Diversity

Because family is not just a family matter

Nina and Reto have three little boys. And they both work 70% - she at Swisscom, he at Watson. They have the luxury of having the children looked after within the family - the grandparents sometimes also cover two days. Nina didn't just take on her job as Head of Communications for Private Customers because she thought she could handle it with her (then) two small children. But because her superiors trusted her to rock this part-time management position. And because her husband didn't want to be a weekend dad. Together they make family a family affair.

By Diversity Team,

Nina and Reto Fehr are a possible example of how it can be done when it comes to family and job. In other words, the so-called balance, which somehow doesn't really seem to be in balance anywhere. 

You both work 70%. Why this particular workload? 

Nina: 80% was somehow too much for us because the children are still so small. And the childcare worked out wonderfully - Reto is home one day, I'm usually home two, my mum looks after them on another day and Reto's parents on another. 

Reto: It was clear to me from the start that I would work a maximum of 80 per cent when we had children. I don't want to know what my children's hobbies are until I get the bill for them. I'm employed 70% of the time, but I still have a mandate for the remaining 10%."

So everything went very smoothly from working life before the children to working life with the children? 

Reto: Before the children, I was head of the sports department at Watson. That meant lots of meetings, lots of weekends, lots of evenings when I was away. A year after the birth of my first son, I switched to the data team. A blessing, because it meant more 9 to 5, a less busy diary - for me. 

Nina: It was the other way round for me. I was already at Swisscom before I had children. And even then I "only" worked 90 per cent. I fully savoured this luxury of extra time for myself. For example, by training in the fitness sector.  

The step to 70% after the birth of my first child wasn't such a big one. Three years ago, I also had the opportunity to take on the role of Head of Communications in the private customer area. "Is that possible with (then) two small children?" I asked myself.   

But Swisscom didn't ask itself that. There were never any doubts. 

"Do you think you're up to it?" was her question. 

It was about my professional expertise, not about everything else. But I would never have accepted the job if I hadn't had Reto at home, who made family a family affair. We discussed it even without children: He didn't want to work 100% as a father. And as a mum, I didn't want to be at home 100% of the time. He has always strongly encouraged me to pursue a career and has my back wherever he can. 

Was it difficult for you to return to work after maternity leave? 

Nina: No. Three times I had an overwhelming desire to go to work again. 

And you have never been plagued by the much-cited guilty conscience? 

Nina: Of course it did. Although I didn't have to have one, after all the children were always with Reto or our parents - it couldn't have been better! 

However, this feeling is part of traditional role models, which we have unfortunately not yet been able to say goodbye to completely - at least not yet. 

Reto: To be honest: I'd like to be at home even more. I also think that men are generally better at turning off their guilty conscience than women. 

Nina: Yes, in the beginning I was much worse at it than you. 

Reto: You have to say: I can't do it as well as you yet, but I'm learning now.

Reconciling work and family life - a major issue. For companies too? 

Nina: I realise that not everyone enjoys the benefits that I do with my employer. Presenteeism is almost non-existent here - it doesn't matter when you do your job, the main thing is that you do it well.  

For me, it's great to close my laptop at 5 p.m. and then get it out again when the children are asleep. This may not be the perfect work-life balance (for many), but it works for me. 

What do companies need to do to make reconciliation more liveable? 

Reto: That you have opportunities for promotion if you don't work 100 per cent. 80 per cent should definitely be enough for a management position. Below that, it will certainly be tight. The flexibility of working from home also helps. Not to look after children on the side, of course - that's impossible. But it gives you time because you don't have to travel to work. 

Nina: I agree with that. However, the dialogue with people has been somewhat lost in the last 2.5 years. Especially those who work part-time should also show themselves in the office again. 

Compatibility has a lot to do with role models. Do you see yourselves as such? 

Nina: Yes, I hope we are role models. As Reto already said, things are very traditional in our environment. 

That's crazy, working 70% with three small children" or: "Are you actually at home sometimes?" I hear things like that a lot. 

Every family has to decide for itself how it wants to organise itself. I see us as role models to the extent that we show how it can work. 

It doesn't have to be like it was 50 years ago. 

Reto: When I'm out shopping with our three children, heads turn. People say "Wow" and admire me as if I'm a hero. But I do what Nina does. Looking after the children.  

If it's visiting day or another occasion during the day at school, I'm not the only father, but there aren't many of us. It's still unusual. But I want to be there. To be there. We can't just talk about dividing up roles and equality in bringing up children, we have to do it. Even if this (sometimes) means extra work.

Swisscom's compatibility measures:

Flexible forms of work 

  • Home office 
  • Mobile working in Switzerland 
  • Flexible working hours 

More time for private life 

  • Holiday purchase 
  •   Unpaid holiday 
  • Long-term account 
  • SaSabbatical (management) 

Work model 

  • Part-time (also on probation) 
  • Job sharing 

Further training programmes 

  • 5 training & further education days 
  • Health programmes (stress management, self-management, etc.) Flexible forms of work 

This article was created by Tadah(opens in new tab). 

Diversity Team

Diversity Team

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