Interview with Lenka O’Neill about the last years and fate of Pietro Filipi, about fashion brands in Czech market, and the impact of Brexit. Lenka, you are very active in the fashion market in the Czech Republic, and during the last year you and your business partner Lukas Uhl also took in your hands management of the insolvency process of Pietro Filipi. Please tell us how that happened and why you decided to take over such a complex mandate? Following the collapse of business due to the pandemic, it was very disappointing to say that Pietro Filipi had got into a trouble and fell into liquidation. My colleague Lukas Uhl had been approached by the creditor bank to come up with a plan of how to sell the recovered assets to obtain as high an amount as possible to pay the creditors. This is what he agreed to, and he prepared a proposal to recover 1,4 Mil Euro against the secured claim (pledge) of 2 Mil Euro. In the end we succeeded in achieving a total of 2,5 Mil Euro. Usually, you can only obtain around 8 – 10% of the value of the asset which in this instance would be 800 000 Euro therefore not enough to cover the pledge. I had previously met my colleague when we were negotiating a marketplace co-operation at Zoot. My colleague Lukas Uhl had been the Zoot CEO at that time and he was managing the Zoot business through the insolvency and re-structuring that was forced upon the business at that time. At the time we did not conclude a deal with Tamsin and Zoot as we could not agree terms on the margin. Some time later, my colleague has approached me to see if I would like to get involved with Pietro Filipi sell out of secured assets. How did the year of your work on Pietro Filipi insolvency look for you? What were your major challenges? When we have overtaken the inventory for a total value of over 4 million Euros under the sales based contract, it was overwhelming. We had to relocate the inventories of 130 000 items of 18 stores including the central warehouse in Trutnov. The collections in the stores were at the time a winter season. The stores were showcasing beautiful wool coats, jackets, jumpers or blazers and it had happened that we were in hot July 2021. We have initially drawn a matrix on how to separate the inventories seasonally and then by the category. What has made the difference while we were doing the inventory was that we have designed a scheme where we have collated boxes from the stores into the rows and categories by mono-category. Then into the columns and using mathematical formulas (matrix) that enabled us to get through in such a high-speed project that we could replenish the stores afterwards. The strategy of the pricing, dynamic sales, hiring ex Pietro staff, opening three stores in the original locations and regular events have proved to be right for this business case. Could you please share with us what has initially led to the collapse of such a successful local fashion brand? Was it past years due to COVID or were there any major strategical faults prior to it? I would split the collapse into 5 pillars. Pietro Filipi had established a flawed business model at the very beginning. You cannot possibly design and manufacture fashion within Czech and Slovak Republic. The demand from these two countries is not great enough. The whole set up was a high cost. When the original owner sold the business to the new owner of Pietro Filipi, had already shown a loss that time. You cannot lead a team of high profile designers to design the collection from a paper at the table in the Czech Republic and fulfill the local demand. Second Pietro Filipi had got heavily over indebted. The company has used bank loans, investment money and in the end they released bonds. The value of the debt was around 52 Mil Euro. The assets could not support such a level of debt. Third Pietro Filipi wanted to expand to Baltic countries which in the end proved to be the wrong strategy and again it has burned the investors’ money. A far better option would have been to instead find a franchise partner who would look after the stores over there rather than making the expansion remotely. At the last but not very least, another business hurdle was the overproduction of the men’s collection. The product offering historically was split by 70/30 women and men. There was a massive overproduction of men’s formal jackets and suits. Men’s fashion is rather expensive with all Italian exclusive materials, for instance each button would costs 4 Euro and to make one formal men’s jacket is very time consuming and requires specialized labour. We have seen huge overproduction when we have overtaken the inventories. We were rolling our eyes at the extent of the over stocking. At very last the Covid pandemic came in 2020 and this closed all the stores. In January 2021 all the employees have been made redundant by letter. Were there still any possibilities to save it from bankruptcy if there were any actions taken on time? If so, what could that be? In my opinion the company could not be saved as the total debt was too high. What could have been done was to change the entire set up of the production of the collections. Instead of having a local design team and the local manufacture I would find a factory where they could guarantee