A study from the European Union proves that there is no gender balance amongst board members in the largest publicly listed companies. Only Norway shows nearly a gender balance with 42 % of women in such leading positions. This figure is the result of a legal quota that was introduced by the Norway Government. In Germany 15 % of companies’ board members are female. With this portion Germany is on the average of the European Union.
In the 30 DAX-companies the portion is still less. Only 4 out of 184 board members in the 30- DAX-companies are female. And this is a recently development. The first woman was Mrs. Kux in the board of the Siemens-group just in 2008. Three further women became boardmembers in the DAX-companies E.ON, SAP and Siemens in 2009.
Although in Germany more girls than boys have a school-leaving examination that qualifies for university entrance and female alumni achieve better results in study than their male colleagues the number of women in high positions is still too little. So a shortage of qualified women cannot be the reason for these facts.
Table of Contents
1. Current situation - Figures and facts
2. Reasons for this situation in Germany
2.1 The role of women in managers´ head
2.2 Kids or career
2.3 Choice of profession
2.4 Women think about things too long
2.5 Different motivations
2.6 Unequal payment
3. Gender diversity – The key to economic growth
3.1 Current situation in the society – The demographic trend
3.2 Economic advantages
4. Current development
4.1 Governmental measures in Germany
4.2 Examples from the economy
5. Conclusion
Objectives and Topics
This report aims to analyze the current underrepresentation of women in executive and board-level positions within German companies while highlighting the economic necessity and benefits of increasing gender diversity. The text explores structural and societal barriers, such as prejudice and work-life balance challenges, and presents data demonstrating how balanced, gender-diverse leadership contributes to higher corporate profitability and addresses the demographic shift.
- Statistical overview of women in leadership within the EU and specifically Germany.
- Analysis of societal and professional barriers preventing women's career advancement.
- Evaluation of the economic benefits of gender-balanced management teams.
- Overview of governmental and corporate strategies, such as quotas and mentoring, to foster gender equality.
Excerpt from the Book
The role of women in managers´ head
Most managers are male and they are the decision-maker for filling jobs. These managers think that the role of women is to bring up the children and do the household, because the wives or mothers of the managers did that. This prejudice brings them to the thought that a woman cannot also lead a company.
Kids or career
Most women think that they have to decide between career and children, both are impossible. Because if you have a child and do your career you will not have enough time for your child and people say that you are a bad mother. Moreover there are only a few leading positions as a part-time job, so women can´t combine their career with their family.
Choice of profession
Women often decide for jobs like a doctor´s assistant or hairdresser. In these professions it is more difficult to make a career than in engineering-jobs.
Women think about things too long
Men have more confidence than women and make a fast decision while women think about things and ask colleagues before they come to a resolution. If there is a free position a man applies for the job, although he don´t have all afforded qualification. A woman only applies, if she is sure that she will have a chance.
Different motivations
Men and women have different motivations for a high position. For men it is important to get might and a higher status. For women it is important to realize something. If a woman can realize her ideas in her job, she will also be satisfied without having a leading position.
Summary of Chapters
Current situation - Figures and facts: This chapter provides statistical evidence showing a significant gender gap in the boardrooms of large EU companies, with Germany performing at the European average.
Reasons for this situation in Germany: This section details the psychological, social, and professional obstacles, including traditional gender roles, career-child conflicts, and differing motivations between genders.
Gender diversity – The key to economic growth: This chapter examines the demographic necessity for inclusion and discusses how gender-balanced boards lead to higher economic profitability.
Current development: This part highlights existing governmental initiatives and specific corporate strategies, such as those implemented by Deutsche Telekom and Commerzbank, to increase female participation.
Conclusion: The final chapter summarizes the transition of the labor market and stresses the importance of female talent for future economic stability.
Keywords
Gender diversity, Leading positions, Economic growth, Germany, Board members, Demographic trend, Career, Corporate profitability, Equality, Management, Professional advancement, Female talent, Gender quota, Labor market.
Frequently Asked Questions
What is the core focus of this report?
The report examines the current status of women in leading positions in Germany and explores the barriers and economic advantages associated with gender diversity in the workplace.
What are the central themes discussed?
Key themes include gender-balanced boards, the impact of traditional societal roles, the demographic shift towards an aging society, and current corporate and political initiatives.
What is the primary objective of this work?
The aim is to demonstrate that gender-mixed teams are not only a matter of equality but an economic necessity for growth and corporate success.
Which scientific approach does the author use?
The author uses a descriptive analysis based on statistical data from the European Union and industry studies to explain the current landscape and potential solutions.
What topics are covered in the main body?
The main body addresses the causes of the current leadership gap, the economic benefits of diversity, and concrete measures like mentoring and voluntary quotas.
What key terms define this publication?
Key terms include Gender diversity, Economic growth, Leadership, Demographic change, and Corporate strategy.
Why is the German labor market particularly challenged in this context?
Germany faces a shrinking young workforce due to declining birth rates, making the inclusion of qualified women essential for maintaining economic strength.
What role do specific companies like Deutsche Telekom play in this analysis?
These companies serve as examples of how private sector initiatives, such as introducing internal quotas and mentoring programs, can drive the development of gender-balanced leadership.
- Arbeit zitieren
- Monika Herrmann (Autor:in), 2011, Women in Leading Positions, München, GRIN Verlag, https://www.hausarbeiten.de/document/198410
