Frauenquote – Geschlechtervielfalt in den Chefetagen
Die Frauenquote ist ein kontrovers diskutiertes Thema, das die Gleichstellung der Geschlechter in verschiedenen gesellschaftlichen Bereichen vorantreiben soll. Befürworter argumentieren, dass sie eine notwendige Maßnahme ist, um Frauen in Führungspositionen zu fördern und langjährige Ungleichheiten zu korrigieren. Gegner hingegen sehen in der Frauenquote eine potenzielle Benachteiligung qualifizierter Männer und setzen auf alternative Ansätze zur Erreichung von Geschlechtergleichheit.
Das 2015 verabschiedete "Gesetz für die gleichberechtigte Teilhabe von Frauen und Männern an Führungspositionen in der Privatwirtschaft und im öffentlichen Dienst", sieht vor, dass 30 Prozent der Aufsichtsräte börsennotierter und paritätisch mitbestimmungspflichtiger Unternehmen ab einer bestimmten Größe zu mindestens 30 Prozent mit Frauen besetzt sein müssen.
In diesem Themendossier sind die wichtigsten Ergebnisse der wissenschaftlichen Studien zur Frauenquote und die Positionen der politischen Akteure zusammengestellt. Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
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Literaturhinweis
Gender pay gap among non-executive directors in Spanish boards (2026)
Zitatform
Acero, Isabel & Nuria Alcalde (2026): Gender pay gap among non-executive directors in Spanish boards. In: Applied Economics, Jg. 58, H. 24, S. 4667-4679. DOI:10.1080/00036846.2025.2499209
Abstract
"This study focuses on the existence or not of a gender pay gap (GPG) among non-executive directors (NEDs) in Spanish boards. For this purpose, we used a sample covering 4,018 positions/year for NEDs in 57 Spanish listed firms over a 10-year period (2013–2022). The results obtained suggest that, controlling for individual characteristics of the directors, the type of position held as well as the features of the company and its corporate governance system, female NEDs receive approximately 11% less remuneration than their male counterparts. Therefore, our findings do not support the idea that female directors are a scarce resource that firms compete for and reward. The results also highlight the need to differentiate by categories of directors when analysing the GPG in the board. In fact, we find that the GPG is higher for proprietary directors (around 18%) than for independent directors (around 6%). In terms of practical implications, our results may be of interest to policy-makers who are considering gender equity policies to break the glass ceiling." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gleichstellungsindex 2025: Gleichstellung von Frauen und Männern in den obersten Bundesbehörden (2026)
Behrmann, Timm; Nitze, Alexandra; Schneiderle, Jens;Zitatform
Behrmann, Timm (2026): Gleichstellungsindex 2025. Gleichstellung von Frauen und Männern in den obersten Bundesbehörden. (Gleichstellungsindex ... 11), Wiesbaden, 22 S.
Abstract
"Die Gleichstellung von Frauen und Männern ist erklärtes Ziel der Bundesregierung, das sich unter anderem darin ausdrückt, den Anteil von Frauen in Führungspositionen zu erhöhen und verbindliche Vorgaben für die Wirtschaft und den öffentlichen Dienst zu machen. So soll die gleichberechtigte Teilhabe von Frauen an Führungspositionen in der Bundesverwaltung bis Ende 2025 erreicht werden. Die Fortschritte auf dem Weg dahin werden in dieser Veröffentlichung dargestellt. Am 30.06.2025 lag der Anteil von Frauen an Führungspositionen in den obersten Bundesbehörden bei 44,7 %, was ein Plus in Höhe von 0,4 Prozentpunkten gegenüber dem Vorjahreswert bedeutet (44,3 %). Der Anteil von Frauen an den Beschäftigten insgesamt stieg in diesem Zeitraum leicht von 55,2 % auf 55,3 %." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Board Gender Quotas and Female Borrowing: Evidence from Loan-Level Data (2026)
Core, Fabrizio; Eisert, Tim; Urban, Daniel; D'Andrea, Angelo;Zitatform
Core, Fabrizio, Angelo D'Andrea, Tim Eisert & Daniel Urban (2026): Board Gender Quotas and Female Borrowing: Evidence from Loan-Level Data. (CEPR discussion paper / Centre for Economic Policy Research 21602), London, 44 S., App.
