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Fish in the Boardroom

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by Andrea Ullmann

5.0(1 reviews)

29 episodes

Updated Daily

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Podcast Overview

Every third week a new podcast episode is released featuring Swiss leaders discussing what organizations and individuals can do to increase the number of people with diverse backgrounds and perspectives in leadership positions.

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Publishing Since

9/7/2020

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Recent Episodes

February 21, 2023

#28 Simona, why do you challenge the notion of Availability equaling Results?

with Simona Scarpaleggia In the last episode of the season, I talk with Simona Scarpaleggia, an international business leader, author, board member and former global CEO. It was under her leadership that IKEA Switzerland has achieved worldwide recognition for reaching gender equality, both overall and in management. In just 9 years, the company has increased the proportion of women in management positions from approximately 4% to 50%. In this conversation with Simona, we delve into the topic of how to create sustainable change in the workplace, why she thinks part-time shouldn’t be a career killer, and whether the DEI policies she advocates for are harder to implement in smaller companies. This episode is gold for both high-level insight and incredibly practical advice. Simona highlights specific areas of action, common setbacks you’re likely to encounter on your DEI journey, and how you as a leader can become a role model for your team. <h2>Learning Points:</h2> <ul> <li>Diversity, equity and inclusion policies are key to creating change, but it won’t last if the policies only rely on certain individuals to make them work. They need to have systems built around them that are independent from leadership.</li> <li>A workplace with general equity not only gives you better reputation as an employer, it can also be a competitive advantage because you become a representation of the diversity in the market, meaning you  can understand and serve your clients better.</li> <li>The winners of tomorrow will be those who can effectively utilize the potential of a hybrid work environment. This requires challenging  deep-rooted assumptions about the role of leadership and what you think of as the key traits of a great employee.</li> </ul> <h2>Tips:</h2> <ul> <li>Use role models and success stories to show your employees they won’t get penalized for taking advantage of policies like paternity leave and part-time work.</li> <li>Don’t use the same leadership style with all of your employees. Learn to distinguish between situations where clear direction is needed versus ones where your role is to inspire, then just let your team do their job.</li> <li>When considering someone for a promotion, focus on the results of the person and what they bring to the table rather than their  availability to be physically present all the time. </li> </ul> Find Simona on LinkedIn: <a href="https://www.linkedin.com/in/sscarpaleggia/" target="_blank">https://www.linkedin.com/in/sscarpaleggia/</a>

January 31, 2023

#27 Gilles, what does a committed father need? - Interview with Gilles Crettenand from Swiss national MenCare programme

with Gilles Crettenand Note: The interview was recorded in French. Research has proven without a doubt that having an engaged, nurturing father can provide huge benefits for children’s physical, social and psychological well-being. But the cultural frameworks and systemic support for men to be able to fully embrace this role is largely missing in Switzerland today. Gilles Crettenand is the head of MenCare Suisse Romande, a national program promoting fathers’ involvement in everyday childcare and men’s participation in the care sector in general. In previous episodes, we’ve talked about how men being more present with their families is key for gender equality inside and outside the workplace. (Listen to <a href="https://fishintheboardroom.ch/16-what-men-gain-from-a-parental-leave-with-dario-cristiano/" target="_blank">episode 16</a> with Dario Christiano and <a href="https://fishintheboardroom.ch/25-reto-why-are-fathers-key-for-a-family-friendly-company-culture/" target="_blank">episode 25</a> with Reto Kessler in particular.) Today’s discussion with Gilles goes deeper into the often invisible struggles men can face on their journey to becoming the fathers and partners they want to be. We talk about the ways the system fails men from an early age and the consequences this has for all of us. Gilles also shares his experiences of leading transformative workshops on fatherhood, and offers a thoughtful perspective on how we can support men in becoming more aware caregivers of themselves and their families. <h3>What you will learn:</h3> <ul> <li>When men are socialized not to express their feelings or be vulnerable, it becomes difficult to connect on a deeper level with themselves and others, including their partners and children. Education plays a major role in reproducing this pattern, and increasing one’s capacity for empathy is key to changing it.</li> <li>The hospital environment and the attitude of birth professionals can play a major role in reinforcing (or undermining) the legitimacy of men as capable caregivers. When fathers are involved from the start, the whole family is strengthened.</li> <li>Although their issues can be different from those of women, men also suffer under a patriarchal system. At the same time, self-aware, actively engaged fathers can become role models for social change that benefits everyone.</li> </ul> <h3>Tips:</h3> <ul> <li>Create dedicated spaces where new and experienced fathers can safely talk about their experiences, questions and concerns.</li> <li>Start training programs for developing soft skills like empathy and non-violent communication. Make sure male employees can see the benefit of participating.</li> <li>Get involved with initiatives that help couples consciously plan and prepare for parenthood. Make this support available to employees who would benefit from it. </li> </ul> Find Gilles on LinkedIn: https://www.linkedin.com/in/gilles-crettenand-7331691b/

