Promoting women in the REWE Group: “We can’t let their potential go to waste.”

Tina Mangold: Of course, I was thrilled. It is an exciting job with a very broad remit. Since I had been in a similar position before joining the REWE Group in 2019, I already knew that regional management was a good fit for me and that I enjoyed it. I had no doubt that it was the right position for me.

Tina Mangold: I felt really at home at REWE, because REWE has a respectful, appreciative corporate culture. When I was asked to move to PENNY’s management, I was assured that the appreciative corporate culture runs across the entire REWE Group. And I can confirm this to be the case. I think that’s something that really sets the REWE Group apart – not all of our competitors can claim the same.

Tina Mangold: I received a warm welcome from everyone. My colleagues made a point of expressing how glad they were to have a woman on the management team.

Tina Mangold: No, I really hadn’t expected it. My career developed gradually over time. I have always tried to do my work to the best of my ability – and the rest happened naturally. I was fortunate to have managers who recognised my talent and advocated for me.

Tina Mangold: This support is vital for women because women often underestimate their potential and do not automatically put themselves forward for promotion. It’s important that a woman’s supervisor recognises her potential and encourages her to make the most of it.

Tina Mangold: In PENNY Region South, we have more women than men in management roles in sales. That’s because we have quite a lot of female store managers. But we don’t have many women serving as area managers or sales managers. Generally speaking, the more senior the management level, the fewer women there are. Unfortunately, we lose too many women on the way to the top. That needs to change.

Tina Mangold: As I said earlier, women tend to be more hesitant to put themselves out there for a higher level of responsibility, waiting instead for someone to discover them. But you grow into a role. Nobody is born a perfect manager. So, there’s certainly scope for women to be a bit braver and more self-confident. Often, however, starting a family presents another obstacle. But there are solutions here, too. Our many store managers show that it is possible to hold down a leadership role and have a family.

Tina Mangold: I find that mixed-gender teams, with men and women of varying backgrounds, tend to be more agile in the face of challenges and ultimately more successful. So, I’d like to see more diversity overall in the teams – and in leadership – to build a truly strong company.

Tina Mangold: Apart from the excellent programmes that the REWE Group offers, it is also important to address the issue on the ground. I therefore encourage my entire organisation to plan their careers and take an active role in their personal development. Our goal has to be to develop more managers from within the company, which also means identifying and promoting talented women. Workforce development and advancement is an active process – and an essential one for any strong and growing company.

I would love to see more women in leadership roles, because I am sure we have loads of talented women in the company – and we can’t let their potential go to waste.

Tina Mangold: Don’t be so hard on yourselves. You’re capable of more than you think! Building teams is a great job, and it’s fun to help shape things and make a difference. Be pragmatic and go for it! At PENNY, we are there for one another, and we help and support each other.