Abstract
"We examine credit allocation following Italy's 2012 board-gender-quota reform. Combining Credit Registry data with information on firm ownership and financials, as well as administrative bank worker records, we document that female board representation in listed banks increases sharply after the reform. This change leads to higher credit growth and more first-time loan approvals for female-owned firms borrowing from these banks. The effects are supply-driven, concentrated among smaller firms, and mediated by an increase in the promotion of female employees to middle-management positions. We find no deterioration in credit quality but positive real effects for female-owned firms, suggesting a reduction in financial constraints." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Changing the board game: Horizontal spillovers of gender quotas (2026)
Zitatform
Guiso, Luigi, Fabiano Schivardi & Luana Zaccaria (2026): Changing the board game: Horizontal spillovers of gender quotas. In: Journal of Financial Economics, Jg. 183. DOI:10.1016/j.jfineco.2026.104326
Abstract
"We examine the effects of mandatory board gender quotas on unregulated firms that are connected to regulated ones via interlocking directorates. After the introduction of quotas, connected firms significantly increase their share of female directors relative to similar unconnected firms. The spillover effects are substantial — at least as large as the direct effects on regulated firms, challenging previous claims that quotas have no broader impact on women in business. Our results suggest that quotas indirectly broaden the supply of candidates for connected firms, along dimensions that include, but are not limited to, gender." (Author's abstract, IAB-Doku, © 2026 Published by Elsevier B.V.) ((en))
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Literaturhinweis
Frauen und Führungspositionen in Deutschland (2026)
Zitatform
Kohaut, Susanne & Iris Möller (2026): Frauen und Führungspositionen in Deutschland. In: S. Bothfeld, C. Hohendanner, P. Schütt & A. Yollu-Tok (Hrsg.) (2026): Geschlechtergerecht gestalten. Möglichkeiten und Grenzen der Arbeitsmarkt- und Sozialpolitik, 2024-08-14.
Abstract
"Frauen sind im Management der Privatwirtschaft nach wie vor seltener vertreten als es ihrem Anteil an den Beschäftigten entsprechen würde. Auf der ersten Führungsebene hat sich seit 2004 nicht viel verändert. 28 Prozent der Führungspositionen auf der ersten Führungsebene in der Privatwirtschaft sind 2022 mit Frauen besetzt (2004: 25 Prozent). Nach wie vor partizipieren Frauen in Ostdeutschland stärker an Führungspositionen als in Westdeutschland, aber auch sie erreichen auf der ersten Führungsebene nicht den Anteil, der ihrem Beschäftigungsanteil entspricht. Der Unterschied zwischen Ost- und Westdeutschland ist über den Beobachtungszeitraum praktisch gleichgeblieben. Auch die Einführung des »Gesetzes zur gleichberechtigten Teilhabe von Frauen und Männern in Führungspositionen« im Jahr 2016 hat dieses Bild kaum geändert. Ob das neue Zweite Führungspositionen-Gesetz (FüPoG ll), das im August 2021 in Kraft trat, mehr bewirken wird, kann noch nicht endgültig beurteilt werden. Auf der zweiten Führungsebene sieht es etwas besser aus. Dort hat sich der Anteil an Frauen auf Führungspositionen seit 2004 um acht Prozentpunkte erhöht. Damit ist für Deutschland ein Repräsentanzwert von 0,93 erreicht. In Privatwirtschaftlichen Betrieben im Osten haben Frauen auf der zweiten ebene – gemessen an ihrer Repräsentanz – bereits mit den Männern gen. Der seit vielen Jahren relativ hohe Anteil von Frauen auf der zweiten Führungsebene führt allerdings nicht dazu, dass verstärkt Frauen in Spitzenpositionen kommen. Hier zeigen sich möglicherweise auch die unsichtbaren Barrieren, die Frauen am Aufstieg in eine Führungsposition hindern und als »gläserne Decke« bezeichnet werden (für einen Überblick siehe Holst/Wiemer 2010). Warum berufliche Karrieren von Frauen und Männern so ungleich verlaufen, kann mit den vorliegenden Daten nicht geklärt werden. Anzunehmen ist jedoch, dass sowohl betriebliche Rahmenbedingungen als auch die persönliche Lebenssituation von potenziellen Führungskräften