Gender diverse teams
Gender diverse teams give better results and a variety of talents
Having both men and women in their team, the OEM Industry Sales department in Solar in Sweden has better dynamics and more diversified talent. Attracting women to male dominated jobs requires new ways, according to their experience.
"It's not a matter of hiring the most qualified - it's about hiring the most qualified talent," says Robert Nord. He is Manager for the OEM (Original Equipment Manufacturer) Industry Sales team in Solar in Sweden. His team consists of 1/3 women, and top sellers at that – in a business area that is usually occupied by men. Robert has a passion for creating gender diverse connections in work and life: "I've always had a heart for it. My mother was a strong person and was a great role model for me. I have two daughters, so to create a better world for them, I have to be a part of changing society, bit by bit."
Better balance
In Robert's experience, when women enter an all-male team, the room becomes different; the agenda changes and it adds to the discussion and creates a better balance and better results. According to him, we do not get diversity with a one-gender team, being too unanimous. The dynamic and the results are better, if we as a team think, act and participate differently, thinking outside the box and finding new ways. However, it is a long-term project to be a diverse company and requires dedicated work.
Dedication is also what characterizes Louise Henriksson. Now an Account Manager in Robert's team, she started in the OEM team in September 2021 after being contacted by Robert, encouraging her to apply. A sales person by heart, she knew that she wanted to have customer contact: "Helping the customer grow their business and easing their everyday challenges is the best part for me. I really enjoy meeting people."
Diversity makes a difference
In her experience, the advantage of working in a gender diverse team is that you get more points of views, because men and women act and think differently. For the customer, it makes a difference, too. The tone of voice changes and the usual ways of interacting often changes for a more polite and professional way of working together. "It all comes down to having a good connection with the customer and making sure that they feel comfortable," Louise says. "I like my job at Solar because there is a great degree of freedom to manage my own work as well as good help and support from the team." Her advice for others is that the best way to learn is to just try. "You might fall sometimes, but then you get up and you learn," she says.
Employ your successor
Robert concludes: "Whether you are hiring a man or a woman, it's about the person's ambition and qualities. I have a motto: 'Employ your own successor'. As a manager, you need to develop the talents you have and keep them interested, so they stay. Women are underutilized talent, but you shouldn't depend on them applying themselves. You also have to find new ways to generate candidates."
Educating managers
Louise agrees: "In order to attract more women in the traditionally male dominated jobs, we need to start educating the hiring managers in companies and teach them to use their personal network to identify the relevant candidates. An emphasis on the soft values of the job and the company, also in the job ads, is important for women. Focus on the personality and the person – that's the most important part. The rest can be taught."
We strive for diversity
In Solar, we believe that diversity in the workplace allows for more ideas and processes. This diversity of talent means a broader range of skills, as well as a diversity of experiences and perspectives, which increases the potential for greater productivity and creativity. That is why our primary goal within diversity in Solar is to strive towards 25 percent of women in our top management within 2025. The purpose is to make us an even stronger company in the future.