Women at the top: This is how mentoring fights for equality in companies

Women at the top: This is how mentoring fights for equality in companies

In recent years, the discussion about the integration of women into leadership positions in Germany has intensified. The need to bring more women into management positions is taken seriously not only by society but also by companies.

The topic is particularly relevant for Gisela Schwack, an experienced lawyer with an impressive career. From 1983 she studied at the University of Passau and entered the judiciary in 1992. Her first steps as a prosecutor took her to Munich and Landshut, where she experienced the challenges of the then existing lack of female managers. Her professional journey also included a stint in Brussels at the European Commission. After her return, she took over as group leader of the public prosecutor's office in Deggendorf.

Promoting women through mentoring

Schwack is aware that many women are often hesitant to take on leadership roles. Nevertheless, she always took advantage of the opportunities that came her way. With their involvement in Women's mentoring program mentUP+ It aims to improve women's career opportunities and increase the proportion of female managers. Participants in the program have specific questions about employee motivation and the importance of interpersonal relationships in the workplace, which they see as essential for the development of leadership skills.

“It takes time to get to know employees well,” she explains. “But it’s an investment that’s worth it.” Even in the event of conflict, knowing the strengths and weaknesses of each team member is an advantage. In Schwack's opinion, decisiveness, openness, curiosity and self-reflection are crucial qualities for leaders.

Dr. Benedikt Kuhnen, who moderates the program, highlights the valuable exchange that women can share with each other in these mentoring groups. The goal is not only to prepare women for leadership and management tasks, but also to encourage them to actively take on responsibility.

Current statistics and company culture

In 2025, women will still be severely underrepresented in leadership positions, according to a study by WHU shows. Despite progress in equality, it remains a challenge not only to recruit women, but also to retain them in the long term. The study distinguishes between gender-neutral and gender-specific measures that companies can take to promote equal opportunities.

• Gender-neutrale Maßnahmen: Transparente Rekrutierungsprozesse, anonymisierte Bewerbungsverfahren und flexible Arbeitszeitmodelle gehören dazu.
• Gender-sensible Maßnahmen: Mentoring-Programme und Frauenförderungsmaßnahmen sind speziell auf die Bedürfnisse von Frauen ausgerichtet.

An example of the successful integration of women into management levels is the company Cheplapharm. Loud Cheplapharm The proportion of women in management positions is almost 50 percent, which is above the national average of 25 percent. The company has significantly expanded its workforce in recent years and offers targeted support programs to talented employees, regardless of gender.

Katrin Bäsell, an executive at Cheplapharm, believes that personnel decisions should be based on performance and potential, without promoting mandatory female quotas for top management. She emphasizes that equal opportunities and support are crucial to developing qualified leaders. In the mentoring program, Bäsell learned how important it is to encourage humble employees and recognize their strengths.

The challenges women face in business today are diverse. But through programs like Gisela Schwack's mentoring or Cheplapharm's initiatives, it is clear that the course can be set for a fairer and more diverse future in workplace culture.