Raising awareness and using networks to break the bias

Sometimes I shudder when I think back to the atmosphere and biases in the workplace when I started my career in Germany in 1999. Management was almost completely male, with the exception of one or two women. I remember colleagues suggesting that my career suddenly mattered less to me as soon as I announced that I was pregnant. Perhaps to the surprise of those colleagues and despite being a single mom, I was able to rise to upper management. I know that senior management at the time had a serious discussion on whether a woman in that position would be accepted by our clients. And even 7 years ago when I took on my current role on the board, the moderator of a large conference introducing me as a speaker, asked me in front of everyone whether I was a “quota-woman.”

I don’t think it’s too bold a statement to say we have made a quantum leap in progress towards inclusion and diversity. Today in our company, out of seven members on the German Board, I am one of four women. In Allianz Trade, two of the six board members are women. It really is progress in leaps and bounds. I believe our leadership culture has significantly changed, as we have become more diverse. And this will be one of the decisive elements of our future success as a company.

Leaders of the future will have to be more motivational and inspirational than ever to steer organizations though the ups and downs of change and keep attracting top talent.

Successful leaders unlock their employees’ great human potential by winning their emotional support. This means among other things, listening rather than telling, and coaching rather than directing. It is obvious that people working in an inspiring context create happier customers and better results.

I have to smile when I think that today, it’s broadly accepted as common sense that diversity is positive for companies and leads to better results, better leadership culture, and more innovation. We have instituted progressive hiring practices for all management positions to make sure that we are actively countering biases that impact the workplace and hiring process.

Unconscious bias is a common human trait, and we must continue to raise awareness and manage it. We all have unconscious bias; even I have to monitor my own mind so as not to perpetuate certain preconceptions around leadership, for example. Awareness-raising about the risk of biased thinking is important. It’s the beginning of creating a dialogue and putting actions in place that enforce the adoption of best practices.

Equally important, and even more empowering, is developing a sense of personal responsibility in supporting other women. In this context, let’s remember what Madeleine Albright said: “There is a special place in hell for women who do not help other women!”

I founded the first women’s network in Allianz Trade (previously Euler Hermes) in 2012, which was quite bold at the time. I wanted to encourage other women to take the next step and assume more responsibility. Having power enables you to make a difference not only to the financial success of a company but also to the company culture. As a manager, you can have a huge positive impact on people’s lives.  

I am passionate about women helping each other, and I encourage all women to find and help their peers. A couple of years ago, I founded a business network called “Women in Foreign Trade” together with four other women in the industry. The strong network and support for each other we have built in these last years is amazing and energizing. Apart from those network activities, I support women and men with career coaching and mentorship.

Having a solid understanding of what your career drivers are, and building relationships and a supportive network can propel you in your career. When you are known to a network of people, they will vouch for you as you progress in your professional life, but also support you in other ways.

Also, an increasing number of women pick their employer based on the company’s culture. Companies with an inclusive, diverse and inspiring culture will attract the best female talents. Enforcing rules around the hiring pipeline, leadership training, and mentorship programs help to push the needle forward to attract those talents and create the diversity we need to be successful in the future.