Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/120904
Authors: 
Schmitt, Norma
Year of Publication: 
2015
Citation: 
[Journal:] DIW Economic Bulletin [ISSN:] 2192-7219 [Volume:] 5 [Year:] 2015 [Issue:] 40 [Pages:] 527-536
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).1 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.
Subjects: 
gender
quota
stereotypes
discrimination
board diversity
JEL: 
G38
J16
J20
J78
M14
M51
Document Type: 
Article

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