It's paradoxical.There have never been so many women with good training or degree.Nevertheless, they often have more difficult than male young professionals to assert themselves in companies and also arrive there at higher levels.We show what this could be like how young women can counteract and why they shouldn't be afraid of a career in the technology and IT area.
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"The motto of life should be:" You can do everything! "-This is how Martina Hacker, HR chief at ÖBB-Infrastructure AG, encourages young women to follow their own interests and go their way.As far as the educational level and access to studying are concerned, they are already very successful: In the winter semester 2019/20, 55 percent of students at Austria's universities and universities were female.And the female gender is also ahead with the degrees of study: Around 20 percent of women in Austria have a degree at a university or academy in Austria, for men it is only 16 percent.
But despite the often excellent training, this is not really reflected in the company.Leadership positions are still much more frequently occupied by men.The higher it is in the hierarchy - keyword "glass ceiling" - the more clearly this becomes.In the "women.management.report.2021 "The Vienna Chamber of Labor, as in the 200 most sales -strong companies in Austria, is about gender equality.The result: only nine percent of managing directors and 23.5 percent of the supervisory board members are women.
The more various, the more successful
Various teams are considered to be extremely successful.The "Delivering Through Diversity” study by the management consultancy McKinsey showed that companies with a high degree of diversity have a greater probability of being above average profitable.Because where there is a lack of various teams, ideas and potential are lost or do not even arrive in the company.According to the McKinsey study, companies with a high proportion of women in top management (meaning the board and two to three levels below) have a 21 percent greater probability of working particularly successfully.The promotion of talents with different backgrounds, men and women, is therefore not only a question of justice, but a competitive advantage, according to the study.
Martina Hacker also emphasizes this: "We don't want to increase the proportion of women at ÖBB for an end in itself, but because various teams simply do better work.As an attractive employer, we want to appeal to all people in our society and also map everyone in our employee structure."The HR manager is convinced that mixed teams bring more ideas and experiences in tasks and projects:" The result is ultimately valid.Diversity strengthens the potential experiences, biographies and perspectives also the innovation potential that we need to deal with future challenges and to the ecological mobility change."
The proportion of women in ÖBB-infrastructure AG is currently 9.6 percent, in the technical professions it is less than 7 percent."This share is the result of a lot of work and various women's promotion measures, but of course we cannot satisfy us.We therefore continue to work on increasing the proportion of women as a whole."
People of the same kind stick together
The unequal distribution in management positions not only takes well -trained women their chances, but even harms companies and the economy itself. Woran liegt es dann, dass in den leitenden Unternehmensetagen weiterhin nur wenige Frauen zu finden sind? Die Arbeiterkammer Wien macht in ihrem report das sogenannte „Ähnlichkeitsprinzip" als Ursache aus.The higher the position in the corporate hierarchy, the less objective the selection criteria for personnel selection are.Instead convey security what you already know. Nach dem Motto „People of the same kind stick together" rekrutieren deshalb Männer immer wieder Männer für Führungspositionen.
However, this alone does not explain why the proportion of women on higher levels is becoming increasingly smaller.Entrepreneur Martha Schultz sees the biggest hurdle in the still difficult compatibility of family and work.Because the majority of the required balancing act continue to take on women.And those who take a short time or pause for a long time often find that at this time others have passed them and lucrative posts are already occupied - often by men who can usually still concentrate on their professional career and roll lesshave to fill out at the same time.For women, their own career jumps are all the more difficult to create.
Childcare sticking point
In order to bring well -trained women to the management levels, Schultz, who is also Vice President of the Austria Chamber of Commerce, demands itself in the "Future.Frauen" engagiert, einen qualitativ hochwertigen Ausbau passender Kinderbetreuungsangebote – „und zwar nicht nur in den Städten, wo sich schon viel entwickelt hat, sondern vom Neusiedler See bis zum Bodensee", wie sie gegenüber dem Magazin „Wienerin" sagte."And we need a different socio -political way of thinking that does not constantly question whether more intensive childcare is required at all. Ja, wir brauchen sie, und wir müssen sie auf die Reihe kriegen", so Martha Schultz weiter.
