di Danda Santini*
Otto tavoli quadrati con una trentina di donne per tavolo, tra panelist e socie di Fondazione Bellisario, hanno discusso a Palermo dei temi più rilevanti del momento: lavoro e politica, demografia e Intelligenza artificiale, violenze e diritti.
La sede era prestigiosa, il Convitto Nazionale Giovanni Falcone, il titolo del seminario sfidante, “Donne sole al comando?”, l’atmosfera concentrata e operosa. Accade così quando donne eccellenti, dai cv prestigiosi e dalle cariche importanti discutono argomentando con competenza e pacatezza, cercando di mettere a fattor comune le esperienze e competenze con maturo pragmatismo. Ma soprattutto, e questo è l’aspetto che preferisco nelle “adunate tra donne”, con un obiettivo comune e prioritario: andare avanti e migliorare. Al di là degli obiettivi individuali, dimenticando ego e vanità, ma senza rinnegare, per questo, ambizione e leadership.
Quindi la prima risposta al quesito/provocazione che dava il titolo al seminario, “Donne sole al comando?”, è stato un corale “no”. Non per rinuncia alla sfida: il comando si prende. Ma per quella parola – sole – che oggi sembra sempre più fuori moda. “Se corri solo, vai più veloce. Ma se corri insieme, vai più lontano”: e le donne hanno lo sguardo calmo e lungo. A dispetto di una narrazione che le ha volute disegnare troppo a lungo incapaci di “fare squadra”, stanno rivelando un nuovo modo di lavorare molto vicino al procedere trasversale, fluido, collettivo, delle nuove generazioni.
Nello specifico, il tavolo che ho avuto il piacere e l’onore di moderare si è focalizzato su “ESG & Leadership femminile”. Oggi, per la prima volta, a determinare il valore di un’azienda e le sue prospettive di crescita ci sono anche considerazioni non finanziarie: di responsabilità ambientale, sociale, di politiche di governance (Environnement, Social, Governance).
Fanno da apripista la pubblica amministrazione, le grandi aziende, le multinazionali, le banche e le assicurazioni, le quotate in Borsa: da loro viene il segnale forte che influenza tutto il mondo economico, e a questo si aggiungono le direttive europee e i controlli costanti. Il processo è irreversibile. Fanno però più fatica le piccole e le medie imprese dove non sempre i vertici hanno sensibilità o attenzione ai temi ESG: il 73 per cento non adotta politiche in questa direzione, 8 su 10 si dicono a favore dell’ambiente, ma solo il 13 per cento è attento ai temi sociali e il 7 a quelli di governance. Per ignoranza, risorse finanziarie limitate, scarsità di personale.
E le donne, in tutto questo, dove stanno? Nonostante cresca costantemente il numero delle donne laureate, nei ruoli apicali arrivano solo al 25 per cento. Più di metà delle donne italiane non lavora. Ancora: esiste una specificità nella leadership femminile sui temi ESG? Se per tratti tradizionalmente attribuiti alle donne intendiamo la capacità di collaborare, coinvolgere e includere, un maggior equilibrio e attenzione alle persone e ai passaggi generazionali, la tendenza a pianificare il futuro, e poi pazienza e resilienza, saggezza e buon senso, abitudine alla riflessione, si tratta di elementi utilissimi in periodi di complessità, trasversalità e transizione. Non è un caso che i temi ESG, come tutte le politiche rivolte a un maggior benessere lavorativo, trovino nelle donne le migliori alleate. E sempre più donne investono a lungo termine in prodotti e fondi ESG pensando al futuro dei figli e della famiglia.
Infine, dal tavolo sono emerse tre proposte concrete, nello spirito di Fondazione Bellisario:
- istituire un efficace meccanismo di premialità per le aziende virtuose che applicano le politiche ESG;
- istituire la figura del/della “responsabile di parità” che operi trasversalmente, su tutta l’azienda, per implementare le politiche di partecipazione delle donne al lavoro;
- creare in Fondazione Bellisario corsi di formazione per donne manager che vogliano diventare ESG officer, e presentare poi un albo di “donne certificate” da proporre a cacciatori di teste e aziende.
*Direttrice iO Donna
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