OPINION! Verena Pausder on the quota for women, role models & mutual support

Verena Pausder was born in 2006 by the Company-Consulting McKinsey named CEO of the Future. She is the founder and CEO of Fox & Sheep and the HABA Digitalwerkstatt. Verena Pausder, born Delius, founded her first company at the age of 20 - a sushi bar in her hometown of Bielefeld, together with her sister. She studied business administration at the University St.Gallen and was then a trainee at Munich Reinsurance Company. She then founded "Delius Capital", which closed on the conception and prospecting Funds was specialized. At 25, she moved to the Online-Industry and was responsible for the entire German-speaking market as Regional Manager at the dating platform be2. She then built up sales for the former Bertelsmann subsidiary scoyo, a learning portal for children Internet. Your company Fox & Sheep is the largest Developer for children's apps in Germany and, with over 20 million downloads, is one of the top ten in Europe. The HABA digital workshop was recognized as a place in the land of ideas .

Ms Pausder, Women as internet bosses are still rare - why is that?

The internet is still a male-dominated industry. What is missing are female role models, especially in leading position, so that women dare to overcome their mental barriers.

What mental barriers?

Many women still doubt whether they really have the ability and Personality have to be successful as an entrepreneur. And then all too often they prefer to let it be.

So the women are to blame themselves?

From Debt I wouldn't speak But they like to be held back. For example, because there are no role models.

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How would you like to change that?

I want young women Courage make that a way to the top is possible if they believe in themselves and really want to go that way. My Objective it is that good women rise in the company in the same way as men.

A well-known career obstacle are children ...

If you give women the self-confidence that they can do anything, then they will never get to the point where they feel between children and career decide to have to.

This sounds very idealistic. Do you have children yourself?

Yes, I have two sons.

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How do you get yourself the balancing act?

The children are looked after by a nanny during the week while I work. For me, the entrepreneurial challenge at work is just as important as my role as a Mother, hence the question of “Either or?” not.

The women's quota was recently discussed violently - for example, under the aspect of role model function. What is your position on this?

I am in favor of a transition rate that would raise many women in management positions. The quota would then be abolished again and the companies could decide for themselves whether to keep women in management positions and make up for new ones. Once the women have shown that it was not a concession and certainly not a necessary evil for the companies, but rather a real added value to have mixed executive and management teams, these “quota women” will stay up in the long term and catch up with more good women . Then it only has advantages for everyone.

And that would be?

The healthy mix at the top of companies leads to the ideal mix of male and female strengths and success. But in order for this mix to become reality soon, the women who have reached the top have to catch up with other women. In this respect, they can still learn a great deal from men who promote and support each other much more naturally and with far greater success.

Why is it still important that more women work in management positions?

For purely economic reasons. Even in male-dominated sectors, the target group is often largely female. However, men are still very often responsible for the products or services. Women often understand themselves better and can therefore also make customer communication and products more female-friendly. In technology companies in particular, women are needed in key positions, since the buyers of large e-commerce companies are often women and women themselves Executives better able to put themselves into it.

How did that look in your previous jobs? How does it work alone among men?

As a female executive in male-dominated industries, I see little cons in being one of the few women among many men. On the contrary: the chance that one is noticed, remembered, is an exception, is an immense advantage. So I can only advise every woman in men-dominated industries to celebrate their exams and use them for the branding of their company.

So on typical-feminine characteristics?

When we think in terms of stereotypes, we associate the following professional attributes with women in managerial positions: Emotional Intelligence, high willingness to communicate, lower risk affinity in favor of long-term company goals. This is of course only an excerpt. These characteristics are often neglected, especially in male-dominated IT companies. They represent real value.

Also in the management days?

being able to admit mistakes weaknesses showing that you are human, that you live an open corporate culture and transparency and that you have empathy can make the difference between success and failure, especially in male-dominated industries. Of course, analytics, focus, structures and processes are also absolutely important, but the freestyle is to combine both skills and in a healthy way Balance to keep.

How should a woman look to the outside?

Most importantly, she stays true to herself. Just stay woman! You don't have to behave like a man or sweep feminine strengths under the rug in the Anxiety they would be interpreted as weaknesses in order to be taken seriously. It is much more important, especially in male-dominated industries, to be proud of your feminine qualities, because they make you unique, different, successful.

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