Anna Katharina Nolting is Head of Corporate Communications at Luxembourg-based asset and investment manager REInvest. We talk to her about what a job in corporate communications can look like and how work and family can be reconciled here. In a later interview, we will talk to her about how companies in the financial sector can present themselves attractively to female professionals.
Anna Katharina, as Head of Corporate Communications at REInvest in February 2022, you took over not only corporate communications but also brand management and positioning. What are the details of your job?
I have been accompanying REInvest for many years, as I have worked as a consultant in the past and supported REInvest on a project basis during my self-employment. As the company grew, the possibility of a permanent position arose for both sides. Since February last year, I have been a permanent part of the team and am responsible for internal and external corporate marketing.
In addition to the task of presenting our service portfolio, brand building internally and externally also falls within my resort.
The brand and corporate image must be communicated consistently and authentically in order to position REInvest, the team, our service offering and our potential more strongly in the external perception.
What were the reasons for you to apply for a job at REInvest?
I originally come from the fast moving consumer goods and premium lifestyle segment, so I am unfamiliar with the real estate and finance industry. However, the project work at REInvest showed me that the industry is incredibly multifaceted, which also made my consulting work for REInvest very exciting and versatile. In the end, however, the open-mindedness of the company and the team made me take up the position. New ideas and suggestions are always received openly and appreciated. Short paths simplify implementation and allow us to act and react quickly. For me, this determines the quality of work. You don't find that everywhere.
I really have to say: I had not been very interested in the real estate industry before, and that was fundamentally wrong and does not do justice to the versatility of this industry. I am glad to have taken this step and to have been able to get to know the real estate and finance industry from my own perspective.
You are a mother yourself. How does the perspective of working women change when they have a family?
Yes, I am a mother of two children, 5 and 7 years old. Of course, before planning a family, you ask yourself: what will happen at work when I have children? The financial sector used to give the impression that work and family are not compatible because you have to work around the clock. In the end, however, it has to be said that a lot has already been done here and that ultimately it is the attitude of the companies that makes this compatibility seriously possible, and above all wants to make it possible: as long as parenthood and part-time work are seen as having a negative impact on performance and career intentions, there can be no talk of family friendliness.
Is the finance and real estate industry special in terms of work-life balance?
No, I think it is basically the same as in any other industry. There is a lot - perhaps too much - talk and regulation about this topic - and less thought about how to create concrete change here to enable women and, of course, also men to enter and re-enter the workforce. Basically, it is important to think about one's own goals and career options in advance in order to realise a happy and fulfilled professional life in the new position as a parent: What is important to me in my job now? Do I still want to be a leader? A leadership position naturally means better accessibility and availability and less willingness to compromise. Often parents do not want to do this balancing act and, especially in the first few years, would rather devote themselves to their offspring and, conversely, slow down their career. Here, transparent and realistic development possibilities should be discussed in close exchange with the employer in advance and during the break. I know from experience: the view of these things often changes as soon as the child arrives and the previous plans have to be reconsidered.
What tips would you like to give young women who are interested in the financial sector?
The clichés of the immoral and less family-friendly male domain have largely become obsolete. A rethink is also taking place in the financial sector. In the end, the company must embody the values that are relevant to young women. Nevertheless, it is important that women are self-confident enough to assert themselves and demand the things that enable their individual careers. For many, this also includes family planning and compatibility with their careers. If a certain career level has already been reached before the children, one can ultimately go into the break more relaxed and self-confident! I am glad that I had already taken a good - and for me satisfying - path before my parental leave and had found a strong team around me. So I could devote myself to this time out with more confidence. A concrete return-to-work plan in cooperation with the employer also simplifies the return. Companies should act supportively here and not oppose the wishes and needs of women if they want to attract young female applicants.
Thank you very much for all the good ideas and motivation!
Anke Dembowski is a financial journalist and author of various investment fund-related and other financial books. She is also a co-founder of the "Fondsfrauen" network.