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dc.contributor.authorHolst, Elkeen
dc.contributor.authorSchimeta, Juliaen
dc.date.accessioned2012-05-18-
dc.date.accessioned2012-05-22T15:49:18Z-
dc.date.available2012-05-22T15:49:18Z-
dc.date.issued2012-
dc.identifier.citation|aDIW Economic Bulletin|c2192-7219|v2|h4|nDeutsches Institut für Wirtschaftsforschung (DIW)|lBerlin|y2012|p3-13en
dc.identifier.urihttp://hdl.handle.net/10419/57985-
dc.description.abstractThe aim of recruiting more women into top-level management positions in business is attracting increasing interest among the general public and policy-makers alike. Calls for a quota for women and the widely publicized appointment of four women to the executive boards of DAX 30 companies in 2011 still does not detract from the fact that women continue to play a marginal role in the most important economic decision-making processes in Germany's largest companies. Again in 2011, only three percent of executive board members in Germany's top 200 companies were women. In the same year, women held an 11.9 percent share of seats on supervisory boards, and over two-thirds of them were employees' representatives. There has been barely any change in the top 200 companies in comparison with previous years. The proportion of women in high-ranking positions in MDAX and SDAX companies is similarly low. The percentage of women in the prominent DAX 30 companies was 3.7 percent in 2011, which represents an increase of 1.5 percentage points from the previous year. In companies with government-owned shares- some of which are considerably smaller-8.2 percent of executive board members and 17.7 percent of supervisory board members are women. This goes to prove that women are also far from achieving gender equality in the boardroom. In comparison with 2010, the percentage of exclusively male supervisory boards even significantly increased: by 8.8 percentage points to 23.6 percent in 2011. The growing realization among policy-makers, business, and civil society that greater gender diversification in the boardroom is needed has yet to lead to the breakthrough hoped for in the appointment of women to executive and supervisory boards.en
dc.language.isoengen
dc.publisher|aDeutsches Institut für Wirtschaftsforschung (DIW) |cBerlinen
dc.subject.jelD22en
dc.subject.jelJ16en
dc.subject.jelJ59en
dc.subject.jelJ78en
dc.subject.jelL21en
dc.subject.jelL32en
dc.subject.jelM14en
dc.subject.jelM51en
dc.subject.ddc330en
dc.subject.keywordboard diversityen
dc.subject.keywordwomen CEOsen
dc.subject.keywordgender equalityen
dc.subject.keywordmanagementen
dc.subject.keywordDAX companiesen
dc.subject.keywordprivate companiesen
dc.subject.keywordpublic companiesen
dc.titleTop-level management in large companies: Persistent male-dominated structures leave little room for women-
dc.typeArticleen
dc.identifier.ppn715897721en
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungenen
econstor.citation.journaltitleDIW Economic Bulletinen
econstor.citation.issn2192-7219en
econstor.citation.volume2en
econstor.citation.issue4en
econstor.citation.publisherDeutsches Institut für Wirtschaftsforschung (DIW)en
econstor.citation.publisherplaceBerlinen
econstor.citation.year2012en
econstor.citation.startpage3en
econstor.citation.endpage13en

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