Careers must be tailored to the individual needs of people. Not the other way around.
The pandemic has made clear to us that new work means much more than the ping pong table in the lobby or the regularly stocked fruit basket in the communal kitchen.
New work. What sounds like a marketing buzzword rather describes the collective longing for good new work. But what actually defines good new work and a good employer?
Europe’s largest queer club, SchwuZ, has asked itself this question and used the time during lockdown for intensive self-examination. Together with the Berlin-based agency Sunny Sundays, they discussed what role they play as an employer in people’s lives and with what self-image they want to shape their future corporate culture in a transformative process lasting several months.
“We’ve recognized that the future of work is not a topic that exclusively concerns large corporations, but must be considered as an essential part of a corporate strategy, both on an economic and cultural level. Especially when it comes to securing a place as an attractive employer in the long term,” according to Marcel Weber, managing director of the cultural enterprise.
This is more than right because the social significance of work has also changed rapidly in the last 10 to 15 years. While at that time, it was still primarily a matter of having a secure job with as high an income as possible, personal values, development opportunities, and the ethical behaviour of the company play a decisive role among applicants today.
“We live in a volatile time in which change is the only constant that surrounds us,” says Florian Winkler-Ohm, also a managing director at SchwuZ.
“We meet this fast pace by creating an environment for our employees that not only provides them with security, but also offers them the space for personal development.”
SchwuZ is convinced of its “People First” approach, which is primarily concerned with creating framework conditions that focus on people’s needs and potentials. You won’t find the classic career ladder here. Rather, the SchwuZ staff sees itself as a community that supports each other with goodwill and in which expertise is exchanged across teams.
“We make the best decisions based on the diversity of our personal backgrounds,” says Tanja Dierbach, responsible for personnel deployment planning at SchwuZ.
Certainly, it’s not always easy to meet all needs equally, since SchwuZ, as a cultural enterprise, must also keep the efficiency and profitability of the company in mind.
“Sometimes the sea is rough and uncomfortable, but we’re constantly working on the further development of our company culture and internal processes.” (Marcel Weber)
In addition to a fair and performance-based payment, SchwuZ offers its employees further benefits such as participation in internal and external training programs, free company yoga, company events, guest list spots, and free drinks. Overtime, weekend or night work are of course remunerated.
SchwuZ is always looking for new talents, personalities and expertise in the team. If you are interested in SchwuZ as an employer, you can find the currently vacant positions HERE and apply directly on the website.
Text: Isabel Oliver