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This Financial Literacy Guide is our contribution to the need we observe by experience and research, for more and more women to start taking control of their finances and grow professionally, creatively and socially, using money not as an end in itself, but as a valuable tool.

This Financial Literacy Guide is our contribution to the need we observe by experience and research, for more and more women to start taking control of their finances and grow professionally, creatively and socially, using money not as an end in itself, but as a valuable tool.

The guide for the "Psychosocial Empowerment of Girls in Primary Education" is addressed to teachers of secondary education and is part of the project "School of No Bias", which was implemented within the framework of the Active citizens fund program, with Women On Top as the implementing body and Sociality and Openous as partners.

The guide for the "Psychosocial Empowerment of Girls in Secondary Education" is addressed to teachers of secondary education and is part of the project "School of No Bias", which was implemented within the framework of the Active citizens fund program, with Women On Top as the implementing body and Sociality and Openous as partners.

The guide for "Teaching School Career Guidance without Gender Stereotypes" is addressed to teachers of school career counseling and is part of the project "School of No Bias", which was implemented within the framework of the Active citizens fund program, with Women On Top as the implementing body and Sociality and Openous as partners.

The guide for "Gender equality and bias at school" is addressed to teachers of primary and secondary schools, of all specialties, and is part of the project "School of No Bias", which was implemented within the framework of the Active citizens fund program, with Women On Top as the implementing body and Sociality and Openous as partners.

Women On Top is excited to announce its collaboration with the Hellenic Australian Chambers of Commerce and Industry (HACCI) National Federation (HNF), in launching a transformative international mentoring program, bringing together young female professionals and accomplished female experts from a variety of industries. 

Guide for the Inclusive Teaching of STEM, with the aim of making school life, learning and the professional orientation of students more equal, inclusive and effective for all.

Each year, the WoT in Business Conference highlights initiatives, statistics and tools aimed at promoting equality and inclusion in businesses and organizations. In 2023, Women On Top's Conference for Equality in Business took on the character of a Hackathon and welcomed real Diversity, Equity & Inclusion challenges set by our top sponsoring companies and organizations participating in the event.

Since January 2021 at Women On Top we have been closely following the long-term efforts and progress of Norway and Iceland on the issue of the gender gap at work. Our study was carried out in the context of the project "Gender equality in the corporate world: what can we learn from Norway and Iceland about empowering women in business", through which we attempt to understand and record the practices and methods that helped the Norway and Iceland consistently top the rankings for gender equality in Europe.

The manual for preventing and combating sexual harassment at work is addressed to human resources executives, members of the management of companies and organizations, but also to executives of any department concerned with the cultivation of a culture of safety and respect in the workplace.

This handbook covers what sexual harassment is and isn't, the context in which it can occur, and the ways in which we can deal with it when we are put in a difficult position. It also includes how we should behave at work, to foster inclusion and respect, how we can set our own boundaries, along with small but important rules of conduct that will help us not to violate, even unintentionally, the boundaries of our colleagues. Finally, the handbook closes with the myths that we need to debunk if we want to make a meaningful contribution to addressing the phenomenon of sexual harassment at work.