January 10, 2023

#26 Anne, is ensuring diversity in ads, the key to a double bottom line? - Interview with Anne Joffre from Procter & Gamble

with Anne Joffre Bonnaillie Ads that portray women in a professional setting receive significantly less funding than those that portray them in traditional gender roles, found a 2022 research by CreativeX. Data like this show that while the portrayal of women on screen has changed over the last decades, the media and advertising industry still has a long way to go in terms of diversity and representation. A company that makes a stand for a more equal and inclusive world in advertising is Procter & Gamble, home to brands like Always, Gillette and Pampers. Their two main goals in this field are 100% accurate representation of women on screen, and hiring 50% female directors behind the camera. After five years, they are at more than 80% with the former and 47% with the latter. And as today’s guest, Anne Joffre will tell you, these results not only create a positive impact for society, they’re also a driver of business growth for P&G. Anne is Senior Director, Brand Building Integrated Communications at P&G. She is passionate about diversity and inclusion both on a personal and a professional level, and shares openly about these two sides throughout the episode. You will hear about what the key factors of success were for the company, how Anne developed the case for change internally, and the sound advice she has for organizations who want to combine being a force for good with the business perspective. This episode was recorded at a Role Model Series event that Fish in the Boardroom organized in cooperation with INSEAD Women in Business Alumni Club. Questions were asked by Kathrin Niederlaender. “There was also a research company called ADX who had the most prestigious research award that had demonstrated the correlation between gender equality in advertising and business building potential, like a plus 25% for ads that are portraying women in a progressive and positive manner.” What you will learn: <ul> <li>A DE&I initiative will see results faster if top management embeds it into their strategy and prioritizes actively supporting it.</li> <li>If you want people in the organization to embrace the change you are trying to make, you have to help them to see DE&I not only as a force for good, but as a must-have to expand your reach and capture new markets.</li> <li>When you are first starting out with a DE&I initiative, employees will need information and tools to help them adapt to the new perspective. While this internal capability is being built, big change can come from making inclusive representation mandatory.</li> </ul> Tips: <ul> <li>Prepare a compelling business case for top management that shows the potential for growth in making DE&I a priority. Getting long-term commitment is easier when you have a few wins you can point to early on, so focus on getting those first.</li> <li>Set a clear expectation of inviting females into the areas of the business where they are traditionally underrepresented. This will let people know they need to plan ahead for finding the right talent.</li> <li>Be clear about your objectives and how you will track them from the start. Communicate that as part of the success drivers of the project and give regular feedback on progress. </li> </ul> Find Anne online: LinkedIn: <a href="https://www.linkedin.com/in/anne-joffre-bonnaillie-1a72b05/" target="_blank">Anne Joffre Bonnaillie</a>

29 total episodes available

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What is Fish in the Boardroom?: Every third week a new podcast episode is released featuring Swiss leaders discussing what organizations and individuals can do to increase the number of people with diverse backgrounds and perspectives in leadership positions.
How often does this podcast release new episodes?: This podcast updates daily.
Where can I listen to this podcast?: This podcast is available on 4 platforms including Apple Podcasts, Spotify, and more. You can also use the RSS feed directly.
Does this podcast accept guests?: Yes, this podcast regularly features guests.

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