The lack of qualified personnel has become the main concern of Swiss employers. However, solutions exist without necessarily having to open the floodgates of immigration, underlines Monica Dell’Anna, president of the Italian Chamber of Commerce for Switzerland and former general manager of Adecco for Switzerland and Austria.
This content was published on February 09, 2023 – 09:06
Philippe Monnier
Born in Italy in 1971, Monica Dell’Anna studied telecommunications engineering at the University of Pisa before earning a doctorate at King’s College London.
She began her career with the consulting firm McKinsey before joining Swisscom where she remained for more than ten years. After having held several positions at BKW (energy) then within the NZZ group (media), Monica Dell’Anna has been appointed Managing Director (CEO) of Adecco for Switzerland and Austria (2020-2022).
Currently, she is President of the Italian Chamber of Commerce for Switzerland. She also sits on several boards of directors, including those of B Capital Partners AG (chairman) and Swissquote.
Monica Dell’Anna has worked for a dozen companies as an executive or as an administrator. DR
swissinfo.ch: 630,000 Italians live in Switzerland, including 300,000 Swiss-Italian dual nationals. As an Italian in Switzerland, do you feel welcome?
Monica Dell’Anna: Yes, I’m very comfortable. And my integration was facilitated by my Bernese husband.
After more than twenty years in Switzerland, what part of you has remained Italian?
My heart is Italian and I have kept a very great interest in Italy. In other words, I remained 100% Italian even if I was of course influenced by Switzerland and England, two nations in which I also lived for many years. In sports competitions, and even if I am now a double national, I also support Italy without hesitation!
How has migration from Italy to Switzerland evolved in recent decades?
In the 1960s and 1980s, Switzerland had a great need for relatively unskilled labor and Italy, especially the south of the country, had a high unemployment rate. A massive immigration of seasonal workers and workers with annual contracts naturally followed. This migration completely subsided a few decades later. Recently, the unemployment rate in Italy has increased and we are once more seeing a slight movement towards Switzerland, but this time with highly qualified labour.
According to the State Secretariat for the Economy (SECO), Switzerland is the 5th foreign investor in Italy while Italy is only the 17th foreign investor in Switzerland. Why?
Italian investments in Switzerland might indeed be higher. I think that Italian companies do not know Switzerland well enough, except for Ticino. In addition, the German language is probably a barrier for Italian companies.
What strengths should Italy highlight to attract more Swiss investors?
Italy is a big market and our workforce is equipped with high skills, especially technological ones. This last element is not well known enough, but did you know that Italy is home to the largest pharmaceutical production in the European Union?
Also, Italians are very creative, flexible and human. In a “technological” world characterized by increasing volatility, uncertainty, complexity and ambiguity, these qualities are paramount.
What are the main obstacles to foreign direct investment in Italy?
I think that companies – especially Swiss – have too many negative prejudices regarding Italy. Moreover, rankings such as the “Global Competitiveness Report” of the World Economic Forum (WEF) do not always take Italian macroeconomic realities into account. For this reason, Italy is ranked only around 30th in the world.
According to a recent survey by EY, the top three barriers to foreign investment in Italy are: regulatory and political insecurity; delays in the resolution of conflicts by the judicial system; bureaucracy in general. I can assure you that the Italian authorities take the removal of these obstacles very seriously.
Before chairing the Italian Chamber of Commerce for Switzerland, you held senior positions at Adecco, the global staffing giant. How do you observe the evolution of the world of work in Switzerland?
With an unemployment rate of only 2.2% in 2022, the main concern is no longer unemployment but the shortage of skilled labour. This problem has been a concern for us for several years, but it tends to get worse.
Another important development concerns employee expectations. They want more flexibility in terms of working hours and the possibility of working from home. The pandemic has further accentuated this development.
How do you explain this worsening shortage of skilled labour?
Especially following the pandemic, many employees from abroad prefer to return or stay in their home countries, which face the same shortages as Switzerland. The situation is especially tense in certain sectors such as IT and hotels and restaurants.
How can employers deal with this problem?
First, employers need to emphasize upskilling and reskilling through continuing education.
Segundo, each company must clearly define what it offers to its employees, in addition to the salary. In many sectors, employers have traditionally focused on adding value to customers, but they now need to think more regarding their people.
Third, employers must learn to take better advantage of the diversity of profiles, starting with the employment of women. In Switzerland, if the fairer sex had an employment rate equal to that of men, the shortage of skilled labor would be easily reduced.
Didn’t the political world see this shortage coming?
I will not assert that. On the other hand, the consensual system in Switzerland does not allow the implementation of quick solutions. This is not a criticism of the Swiss system because it is capable of defining solid and lasting solutions. Nevertheless, in our times, it is often important to act without delay. Political power can certainly improve framework conditions. I am thinking, for example, of childcare or the current tax system which discourages women from working.
Given the shortage of skilled labour, do you observe a change in the balance of power between employers and employees?
Completely! And that is why employers must take better care of their employees.
For example, by favoring telework?
Yes, because this way of working is advantageous for both employees and employers. I don’t think there is an ideal percentage of working from home. Each person and function must be considered individually.
How do you assess labor law in Switzerland?
Its flexibility is very advantageous for both employers and employees. This is a real factor in Switzerland’s success. This flexibility not only generates economic benefits but, in addition, it allows employees who are not comfortable with their employer to change companies more easily. Beyond legal considerations, Switzerland has other major assets: continuous and dual training as well as a work culture characterized by reliability, pragmatism and a flat hierarchy.
Regarding the use of technology and digitalization in the world of work, is Switzerland at the forefront in international comparison?
In general, Switzerland is in a good position. But in some areas, for example e-government or medical records, Switzerland still has a lot of progress to make. Federalism is often a brake on digitization because the latter requires standardization.
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