darüber entscheiden, ob sie in Führungspositionen aufsteigen (für einen Überblick siehe Kaup 2015). Hier ergeben sich Ansatzpunkte für Unternehmen: Mentoring-Programme helfen, Hindernisse, mit denen Frauen auf ihrem Karriereweg konfrontiert sind, abzubauen. Sie bieten Frauen die Gelegenheit, gesehen zu werden und ihre Fähigkeiten und Kompetenz offenzulegen (Kohaut/Möller 2023b). Für Beschäftigte mit Betreuungspflichten helfen Maßnahmen, die die zeitliche und räumliche Flexibilität erhöhen. Dazu kann die Möglichkeit zur Arbeit im Home-Office ebenso wie das Angebot flexibler Arbeitszeitmodelle beitragen. Die Bereitschaft von Arbeitgebern und Arbeitgeber:innen, Führen mit reduzierter Arbeitszeit zu ermöglichen, kann insbesondere für Personen mit Betreuungspflichten einen Weg darstellen, den beruflichen Aufstieg trotz familiärer Pflichten zu meistern. Bislang wird diese Möglichkeit allerdings noch relativ selten genutzt: Nur etwa 13 Prozent der Betriebe der Privatwirtschaft haben auch Führungskräfte, die in Teilzeit arbeiten." (Textauszug, IAB-Doku)
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Literaturhinweis
The Importance of Codetermination for Gender Diversity in the Boardroom (2026)
Zitatform
Kunze, Astrid & Katrin Scharfenkamp (2026): The Importance of Codetermination for Gender Diversity in the Boardroom. In: Industrial Relations, Jg. 65, H. 2, S. 121-131. DOI:10.1111/irel.12396
Abstract
"This study examines the interplay of codetermination law and board gender quotas using novel board-director panel data for Norway. We present descriptive evidence suggesting that boards with employee representatives on boards of directors were more gender diverse before the gender quota. Difference-in-differences estimation results reveal that the differential effect of employee representation on gender diversity is negative after implementing the quota. Boards with employee representatives have recruited fewer women during the phase-in period, and the flexible quota tended to be ineffective. We interpret the effect through employee representation as a potential mediating factor of board gender quotas on gender diversity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A Gender Quota for Top Executives: Diversity without Disruption (2026)
Zitatform
Matsa, David A. & Amalia R. Miller (2026): A Gender Quota for Top Executives: Diversity without Disruption. (NBER working paper / National Bureau of Economic Research 35030), Cambridge, Mass, 57 S. DOI:10.3386/w35030
Abstract
"We study Germany's landmark quota requiring major public companies to include at least one woman on their top executive teams. The quota increased female representation among top executives by about two-thirds. Firms largely recruited women from outside their networks and without prior public-company top-executive experience, choosing them over male candidates with similar profiles. Most were appointed to HR or niche roles, and there was no increase in female CEOs. We find no significant effects on the female share of managers in lower ranks, policies promoting gender equality, firm value, or performance. Overall, the quota boosted diversity without causing much disruption." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Signaling Effects of Women's Quotas: An Analysis of Workforce Perceptions and Reactions (2026)
Zitatform
Meier-Barthold, Madleen & Torsten Biemann (2026): Signaling Effects of Women's Quotas: An Analysis of Workforce Perceptions and Reactions. In: Human Resource Management, Jg. 65, H. 4, S. 1161-1180. DOI:10.1002/hrm.70068
Abstract
