Five experts from HAGER Executive Consulting share their perspectives on diversity, what drives them and their big topics and goals for 2021.
Firstly, the figures need to be put on the table. You should document where you stand as a company in terms of diversity: How is the management team staffed, what is the proportion of women? Is there staff turnover and if so, why? And how diverse is the workforce as a whole? Secondly, employees should become aware of their own unconscious behavioral patterns and prejudices – the famous unconscious bias. This is why a workshop is useful, so that everyone becomes aware of how strongly they have internalized certain assumptions and images. This is often chronically underestimated.
In this context, an interesting video about the MINDSPACE WOMENSDAY RIDDLE.
Yvonne Klein, Talent Acquisition at HAGER
“Every person in this world is shaped by their upbringing, experiences and experiences and is therefore not or only partially free of prejudice. I believe it is important to raise one’s own awareness, to reflect on oneself and to continuously work on oneself, regardless of origin, age, gender, orientation, religion and culture. In the early 2000s, I thought lifelong learning was purely technical, but it clearly includes topics like these for me. Personally, I am used to being confronted with questions about women’s quota, fluctuation and diversity and feel it is normal to talk, discuss and think about them.”
How do you ensure that such a network has a real impact and is not seen as mere hype?
Before implementing a network, you should be clear about the objective: What do we want to achieve? The necessary steps can be determined based on this definition. It is crucial for acceptance that the network is supported from the very top – in other words, that it literally becomes a matter for the boss. The management team must support this (credibly!) so as not to give the impression that they are clinging to a trendy topic. Diversity should be a clearly recognizable strategic goal of a company. This also includes creating appropriate resources, both in terms of personnel and organization. Here, too, the beautiful phrase applies: Walk the Talk. For the initiators, it makes sense to create an inclusive network and consciously open it up to interested male colleagues in the interests of broader acceptance. It helps to give the network a topic – and to signal this accordingly with the name. Another idea could be to invite experts at regular intervals on specific topics.
Stefanie Nagel, Manager at HAGER
“Addressing the issue of diversity is a strategic decision for an organization or company. Developing and implementing approaches that reflect our increasingly diverse society is an important topic that requires commitment from the management level in particular.”
How can the topic of women’s networks/diversity be systematically addressed?
It is crucial to develop fixed formats for this, whether internally with event series or externally with contributions on social media or a regularly published white paper. LinkedIn in particular is an excellent platform for companies to present their employees and consciously take all hierarchy levels and diversity dimensions into account. Storytelling and employer branding in the sense of “Who we are” and “Behind the Scenes” also work excellently on Instagram. All in all, professionally managed social channels create a credible and attractive image.
Simona Schramm, Manager at HAGER
“It is important to be credible here. To respond specifically to the individual people. To tell ‘their’ story. I think the homepage appearance is also crucial. Here, too, it is essential to introduce your employees. The virtual world is one thing. The real world is another. I think it also makes sense to organize events and invite external women to exchange ideas. Direct contact is essential here.”
How can hierarchical levels be made more permeable?
Reverse mentoring is a smart tool. A managing director, for example, can be coached by a working student, and vice versa. Admittedly, this requires some courage and openness on both sides. But both also gain enormously from the exchange. Especially with regard to age inclusion (see article here) on the one hand and the increasing importance of collaboration and digital transformation on the other, reverse mentoring provides valuable insights.
Angela Keuneke, Marketing Manager at HAGER
“To meet the challenges of our modern working world, we need a new understanding of the role of managers. This is often still characterized by the claim to know and be able to do everything better than the employees. If the manager instead recognizes their essential function in creating space for their team to develop their skills and talents, this is not only extremely fruitful for the common goal to be achieved, but also liberating for the manager themselves. In order to break down traditional hierarchies and unproductive role perceptions, it is worthwhile using specific tools for team development and learning from each other.”
Which memberships in associations/clubs/networks are useful to increase your visibility?
First of all, it’s important to network in the first place. Men have always used networks to get ahead professionally. Women have tended to be more reluctant to organize themselves in such formats. However, a lot has happened in recent years. With nushu, Mission Female, GDW, Panda, herCareer and Frauen Verbinden, an infinite number of career and business networks have been added. In any case, the spirit and tone have changed, especially among many younger women, for whom mutual support is a matter of course. This cultural change has its origins in the USA. In Silicon Valley, for example, the “pay it forward” principle applies. You help others – without expecting anything in return. And because everyone does this, the idea is that it will be returned at some point when you need help yourself. Another option to consider, which may seem outdated at first glance, is specialist and professional associations. Here you can score points with your expertise and thematic focus, exchange ideas with the thought leaders in the industry – with corresponding feedback effects on your career in the company.
Sahar Zabler, Business Unit Manager Construction and Real Estate at HAGER
“Networking is by far the most important thing in our job! I always try to take part in all events, trade fairs and get-togethers in my industry online and meet new people,despite my male-dominated industry.”
