Women Still Greatly Underrepresented on the Top Boards of Large Companies
AbstractExecutive and supervisory boards of large companies in Germany are still dominated by men - to an extraordinary degree. Only 2.5% of all executive board members in the200 largest companies (not including the financial sector) are women, and only 10% of all seats on supervisory boards are occupied by women. The situation in the financial sector is similar: in the 100 largest banks, 2.6% of all executive board members are women, and in the 62 largest insurance companies, 2.8% of executive board members are women. The percentage of women on financial sector supervisory boards is higher than their percentage in the top 200 companies: 16.8% in banks and savings banks, and 12.4% in insurance companies. In total, about three-quarters of women with a seat on a supervisory board are appointed by employee representation bodies and therefore have their seat as a result of employee codetermination practices. Aside from a few positive examples, the situation on both types of management boards has hardly changed at all in the last few years. It remains to be seen whether the plan to gradually increase the number of women in management positions, as agreed upon in the German government's 2009 Coalition Agreement, will have more success than the voluntary commitments made by Germany's top business associations in their 2001agreement with the German government. The implementation of the latter initiative private-sector companies can be considered a failure given the virtually unchanged gender composition of top management in large private-sector companies.
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Bibliographic InfoArticle provided by DIW Berlin, German Institute for Economic Research in its journal Weekly Report.
Volume (Year): 6 (2010)
Issue (Month): 7 ()
Board diversity; Women CEOs; Gender diversity; Management;
Find related papers by JEL classification:
- G38 - Financial Economics - - Corporate Finance and Governance - - - Government Policy and Regulation
- J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
- M14 - Business Administration and Business Economics; Marketing; Accounting - - Business Administration - - - Corporate Culture; Diversity; Social Responsibility
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- Eileen Trzcinski & Elke Holst, 2010.
"Gender Differences in Subjective Well-Being in and out of Management Positions,"
Discussion Papers of DIW Berlin
998, DIW Berlin, German Institute for Economic Research.
- Eileen Trzcinski & Elke Holst, 2012. "Gender Differences in Subjective Well-Being In and Out of Management Positions," Social Indicators Research, Springer, vol. 107(3), pages 449-463, July.
- Eileen Trzcinski & Elke Holst, 2010. "Gender Differences in Subjective Well-Being in and out of Management Positions," SOEPpapers on Multidisciplinary Panel Data Research 299, DIW Berlin, The German Socio-Economic Panel (SOEP).
- Trzcinski, Eileen & Holst, Elke, 2010. "Gender Differences in Subjective Well-Being in and out of Management Positions," IZA Discussion Papers 5116, Institute for the Study of Labor (IZA).
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