The women’s quota works, but only very weakly. Still, women have it much harder than men in Supervisory boards and boards of Directors to ascend. The Placement program “Board pilot” can help you now.
A meeting room in Switzerland. A couple of chairs, a huge Monitor, a Couch. On the Sita Mazumder with a Headset sitting in front of your Laptop.
Sita Mazumder like to work at any time of day, also on weekends. She is a woman entrepreneur, IT and business Professor and a member of numerous boards of Directors. With their Indian and French-Swiss roots, it is the same for all bodies, the value of Diversity, “a Multipack-shopping,” as she likes to jokingly.
170 years up to the equality
Mazumder want to move “something from the inside. In terms of heterogeneity and innovation.” Between the composition of the operating committees and their achievements, an important connection exists, and also shows a study by the Boston Consulting Group. The more diverse the Management team, the more innovative your services, products, and the higher your profits are.
The necessary change of culture, however, have to wait. The World Economic Forum, out of 170 years, to a economic will be equality between men and women, Lord. Empirically, the inequality is every day felt, even in Germany, also in Switzerland. Mazumder, himself, has often enough had the experience, due to prejudice against their origin or their gender in traditional ways of thinking to the team not to be taken seriously.
More Effort required, than for male colleagues
“You already told me in the face: ‘You are such a young cute woman, has to be’”. Only their positions and their perspectives are overlooked. “I think consistently from the client’s perspective, what does this mean for the Business Case in the increasingly digitized world.” “The young, nice woman” finds an ear, it must operate, however, “more Effort” against their male colleagues to enforce.
Mazumder is grown on these additional requirements. She has developed a voice. Now you want to go a step further and you Can listed as well as their experiences in the Supervisory Board of a stock exchange, an internationally-active company wear. For example, in Germany or France.
Here you have a woman, a real Chance, unlike in the management of the company. The proportion of women in the boards of the 200 largest German companies is just 12 percent. This is half as much as in the United States. The Swedish-German Allbright Foundation determined last year that the CEOs of large German companies three times as many men with the name Thomas, how women as a whole. The most common Argument: There were not enough suitable candidates.
The quota acts – the transfer effect will be
At the qualification, it can not be, however. “Women have made in education”, says Elke Holst, research Director of the German Institute for economic research. “The objective conditions, is in the leadership position to ascend, as, e.g., a high-school diploma now.”
Holst has worked for years, with the development of women in leadership positions, and has also investigated the 2016 introduced a quota for women on their effectiveness. Your result: “The quota acts – but only in the top of the boards.” Since their introduction in the 160 listed companies have been occupied 86 Supervisory Board positions with women. The hoped-for transfer effect on members of the management Board and the higher levels of management, as well as the next larger companies, remained in the past.
Environment and culture change
Elke Holst, it is important to emphasize that the rate must also be in a harmonious family and work policies, “from a casting” embedded in it. “Men and women more incentives should be offered to family and career, gender unspecified, to divide.”
Even within the company there is a need for Change, men as well as women, “no longer have to choose between family and career,” says Holst. Finally, there is a Generation growing up to men, for the merit is not more so important is to see your children grow up. Therefore, are just “in the competition for highly qualified talent, companies much more attractive, giving your employees more time sovereignty,” she says, and predicts: “This will come only because of the digitalization.”
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Wiebke Ankersen of the Allbright Foundation for the study
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Wiebke Ankersen of the Allbright Foundation for the study
The glass ceiling and their modes of action
Such developments but mostly only up to middle Management. “Here, women encounter a glass ceiling which prevents them from the last steps in the management of the company,” says Holst. Sita Mazumder, for example, reports from a colleague that was intended for a higher management function. “When she was pregnant, not one has given the place to someone else, not to burden you. In the process, they had reduced to the four months of maternity leave, your workload.”
So-called “gender bias”, a bias, and related career breaks also affect women who have no children. “You don’t get the great Jobs or projects, because you could get potentially a child”, describes how to Get the prejudice. “And if you have not worked with more than 40 years, is not confirmed, a further prejudice: women are so single-minded.”
The more it applies to women as Sita Mazumder, “to show”, and what does Get beyond, “to bring yourself into the circle of those who decide who ascends.”
Away from the picnic blanket culture
One way to do this, the German society for women in leadership positions, Women’s, business. Here, women will seek leadership positions with key personalities from the industry are brought together. “It is important for me, the theme of chance and fairness forward,” says Clarissa, Diana Wilke. The founder and CEO of the platform is understood as a NetWorker. She is a member in various Boards and networks for women in Management. On the basis of the there transmitted stories, she has developed strategies, “for the last ten meters”. It thus hopes to close a gap in the market for a mandate candidates, there is offered, in spite of various Coaching and Networking.
In the women’s networks had often been trying to find a wrong sense out of a political struggle. A master is not just a successful strategy, as Wilke is: “a collegial exchange is important. But when it gets this picnic blanket character with a hidden hierarchy, then it is counterproductive.”
“The x-th training” go to the needs of women who aspire to a leadership position. You are qualified for this, usually sufficient. “We need to Know informal,” says Wilke, “are the many small, unwritten Codes, which take place on the micro-political level, and we need targeted additions in the Board Community.”
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Under the supervision of corporate control by women
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Under the supervision of corporate control by women
The Board Of Pilot
Together with the German Institute of the members of the Supervisory Board has developed the Board pilot. The positioning and placement programme is aimed at women and men who want to ascend to a top of the mandate, or change, people like Sita Mazumder. It is one of the first participants. In several modules, mainly consisting of 90-minute webinars and personal Meetings, she has developed with Placement experts a personal strategy. “It has surprised me how much I brought the sharpening. I now have to revise homework as CV, Aleinstellungsmerkmale work out, if I did, it goes to the targeted direct vacant Post.”
About the webinars the Participants will be also offered to take on real problem solutions for external companies, to find “a good succession plan for a family business or to develop the right digitalization strategy,” says Wilke.
Sita feels after the Board of the pilots even better prepared. “I’m positive that a Placement will be made.”
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Strong women in the economy
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Strong women in the economy
A good mix
And if it creates? Of course you can then say, “just a quota woman”. However, it would also be a leader, more aware of the need for diversity. A change of culture is striving for and also idea how to upgrade this. The hard-negotiated, not least for softer company hierarchies.
Unlike a previous supervisor, do not want to slow you down other women, on the contrary: “If I can open anyone of the doors, a woman or a man, then I’m happy to do it, we have to do what is good for the economy and society the best and is a good mixture.”