Diversity makes companies more successful – we at PAWLIK Group are convinced of this. That is why we are actively committed to diversity, equal opportunities and inclusion. Whether flexible working models, interdisciplinary teams or the targeted promotion of women in management positions – we create a corporate culture in which there is room for different perspectives and realities of life.
Interview with Layla Dolfen, COO of Pawlik Consultants
‘The proportion of women in consulting is still too low’
How is diversity practised in the consulting industry? Layla Dolfen from Pawlik Consultants shares her experiences, highlights successes and shows where there is still some catching up to do.
How do you live diversity at Pawlik?
Layla Dolfen: Diversity is a living reality at the Pawlik Group. We promote an inclusive corporate culture through flexible working models and sabbatical arrangements in order to accommodate different lifestyles. In customer projects, we rely on interdisciplinary teams in order to reflect as many perspectives as possible and thus arrive at more creative solutions. Since 2022, we have set a clear signal for social responsibility and diversity by creating our own CSR department. Above all, we try to drive topics and projects forward that move our employees. We have also implemented many initiatives outside of our day-to-day business in recent years. One example is our involvement in a children’s hospice in Hamburg, where we have spent a day gardening for the past two years so the specialists can concentrate on their core tasks – I personally have never spent a more meaningful working day in my career.
What has changed positively and negatively in terms of diversity in your company since 2020?
Layla Dolfen: Since our last interview, we have made progress in terms of gender equality in particular. The proportion of women in management positions at the first four levels has remained stable at 52%. The proportion of women in the second management level at the Pawlik Group has increased from 20% to 50%. In addition, more and more men are taking parental leave, which shows that the compatibility of family and career is increasingly being practiced across all genders. Despite our efforts, however, we are not yet where we want to be. The inclusion of people with disabilities remains a challenge that we have not yet been able to overcome sufficiently in the last two years.
Where do you still see potential for improvement?
Layla Dolfen:
- The proportion of women in consulting, particularly in the area of personnel development, is still too low. As a result, important market areas in management are still predominantly occupied by men.
- Despite targeted measures, the inclusion of people with disabilities has not yet had the desired effect.
- More consultants with different ethnic, social and gender-specific backgrounds should be involved across the sector in order to promote diversity in the long term.
What is the general situation for women at Pawlik?
Layla Dolfen: The compatibility of career and private life is a key concern for us. We support women and men equally in harmonizing their professional and personal goals.
We have many female managers in part-time positions. I have been working in an 80% position since the birth of my daughter. It is crucial for us to actively exemplify these models. While we already have many inspiring female role models, I look forward to seeing more men pursuing part-time careers in the future.
How do you compare with other consulting companies in this area?
Layla Dolfen: As an owner-managed company, we have greater flexibility and can offer more adaptable working models than large partner organizations. Our flat hierarchies and unconventional career paths also enable lateral entrants to quickly gain a foothold and bring new perspectives to consulting.
And the industry in general?
Layla Dolfen: Diversity is now an essential topic in the consulting industry, not least because it is also highly relevant for our clients – whether in dealing with Generation Z or in the introduction of dual leadership.
While intercultural diversity is well established, there is still room for improvement, particularly in the area of equal opportunities for men and women. The continued high level of travelling makes it difficult to reconcile work and family life.