"Women's quotas are widely used to promote gender equality in organizations, yet little is known about how the general workforce perceives and reacts to them. Drawing on signaling theory, we examine employees' awareness of women's quotas and how it influences their reactions. Using data from the Linked Personnel Panel, a representative German dataset linking employer and employee reports (N = 2270), we distinguish between signal awareness and signal interpretation to assess their distinct roles. Awareness differs systematically between women and men, with women more likely to correctly recognize whether a quota exists. At the same time, we observe substantial misalignment between formal policy and employee perception: 42.6% of employees fail to recognize an existing quota, and 30.0% believe a quota exists where it does not. Perceiving a quota is associated with higher work engagement among both women and men; however, this relationship is significantly weaker when quotas are legally obligated, indicating that external obligation reduces their signaling value. Theoretically, our study advances signaling research in HRM and diversity by showing that awareness is a critical precondition and that employees respond to quotas based on their signaling value. Practically, our findings suggest that organizations should actively ensure quotas are noticed and interpreted as commitments to gender equality, as complying with legal obligations alone is insufficient." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.LPP1617.de.en.v1 -
Literaturhinweis
Empowering Women on Boards: Gender Quotas and Waste Generation (2026)
Zitatform
Naouar, Hind & Faten Lakhal (2026): Empowering Women on Boards: Gender Quotas and Waste Generation. In: Gender, work & organization, Jg. 33, H. 4, S. 1210-1226. DOI:10.1111/gwao.70112
Abstract
"With the growing emphasis on sustainability in corporate governance, implementing quotas to increase gender diversity on boards has attracted attention because of its potential to promote more responsible environmental practices, including waste management. The purpose of this paper is to explore the role of gender quotas in the boardroom on waste generation for a sample of European listed companies from 2011 to 2021. Based on critical mass and institutional theory perspectives, the results show that gender quotas on boards have a significant negative effect on waste generation. This negative effect increases in countries with binding quotas, suggesting that firms operating in countries with binding gender quotas capitalize on the potential for improved environmental outcomes. Further results show that the negative relationship between gender quotas and waste generation is more prevalent following the Paris Agreement on climate change and the adoption of the Sustainable Development Goals (SDGs) in 2015, in firms with corporate social responsibility (CSR) committees and in firms operating in manufacturing industries." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
A Non-Linear Assessment of the Relationship Between Board Gender Diversity and Firm Performance: Cross-Country Evidence (2026)
Omri, Neji Al-Eid; Guenichi, Hassan; Alfaleh, Abdulhameed Mohanna;Zitatform
Omri, Neji Al-Eid, Hassan Guenichi & Abdulhameed Mohanna Alfaleh (2026): A Non-Linear Assessment of the Relationship Between Board Gender Diversity and Firm Performance: Cross-Country Evidence. In: Gender, work & organization, S. 1-20. DOI:10.1111/gwao.70184
Abstract
"Our study seeks to contribute to the literature by analyzing the effects of board gender diversity (BGD) on firm performance in the UNITED KINGDOM, Germany, France, Italy and Spain by supposing the nonlinearity of this nexus. Also, we aim to determine the thresholds above which BGD exerts a positive impact on firm performance. To achieve this main goal, we employ the Panel Smooth Transition Regression (PSTR) model. The results indicate a single estimated threshold for BGD, suggesting that the effects of women's presence on the board on corporate performance exhibit a nonlinear increase. For Return on Assets (ROA), a threshold is observed at 14.1% women on the board, suggesting that once this proportion is met, the presence of women directors begins to have a more pronounced positive effect on ROA. Similarly, for Tobin's Q , the model identifies a threshold at 15.4% women directors, beyond which their positive influence on performance increases significantly. Below these thresholds, there is a weak or neutral relationship. The results are robust to the change of performance proxies being used and render support for critical mass theory that a minimum level of gender diversity on the board is a prerequisite for BGD to yield positive performance effects. Our findings underscore the significance of gender