Occupation: Prime Minister

Article by Manuela Andaloro for Corriere dell’italianita’.

At the end of January 2020, I took a few months off to welcome the arrival of our third child. I was going to leave behind a familiar and comfortable reality, with a stable balance and foreseeable dynamics. After four months, I prepare to pick up where I left off and to gradually reopen myself to the world, but the world I left, is not the world I am about to return to, nor the world I lived in with my family and that I have seen change in these few months.

What should we expect from the “new normal” that awaits us and from life after lockdowns?

 A recent cover story from The Economist talks about a “90% economy”, in which significant bits of the pre-COVID everyday life simply won’t exist any more. At least, until a vaccine and/or treatment will be found or the virus will have disappeared on its own.

 After the lockdowns, the factories have reopened and the streets are no longer empty, but the result is a 90% economy, where the use of public transport has decreased by a third, and domestic flights are nearly all grounded. Consumer spending has decreased by 40% and the same goes for eating out. Hotel stays are one-third of what they used to be. People are overwhelmed by financial difficulties, uncertainty, the fear of social uprisings or a second wave of COVID-19. More companies are filing for bankruptcy, unemployment is soaring, GDP is free falling. On the other hand, deaths caused by air pollution – 1.5 million each year, according to WHO – dropped to almost zero and the benefits for the environment are countless. This affects all the countries that have opted for more stringent lockdowns but also reflects onto those that have not implemented any type of closing measures.

The economic, social and political after-effects of COVID-19 are leaving deep scars in the society and spread out with a myriad of ramifications, creating a domino effect.

In this context, the need for stability on the one hand and for a sustainable change on the other is strongly felt by the vast majority of the population. Something is moving: change is in the air and expectations among the people are growing.

The task of all those who believe in free markets and western democracies is to ensure that these expectations are channelled towards the right kind of change.

Eventually, this pandemic might even increase the sense of solidarity both at a national level and globally. Perhaps, this time – unlike the crisis of 2007-2009 – the desire for a change will not lead to a surge in populism.

In this challenging scenario, I see more and more great opportunities opening up. Politics is one of them, a subject for which I have a strong passion, like so many other women.

Abigail Spanberger, Virginia 7th Congressional District seat winner, addresses the crowd as daughter Catherine, 4, playfully crawls between her mother's legs during the election night party, Nov. 6, 2018. Looking on are Spanberger's husband, Adam, right, and daughters Claire, 10, and Charlotte, 7. Spanberger defeated two-term Republican Rep. Dave Brat. (Bob Brown, AP)

World leaders attend a family photo session at the G20 in Osaka. Kim Kyung-Hoon/Pool/Getty Images

But, like so many other women, I often find the rugged roads of politics hard to walk and the tools needed to be out of reach. If in the corporate world we speak of a “glass ceiling”, in the political circles we could define it as a concrete ceiling: it’s out there for everyone to see.

Formal equality of the sexes does exist but the facts on the ground are different: over the last two millennia, politics has been ruled by men according to a gender conception that has prevented equal rights so far. As a matter of fact, in Italy, women are 51% of the population but only 30% are involved in politics. Simply put, a big portion of the population is not being represented and has little relevance in public policies, even those that concern women directly.

Everywhere in the world women are under-represented: only 24.3% of all national parliamentarians were women as of April 2019 (UN statistics); out of the 193 Member States of the United Nations, only 15 have a female leader (Pew Research).

In Switzerland, my current country, female voters outnumber their male counterparts by 10% (Swissinfo). Yet, women remain a minority in cantonal and federal politics.

Women in politics are confronted with a male majority in virtually all respects, even if there are big differences between the political parties. For example, the share of men in Switzerland’s strongest party, the conservative right Swiss People’s Party, is twice as high as the share of female members. The same applies to the centre-right Conservative Democratic Party.

Both the centrist Christian Democrats and the Social Democratic Party state that their share of female members is around 40%, while the centre-right Radical-Liberal Party does not reveal its figures. Apart from the Greens, no other party approaches parity.

