Men find disabled women attractive

Why some companies are attractive to women - and others are not

How do companies succeed in retaining women in the family phase in the company?

Wippermann: Unfortunately, professionally ambitious women still have the impression that they have to choose between having a child and a career. With friends they observe that it is a question of financial and temporal calculation whether and when a family is started. Women consider this pressure to make decisions to be completely out of date.

Companies can support women in this phase of life by signaling: “You are so important to me as a specialist that I don't nail you to a full-time position. You can work part-time temporarily or quit completely and come back. ”Anyone showing options here is setting an important course for retaining women as employees in the long term.

Part-time careers have also been a hot topic at the political level in recent months. B. in the form of a right of return from part-time to full-time. Is temporary part-time work really the solution for ambitious women?

Wippermann:Unfortunately, it is the case in our economic system that men and women who work part-time are tainted with a kind of flaw - in a large number of companies they are no longer an option for managerial tasks.

Part-time management is therefore a very important measure to ensure long-term career opportunities. Only if mothers and fathers in the family phase z. If, for example, you can gain leadership experience in middle management, you have the chance to fill higher positions later.

What experiences do you have with part-time personnel management?

Wippermann:Part-time leadership is not easy. But where the preparations have been made and where the framework conditions exist, it works very well.

First of all, there must be two managers who are willing to share a position equally. One usually thinks that two skilled workers share a 100 percent position of 50 percent each. This is still the norm in practice. But there are now some companies that go further here in order to better retain their executives and because it is proving to be beneficial for their business. Here both managers work in tandem for 60 or 70 percent each so that there is time for a mutual exchange. This means that a position is filled with 120 or 140 percent.

There must be phases in which both managers are present in the company at the same time. Communication with the team is also important: It must be made clear that both executives have equal rights - because when there is a junior and senior partner, this usually leads to conflicts. In practice, it can often be observed that a part-time manager in the team that she is leading would prefer to have only full-time employees because they want full access to every employee during their working hours, e.g. for short-term tasks or taking responsibility. At the moment, part-time management reduces the likelihood of part-time employment for the employees in the assigned team. Here we need a different awareness and intelligent solutions in the future.

For companies, however, it is significantly more expensive to equip a position with a total of 120 or 140 percent ...

Wippermann:That's true. In return, the company has two minds who think and work. This is also an opportunity for innovation and creativity.

We thank Mr. Wippermann for the interview.