But even if the framework conditions fit: First of all, it is up to the women themselves not to wait for career regulations, but to take opportunities or to force or also force them.Brigitte Ederer looks back on a successful career as an industrial manager and politician. Frauen, die eine Führungsposition anstreben, hat sie in einem Interview mit dem deutschen Wochenmagazin „Die Zeit" empfohlen, gestalten zu wollen, ein inhaltliches Ziel vor Augen zu haben und die Ausdauer für das Bohren harter Bretter mitzubringen.
Appear confidently
In fact, women in the world of work often occur with a lack of self -confidence and do not present their work results appropriately - because they themselves disclose them or consider them so granted that they do not want to make any cancellation.This is usually much easier for her male colleagues.The result: actually equivalent performance often perceives more in men.This is especially true if the men are less familiar with the family and can present themselves more intensively at work - right up to the after -work beer.
Only those who are seen are also considered.Therefore, women should work from the career to present their results appropriately and, for example, to take on presentations in meetings.The more often this happens, the safer your own appearance becomes.So it is also possible not to let the butter take off the bread in meetings and keep the floor when it is your turn yourself.Making a good name in this way is never as easy as after starting your career when the situation has not yet been stuck and your own role has not yet been stuck.
Vermeiden sollten Berufseinsteigerinnen dagegen das „Fleißige-Lieschen-Syndrom".The entire office is happy when annoying everyday tasks can be handed over to the new colleague - this does not work further professionally and laurels are harvested somewhere else.Also wanting to do everything until late in the evening does not promote your career.Against such perfection traps only helps to learn that delegates make sense - men usually find it less difficult.This does not mean not performing collegial and helpful as a young professional.It is just as important to access the future for topics and projects that are important for the company and can therefore be associated with yourself in the future with your own person.
Network
You should also connect to others - on the way up there is nothing more valuable than a functioning network.Male after -work rituals do not have to be imitated at all.This also works after meetings, at conferences or simply in the coffee kitchen.It is important to make your own skills clear in order to be able to support each other if important tasks or items are distributed - in your own or in another company.Women also receive tips and mutual support in various organized networks and initiatives.
Technical professions: lack of applicants
If you look at technology and IT professions, the situation looks different once.Here the proportion of women is often low from the outset.Companies often find it difficult to win enough applicants from the pool of applications with a degree in a MINT study subject.
The problem often begins at school, where girls are more likely to find themselves in other subjects.When choosing the courses, vocational training or the course, this continues.The proportion of students in MINT or technical-scientific courses is currently at 38 or.27 percent.An almost balanced proportion of male and female students is still not in sight -despite all the attempts to make MINT courses and professions more attractive for women through numerous projects and initiatives.
Ingrid Steinberger did not have to think about whether she wanted to do a technical degree.Already in her school days she was interested in natural sciences and was particularly enthusiastic about mathematics."At the age of 18, I was convinced of the idea of trying a challenging technical degree because I was ambitious to strive for a career in industry."
Sie wählte den Studiengang „Wirtschaftsingenieurwesen – Maschinenbau" an der Technischen Universität Wien.The small proportion of fellow students did not stop them: "For me, the low women's quota was an even greater incentive to complete the course.I was the only woman in many lectures, which of course notices you.However, dealing with fellow students and teachers was always respectful.And according to my experience, the university has always supported female students.I never felt disadvantaged."
Do not quit
Madita Führer erlangte nach einem Bachelor-Studium an der Universität für Bodenkultur Wien ihren Master in IT-management an der Fachhochschule Wiener Neustadt.She also had no concerns about her studies: "This question never occurred to me.Yes, in the IT or.Technology world is the proportion of women less than that of men.But nobody should be put off by that.If you are interested in one topic, it is not relevant which gender is more likely to be represented.The cooperation with my colleagues always went well and we were able to count on mutual support."