diversity in the boardroom in enhancing corporate financial performance. Additionally, our investigation highlights the importance of the threshold concept in explaining the divergence in theoretical outcomes toward the sign of impacts between board gender diversity and firm performance. While further analysis is needed for policy implementation, our findings suggest that achieving a critical mass of women on boards is essential to unlock the benefits of gender diversity. Policymakers may consider context-appropriate strategies—such as mandatory quotas in low-representation environments or voluntary targets and disclosure-based incentives in more gender-progressive settings—to promote balanced board composition." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
"Weil man dann quasi nur noch die Quotenfrau ist" – (De-)Thematisierungen des "Frau-Seins" in MINT (2026)
Zitatform
Ritter, Monique & Bernadette Rohlf (2026): "Weil man dann quasi nur noch die Quotenfrau ist" – (De-)Thematisierungen des "Frau-Seins" in MINT. In: Gender, Jg. 18, H. 2, S. 135-150. DOI:10.3224/gender.v18i2.10
Abstract
"Dieser Beitrag untersucht das Erleben von Wissenschaftlerinnen als Studierende oder Mitarbeitende in MINT-Studiengängen an sächsischen Universitäten und Hochschulen, insbesondere in Informatik, Maschinenbau und Elektrotechnik. Basierend auf 17 problemzentrierten Interviews analysieren wir die widersprüchliche (De-)Thematisierung des ‚Frau-Seins‘ in männlich dominierten Disziplinen. Die Befragten berichten von Herabsetzungserfahrungen, Anerkennungskämpfen und dem Wunsch nach mehr Kolleginnen. Dennoch stehen viele Quotenregelungen kritisch gegenüber – nicht ausAblehnung der Gleichstellungsarbeit, sondern aus der Sorge, dass Quoten die meritokratische, als geschlechtslos verstandene Norm infrage stellen und ihre im männlich dominierten Umfeld hart erkämpfte Anerkennung schmälern. Nach einer statistischen Einführung skizziert der Beitrag den historischen Ausschluss von Frauen im Hochschulkontext sowie die Entwicklung von Quotenregelungen. Anschließend folgt eine empirische Analyse der widersprüchlichen Thematisierung weiblicher Alleinstellung in MINT. Abschließend werden Ansätze zur besseren Akzeptanz und Verankerung von Frauenfördermaßnahmen diskutiert – idealerweise unsichtbar wirkend, machtkritisch reflektiert und von allen Geschlechtern getragen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Board gender diversity and firm performance revisited: international evidence (2026)
Zitatform
Zeng, Juebin, Peng Huang, Yue Lu, Ji George Wu & Lei Yin (2026): Board gender diversity and firm performance revisited: international evidence. In: Applied Economics, Jg. 58, H. 22, S. 4234-4257. DOI:10.1080/00036846.2025.2493390
Abstract
"We examine the relationship between board gender diversity and firm performance across 40 countries in the period 2009–2018. Using an instrumental variable approach, we show that the presence of female directors negatively affects firm performance. We further explore how country- and firm-level institutions reshape this negative relationship. We find that the negative effect of female directors on firm performance is alleviated in countries with a higher score for control of corruption, government effectiveness, rule of law and regulatory quality. At the firm-level, the negative relationship between board gender diversity and firm performance is mitigated in firms with more anti-takeover devices and a board gender diversity policy, but is strengthened when the CEO also holds the title of the chair of the board. Overall, we agree with previous literature that proposals for regulations enforcing gender quotas on boards must be motivated by reasons other than improvements in firm performance." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Promoting Women's Leadership: What Works, What Doesn't, and What's Missing (2025)
Bramucci, Francesca; Boudet, Ana Maria Munoz; Viollaz, Mariana;Zitatform
Bramucci, Francesca, Ana Maria Munoz Boudet & Mariana Viollaz (2025): Promoting Women's Leadership: What Works, What Doesn't, and What's Missing. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 18221), Bonn, 44 S., App.
