Gender International: Strategic Value for Bavarian Metal Industry
At the bayme vbm Forum in Munich, the role of women in business and leadership took centre stage. International data and perspectives reveal how Bavaria’s M+E industry can leverage gender diversity as a strategic advantage.
A Forum for Female Leadership in Bavaria
On 20 November 2018, the Bavarian employers’ association for the metal and electrical industry, bayme vbm, hosted its second forum for female entrepreneurs and leaders. Overlooking Munich’s skyline, the agenda focused on leadership, career paths and modern work models.
The day started with impulses on body language, flexible working arrangements and career patterns as foundational insight. The following panel received a lot of attention, consisting of
- Angelique Renkhoff-Mücke, Shareholder and Chairwoman of the Board, Warema Renkhoff SE, Marktheidenfeld
- Susanne Lang, Managing Director, Mekra Lang GmbH & Co. KG, Ergersheim
- Annette Grimm, Senior Vice President Human Relations Division Powertrain, Continental Automotive GmbH, Regensburg
- Janina Kugel, Member of the Executive Board of Directors, Siemens AG, München,
They shared lively, practical and insightful experiences of women’s careers and challenges in a still male-dominated sector.
International Data – and What They Mean for Bavaria
In my own contribution, I set the stage with international data that highlighted both progress and persistent imbalance. But the real issue is not the gap – it is the strategic value of closing it in the specific company contexts.
Bavaria’s powerful metal and electrical industry is competing in a global war for talent. With demographic change tightening labour markets, the question is not whether to advance gender diversity, but how fast. Companies that succeed in bringing more women into leadership and technical roles significantly increase their innovation capacity and competitive edge.
Addressing Root Causes of Imbalance
My presentation showed that, to move forward, one must address the root causes of imbalance: gender roles, persistent stereotypes and unequal visibility. Despite decades of formal equality, subtle biases continue to shape careers – from the assumption that women are less leadership-oriented to the belief they are less career-driven.
International research proves these assumptions wrong. Companies that challenge stereotypes and open structures actively are not engaging in social engineering – they are investing in stronger, more resilient leadership cultures.
More Similarities than Differences – and Why They Matter
The global analyses I presented show that men and women differ far less in leadership qualities than often assumed. Where differences exist, they are nuanced but consequential.
Women score higher on creative thinking, empathy and tolerance of ambiguity, while men tend to show more self-confidence. Instead of framing this as a deficit, it highlights complementary strengths – precisely what diverse teams need in a volatile world.
Motivation and Career Paths: A Different Lens
My talk also focused on another important pattern that is visible in career choices: women more often prioritise work climate, personal development and work–life balance, while men focus more on influence and status. This can shape career paths and means women are less often given the high-visibility assignments that are stepping stones to top positions.
The challenge for employers is clear: actively ensure that women gain access to those career-defining opportunities. Anything else is a waste of potential.
Conclusion: Gender Must Be Framed in Diversity
The Forum demonstrated that gender is not a side issue – and it must not be treated in isolation. Gender diversity only unfolds its full impact when considered intersectionally and in concert with other diversity dimensions – from internationalisation to company-specific challenges.
For Bavaria’s M+E industry the message is blunt: securing the future requires gender diversity as a strategic resource for culture, leadership and innovation.
