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321 commenti / Blog, Le protagoniste, Newsletter / Di

di Laura Luigia Martini*

L’Amministratore Delegato di un’importante multinazionale anglosassone si alzava, io pure, mi stringeva la mano, e sorridendo mi accoglieva nel suo staff, proprio con le fatidiche parole: “Welcome on-board”, benvenuta a bordo.
Il brivido di gioia che si prova quando si raggiunge il medesimo risultato in un’azienda italiana non è certo da meno, ma la consapevolezza dell’ambito in cui si sta confluendo è molto diversa. Non migliore né peggiore, ma diversa.
Perché racconto oggi queste emozioni che mi hanno accompagnato fino a tre anni fa in multinazionali straniere, e cosa hanno a che fare con il cosiddetto “gender gap”? Perché credo di aver goduto in quegli anni di una vista privilegiata su un mondo che ricomprende in sé l’essenza delle condizioni abilitanti la parità e che ne sposta il focus sulla meritocrazia.

Queste Società hanno sedi numerosissime e lontane fra loro, eppure sono in grado di creare una straordinaria coesione d’intenti, un fortissimo spirito di collaborazione tra professionisti che ragionano all’unisono da un capo all’altro della Terra e che di nessuna diversità si accorgono. Sottolineo questo concetto perché fondamentale: non è che le diversità vengano superate in un contesto multiculturale, è proprio che non si riesce a percepirle. Di fatto non esistono.

Un esempio. È noto che l’acquisizione di un’azienda avvenga a volte per eliminarne la concorrenza sul mercato. Anni fa ero un Dirigente Corporate presso una grande multinazionale statunitense che mi aveva inserito in uno specifico programma di advising strategico: al mio team, delocalizzato nel mondo, venivano affidate queste operazioni di M&A e il successivo processo di analisi delle sinergie, delle ridondanze, la scelta delle funzioni da potenziare, di quelle da eliminare, a seconda dell’impatto sulla profittabilità del business. Ricordo che il mio lavoro su una di queste aziende si tradusse in un aumento della marginalità particolarmente significativo. Ero l’unica donna del team, una giovane donna per il ruolo che ricoprivo, ero basata in Europa, in Italia, a Milano, eppure da me era venuto quel contributo tanto rilevante, e così come ero stata scelta per le mie competenze, allo stesso modo fui premiata per i miei meriti, senza dover chiedere nulla. Non solo ricevetti un consistente bonus straordinario, ma il CEO dagli USA firmò e mi inviò un “Excellence Award – in Recognition and Appreciation of Your Contributions”, una pergamena incorniciata che fa bella mostra di sé nel mio studio di casa, accanto alla mia Laurea in Ingegneria Nucleare e ai tanti Master. La felicità che ancora provo quando leggo quelle parole: “con Riconoscenza e Apprezzamento dei Tuoi Contributi” va molto al di là di quanto io possa esprimere. Come avrei mai potuto in un contesto simile pormi problemi di Diversity?

Questo fa sì che le tue idee, le tue iniziative, valgano in quanto sono le idee e le iniziative giuste per aumentare il successo dell’impresa, non perché sei tu ad averle. E vengono perseguite in quanto tali. Questo fa sì che ogni obiettivo che raggiungi e che rappresenta un vantaggio competitivo per l’azienda sia valorizzato perché perderti sarebbe un grave danno. Tu sei unico pur avendo centinaia di migliaia di colleghi, e sei gestito con politiche retributive e di incentivazione unicamente dipendenti dai tuoi risultati, perché la generalizzazione non crea alcun valore, nessun reale stimolo a fare di più o meglio. Secondo questa logica, figlia della delocalizzazione delle risorse e delle menti, ho conosciuto CEO uomini e donne, Advisor di Business in posizioni apicali, Direttori delle Risorse Umane a livello Globale, President e General Manager uomini e donne, selezionati perché particolarmente adatti al ruolo per talento e capacità specifiche, con il solo fine di migliorare sempre più le performance della multinazionale. Il genere non trova spazio alcuno in queste scelte.

Per la flessibilità intellettuale e la professionalità che ho acquisito, per la consapevolezza di quel che sono, per la fiducia in me stessa che tutti quegli anni mi hanno regalato, mi auguro che gli sforzi di Diversity Management intrapresi a livello di imprese e di istituzioni italiane abbiano lo stesso successo, seguendo il modello della valorizzazione della formazione, delle competenze e del merito, laddove nessuna di queste tre anime deve poter determinare una vera crescita professionale senza l’altra.

E infine: mi manca oggi questo mondo che ho cercato di descrivere, almeno in parte? No, non mi manca e non mi mancherà mai, perché ho vissuto secondo le sue logiche talmente a lungo da farlo diventare parte di me, la migliore parte di me. D’altro canto ambedue i miei ruoli attuali testimoniano che quello che sei diventato grazie all’esperienza e che sai fare può essere riconosciuto anche qui, dimostrano che realtà virtuose come quelle descritte esistono in Italia, e dunque non posso che augurarmi che lo stesso modello sia sempre più diffuso anche da noi.

*CEO Business Advisor, Executive Vice President Corporate Business Development FINCANTIERI

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