Would I be where I am?
“As leaders, we have it in our hands to build diverse teams, with different perspectives and backgrounds, where everyone can give their best to make us ‘Better Together‘.”
Stefan Rösch-Rütsche, Country Managing Partner EY Switzerland
If you were a woman, do you think you would have made it to the top leadership ranks? Why (not)?
My professional career experience until my mid-40s was such that I gained international experience for many years. I have been a transaction advisor for more than 20 years with experience in more than 50 countries – with unpredictable travel schedules and the requirement to work long hours on ongoing deals. However, my wife and I always wished for a family. In my mid-40s, this wish came true. As a woman, I would probably have asked the family question earlier, if only biologically. My professional career experience would undoubtedly have been different.
How have gender stereotypes influenced your career choices and professional development?
And do you feel these stereotypes are present in your current work environment?
Personally, I get annoyed by stereotypes. I want to be a role model to my son and avoid such thinking. At EY, we aim to create exceptional career experiences to all our employees – independent of gender. There is empirical evidence that diverse leadership teams make better decisions that lead to better performance. If a candidate for a leadership position helps us increase diversity in our governing bodies, then this is a plus in our decision-making process.
However, I also acknowledge that the consulting industry continues to be a challenging environment, we are not yet where we want to be. The issue that we face starts at a Manager level – from Manager level upwards the share of females starts to decline – this is where change needs to start to eventually get to a more balanced leadership composition in the future.
How do you personally act against gender stereotypes in your environment?
This is an important point. It has a lot to do with personal attitude. I aim to act as a role model. It is the way that leadership communicates and acts. It is all about inclusive leadership behaviors. At EY, we place great emphasis on diversity & inclusiveness: in the way we act and take decisions, but also with awareness trainings as well as with development and mentoring programs.
The ultimate ambition is to get to a 50:50 share – we are improving but are still a long way from such a goal. While our internal projects provide important support, ultimately it comes down to the values, beliefs and actions of the leadership team.