Abstract
"Women remain underrepresented in leadership worldwide. Across politics, business, and community organizations, they face barriers limiting access to leadership roles and influence in decision-making. This paper groups these barriers into opportunity, motivation, and capability, and reviews global evidence on interventions to address them. It assesses the effectiveness of these approaches, how descriptive representation (holding a leadership position) translates into substantive representation (influencing decisions), and unintended consequences. Quotas can increase women's descriptive representation when well designed and enforced. Role model interventions may motivate participation, mainly in politics, though evidence is mixed elsewhere. Training, mentorship, and organizational reforms show context specific results, often supporting career progression rather than leadership attainment. Greater numerical representation does not always yield substantive influence. Outcomes depend on institutional context, gender norms, and complementary support. Advancing women's leadership requires strategies that address multiple barriers and further research on how representation translates into real influence." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Board Gender Diversity and Workforce Composition, Compensation, and Retention for U.S. Publicly Traded Firms (2025)
Zitatform
Byker, Tanya, Sara Malik, Elena Patel & Jason Sandvik (2025): Board Gender Diversity and Workforce Composition, Compensation, and Retention for U.S. Publicly Traded Firms. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 18125), Bonn, 59 S.
Abstract
"We use administrative data from the U.S. Census to estimate the effect of female director representation on workplace gender diversity and women's earnings. Using a difference-in-differences estimator that correctly accounts for variation in treatment timing, we show that first-time female director appointments lead to subsequent increases in workplace gender diversity. We find that the effects are driven by the improved retention of female workers in the middle and upper quartiles of the firm's overall earnings distribution. We find suggestive evidence that the effects are due to the newly appointed female directors' influence on corporate policy, as we observe stronger effects when the director is placed on one of the board's three core committees." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Importance of Co-determination for Gender Diversity in the Boardroom (2025)
Zitatform
Kunze, Astrid & Katrin Scharfenkamp (2025): The Importance of Co-determination for Gender Diversity in the Boardroom. (CESifo working paper 11902), München, 37 S.
Abstract
"This study examines the interplay of co-determination law and board gender quotas using novel board-director panel data for Norway. We present descriptive evidence suggesting that boards with employee representatives on boards of directors were more gender diverse before the gender quota. Difference-in-differences estimation results reveal that the differential effect of employee representation on gender diversity is negative after implementing the quota. Boards with employee representatives have recruited fewer women during the phase-in period and the flexible quota tended to be ineffective. We interpret the effect through employee representation as a potential mediating factor of board gender quotas on gender diversity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Do gender board quotas matter for working mothers? Evidence from state-owned firms in Italy (2025)
Zitatform
Maida, Agata & Andrea Weber (2025): Do gender board quotas matter for working mothers? Evidence from state-owned firms in Italy. In: Journal of Public Economics, Jg. 252. DOI:10.1016/j.jpubeco.2025.105520
Abstract
"In developed countries, the absence of family friendly workplace policies is seen as an important driver of low fertility rates. In this paper we examine whether the introduction of gender quota on boards of directors indirectly lead to an increase in fertility and improvements of careers of young mothers working in companies subject to the quota. We exploit the introduction of an Italian law mandating a strict gender quota on the boards of state-owned enterprises (SOEs) in 2013 and leverage matched administrative data on firms and employees from 2008 to 2019. Using a triple-difference-in-differences design, we show that the law substantially increased female board representation. But we find no significant effects on fertility proxied by mandatory maternity leaves, post-childbirth retention, parental leave uptake, or wage penalties following maternity. Overall, the results suggest that while gender quotas successfully diversify leadership, they do not, in isolation, transform workplace practices or mitigate structural disadvantages faced by working mothers." (Author's abstract, IAB-Doku, © 2025 Published by Elsevier B.V.) ((en))
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Literaturhinweis
Gender quotas on corporate boards of directors: Gender quotas for women on boards of directors improve female share on boards, but firm performance effects are mixed, and spillover effects are positive but small (2025)