being able to make the volume in efficient time and required quality. Look to embrace the catalogue manufacturers instead of hand detailed attention to each garment which resulted in high expense which was not recoverable in sales. What are the main lessons that you think Czech fashion brands should learn from the Pietro Filipi situation? You must understand where each penny goes in your company. It doesn’t mean you have to be penny-pinching all the time though. Optimalization of all the manufacturing operations. Be as efficient and cost effective as possible within the processes. Count on the margin which is the fundamental objective of running a healthy business. To always be aware of how much the company can comfortably borrow, especially about bonds issued to the market/investors. Bonds didn’t appear suitable to a loss making company. Lenka, you are also a Founder of the Tamsin. Please tell us about it? Yes I am the founder of Tamsin which is a platform offering British fashion. We have been focusing on a virtual catalogue with a vast choice and a few days delivery from England. At some point we had over 10 K styles. We have been collaborating with the big players on the UK high street and online such as Boohoo, Pretty Little Thing, Little Mistress, Closet London or River Island. Our main USP was to sell dresses. We have created an online dress manual to make it as easy as possible to buy a dress in one click. Our customer could choose what body silhouette she wears, her favorite sleeve or neckline, her favorite length, or the other details. This concept was fun but very difficult on the logistical processes within an international field. I have started the company in Chelsea in London where I was living at that time and the company was remote based from the start. I had employees working in Czech while I was living in London flying to Czechia every month. This was the start of remote working on Skype 10 years ago. How was your business affected by Brexit? Brexit and Covid pandemic has transformed the business rapidly. Brexit has limited International business entirely. Before Brexit we could ship inventories within 4 working days as part of the EU. After January 2021 everything has changed: long delivery leads, admin paperwork overload that you almost need to hire a person to do just this job, custom duty 12%, admin and courier fees and VAT duty for B2C. I remember the very first days when all these changes have been implemented and the chaos that people at the border or the courier companies had no idea what to do. We were waiting for shipments for a month. We also hear now about other brands exiting Czech market or largely reducing their presence, such as Italian Caprisa, French Promod, British Next, now also German Orsay. Why is it happening? The Covid pandemic has changed a great deal about the fashion market. First of all prior to the pandemic the market went through the consolidation of the fashion market with the big players in general. One of the highly respected investor and founder Martin Rozhoň said a very interesting sentence a few years ago about what was coming. I remembered his comment which appeared to be right that big players were buying SMEs e.g. Mall bought Vivantis, Zoot merged with Bibloo, Urbanstore and Different and Fashiondays, Modissimo and Bigbrands have gone. Then e-commerce started to feel the strain with the cost of refunds. Zalando and Zoot regularly reported over 50%. That is a life threat to the core business. Personalization, automatization, and the algorithms play a big role in an e-commerce business which involves investments. And last but not very least the coming Amazon to the online fashion market. Online sales cover a 16% share of total retail market according APEK. Therefore, the core of retail are still the bricks and mortar sector which had suffered with the closing of stores during the pandemic. Unfortunately, listed brands above such as Promod or Next didn’t make it through for several reasons and my last information about Orsay is that HQ in Germany got into liquidation and the shops in the Czech Republic have gone under the wing of EMEA acquisitions and will be sold online. The fashion market has changed rapidly and it is heartbreaking to see the damage. And what are you major plans for the next year? What will be your next big project? We have kept the Pietro Filipi Collection store on Narodni, with my colleague Lukas Uhl as we could have not closed it. We have hired ex Pietro employees who were such a great support during the insolvency that we have decided to keep it and open a multi-brand concept. We have managed to open contracts with International brands such Gerry Weber, Olymp, Selected femme, Carl Gross for suits, Seidensticker for shirts, cashmere scarves from Fraas and Czech brands for handbags Hein or Mr. Junk for hand made gloves etc. We are very excited to bring to our customers such similar as possible brands to that of Pietro Filipi that we can satisfy them in their expected high customer service standard. Our mission is the creation of a multi-brand concept where the customer gets served in the best possible way with our Pietro team. The aim is for the best sustainable fashion which will be everlasting. Please come and visit us.
