Finding Work-Family Balance Is Possible, but it Takes Assertiveness
There is often talk of diversity and inclusion and how to promote these issues, but it is essential to first have a clear idea of how every individual perceives and absorbs these two concepts so that they make them their own and be valid standard-bearers of their importance. And to do so, “you must not be afraid to travel, move geographically around for work because these are the life experiences that really open your mind to others.” This is the direct advice that Sara Liviero, Bocconi alumna with a degree in Business Administration and a major in work organization, gives to the students of today.
“Diversity and inclusion are complex issues because they focus not only on individuals but also on their families, their values and backgrounds and, in professional environments, on their work teams. Especially in corporate organizations, is important to engage with people and cultures that reflect the different components of the communities and societies that a company addresses. Last but not least, it should be remembered that a poorly diversified professional team is often also not very creative and innovative,” reiterates Liviero, who is now Head of People at Apple. She defines and leads personnel management policies in the various market regions she oversees, from Southern Europe to the Middle East.
“When I advise young people to move around geographically to gain job experience, I know very well that it is not easy,” continues the manager. She has various specializations in people and culture management, including one obtained at Cornell University, the executive training course InTheBoardroom, as well as international experiences in Sweden, England and France. “Moving around geographically is also complex because it can become difficult to reconcile work duties with the desire to start a family. But it is absolutely possible to reconcile these two aspects of life. Being open to having a diversified and enriching life and work experience is a good reason to try to balance these apparently divergent needs.” To this end, especially for young women executives but not only them, it is useful to develop a certain degree of assertiveness: according to the alumna, one must know how to ask for support at work and demand an equitable distribution of family chores and parental duties in private life.
Sara Liviero decided to specialize in people management in the company precisely because “when asked what I wanted to be when I grew up” she would reply she wanted to help others. Her initial dream was to become a doctor but it would have been a complex path given her modest family background. Instead, from her small town in the province of Varese, she decided with conviction to go to Bocconi. The turning point came during the courses in Work Organization and Human Resources Management, when “I realized that the commitment to making a social impact could also be achieved in an organizational context. I discovered how it is possible to create the best conditions for the development of people at a company, creating a virtuous circle favoring the success of the companies themselves. That was the exact moment in which I decided to enter the corporate world.” Hence her desire to give voice to communities of people, specifically employees, and achieve an actual impact. The issue of gender thus became
emblematic for Liviero. “We need to create conditions of equity so that women have the same opportunities as men and, to do so, we need to understand what the existing obstacles are. Usually, these are of two types: educational and systemic,” continues the manager. “On the former, we can act by helping women develop skills that enables them ‘not to step back’. The latter depends on a country’s economic system, where it is necessary to work on welfare structures and established mechanisms for selecting top management positions.” These are Liviero’s recommendations for improving gender equity in the near future.