After studying IT, she started in the product management of a software manufacturer and finally switched to the exam and consulting company KPMG as an IT consultant."A fellow student already worked at KPMG. Daher wusste ich, dass es dort ein breites Spektrum an Dienstleistungen gibt, das für sehr viel Abwechslung im Joballtag sorgt", begründet sie ihren Wechsel.The IT expert in the company does not lack support on her career path: "In addition to the technical supervisor, every new team member also has a buddy.This serves as a mentor and is always available when there are questions from everyday work.There are also additional mentoring programs that also prepare for future career steps." Inzwischen leitet die 28-Jährige Projekte und übernimmt Führungstätigkeiten.
Breaking old role models
The need for technology experts is also high in the ÖBB infrastructure. Der heurige Kampagnenschwerpunkt unter dem Motto „#joboffenSIEve" soll helfen, weiblichen Techniknachwuchs zu erreichen.Our own employees act as Role Models: "It is important that we get our technicians, i.e. really the women from all over Austria, and we explain the fields of activity based on their biographies. Es geht darum, unsere Berufe in der Bahntechnik für Studentinnen greifbar zu machen und alte Rollenbilder aufzubrechen", erklärt Martina Hacker.
Dazu steht das Unternehmen auf Schul- und Berufsmessen Rede und Antwort und öffnet für Aktionen wie den „Girls‘ Day", für Exkursionen und Schnuppertage seine Pforten.Internships, support for theses, trainee programs and mentoring programs for students from technical fields of study are aimed at students.The aim of the ÖBB is also to be a family -friendly employer.HR manager Martina Hacker describes the portfolio: "We offer flexible working time models such as flexitime or telephoto work solutions, offers for childcare and holiday care, active maternity management, our housing service and holiday homes- and of course the same promotion opportunities as well as the same wages for the same work for men and women." Aktuell fördert das Unternehmen die Väterkarenz.
"We have had the experience that fathers are happy to provide educational and family work these days.In our view, this task should be on the parents' shoulders together."
Service and assertiveness
Indian engineer Ingrid Steinberger is currently completing the trainee program for potential wearers in the Liebherr plant Bischofshofen. „Die Möglichkeit, am technischen Fortschritt einer der größten Baumaschinenhersteller der Welt beteiligt zu sein, hat mich sofort überzeugt", sagt die 25-Jährige.According to their experience, young professionals are in great demand because they have already proven willingness and assertiveness."In addition, women often show different approaches to problems.A new, changed look at future topics and the width and diversity of perspectives are profitable for every company."
When they started with Liebherr, Ingrid Steinberger were available as contact persons and managers in the various departments as contact persons in the various departments."There are also regular round tables and quarterly meetings in the trainee network that enable a really enriching exchange of knowledge between experienced and new trainees." Nach dem Traineeprogramm warten neue Herausforderungen auf sie: Dann übernimmt Steinberger bei Liebherr die Position als Produktmanagerin für digitale Produkte und Lösungen im Vertrieb.
Plan career steps
KPMG also attaches importance to an intensive exchange with their professional staff.This is done via internal networks as well as at conferences, trade fairs and other events. „KPMG liegt sehr viel daran, für junge Berufseinsteigerinnen den Eintritt in die IT so attraktiv wie möglich zu gestalten", stellt Beraterin Madita Führer fest und hebt die Bedeutung von Teamwork hervor."You pursue a common goal.I don't know any industry in which the coexistence and teamwork are as important as in IT.Empathy, a certain sensitivity as well as charm and diplomacy are increasingly needed.I am sure that male colleagues can do that too - but sometimes these skills are more likely to be attributed to the female colleagues."
Ingrid Steinberger advises young women who are interested in a technical studies or a technical profession to prepare a plan: “Even if the developments deviate from the plan, a personal objective is an essential drive.It is never too early to think about the future career." Oder wie Madita Führer es formuliert: „Das Wasser ist nicht so kalt – hineinzuspringen zahlt sich aus!" Und das gilt dann auch für die weitere Karriere.
Text: Heinz Peter Krieger
