bring awareness to the gender gap by creating a strong social media presence (reach 10,000 followers in the first 12 months) Targeting AEC companies in Greece lacking an equal percentage of female employees Reduce the businesses in Greece that do not take any actions to promote gender balance in senior management positions from 53% to less than 30% in 24 months

MARKET SEGMENTATION

Our market segmentation is based on three pillars Geography (Athens, Greece is our starting focus point); Gender (We are targeting female individuals between 18 - 65 years of age) and by Profession (looking for industries lacking a percentage of female employees)

LOCATION

Athens, Greece

GENDER Female Population

PROFESSION

Built environment industries, Low gender equality companies

ALLIES WITHIN

TARGET MARKET OVERVIEW

Clients:

Our target market consists of three main groups; Working-age women in Greece between the ages of 18-65 who are interested in working in a job position related to the built environment AEC companies who are willing to reduce the gender gap within their organizations and create a positive impact on the built environment through gender equality in the workplace And Municipalities and Governmental institutions, willing to reduce the gender gap within their localities

Resources:

Partnerships with AEC companies, skilled recruiters, and trainers, will allow us to find and place women workers in new job opportunities within the built environment industries We also aim to make use of online platforms for job listings and applications (creating a multi-listing from a single source) and continue to survey data on safety remarks in the built environment throughout

Attractiveness:

The attractiveness of our services lies in our promotion of women being equal participants of the Built environment (public spaces) and the AEC industry and as a result of this exposure allow them to enjoy a safer, more inclusive co-existence with their surroundings Likewise, for companies and municipalities, we attract their usage of our services by promoting the reduction of the gender gap in the workplace whilst also promoting a new and balanced gender perspective on their respective environments.

Capabilities:

The Allies Within members bring handfuls of personal experience to the table in order to create a successful business model For this reason, they firmly believe in their ability to negotiate with AEC companies and municipalities, find and place women in new jobs, train and upskill women, with additional knowledge and complementary skills as well as an all-around passion for diversity, inclusivity and innovation through the community

‘Architecture and

freedom are above all a social issue that must be seen from inside a political structure, not from outside it.’

Lina Bo Bardi

ALLIES WITHIN

CUSTOMER NEEDS & BENEFITS

Needs:

In need of further coaching to achieve professional goals, in need of a break into a specific industry related to their studies or in need of further networking opportunities to find the correct individual/company for the job In addition, an individual might seek job opportunities that pay her equally to her male colleagues, a chance to enter different work industries that might otherwise not be available to her due to societal taboos a contact database available to create further connections, and possible professional opportunities, and lastly be able to indirectly create a feeling of safety for her and for others around through her placement into the built environment.

Benefits:

Our customers will benefit from our services in many ways but mainly in the following aspects: Diversity: We aim to create a diverse network of female professionals working in multiple industry sectors in Greece and across the globe Community; We want our customers to become part of a loyal community of women who support and empower one another to achieve more. Education: We want to create the next generation of women professionals This is why our services include training sessions and industry-specific mentoring in addition to networking events Value: Our price value offers more than any other recruitment company by carefully providing invaluable training and professional development specifically tailored to each of our customers

CUSTOMER,

Customer:

&

Branding:

Throughout our branding strategy w convey more than just a name, with it w tell a story that creates an emotional c with our customers solidifying our ima as our reputation This is symbolized th one-line stroke emphasizing connec growth, safety in equality and the co which represents trust and loyalty

As part of our social media campaign, we wish to utilize the color palette shown below on a variety of Reels on the web and other social media platforms so showcase consistency and professionalism Additionally as a means of additional fundraising and to create a community we have considered creating signature clothing pieces which now a days serve as a means of advertisement But more than anything we aim for our branding strategy to always convey a sense of community, equality and care towards its members, towards our Allies

MARKETING POSITIONING STATEMENT

Having delved into our market and customer segmentation, we can read our marketing positioning statement like so:

For working-age women in Greece who want to feel safer in their cities and work in relation to the built environment, and AEC companies and municipalities willing to reduce the gender gap, Allies Within delivers top value in the job listing and candidate match, with a true commitment to an increased female perspective in the AEC industry and increased female presence and visibility in public spaces, reducing the gender gap and thus increasing safety ”

ALLIES WITHIN

MARKETING MIX

Place:

