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Zur Unterrepräsentanz von Frauen in Spitzengremien der Wirtschaft: Ursachen und Handlungsansätze


  • Elke Holst
  • Anita Wiemer


The paper proceeds from the assumption that the inequalities of opportunity between men and women on the labor market and in society overall tend to consolidate in the management bodies of large companies. The predominance of men on the supervisory boards of Germany's largest private sector companies has created a 'male monoculture' there. In the literature, structural and ideological barriers are identified as the reasons for this severe underrepresentation of women. Increasing the percentage of women in management positions in the private sector would still require the support of upper-level (male) management. In other countries, progress has already been made in this area with theuse of quotas. Der Beitrag geht davon aus, dass sich in den Spitzengremien der großen Unternehmen bestehende Chancenungleichheiten zwischen den Geschlechtern auf dem Arbeitsmarkt und in der Gesellschaft kristallisieren. In den Vorständen der größten privaten Unternehmen in Deutschland besteht eine männliche Monokultur. In den Aufsichtsräten wird sie nur deshalb etwas gemildert, weil die Arbeitnehmervertretungen rund dreimal so häufig wie die Kapitalseite Frauen in das Gremium entsenden. Die in der Literatur diskutierten Ursachen für diese starke Unterrepräsentanz finden sich hauptsächlich in strukturellen und ideologischen Barrieren. Eine Erhöhung der Frauenanteile in Führungspositionen der Privatwirtschaft braucht jedoch die Unterstützung der obersten (männlichen) Führungsebene in Unternehmen und wird im Ausland bereits mit Quotenregelungen erfolgreich vorangetrieben.

Suggested Citation

  • Elke Holst & Anita Wiemer, 2010. "Zur Unterrepräsentanz von Frauen in Spitzengremien der Wirtschaft: Ursachen und Handlungsansätze," Discussion Papers of DIW Berlin 1001, DIW Berlin, German Institute for Economic Research.
  • Handle: RePEc:diw:diwwpp:dp1001

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    Cited by:

    1. Franz, Nele, 2011. "Geschlechtsspezifische Verdienstunterschiede und Diskriminierung am Arbeitsmarkt: Eine Untersuchung unter Berücksichtigung von Voll- und Teilzeitarbeit," CIW Discussion Papers 11/2011, University of Münster, Center for Interdisciplinary Economics (CIW).

    More about this item


    Board Diversity; Gender Diversity; Glass Ceiling; Stereotypes; Gender Quota;

    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
    • J44 - Labor and Demographic Economics - - Particular Labor Markets - - - Professional Labor Markets and Occupations
    • J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing
    • M14 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Corporate Culture; Diversity; Social Responsibility

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