 A closer look at the number of female delegates reveals a similar picture.

 Alice Glauser, People’s Party’s parliamentarian for canton Vaud, thinks this is problematic: “The structures were created by men for men”.

 Also in Italy, the figures are well known and merciless. No female Prime Minister, or President of the Republic, ever. Until the first Conte cabinet, throughout the seventy years of the Italian Republic, over fifteen hundred male ministers were elected, against only eighty-three female ministers, half of which were without portfolio. Today, three out of five female ministers are without portfolio. Only 13 mayors out of a hundred are women.

In this social context affected by COVID and with such a fragmented political framework, I rejoiced when I saw – at least, in Italy – strong and successful initiatives taking place with the aim of shaping the future political order. They advocate for equal opportunities bearing a constructive and democratic vision.

The first one is called “Prime Donne” (Women first), a school of Political Studies supported by Più Europa Association and presented to the Chamber of Deputies. It is a training course for 25 women selected among over two hundred candidates. It’s just a drop in the ocean, but it’s a start.

Fabiana Musicco, the spokeswoman of the school, explains further: “We work on contextual data that are often not known to the public. We aim at exposing the under-representation of women and showing how their increased presence, for instance in municipal executive councils, has contributed to changing the policies. We are talking about the structure of political parties, access to the leadership, how electoral rolls are created. We also offer training modules on the so-called ‘soft skills’, that is, communication abilities. Political verbal communication – even that of talk shows – is ruled by a masculine, aggressive speech style; we want to disrupt these patterns. We also want to bring up new proposals for a better work-life balance”. 

The second initiative, Prime Minister, is a school of Political Studies for young women (aged 13 to 19) which intends to “inspire a new generation of women by introducing them to politics – understood as the art of interpreting and guiding society –, discussing democracy, activism, social justice and female leadership.”

 “We are trying to build a new piece of the world, a dimension where we can find happiness in the community, where we can discover new ways of thinking and living”, says Florinda Saieva, 42, from Sicily. “We want to inspire the youngsters, to discuss with them about democracy, institutions, justice, sustainable development; we want to reflect on the power of active citizenship as well as on the absurdity of gender stereotypes that continue to relegate women to secondary roles and on the need, instead, for new female leaders. This can be seen as a gender equality challenge and a generational challenge – this is why young girls are our priority. What’s more, this is also a challenge to promote the South of Italy, where boys and girls go through huge difficulties. We mean to stimulate the talent and sensitivity of these young girls, hoping that these very girls may be the Prime Ministers of tomorrow. We all desperately need a change and I believe that after the horrible moment we are going through, we will be ready to make it happen”.

In this difficult moment we are experiencing, it is essential to grasp and guide this change, now more than ever. We need to start building new structures and synergies made for an economic, political and social future that includes and leverages that 51% of the population, breaking up with the past and, finally, disrupting these obsolete and harmful mechanisms.

Manuela Andaloro

(info@smartbizhub.com)

Bringing EQ-driven leadership into companies.

Interview by Valeria Camia, journalist, web director Corriere dell'Italianità, to Manuela Andaloro Senior Advisor and Board Member, for Corriere degli Italiani

A successful entrepreneur, an ambassador of gender equality, and a mother, Manuela Andaloro tells her story. 

Business woman Manuela Andaloro has been the CEO of SmartBizHub since 2017. Together with her team, she does management consulting, especially in the field of new technologies and sustainability, working with multinationals and government agencies throughout Europe. Manuela travels often and is active in advocating and raising awareness on diversity, gender equality and on the balance between family and work. She was recently nominated for a major award on gender diversity. For many years, she has been advocating “diversity and inclusion” in companies. Could Manuela picture her current reality when, just a twenty-year-old student at IULM University in Milan, she got her first corporate role as an analyst at ACNielsen, working hard to keep up with her studies?