Greece has had the lowest score on the EU’s gender equality index for the past 12 years with little to no fluctuation! And with little to no information on female leaders and entrepreneurs by sector in this country, the need for gender equality and research was urgently required, this is where we decided to take matters into our hands by surveying individuals based in Greece on their views of the matter,, giving rise to us more than a business a community Allies Within

Product:

Our services consist of training and workshops, recruitment, and networking events Targeting women to fill open job postings within built environment industries and offering them training and upskilling through our workshops so that they may be ready to face a higher male-dominated workforce

Promotion:

As part of our promotional strategy, we aim to advertise our company and services through connections in the industry which we like to refer to as "Industry Allies" which could be companies seeking female employers or simply organizations who support our vision, and through them be able to show how we are making a difference Likewise, street ads, employment websites, and social media will be a platform for us to advertise to our clients the benefits of our services We also look to promote how we differentiate ourselves from all other recruitment agencies in the way we provide our services, with empathy, loyalty, and community as the foundation of our company

In addition, it is our desire to set up (Inter)National Congresses as a means of public relations to spread awareness establish the issue as a priority and reduce the gender gap by positioning more women in public spaces and indirectly creating safer public spaces and a better gender co-existance in society

People:

We are Allies, a company composed of women for women As part of our client ownership and as a means of community building we have implemented a plan in which our previous clients will return as trainers for new recruits/clients

Process:

We want our processes to bring our clients together towards the same vision, for this reason, we will focus on setting up connections in companies within built environment industries Get them on board with our vision of eliminating the existing gender gap approach potential employers for each new client,- train potential recruits in order to prepare them to succeed and remain employed within male-dominated job postings, and find the best possible fit for females that want to enter any of the industries

ALLIES WITHIN

MARKETING IMPLEMENTATION

1st Quarter:

Start building a name for the company straight away, build connections, and get the word out there Identify and research main competitors, rely on branding, using our socially impactful vision to differentiate us from them Loud presence on social media, aim for the highest possible reach (10,000 followers) Get the word out that we are looking for trainers, aim for volunteers And focus on gaining) clients and forming meaningful relationships with them

2nd Quarter:

Promote a welcoming, inclusive and empowering atmosphere so that former recruits/clients come back and do training Start investing in word-of-mouth reviews from satisfied customers and partner relationships to widen our network and clientele Start seeking out reviews and conducting surveys/interviews with past and future recruits/clients to measure the success rate and constantly look for ways to improve Conduct weekly monitoring of social media reach and monthly monitoring of network growth and outreach

3rd Quarter: Organize (Inter)National congresses and conferences to raise awareness and widen our visibility and outreach Focus on gaining supporters volunteers and partners Promote our past-recruit training program to advertise our results and the emphasis we put on interpersonal relationships Continue conducting surveys daily and researching reviews to measure client satisfaction Keep up the weekly and monthly monitoring of social media and network growth And have quarterly monitoring of successful job positionings (5 months and more) through follow-ups

OUR KPI'S

Client Approach: Time taken for a client to approach us seeking our services Goal: 2-3 days.

Networking: Time taken to establish a professional relationship with the client Understanding their specific needs Goal: 1-2 days.

Role Positioning: Time for the team to find suitable opportunities for the client Goal: 1-2 days.

Training: Depending on the scope of the role and the need for training of the client, Estimate a time for mentoring and training Goal: 1 week or less.

Job Targeting: Finding the right individual for the role and vice-versa Goal: 1-2 days

Placing: Once the right match is found, we integrate our clients with the right opportunity and keep track of their progress Goal: 1 placement per two weeks and ongoing monitoring of the client's progress.

Cycle Continuity: We aim to continue the cycle of recruitment and training through past candidates by inviting them to volunteer their time in training other individuals based on their experience with us In this way creating an educational experience through a supporting and ever-growing community of women Goal: 2 volunteer trainers per 1 new recrcuit.

WEBSITE MOCKUP

As a prototype, we've developed some initial approaches to the look and feel of AW website

MISSION STATEMENT AND COMPANY VALUES PAGE

RESEARCH DOSSIER AND ADDITIONAL EXHIBITS

In this section, we have attached different case studies, articles, and references that will allow you to get a deeper understanding of the context of Allies Within. From the surveys conducted at the start of the venture to the interviews with different entrepreneurs in Athens, we have attempted to get an overall understanding of what could push AW to a competitive level and how to reach our target audience effectively.

