So Mixed Leadership brings company success: more women = more money

Mixed Leadership and diversity management are on everyone's lips, but there are still far too few Women in top management. What that could change: Women bring companies more profit. Recognized this, for example, by AlibabaFounders Jack Ma.

What leading companies do differently with the example of Ali Baba

Chinese billionaire and Alibaba founder Jack Ma found that women think of others more than men. And that is what matters in the 21st century. Even in the top management of his Company over 40 percent are therefore women.

Unfortunately, the reality in many German companies is different: "Top managers are chauvinists, they don't even notice it, but they talk wisely," you could sum up the conclusion of a Fraunhofer study from October 2012.

Women's welfare programs do not help

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The research team led by Prof. Schraudner wanted to clarify why, despite various “We promote women!” Programs, they usually have less careers than their male colleagues.

Today, years later, these are still the reasons why so few women pursue careers. Because: As little as a spoiler - subsequently mounted on the trunk of the car - turns this into a racing car, isolated ones are of little help Measuresto encourage women. Because: the prevailing male corporate culture is cutting off the water for them.

Women in power? D rather not!

For example the “conformist formal culture”: Here the views of women are perceived as strange and they are - by the men in the hierarchy - the ability to Guide agreed.

Even more crisp is the “conservative exclusion culture”: In companies of this character, men occupy all relevant key positions and justify normatively that women belong in the house and men in the work.

The effect of promoting women vanishes in the corporate culture

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No wonder, then, that with such cultures the Effect A family-friendly company certificate is melting away faster than the ice in the sun and most programs are only hesitantly adopted.

As before, the higher the position, the lower the percentage of female executives. Even today, the prevailing understanding of roles is traditional, the management culture male dominated.

Differences can be managed just as little as time

In many companies there are now programs that want to promote women: For example, “Diversity Management” should help to make people aware of the benefits of diversity.

From the Idea certainly not wrong – but that alone already holds Term the danger of a misunderstanding, similar to that of “Time management”. Because diversity is just as difficult to manage as time.

Changing corporate cultures sustainably - but how?

In the end it's always just us People ourselves that we can manage in dealing with these given facts.

So the only thing that gets things moving is to change our attitude and ours emotions in such a matter. When that has happened, we act differently. Alibaba founder Jack Ma recognized this, for example:

Women bring more money to companies

But does a man really want that? The study by the Fraunhofer Institute is not the only source of a second indication that could ensure more women in management positions: mixed leadership, i.e. an equal distribution of women and men in top management, brings more benefits to companies Money .

As a result, the male hierarches must be convinced of the economic benefits that women in management positions bring with them. To put it loosely, it means: “More women, more money”.

A sad realization?

An admittedly sad realization considering where we are today: That Esteem of women in management positions is not possible for their own sake, but only if the ROI is right.

Reassuring, though, to know that at least that has since been proven! Because apparently this fact has not arrived everywhere. An interview with five managers in the journal myself - including the former Telekom board member and Member of Parliament Thomas Sattelberger. Germany is a developing country on this topic. And claim and reality are still far apart.

Old prejudices in the minds

The caricature and misconceptions in the minds of men and women are still deep when it comes to the issue of women's quota, children and careers. The interview before me shows that very well.

5 managers were asked about the highly controversial topic here - impressively showing just how deep the prejudices are still sitting. The answers are not very surprising - or maybe, when compared to reality.

Preach water, drink wine

I found this out myself recently while researching the topic of promoting women and mixed leadership: in the context of a study by a renowned German University some larger companies were interviewed and boasted about their great programs for the advancement of women.

When we examined in the context of interviews, as it would look in reality exactly with the division of labor between men and women, was bricked: One is not so far, the topic in the company just in the development, a human resources manager admitted frankly.

Germany - developing country in working time management

This attitude is now confirmed in the interviews: The most prominent among the interview partners was Thomas Sattelberger, who introduced the 2010 percent women's quota there as 30's HR director at Telekom and is now sitting in the Bundestag.

In the interview, he talks mainly about family-friendly working hours and about the fact that companies would have to rethink - because Germany is a developing country in terms of working time management:

Our American colleagues leave the golf course at 17 p.m. and the companies are still highly profitable. Our Executives still sitting in at 22 p.m Office - There is something wrong.

At the same time, however, Sattelberger himself is someone who loosely puts it on 60 hours of working hours.

Way with the raven-mother?

But the other interviewees are quite exciting in this respect: There is about Dr. Hans Reichhart, judge, Member of Parliament and chairman of the Junge Union in Bavaria.

In the interview, he speaks out in favor of better care offers and against the bad mother syndrome, but also against the quota. the former is for sure laudable, but at home his wife, also a judge, looks after most of the offspring.

Are the women themselves guilty?

And finally Heinrich Wefing, deputy head of politics at the time, who stood out in the discussion above all because he gave women their Debt blames himself for the worse job and describes quota regulations as aggressive. So he says:

“It's not just about the same wages for the same work. Statistically, women tend to choose jobs that are less well paid than typical men's jobs. This has consequences for the question of who stays at home when children come. ”

And here, too, the wife has crunged his teeth because of the children.

Conclusion

Exciting theme, even though the discussion itself has not produced any new aspects, it shows how many prejudices one must still meet in terms of emancipation.

So let's get started!

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