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dc.contributor.authorHolst, Elkeen_US
dc.contributor.authorSchimeta, Juliaen_US
dc.date.accessioned2012-05-18en_US
dc.date.accessioned2012-05-22T15:49:28Z-
dc.date.available2012-05-22T15:49:28Z-
dc.date.issued2012en_US
dc.identifier.citationDIW Economic Bulletin 2192-7219 2 2012 4 15-23en_US
dc.identifier.urihttp://hdl.handle.net/10419/57994-
dc.description.abstractOpportunities to increase the proportion of female board members in Germany's financial sector were missed during post-crisis period of management shakeups. As of 2011, the proportion of women on executive boards was still as low as in previous years: 3.2 percent in Germany's 100 largest banks and savings banks and 3.6 percent at 59 insurance companies surveyed. The percentage of women on supervisory boards is higher than on executive boards: women make up 16.6 percent of supervisory board members at banks and savings banks and 13.1 percent at insurance companies. At the banks, this represents an increase of 1.5 percentage points over 2006, or 0.14 percentage points per year. The higher proportion of women on supervisory boards is also the result of German codetermination law: 70.9 percent of the women on bank and savings bank supervisory boards and as much as 94.7 percent-that is, almost all-of the women on insurance sector supervisory boards were appointed to these positions as employees' representatives. Compared to the previous year, the proportion of female shareholder representatives declined again. The results also show that significant efforts are necessary in the public-sector if it is to act as a role model for the financial sector. Even in the top financial bodies of the EU and the German federal government, women are significantly underrepresented and therefore play little to no active role in key decisions affecting the financial market. When it comes to opening up corporate leadership positions to women, the financial sector has the advantage over other sectors that the majority of its employees are women. This should allow the sector to appoint more women and increase board diversity. By opening up corporate culture to women, the financial sector has an opportunity to set an example but also to get ahead of the curve on possible government regulations that could make this obligatory.en_US
dc.language.isoengen_US
dc.publisherDeutsches Institut für Wirtschaftsforschung (DIW) Berlinen_US
dc.subject.jelG2en_US
dc.subject.jelJ16en_US
dc.subject.jelJ78en_US
dc.subject.jelL32en_US
dc.subject.jelM14en_US
dc.subject.jelM51en_US
dc.subject.ddc330en_US
dc.subject.keywordfinancial sectoren_US
dc.subject.keywordboard diversityen_US
dc.subject.keywordwomen CEOsen_US
dc.subject.keywordgender equalityen_US
dc.subject.keywordmanagementen_US
dc.subject.keywordpublic and private banksen_US
dc.subject.keywordinsurance companiesen_US
dc.titlePassed over for promotions: Women still severely underrepresented on financial sector boardsen_US
dc.typeArticleen_US
dc.identifier.ppn715897888en_US
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungenen_US
Appears in Collections:Publikationen von Forscherinnen und Forschern des DIW
DIW Economic Bulletin

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