Manuela has been not only a successful entrepreneur in recent years, for over 17 years she has had important roles in leading financial companies in Europe, since 2012, she’s also a mother. A mother of two small children (4 and 6 years old), in Switzerland, a country in which achieving a balance between family and work is particularly complicated. Maternity leave is granted for only 3 months and fathers are excluded, as opposed to a European average of 6 to 12 months (or even 3 years in Germany) of leave, which in many cases can be shared equally between both parents. If wage parity remains a dream, the same goes for career opportunities, respect for diversity and promotion of social inclusion.

“Finding a balance between career and family is one of the hardest challenges that my husband and I – along with hundreds of parents with careers, I have met over the years – are facing in Swiss society, which in most cases still gives women the role of housekeepers and child carers. This concept is deeply rooted in the culture of this country. I still remember this chat I had with a doctor I had consulted because I felt tired after the birth of my first child and my return to work 5 months later. I remember the doctor asking me why I kept on working. It was shocking. And that was just the beginning. I was shocked again when I went back to work, first part time, then full time. Society in many cases expected me to be mainly a mother”, says Manuela, who considers herself lucky, because “there was still a job for me when my maternity leave was over if you consider that one in seven women in Switzerland loses her job when she becomes a mother.” Not to mention the economic situation, as private nurseries and kindergartens, that can provide more flexible times to allow parents to work, are very expensive and so precluded to many.

To be honest, Manuela actually had some thoughts about giving up her career, or taking a break. It was never easy to leave my children with the babysitter or at the nursery until late, to work and travel even on weekends, and being under the critical eye of society. But Manuela did not give up. She was courageous and aware of the need to break up with an obsolete, individualistic and non-empathic mindset, which does not leave enough space for women and is unable to cope with the new global picture of society and its stakeholders.

— Images, left to right: Manuela Andaloro moderating a FinTech international event in January 2019 in Zurich (credits: British Embassy Bern); speaking about adapting our working cultures to reflect a more modern world and diverse society, June 2019, Amsterdam. (Credits: EWPN, Money 2020); on stage speaking about new role models and leadership, October 2018, London (Credits: PayExpo); Balancing private life and work on a weekend. —

The trump card that can reconcile career and family, says Manuela, is a new type of EQ-driven leadership. “The best leaders of today invest their time and energy in understanding the people they work with and their teams. It’s the EIQ, or emotional intelligence quotient, which experts say has become today more important than IQ and is a better index of success for people, companies and society. This is why we must work to change the old mindset: a new approach will not only favour women but will also foster a type of leadership based on empathic soft skills. In the digital age and its new challenges, women should not be fighting to integrate themselves into a system that has proved to be disastrous as it supports only one model, the alpha personality, mostly very dominant figures. I met women that had old-fashioned leadership styles, not very cooperative and participatory, and men who lead in an inclusive way and pay attention to the social fabric outside and inside the company. Adopting a leadership based on arrogance, blind self-confidence and lack of empathy does not work today, in the face of the probable failure of liberal democracies, the negative influence of social platforms, the climate crisis, artificial intelligence and the associated risks. Both women and men should all work together to transform the mindset of companies (and politics), making room for the new facts on the ground”.

For women, it means they have to learn to believe more in themselves, to not settle for less and to act, without always waiting for the right moment in decisions concerning private and working life – to have a child or to accept a new role of great responsibility that involves changes. “Sacrificing one’s ambitions even before trying is harmful to oneself, to other women, to new generations and to the men that are witnessing this behaviour”.

On 14 June, over half a million women and men across Switzerland joined the demonstrations following the strike, plus all those who participated in a “digital” way. What do you wish for, Manuela? “I wish for strong governmental reforms and independent inspections of companies to assess corporate culture, and diversity within them. And I also expect each of us to raise awareness of issues of vital importance, in each of our daily roles, as mothers, fathers, teachers, workers, leaders. Starting from making our children aware of the importance of equality, inclusion and an open mind-set to face today’s new challenges”.

