Flexibility is a value for companies and is called for not only by women managers. Full approval to flexibility programmes, therefore, understood as different time management. These are the requests made by 900 Italian managers, including both men and women, as reported in the study by Valore D-McKinsey & Company, which pictures flexibility from a new perspective. The study also debunks some clichés: the interest in flexibility programmes is very high among managers and concerns men just as much as women; in the majority of cases interest is not motivated by the need to look after family and children; greater flexibility does not necessarily mean more part-time jobs; joining flexibility programmes is not an obstacle to having a career.

"In Italy the use of flexibility instruments is reported to be 10% compared to the 36% average of best practice European countries (Denmark, Germany, France, Austria and Finland); this result places our Country at the bottom end of Europe" observed Simona Scarpaleggia, president of Valore D, during presentation of the data. Valore D is an association that groups large companies, including UniCredit, interested in enhancing their internal female talents.

Why speak about flexibility? Firstly because the diffusion of flexibility programmes allows for a higher presence of women at top positions. Also because a study conducted by Mckinsey at world level has revealed that greater diversity at top positions produces better organizational and economic performances for companies, in terms of profits (ROE 10% higher than sector average) and operating results (EBIT almost double compared to sector average). This leads to conclude that greater flexibility, for men and women, leads to greater female representation at top positions, positively influencing organizational and economic performances.

Valore D's associated companies are well positioned compared to the national average, as regards diffusion of flexibility instruments (23%, compared to 10% in Italy and 36% of European best practices) and female representation at top positions (almost triple compared to 4% in Italy but down by half compared to European best practices). These companies have an extensive and diversified range of flexibility instruments, including, for example, remote working and teleworking, flexible hours, economic bonuses and supporting infrastructures and services.

The aim of Valore D is to raise the percentage of women at top positions in its associated companies to the level of European best practices (21%). This aim can be achieved through the diffusion of flexibility instruments.
The experience of Valore D companies shows that there are many and diverse solutions and instruments available, which may be widely customised. The level of satisfaction towards the programmes and their effectiveness, as viewed by both the company and users, are high but many preconceived ideas and fears still remain.

Apart from the cultural gap that Italy must fill compared to other countries, various obstacles need to be removed within companies. They must be provided with a wide range of solutions, which must be customised according to target users. These instruments then need to be spread throughout the company and the success cases promoted. Finally, it is also important to stimulate a corporate culture based on remote working and work by objectives, capable – with the involvement of top managers – of supporting change.

The effectiveness of these levers, however, depends on the diffusion of flexibility instruments based on gender neutral criteria. If we want more women at top positions, the solution is not to be found in providing women with more time to handle double workloads but in a well-balanced sharing of loads and responsibilities.