ALLIES WITHIN

SURVEY #1 (CONDUCTED IN FEBRUARY 2022)

Our initial approach to our Venture Lab was through safety in public spaces We were passionate about imporven women's safety in public spaces and we knew it was a worldwide issue, so we were trying to directly tackle safety at first. Thus, we conducted an initial survey, trying to understand what safety means to each one We understood that it might be a sensitive topic for many people so we kindly asked people to fill an anonymous survey in order to shed some light into such a complex topic We include all the questions we asked, as well as our most relevant findings:

QUESTIONS ASKED:

QUESTION #1: How do you present yourself in public? (Feel free to describe yourself in other if neither option feels correct)

QUESTION #2: Please, tell us your age

QUESTION #3: Religion (write your reply)

QUESTION #4: Race (write your reply)

QUESTION #5: Are you a member of the LGBTQ+ community?

QUESTION #6: Where do you live?

QUESTION #7: Which of the following best describes the place where you reside:

QUESTION #8: How often would you say you walk by yourself

QUESTION #9: Would you say that you adjust your behavior in a public space and walking routines in your everyday life in order to ensure a feeling of safety?

QUESTION #10: Have you ever avoided going out or delayed departing from a gathering because you didn’t feel safe going alone?

QUESTION #11: How often would you say you walk by yourself?

QUESTION #12: Do your family or friends ask you to confirm your safe arrival at your destination when you are out at night?

QUESTION #13: Which kind of places make you feel the most unsafe or uneasy in your city or town and why?(explain in your own words, e g a specific street or avenue, a neighborhood, a certain block, etc )

QUESTION #14: Are there any visual elements or cues that “tell” you when you might be approaching an unsafe place? Which ones? (explain in your own words)

ALLIES WITHIN

SURVEY #1 (CONDUCTED IN FEBRUARY 2022)

QUESTION #15: What does safety mean to you?

QUESTION #16: Choose which of the following scenarios make you feel unsafe/uneasy

QUESTION #17: Which of the following takes away the feeling of safety while in a public space?

QUESTION #18: Which of the following makes you feel safer while in a public place

QUESTION #19: Which of the following scenarios have you experienced in a public space

QUESTION #20: Have you ever felt targeted because of your race?

QUESTION #21: Have you ever felt targeted because of your religion?

QUESTION #22: Have you ever felt targeted because of your sexual preference and/or gender identity?

QUESTION #23: Have you ever reported any unsafe or uneasy experiences? Why/why not?

QUESTION #24: Do you have any ideas about how safety in public spaces could improve?

QUESTION #25: Do you have any children?

QUESTION #26: Do you let your children go out alone to public spaces? (or did/will you, when they were/are at an appropriate age) (If answered yes to Q#25)

QUESTION #27: Have your children ever experienced any unsafe or uneasy situations in public spaces?

QUESTION #28: In case they have, please, briefly tell us about it

From the beginning of this project, we were really interested in the aspect of safety in the public space. A significant amount of our respondents was afraid of groups of men while walking alone, or of being harassed in the streets, something that is traditionally linked to male public behaviour. The survey also confirmed and generalised our own experiences, where we, as females, are forced daily to adjust our everyday behaviour in order to feel even a little bit safer while walking in cities designed for men, by men

The following are the most relevant findings and graphs from our safety survey.

ALLIES WITHIN

SURVEY #1 (CONDUCTED IN FEBRUARY 2022)

Adjusting one's behavior in a public space and walking routines in everyday life in order to ensure a feeling of safety, comparison between women and men:

Over 75% of women adjust their route or behaviours, while over 50% of men don’t

Avoiding going out or delaying departing from a gathering because one didn’t feel safe going alone:

Over 80% of women avoid or delay going out while almost 70% of men don’t.

Family or friends asking to confirm one's safe arrival at destination when out at night:

Over 65% of women confirm their arrival always or usually, while only 26% of men do it always or usually, and 35 8% of them do it just sometimes.

ALLIES WITHIN

SURVEY #1 (CONDUCTED IN FEBRUARY 2022)

About the meaning of safety:

For over 30% of people, safety is feeling unworried or unafraid.