Valeria Camia with Manuela Andaloro

Manuela Andaloro is a senior professional with over 19 years of executive experience in global roles in financial services, business strategy and digital transformation, having lived in Milan, London and Zurich and worked for firms such as Nielsen, Financial News and UBS. Since 2017, she is the Founder of Swiss-based SmartBizHub, a management consultancy specialising in marketing, positioning, communications, sustainability, future tech and future work. Manuela is a professional speaker, a published author, and an editorial consultant for various leading publications on the topics of finance, social shifts, impact, culture and leadership. She serves as advisory board member of various Swiss and international organizations, and as a board member of the Weizmann Institute of Science in Europe. Manuela is a D&I champion and advocate for EQ- driven leadership, speaks English, Italian, German and Spanish and lives in Zurich with her husband and two children. 

As published in Corriere dell’ Italianita’ cover story, 30 July 2019 view original article in Italian here.

What's your inner pace?

Last summer I was invited to a talent development offsite,  'women fit for success'. I very much enjoy and applaude these programmes and investments on the company's talents, but I do wonder whether tailoring programmes specifically for women doesn't make the problem of gender equality in the workplace even worse.

Nevertheless, I pack my overnight bag and off I go. The whole two days programme was very interesting, one thing in particular has hit a nerve, the pace calculator exercise. 

After a short networking lunch on day 2, that followed an intense morning and an even more packed day 1, we are asked to stand up from our chairs and start walking in circles around the room, following the pace that the workshop leader would indicate. 

Mentally I wonder 'Seriously, with all the emails piling up in my inbox, my endless to do list, why are we doing this random exercise now?' It took fifteen minutes before realisation hit home and I saw how important is my inner pace, at any given time of the day, and how I could make that work to my benefit. 

So we keep walking in circles, slowly, then fast, then very fast trying to avoid collision with the other twenty ladies, then almost running, then very slowly, then we are asked to choose our pace and keep walking. 

My pace of choice that afternoon after lunch, from 1 to 5, where 1 is slowly walking as if you are admiring art in a museum and 5 is rushing for the train in heels, was 2/3. I felt uncomfortable with 4 and 5, almost annoyed, and so I did with 1 and 2. 

How would my mind and body perform when forced out of their natural pace in a particular moment?

Sunday walks.  

Following the whereabouts of the youngest driver in the house. 

Being a 'morning person' I know that would I have done the same exercise at 9am through to 12pm, I would have gone for 4 or even 5, at 5pm to 8pm probably as well, but after lunch? My mind needs focus and slow pace, as much as it needs adrenaline in the morning and early evening. Your 'inner pace' can also change depending on the time of the year, after a regenerating holiday you would probably choose a pace 5 throughout the day as much as after a long year and a particularly tiring patch (erm) you would probably want to hide under the duvet, no I meant choose a pace 1/2 more often.

Our take away, you have guessed it, was to learn to tailor our days, workload, tasks, based on our personal natural pace. Not that often we are given the choice (hello 1pm meetings) but knowledge and self awareness always make you score higher.

M.

Walking down the Zurich lake on a Sunday in October during a 'pace 1' afternoon, reminded me of the funny picture below someone shared with me. 

Don't expect to see a change if you don't make one

Increasingly we have seen media coverage on initiatives celebrating the strength of women, the resilience of mothers, the importance of time off for fathers and the importance of a healthy life balance to better perform, and to achieve an "integrated" work life equation. 

At last! We have come a long way from the previous generation, from the previous decade and actually, from 18 months ago, come to think of it. 2015 has been a very important year for topics related to diversity, gender equality and health versus productivity.

In 2015 HBR's ranking of CEOs has for the first time considered how companies score not only on the hard numbers, but also on "soft" facts (ESG performance) "In the past, our ranking was based exclusively on hard stock market numbers. We looked at total shareholder return, as well as the change in each company’s market capitalization. We liked the fact that the ranking was based solidly on data and not on reputation or anecdote. Yet it also felt incomplete, because it failed to account for the many aspects of leadership that go beyond mere market performance. And so this year we’ve tweaked things. We’ve added to the mix a measurement of each company’s environmental, social, and governance (ESG) performance."