A new study reveals the best (& the worst) countries in the world for paid parental leave, with Slovakia ranking 4th best. The study carried out by Lensa looked at the total number of paid leave weeks for both parents and at the average payment rate for paid leave, to find where in the world parents are offered the most paid parental leave. The top 10 best countries for paid parental leave: Rank Country Length of paid leave for mothers (weeks) Average payment rate for mothers (%) Full-rate equivalent pay for mothers (weeks) Length of paid leave for fathers (weeks) Average payment rate for fathers (%) Full-rate equivalent pay for fathers (weeks) Full-rate equivalent for both parents combined (weeks) 1 Romania 108.7 85 92.4 5.3 87.8 4.7 97.1 2 Estonia 82 100 82 2 100 2 84 3 Bulgaria 110.4 61.1 67.5 2.1 90 1.9 69.4 4 Slovakia 164 42.2 69.2 0 0 0 69.2 5 Japan 58 61.6 35.8 52 60.3 31.4 67.2 6 Hungary 160 41.1 65.8 1 100 1 66.8 7 Luxembourg 46 85.2 39.2 28 75.7 21.2 60.4 8 Slovenia 52.1 100 52.1 4.3 100 4.3 56.4 9 Czech Republic 75.1 73.8 55.4 1 59.4 0.6 56 10 Norway 86 46.4 39.9 15 95.5 14.3 54.2 Romania is officially the country that offers the most paid parental leave, with Romanian parents being able to take over 97 weeks of paid leave. Romania offers fathers 100 fewer weeks of paid leave compared to the time offered to mothers. Estonia ranks second in our list, offering 84 weeks of paid parental leave to both parents combined. Estonia is the only country in the top 5 places that provides 100% pay for paid leave for both mothers and fathers. Bulgaria is the third best country in the world for paid parental leave, with over 69 weeks of combined leave for mothers and fathers. While offering a generous 90% pay for paid leave to fathers, Bulgaria only allows fathers to take 2.1 weeks of paid leave to take care of their child. The top 10 worst countries for paid parental leave: Rank Country Length of paid leave for mothers (weeks) Average payment rate for mothers (%) Full-rate equivalent pay for mothers (weeks) Length of paid leave for fathers (weeks) Average payment rate for fathers (%) Full-rate equivalent pay for fathers (weeks) Full-rate equivalent for both parents combined (weeks) 1 Ireland 28 27.3 7.6 4 13.6 0.5 8.1 2 Switzerland 14 58.3 8.2 0 0 0 8.2 3 Australia 18 42.4 7.6 2 42.4 0.8 8.4 4 New Zealand 22 47.5 10.4 0 0 0 10.4 5 United Kingdom 39 29.8 11.6 2 18.8 0.4 12 The study also looked at the worst countries in the world for paid parental leave, and found that Ireland is the one offering the least paid parental leave for both parents combined – 8.1 weeks in total. Switzerland and Austria rank second and third as the worst countries for paid parental leave, and are the only ones, other than Ireland, to offer under 10 weeks for both parents combined (respectively: 8.2 and 8.4). Further findings: The study also revealed the most childcare-friendly careers: Physician assistants, speech-language pathologists and web developers all have a median salary of over $60,000 and allow great flexibility when it comes to hours and vacations. Working as a delivery driver is also a good way for parents to earn money outside of their family commitments. Evenings and weekends are often peak times but drivers can pick and choose where and when they work. The full findings are available to view here.
We had an opportunity to attend an amazing Legal Disruptors Conference 2022 in Prague. Legal Disruptors Conference brings world class legal pioneers and innovators together to join various in-depth workshops and networking activities. This global conference focuses on Legal Tech, Business Innovations, Soft Skills, Marketing, and Business Development for lawyers. Elite world speakers and representatives of the domestic scene appeared on stage. The main stars of the Legal Disruptors conference, organized by the Cover Story agency team, included Dutch strategist Jaap Bosman with the topic “The 7 Dimensions of Successful Lawyers”, Ugandan lawyer who was included in the top five most influential women in the field of legal technology Alice Namuli Blazevic and Swedish developer Tobias Ahlin. It is worth watching the entire conference video. Soon we will bring you an interview with Jaap Bosman given exclusively to the Women in Action magazine. Stay in touch with us also on Linkedln.
