In the last episode of the season, I talk with Simona Scarpaleggia, an international business leader, author, board member and former global CEO.
We delve into the topic of how to create sustainable change in the workplace, why she thinks part-time shouldn’t be a career killer, and whether the DEI policies she advocates for are harder to implement in smaller companies.
Research has proven without a doubt that having an engaged, nurturing father can provide huge benefits for children’s physical, social and psychological well-being. But the cultural frameworks and systemic support for men to be able to fully embrace this role is largely missing in Switzerland today.
Ads that portray women in a professional setting receive significantly less funding than those that portray them in traditional gender roles, found a 2022 research by CreativeX. Data like this show that while the portrayal of women on screen has changed over the last decades, the media and advertising industry still has a long way to go in terms of diversity and representation.
In a 2019 study by UNICEF, Switzerland ranked last in terms of family-friendly policies among 41 high- and medium-income countries. Balancing family life and work is considered a private matter, and the few existing structures of support are still aimed mainly at mothers. The challenges of working fathers are often overlooked, yet without their higher participation in care and domestic work, nothing can truly change for women either.
As an answer to rapidly changing business environments and employee expectations in the last two decades, new models of organizational structures have been emerging. One of these models is Holacracy, a decentralized approach to governing and operating organizations that is celebrated by its advocates for its agility, effectiveness, and ability to adapt.
Aptar is a global leader in designing and manufacturing consumer dispensing and drug delivery solutions, with 13 000 employees in 20 countries. In 2021, only four years after the launch of their diversity, equity and inclusion initiative, Forbes named Aptar one of the top 10 female-friendly companies in the world.
In today’s episode, Stef and Mary shed light on why we might find it hard to engage in networking, and how this relates to inequality in the workplace. The insights they provide help to understand the role of all-female networks in the career development of women, and how companies can proactively utilize them to support their employees.
They also talk about how diverse professional relationships helped them in their own careers, and share practical and broadly applicable tools for strategic networking.
In today’s episode, I explore with Prof. Dr. Gudurn Sander – Director of the Competence Center for Diversity and Inclusion (CCDI) – a part of the Research Center for International Management at the University of St. Gallen (FIM-HSG) – what „invisible exclusion“ is all about and how it can promote more inclusion, whether diversity is always equally good for any company or industry, and what questions managers should ask themselves to ensure that establishing a diverse culture in their company is successful.
Today I´m talking to Suat Demokan, Global HR Business Partner – Manufacturing, Logistics & Supply Chain about Bühler’s way to more Diversity, Equity and Inclusion but also and mainly about his very personal experience with the topic.
Integrating into a new country is not easy, especially as a young refugee who has had to leave family, friends and careers back in their home country. The level of unemployment among refugees in Switzerland remains around 80%. It is a true waste of talent!
Today I´m having a very passionate and incredibly inspiring talk with Lucy Antrobus, Entrepreneur, Speaker and „Confidence Catalyst“ as she titles herself.