We have seen many financial institutions jumping into the growing trend of socially responsible investing and best of all State Street launching a diversity gender balanced fund , which will track an index comprising companies that do a great job at advancing women through gender diversity on their boards of directors and in management in general. We have seen extensive research that shows that companies with gender-diverse leadership tend to outperform long-term companies that don’t so I am surprised these funds are only starting to emerge.

Bloomberg has set up a new team of journalists and analysts covering the topic diversity.

The ex Norway Prime Minister was interviewed and asked about the reasons behind the success of her country (beyond the obvious oil related wealth) as in the 80s Norway was nowhere close to where it is now, its economy weak and common people barely able to afford decent living. "Success comes from the fact that you see fathers pushing strollers at 3 pm on a working day" she said. "What has changed in these 30 years are family politics and work culture. Retaining talented women in the workforce, giving family benefits and allowing fathers to be fathers and workers without stigma. Shorter working days and flexible working, which results into creative and flexible thinking".

There is McKinsey research on how and why "Women matter" and the latest Mercer report "When women thrive businesses thrive" being presented at the WEF last week and discussed by the CEOs of Cisco, eBay, Marriot and the president of UBS Wealth Management, Jürg Zeltner: "One other thing we all found common ground on was retaining talented women. They leave the workforce after you’ve invested and trained them as many find that workplaces are not family-friendly. Our challenge is to keep them and make the workplace flexible and supportive of their needs and priorities."

So there is all the progress being made just cited above, the daily strong commitment of many of us to raise awareness on the challenges women face and to bring positive change in the world. All of it is still probably only a drop in the ocean but change is happening out there.

Out there.

Then there is me, and I know that like me many other women and working mothers at times have a similar behaviour.

Rewind of two weeks, Monday 11 January, 6am. My husband and I are getting ready for work, kids still – thankfully – asleep. My phone rings. Terror (not quite, but close...). Our current Monday babysitter's little child is sick so she won't be able to come today. And it is of course no problem, it happens. However, a well known feeling that I merrily refer to as "the cold –spine" starts taking over. We quickly and frantically go through our blackberries, our plan in these cases is to take half day off each to look after whichever child is at home, aim is to cancel the half day which would result in the lower damage for the rest of the week. We decide that I stay at home in the morning with our 9 months old baby, dialling in for a couple of meetings, and my husband stays at home in the afternoon, also dialling in when he needs. I let my boss know, who very nicely and empathically confirms it is no problem at all (she has been there too). I tell my colleagues and team. On we go with the plan. At 11 am my baby is happily playing on his mat babbling away while I dial in for an internal meeting. I dial in and immediately go on mute. I barely comment and step in only quickly for fear that someone might hear my baby gurgling cheerfully in the background. Why did I do that? Even if anyone heard the baby chuckle, so what? They all knew where I was and why. I am not that junior or young any more or shy or lacking self confidence. So why did I try and hide the fact that as a working mum this too can be part of my life and it is really no big deal, in fact, hat off really for pushing through and balancing it all??!

Fast-forward to 4pm. The above nearly forgotten and not even yet properly processed. I have now been in the office for a couple of hours and my husband at home for 2 hours and taken as well a (video) call. I call him asking how the afternoon is going. "Oh great actually! Baby M. was sitting on my lap during my call, they loved him and he behaved really well."

No need to comment, I think these two episodes speak for themselves. Perhaps I will add that I am proud of how my husband handled the situation and a little less proud of how I did not stand up to my ideals.

So here is my lesson learnt and a better version of myself has come out of it.

Change, real change, starts from us and from how we expect the world to view us. We all have a lot more responsibility and impact on driving change than we often think.

M.