Women in Leadership Q&A

Please give us a brief introduction of yourself as well as an overview of your career so far.

My name is Elisabeth Aloy. I am originally from France and moved to Switzerland over 20 years ago to complete a PhD in Neuroscience at ETH. I started as a Research Scientist before transitioning into management consulting in the Monitor Deloitte Life Sciences practice.

Coming from a scientific background, I decided to join consulting to get a broad view of the entire drug lifecycle, a topic that I’m passionate about.

What are some major obstacles that you have faced in your career? Do you think that being a woman gave rise to additional challenges compared to your male counterparts? How did you deal with these challenges?

I was raised with the belief that every individual is equal, regardless of race, gender or sexual orientation. Our culture still has internalised differences as to what it means to be a girl and what it means to be a boy, and what’s consequently expected from them. As a mom, when I go shopping for my daughter there is an apparent dichotomy, with one side of the shop displaying blue clothing or cars as a representation of boys and pink clothing or dolls deemed as appropriate for girls. Gender imbalance is ingrained in our society and is manifested in different ways, resulting in girls having difficulties in being heard, as statistics show.

This can feel very isolating, especially in situations where the gender ratio is 4:1, a challenge that I definitely faced. Investing in effective communication and stakeholder engagement during meetings makes an impactful difference. It is also essential to be assertive, especially when it comes to professional development. Women have the right to be transparent and direct about what they want to ensure they make their counterparts very aware of their ambitions.

Do you believe that employers have made meaningful efforts over time to improve the workplace environment for women? Do you foresee a bright future for women in the workplace?

Definitely - I started my career over 20 years ago and have witnessed various improvements. For example, look at how high D&I is on our agenda as well as that of many Fortune 500 companies. This was not the case 20 years ago and was made possible by the fact that this hasn’t solely been a female priority but has also been on the agenda of our male allies. Flexibility in the workplace has increased exponentially due to Covid. I used to travel Monday morning through Thursday evening. This is no longer a requirement in consulting and helps me maintain a healthy work-life balance. Unfortunately, we are far from equity - especially at the leadership level - but I believe in our next generation of fierce women rising through the ranks.

Can you name a few current/upcoming initiatives to help women at Deloitte succeed in their careers?

We have women-specific recruiting events. These help us address our natural biases in the interview process and ensure everyone receives an equal chance, has a voice, and is given the stage to shine. There are many initiatives aimed at increasing sensitivity concerning D&I in general. For example, we have a zero-tolerance policy for any type of inappropriate behaviour at any level. Lastly, women-specific mentoring and networking programs ensure women receive mentoring and guidance. A lot is going on - but these are not just initiatives; they are part of our everyday life and part of our DNA.

What tip(s) would you give to women who are considering a career in consulting?

Be assertive and don’t be afraid to speak up.  Trust yourself and your contributions and know that your voice matters.