Female leaders in many large Hungarian companies see the world and the situation of their companies differently from senior executives of large international companies. The latter are fundamentally more optimistic about the growth of their company than their domestic female directors, said Gabriella Liptay, Marketing and Communications Director of KPMG, who is conducting the 2018 research of KPMG International.
The energies of women are vital for company leadership, but it is important that they are not careful with the male counterparts. Among others, the Equalizer Foundation and KPMG were also discussed Women leaders roundtable discussion, where Hungarian business leaders evaluated the research of KPMG Global Female Leaders Outlook 2018.
Senior managers of large international companies, according to estimates from the CEO of KPMG Outlook, are 78 percent positive for their growth prospects over the next three years, while their own business is optimally assessed at 91 percent. In comparison, only 67 percent of Hungarian female managers are satisfied with the growth of the sector and 70 percent consider the growth potential of their own company.
Beata Nagy, a researcher at Corvinus University, says that female leaders are not necessarily more cautious in corporate culture. They are only men's leaders who dominate top management in sectors that are now growing faster. Usually this is the tech scene where the domination of men at home is even more depressing than the international average.
As Roy emphasized, it is not quantifiable, but it must balance the different roles in the management of each company, and it is imperative that women and men energies are present. This is confirmed by Heal Edina, founder of the Equalizer Foundation, who says that half-to-half teams can be more successful than just men or women. Large companies in Hungary are actively involved in helping women become leaders, believing it is expensive and that positive discrimination is still needed today – emphasized the founder of the foundation.
According to the 2018 survey of KPMG International, the proportion of women in the 500 largest business leaders is only 5%, only 21% of the women's seats are occupied and these numbers have hardly changed in recent years.
Digitization and distribution of teleworking
According to various female leaders, digitization also contributes to the progress of women. Judit Grósz, Director of Digital and Business Development at RTL Hungary, and Managing Director of Saatchi & Saatchi, Helga Sásdi, agreed that women can be very grateful for technological progress because they can not simultaneously address family and business challenges without Internet, smartphones and efficient teleworking applications. According to Sásdi Helga, it is therefore of the utmost importance to evaluate teleworking experiences within the company, to avoid the pitfalls and to identify and adapt good practices to later translate the whole company culture. With this, women and of course the company can only win themselves.
According to Judit Grósz, the time for women works, because companies that can not reduce the presence in the office or can not adapt to the technological needs of the young people will find no staff. If the job is a technological withdrawal compared to home equipment or the applications used there, Y and Z generation workers will soon change jobs.
In connection with the extreme caution of top female managers, Kinga Mészáros, the CEO of the Central Media Group, said that compliance with official requirements in a rapidly changing legal environment has become important in a number of sectors, including the media market, which are not so much gender is country-specific.
Naturally, the issue of positive discrimination was discussed in the conversation. The majority of participants agreed that this might be necessary, but also that in the long term the company's choice for fitness for the company guarantees efficiency. Ágnes Fábián, Managing Director of Henkel Hungary said in a conversation that quotas is a good idea that helps balancing, but it is important not to overcome leadership skills.
Because of representation it is important to have women in leadership, both in business and in politics, because mixed teams are more effective in all areas of life than homogeneous. Positive discrimination can stimulate this process, but it is important to communicate the move well and to recognize the point where the practice becomes counterproductive. In the ITC sector, it is still difficult to reach a large proportion of the women, but according to the experience of Ericsson, CEO of Ericsson, Éry Gábor, we notice that the higher the ranking, the higher the percentage of female senior executives – what can be expected in the long term.
From a different point of view, the issue of communication efficiency was emphasized by Adel Kováts, director of the Radnóti theater. He thinks it is important that women leaders do not have to be at equal distances to be leaders. The energies of women can effectively support any organization if women do not have to be careful about the manners in terms of expression.