Zitatform
Smith, Nina & Emma von Essen (2025): Gender quotas on corporate boards of directors. Gender quotas for women on boards of directors improve female share on boards, but firm performance effects are mixed, and spillover effects are positive but small. (IZA world of labor 7,3), Bonn, o. S. DOI:10.15185/izawol.7.v3
Abstract
"Arguments for increasing gender diversity on corporate boards of directors by gender quotas range from ensuring equal opportunity to improving firm performance. The introduction of gender quotas in a number of countries, mainly in Europe, has increased female representation on boards. Current research does not unambiguously justify gender quotas on grounds of economic efficiency. In many countries, the number of women in top executive positions is limited, and it is not clear from the evidence that quotas lead to a larger pool of female top executives, who, in turn, are the main pipeline for boards of directors. Thus, other supplementary policies may be necessary if politicians want to increase the number of women in senior management positions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Balance on State Boards in Ireland: To the Forefront of Progress or Concealing the Status Quo? (2024)
Zitatform
Berkery, Elaine, Caroline Murphy & Christine Cross (2024): Gender Balance on State Boards in Ireland: To the Forefront of Progress or Concealing the Status Quo? In: Social Politics, Jg. 31, H. 1, S. 22-48. DOI:10.1093/sp/jxac045
Abstract
"In this article, we examine female appointments to government-owned corporations, called State Sponsored Boards (SSBs), in Ireland over a twenty-eight-year period, to analyze the extent to which gender parity has been achieved using voluntary gender targets. Using data from thirty-four SSBs, we found that overall figures relating to the achievement of gender parity on SSBs are masking the reality of female representation on these boards. We have demonstrated that the high concentration of females on particular boards is increasing the overall average gender representation figures, and as a result, a high proportion of boards are not meeting their gender targets. This research provides evidence of the importance of taking a more nuanced approach to examining gender diversity on boards as a whole." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender inequality in leadership positions: The role of part-time employment in seven European countries (2024)
Zitatform
Bohr, Jeanette & Nadia Granato (2024): Gender inequality in leadership positions. The role of part-time employment in seven European countries. In: Soziale Welt, Jg. 75, H. 1, S. 78-112. DOI:10.5771/0038-6073-2024-1-78
Abstract
In ganz Europa haben Frauen nach wie vor seltener Führungspositionen inne als Männer, wobei geschlechtsspezifische Unterschiede von Land zu Land variieren. In diesem Papier untersuchen wir, wie eine Teilzeitbeschäftigung zu diesen geschlechtsspezifischen Unterschieden in hochqualifizierten Berufen beiträgt. Dabei legen wir besonderes Augenmerk auf die Frage, ob und gegebenenfalls, wie die Korrelation zwischen Teilzeitarbeit und einer Führungsposition durch das Geschlecht vermittelt wird, da der Erwerbsumfang und die Geschlechterzugehörigkeit in empirischen Studien bisher häufig konfundiert wurden. Die Analysen basieren auf Daten der Arbeitskräfteerhebung der Europäischen Union und schließen sieben europäische Länder ein. Unsere Ergebnisse bestätigen einen Zusammenhang zwischen Teilzeit und dem Gender-Gap bei Führungspositionen, wobei eine negative Korrelation zwischen reduzierter Arbeitszeit und der Ausübung einer Führungsposition besteht und Frauen viel häufiger als Männer in Teilzeit arbeiten. Unsere Ergebnisse deuten darauf hin, dass die sogenannten Teilzeit-Penalties, also die negative Korrelation zwischen Teilzeitbeschäftigung und einer Führungsposition, geschlechtsspezifisch sind, und zwar dahingehend, dass männliche Arbeitnehmer stärker betroffen sind als weibliche. Unsere Ergebnisse lassen auch vermuten, dass das Ausmaß von Teilzeit-Penalties nicht mit der vorherrschenden Teilzeitkultur in einem Land variiert." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The Effects of Board Gender Quotas: A Meta-Analysis (2024)
Zitatform
De Acutis, Costanza, Andrea Weber & Elisabeth Wurm (2024): The Effects of Board Gender Quotas: A Meta-Analysis. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17333), Bonn, 33 S.
Abstract
"We use a meta-analysis to summarize the recent literature evaluating effects of the introduction of gender quotas on company boards. We collect data from 51 studies on policies implemented in 11 countries from which we extract 496 estimates. The literature considers the effects of quota policies on a wide range of outcome variables which we group in four categories. The findings of the meta-analysis contribute to the discussion of boardroom quota policies by mitigating some concerns of negative impacts and pointing out areas where more policy action is needed." (Author's abstract, IAB-Doku) ((en))