The 12th Edition of BCC Equilibrium Mentoring Programme is here and we are offering you to be part of it! Next year’s Edition will be even more exclusive with only approx. 100 Mentoring Couples. This will allow us to organize the Programme offline and to enjoy the networking even more. Save your spot or speak to your boss about joining the Programme and push your boundaries even further. Registration for the 12th Edition is on THIS link One-to-one mentoring sessions, three big events, five workshops with experts, five My Story events, and five online events – this is ahead of us and we are looking forward to seeing you there! Application for all the Mentors & Mentees is out now and it is necessary for all the applicants to fill the registration form on the link above. The 12th Edition also offers the possibility of joining the Programme as an Individual Mentee or you can also apply for a scholarship. More information & requirements are in the Registration Form. Partnership for the companies is open and you can join the Programme as a Partner, Main Partner, General Partner, or Patron and nominate your employees with guaranteed spots in the Equilibrium. The Schedule of the 12th Edition May 31st – Application & Registration for the Programme Closing June 1st – July 31st – Matchmaking & Pairing August 15th – Announcing of the Mentoring Couples September 10th – Launch of the Programme September 22nd – Opening Session Presentation with Corporate & Mentee packages is on THIS link Apply HERE for the 12th Edition and get yourself a spot! Dream – Dare – Share The main goal of the BCC Equilibrium mentoring programme is to encourage women in business and management positions who are committed to further professional growth, and also to provide support for those women returning to work after an extended period of time, such as after parental leave, or for those who just want to restart their career. The Equilibrium is at the forefront of shaping a new generation of women executives and strengthening gender diversity in the Czech business environment. The motto of the programme is DREAM – DARE – SHARE. The Equilibrium is managed by the Steering Committee and regional coordinators from Ostrava: Adam Wojtovič, Hana Hoblíková and Brno: Irena Jelínková. Participants The Equilibrium programme is open both women and men, even though men can join only as mentors. Women can join as either mentee or mentor. See the database of current mentors HERE. For participants not based in Prague To make the programme more accessible for those participants who are not based in Prague, we have started operating more intensively in Brno and Ostrava, and we are resolved to continue with this. It means that the mentoring and some of the meetings will take place both in Prague and online. By opening online events we want to get more flexible and open the opportunities for more mentors and mentees. Every effort will be made to match pairs within a reasonable geographical proximity, although online mentoring is definitely also a possibility. The BCC runs Equilibrium with the valued support of Česká spořitelna as the programme’s general sponsor. Thanks to the support of gender diversity in the Czech business environment, the Equilibrium Programme was given patronage from the UN Mission to the Czech Republic and The Capital City Prague.
“You have to work with prejudice, ” says Zuzana Zamborská, who has been helping companies expand abroad for seven years. It has helped them to operate in more than 10 foreign markets. She opens the themes of inclusion and diversity which are crucial for society. She and other women started a women’s investment club. She’s a marketing, sales, and human resources strategist. She is currently working on her three projects. For Action Women, Zuzana Zamborská said in an interview: The establishment of a women’s investment club, according to which they choose, who they support, how many of the overall start-ups are women, what kind of start-ups are women getting into. Zuzana, you’re one of the four women who decided to start a women’s investment club. How did this idea turn out? Did you follow your example from abroad? The idea came when we met the other co-founder, Lucka, in San Francisco. We were both doing business there at the time, and we were inspired by the investment environment and the involvement of women in it. We wanted to help women in Central and Eastern Europe to start investing. We believe that when we bring more women into the investment world, we will be showing the female role models. We will also increase entrepreneurship among women. You are four founders from different disciplines. How did you get connected? It’s funny that Lucka and I first met in San Francisco, even though we’re both Slovaks. We both have similar backgrounds from the startup environment. We then approached Terka, who has experience in venture capital. Terka has experienced a shortage of women in the area of venture capital. Then Vladka joined us with her marketing startup profile. We all sort of knew each other through mutual friends. They got connected into the Lumus project, which gives us complete meaning. Within the club, you support start-ups in the Central and Eastern European region. What percentage of startups are women? In my country, it is not a condition that we support only a startup where the founder is a woman, but we attract those in particular. At the same time, we are often called men. It is women among investors who are lacking and want to know women’s views on business. According to what criteria do you select projects to support investments? As this is an angel investment, i.e. at a very early stage, it is difficult to look at business results. We look at the founders rather than the personalities and their experiences. Of course, we are also assessing the business and the vertical in which they operate, but as you know, in this day-to-day changing world, it is not always easy to predict where the market will go. There are already startups forming that will affect our lives in 10 years. On the other hand, even though it’s an angel investment, we’re looking for startups that have not only an idea, but at least a concept, that is, a beta version, the first customers, etc. Follow us on Linkedin! It is also important for us that we and the investors can help the start-up, be it our know-how, network or expertise in the vertical. What have you already managed to implement under the investment fund? So far, we have made three investments – the Romanian HRTech Houston, the Lithuanian PetTech Zenoo and the Dutch market for used BikeFair bicycles. You’re all women on the team, you’re all still friends? Yeah, I’d say the opposite is true. Did you divide your work by talent? Tell us who’s doing what. Within Lumus, we have divided our tasks more according to long-standing experience, so Terka, who has a VC profile is in charge of the angel community, Vlaďka marketing, Lucka with the research profile of the start-up and their evaluation. I am responsible for partnerships, as I have experience in sales and marketing. What does the investment club offer? Why is cooperation with you advantageous to startups? We make up a community from all over the world that wants to help startups. We do not just want to be passive investors. How are your first supported projects developing? Which one is the most successful? It is still difficult to assess success as Lumus and the investments are at most 1,5 years old. Meanwhile, all projects are growing and we are trying to help them as much as possible. We have regular meetings with them to discuss their needs. Often, as we are their angel investors, we help them, through our contacts and networks, to find the next round of investment that comes naturally from the growth of startups. You work remotely, online. What do you see as the main benefits and risks? What do I have to look out for when I’m doing business or working and dealing with most things online? What’s so treacherous? By being on different sides of the world, we’re operating from a distance. As the main benefit, I see the flexibility that we can go away from home for longer periods and work from there, and being used to being online does not really change anything. The risks or problems – communication – are on it, and businesses are falling. You have to have a defined channel, system, regularity, or how to make a regular follow-up. At the same time, it is important to create space for discussions on long-term visions, which are very important, but are being shifted for the operation. Follow us on Linkedin! What kind of start-up areas do women go into? What is now the ‘ in ’ or the prospective? The areas into which they are embarking are diverse and cannot be generalized. However, what always works best is if they go into an area with which they have personal experience and want to change it, which is why more and more Femtechs are being created (see the feminist technology version of the term applied to the category of software, diagnostics, products and services that focus on women ’ s health).
