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Zum Potential einer festen Geschlechterquote

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  • Norma Schmitt

Abstract

In 2016, a fixed gender quota will come into force in Germany, affecting the supervisory boards of listed companies that also have employee representation (full codetermination). By as early as September 30, 2015, however, all companies will be obliged to set a self-imposed target quota—even companies that meet just one of these criteria; i.e., either listed or subject to codetermination. A variety of concerns have been expressed about the implementation of this law, including fears that the quota will impair company performance and the quality of the talent pool, or the belief that it discriminates against men and stigmatizes women. The present article examines these key criticisms on the basis of research findings to date. In conclusion, the advantages of a gender quota should allay these concerns since, in the long term, it contributes to dismantling gender stereotypes and consequently also mitigates the negative impact these stereotypes have on the selection of the best candidates for senior management positions. Ab dem Jahr 2016 wird in Deutschland eine feste Geschlechterquote für die Aufsichtsräte von paritätisch mitbestimmungspflichtigen und gleichzeitig börsennotierten Unternehmen gelten. Die Festlegung einer selbstverpflichtenden Quote für die weiteren oberen Führungsebenen verlangt der Gesetzgeber bereits bis zum 30. September 2015 – auch für die Unternehmen, bei denen nur eines der beiden Kriterien erfüllt ist. Im Zuge der Implementierung dieses Gesetzes wurden vielfach Befürchtungen geäußert, die von einer Einschränkung der Unternehmensperformance über die Diskriminierung von Männern, einer Einschränkung der Qualität des Talentpools bis hin zu einer Stigmatisierung von Frauen durch die Quote reichten. Der vorliegende Bericht prüft auf der Basis von wissenschaftlichen Erkenntnissen diese zentralen Kritikpunkte. Im Ergebnis dürften die Vorteile einer Geschlechterquote die Befürchtungen entkräften, da die Quote langfristig zum Abbau von Geschlechterstereotypen beiträgt und sich somit deren negativer Einfluss bei der Auswahl der Besten für Führungspositionen reduzieren lässt.

Suggested Citation

  • Norma Schmitt, 2015. "Zum Potential einer festen Geschlechterquote," DIW Wochenbericht, DIW Berlin, German Institute for Economic Research, vol. 82(40), pages 887-897.
  • Handle: RePEc:diw:diwwob:82-40-1
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    File URL: http://www.diw.de/documents/publikationen/73/diw_01.c.514488.de/15-40-1.pdf
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    References listed on IDEAS

    as
    1. Lundberg, S.J. & Startz, R., 1996. "Inequality and Race: Models and Policy," Discussion Papers in Economics at the University of Washington 96-04, Department of Economics at the University of Washington.
    2. David A. Matsa & Amalia R. Miller, 2013. "A Female Style in Corporate Leadership? Evidence from Quotas," American Economic Journal: Applied Economics, American Economic Association, vol. 5(3), pages 136-169, July.
    3. Pieter-Jan Bezemer & Gavin Nicholson & Amedeo Pugliese, 2014. "Inside the boardroom: exploring board member interactions," Qualitative Research in Accounting & Management, Emerald Group Publishing, vol. 11(3), pages 238-259, September.
    4. David Neumark & Harry Holzer, 2000. "Assessing Affirmative Action," Journal of Economic Literature, American Economic Association, vol. 38(3), pages 483-568, September.
    5. Kunze, Astrid & Miller, Amalia, 2014. "Women Helping Women? Evidence from Private Sector Data on Workplace Hierarchies," IZA Discussion Papers 8725, Institute for the Study of Labor (IZA).
    Full references (including those not matched with items on IDEAS)

    More about this item

    Keywords

    Gender; quota; stereotypes; discrimination; board diversity;

    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
    • J20 - Labor and Demographic Economics - - Demand and Supply of Labor - - - General
    • J78 - Labor and Demographic Economics - - Labor Discrimination - - - Public Policy (including comparable worth)
    • M14 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Corporate Culture; Diversity; Social Responsibility
    • M51 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Firm Employment Decisions; Promotions

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