It was an important point of the SPD’s election promises, and there had also long been efforts in the CDU to introduce a binding women’s quota in German companies. Under the aspect that only 14% of supervisory board positions in Germany are occupied by a female employee, politicians now want to fight for equality in the workplace with the help of laws: The women’s quota is born. Now many professionals from the field of HR management are asking themselves what the consequences of this legislative initiative will look like in practice.
The key data of the rate in Germany
Even before the finished text for the law finds its way into the Bundestag, the quota is a much-debated topic in Germany. Not only in society, but even within the government, there are very different currents. One reason is certainly that the new law is intended to influence more than just the largest companies in Germany. In fact, the law is very comprehensive and has even satisfied the wishes of many activists for starters. This is what the basic data of the quota in Germany look like:
- In the future, certain defined companies will have to fill 30% of supervisory board positions with women. It is currently 15% in the real economy, in the 100 largest corporations even only 5%.
- Various companies are affected. The listed corporations are the largest mass. From Telekom to BMW to other internationally known brands, their personnel in the management floor have to rethink.
- The so-called companies subject to co-determination are also affected. These are companies with more than 500 employees. They also have to meet the quota.
When the law comes into force in 2016, HR management will have to be reconsidered, especially for top executives. So far, companies have always referred to the fact that there are rarely qualified women for the vacancies. One year to find these women within their own company.
Consequences of violations of the quota
Actually, the economy itself is responsible for these drastic rules. Voluntary commitments have only been fulfilled to a very limited extent and, as a rule, very little has been done to find the appropriate women in the Group. In the spirit of equality, the legislator is now creating the appropriate basis for the implementation of the requirements. If a company does not meet the corresponding quota, the vacant seat on the supervisory board must remain empty in the future. In case of doubt, this is associated with a lack of representation and, last but not least, difficult management for one’s own company. However, the goal is not only to ensure that women are also represented in the best positions. Especially with the staff at the lower levels, the goal is to pay a little more attention to the training of women. When companies argue that they do not have qualified women among them, it is often due to the lack of funding. In the future, it will be necessary to change and specifically promote women’s careers. Of course, there are still some arguments against the quota, but the change in the structures of many corporations may be able to provide more dynamism.
We look forward to your comment on the topic of women’s quotas!
Image Credit: Fotolia.com, Photographer: BERLINSTOCK
