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Before three Jahrenverabschiedete, German Bundestag zurgleichberechtigten a legal women’s quota of women and men in management positions. The new law stipulated that at least 30 percent of seats would have to be filled with women in supervisory boards of large publicly traded German companies, and it required many smaller companies to set mselves a quota as ir target. He had been preceded by numerous failed commitments by German economy.
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Politics spoke of a historic step. But what has law really brought?
Looking at figures alone, quota is a success project at least in supervisory boards. In supervisory bodies of slightly more than 100 companies tied to 30 percent quota, proportion of women up to end of 2017tatsächlich has risen to an average of 30 percent; The goal was reached in nurzwei years.
It needs a cultural change
However, in order to achieve equality between genders, re needs to be a change of culture that cannot be decreed by law alone. How serious is except default policy with its widely propagated goal actually itself? So far, she has scarcely spent any money to accompany her law comprehensively, for example through campaigns, information undBeratungsangebote for companies or a differentiated monitoring. At same time, resistance in business circles grew as a result of legal pressure. The companies were on ir own and, at best, simply overwhelmed. Many of companies that do not have a fixed quota for women refore set mselves zero or no goal at all. Even in boards of directors, proportion of women does not increase at all.
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On closer look, however, it turns out that one glass ceiling is being replaced by next. According to a recent study by University of Mainz, women are hardly represented in “innercircle” of supervisory boards, namely where decisions are prepared. Especially in important presidential committees, Diestrategisch on future of company, DerFrauenanteil dwindles to just under 14 percent (WOB index 2017). The researchers even speak of einersinkenden chance of participation for women.
Philine Erfurt Sandhu
is academic director of continuing Education programme “strategic competence for women in supervisory boards” at University of Economics and Law Berlin.
This creates danger that potentials of law will evaporate in Germany – it would be better for companies to involve women more. Several long-term studies from countries such as Sweden show that quota arrangements as a positive side effect also increase Kompetenzniveauder of men. A law just obliges to look more closely at DieQualifikation, to expand radius of search and not only to convey diealtbekannten faces.
In addition, studies show a correlation between diversity in teams with ErhöhterInnovationsfähigkeit and performance. In 2010, German Corporate governance code aimed in this direction – also against backdrop of many financial statements and corruption scandals –: Supervisory bodies are to create and demand DieRahmenbedingungen for greater effectiveness – and that through a greater variety Among its members.
So what needs to be done? High of women and men is a goal which has to be tackled by many Seitenund on many levels. If federal government of IhrGrundgesetz is serious about article 3, paragraph 3, on actual enforcement of VonGleichstellung, it needs a comprehensive accompanying programme to implement women’s quota. Campaigns and practical information and counselling services to support businesses would be least – and re is still a lot of air going up. In Germany re is a federal environmental agency, a federal office building industry up to a federal monopoly administration for brandy vinegar. Aberein Federal Institute, which is equipped for research, advice and information services relocation equality, does not exist. That gives to think.