About what makes one feel unsafe - comparison between people in general and women:

We had similar results about scenarios that make one feel unsafe in the built environment, but with higher percentages for women:

Badly lit streets at night (77 7% vs 88.2%)

Being harassed in the streets (68 5% vs 79.1%)

Walking at night in a park (62 5% vs 76.3%)

Encountering a group of men (59% vs 70.6%)

Walking alone at night (55% vs 72%)

ALLIES WITHIN

SURVEY #2 (CONDUCTED IN JUNE 2022)

QUESTION #1: Please, tell us what is your sex.

QUESTION #2: Are you a potential employer or employee?

QUESTION #3A: (If employer was answered in question 2) How likely are you to use a recruitment agency for a new hire?

QUESTION #4A: Are you interested in dealing with the gender gap in your company?

SURVEY #2 (CONDUCTED IN JUNE 2022)

QUESTION #5A: Would you hire a recruitment agency that could potentially decrease or close the gender gap in your company?

QUESTION #3B: (If employee was answered in question 2) How likely are you to use a recruitment agency to find a job?

QUESTION #4B: Have you ever struggled to find a job because of your sex?

QUESTION #5B: Would you hire a recruitment agency that could potentially find you a job despite the gender gap? (potentially decreasing or closing it)

ALLIES WITHIN

SURVEY #2 (CONDUCTED IN JUNE 2022)

QUESTION #6B: Would you pay for training and/or workshops that would make you a better candidate for a job?

INTERVIEW #1 : SHE'S A CROWD (CONDUCTED IN MAY 2022)

She's a crowd is an organization based in Australia that works to counteract gender violence around the world. It works by collecting data from victims of gender violence and using such data to create awareness, work with politicians to create new policies, and to validate the issue in different countries where the taboo of gender violence has not been eradicated yet

Link to interview's audio recording (academic purposes): https://drive.google.com/file/d/1MrnWKyxJZJCJspZyLJUfxucxnO6udMyr/view?usp=sharing

Customer personas

Ad-lib VP statement & Business Model Canvas

References & sources

ARTICLES & BIBLIOGRAPHY

Below is a list of references used within our report as well as additional research acquired by our team for the completion of our Venture Lab

Candiracci, S - ARUP (2022) How can we design cities for women? Designing cities for, and with, women - London Festival of Architecture 2022 Retrieved on June 23rd, 2022 from https://www queenelizabetholympicpark co uk/-/media/lldc/planning/lfa-womensafety/lfa-16-june-how-can-we-design-cities-for-women presentations ashx?la=en Gender Equality European Institute "Gender Equality Index | Compare Countries | European Institute For Gender Equality" European Institute For Gender Equality, 2022, https://eige europa eu/gender-equality-index/2021/compare-countries Thorton, Grant "Women In Business 2021" Audit Tax Advisory Services | Grant Thornton Greece, 2022, https://www.grant-thornton.gr/en/insights/ibr/women-in-business-2021/. World Bank Group (2020) Handbook for Gender-Inclusive Urban Planning and Design Völkers, Engel. "International Women's Day Quotes: Wise Words From Female Architects". Engel & Völkers, 2022, https://www engelvoelkers com/en/blog/luxuryliving/architecture/international-womens-day-quotes-wise-words-from-female-architects/ Gender equality index: 2021 European Institute for Gender Equality (n d ) Retrieved May 13, 2022, from https://eige europa eu/gender-equality-index/2021/EL Urbana “Urbana ” Urbana gr 9 Jan 2022 https://urbana gr/en/urbana/ Why ladies' special trains and women-only buses don’t work (2021, July 22) Retrieved July 15 2022 from Mid-day website: https://www.mid-day.com/mumbai/mumbainews/article/why-ladies-special-trains-and-women-only-buses-dont-work-23184022 Women-Only, & Transport. (2018). Women-only Transport: A “Solution” To What End? Retrieved from https://www itdp org/wp-content/uploads/2019/01/Women-onlyTransport.pdf

IBISWorld - Industry Market Research, Reports, and Statistics (2022, March 28) Retrieved July 15, 2022, from www ibisworld com website: https://www ibisworld com/greece/industry-statistics/temporary-employment-placementagencies/4175/

Key points from references & sources

Candiracci, S - ARUP (2022) How can we design cities for women? Designing cities for, and with, women - London Festival of Architecture 2022

ALLIES WITHIN

World Bank Group (2020) Handbook for Gender-Inclusive Urban Planning and Design

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ALLIES WITHIN

BY Alejandra Charrabe Camila Fernholz Ourania Papavasileiou Juliana Zegarra-Ballón Quintanilla