With the beginning of the 20th century, major changes were taking place in the field of medicine. With this, there was a growing interest in medical work. This was also the case for women but they had to fight for their position in hospitals. This is confirmed by the story of Maria Bellova. At the beginning of the 20th century, women in white coats were rather the exception in several European countries. Slovak patients were also waiting for their first doctor. Many women have shown an interest in their treatment but their desire for a medical mission has been frustrated by prejudice. Maria Bellova, however, has chosen to face up to the disadvantages of the social situation at the time and to win the right to seek treatment. Her father was her biggest supporter A native of Liptovsky St. Petra was born in 1885 into the family of the Evangelical vicar S. Bell. It was her father who played a key role in Mary’s medical mission. It all started with a home study of Latin, followed by a local school and an extra lyceum study at Banská Štiavnica, which the girls were unable to attend at the time. Mary only went to school for exams, which she always did well. After graduation, she decided to study medicine. Even then, her father played an important role, taking advantage of the contacts and getting her to the medical faculty in Budapest, despite the lack of school management. Follow us on Linkedin! She wanted to help the sick A courageous student felt the desire to become a doctor at an early age. She had always wanted a job that she could help with, and it was the medical profession that seemed to her to be the best form of help. The watershed moment was the sight of sick Liptov natives returning from construction work in Budapest with tuberculosis. The disease then spread to their families, and many succumbed to it due to lack of health care. After that experience, she was determined to devote her life to medical work, even though she knew she would have to fight for it. She wasn’t fighting only against diseases The first difficult moments came immediately during her studies in Budapest, where she joined four other women in 1905. Unlike these female students, she was in a rather more difficult position, to which the Slovak nationality subscribed. Not only did the professors not trust that the woman could handle anatomical studies, they often made her feel that Slovak students did not possess the intellect that Hungarian students did. The situation was further exacerbated by the national and emancipation activities organized by students from Slovakia. In spite of all the prejudices and ridicule, in 1910 she successfully graduated, making her the first Slovakian woman to receive a general practitioner’s degree. Medical career of Maria Bellova: – after graduating from Pécsi, she worked in Psychiatry for more than a year – After stopping in Pécsi, she spent half a year in surgery in Trenčín – In 1913, she worked as an intern in Berlin – In addition to her experience, she completed study visits to Paris and Brussels – subsequently embarked on a medical career in the Romanian Targu Mures – was a military doctor in Romania during World War I – in 1920 she returned to Slovakia to hospital in Košice – 5 years later, she joined a TB treatment facility in the Tatras Follow us on Linkedin! She specialized in tuberculosis Maria Bellova’s desire to help people suffering from tuberculosis finally came true. After years of experience and a medical career, she began to suffer from lung problems, which led her to accept a job in Dolny Smokovec where she joined the CBC Children’s Institute in 1925. She first worked as a regular child doctor looking after sick children but later took the place of the primary responsible for running the entire institution. However, aid to sick children filled her, so she stayed in the High Tatras until 1957, when she retired and moved to a family in Moravia, where she lived for 16 years. In 1973, Maria Bellova´s life story was over. However, as an inspiration to young doctors, she is still an example to this day. The native of Liptov was not only the first Slovak doctor. In particular, she is honored by her working attitude and her willingness to devote herself fully to her mission, which has made her one of the best medical years not only in Slovakia. Photo: prvezeny.sk