What makes a career-oriented woman happy?
Quota alone doesn't make you happy
A recommendation to the future government coalition
The discourse on the quota for women has so far mainly been conducted between politicians and the top managers of the business associations. As part of a survey among executives in the private sector, we therefore asked precisely those people about the plans of the parties that the introduction of a quota for women more or less actually affects. Particularly among those affected, more differentiated approaches to increasing the proportion of women in top positions are favored. The following points can be derived from the survey as recommendations for action for a new government.
- Due to the majority of respondents agreeing to the concept of the flexi-quota, the aim within the CDU should be to stand homogeneously behind the strategy of the former Federal Minister Kristina Schröder. The first and second stages of the regulation are already underway, but the essential step to the third and actual stage is still missing - a legal obligation for listed and fully co-determined companies to commit themselves.
- As the results of the survey also show, no rigid dictations are desired to solve the problem, but rather “middle ground solutions” that give companies co-determination rights. It is the responsibility of the new government to develop incentive mechanisms for companies so that they can distinguish themselves through a comprehensive catalog of measures in the area of work-life balance and targeted programs to promote women.
- In the future, too, political measures aimed at reconciling family and work should focus on expanding the range of childcare options. Projects like those of the SPD, in particular to provide the municipalities with adequate financial resources, to provide more daycare places and day care, are more effective than investments in the controversial care allowance.
- The study also shows that a changed understanding of roles on the part of men is seen as necessary for more career opportunities on the part of women. It is therefore important not to understand equality of both sexes as a purely women's issue or even as a problem for a marginalized group in need, but also as a family issue in which mothers and fathers are included and have equal responsibility.
Simone Dappert, initiator of femalemanagers, appeals to the new federal government: “Germany's women are ambitious and qualified as never before. In the economy, too, there are more and more companies that see the advantage of diverse management structures. Now is the time for the government to finally create clear but differentiated framework conditions to promote and accelerate this development. "
Key results of the survey
205 executives from top management in the private sector were interviewed, as well as women and men whose aim is to fill such a management position in the future. With regard to the regulation of the proportion of women through quotas, the quantitative results paint an opinion that is differentiated by gender. In general, a fixed quota, as favored by Ursula von der Leyen, is only seen as an effective means by a minority (women 5% / men 2%). The flexible quota advocated by former Federal Minister Kristina Schröder (women 60% / men 38%) is much more popular.
It is noteworthy that, in addition to a fixed or flexible quota, a large number of respondents believe that alternative steps are required to increase the presence of women in management positions (women 35% / men 60%). Politically imposed control mechanisms of the state are therefore not desired, but flexible regulations and framework conditions. According to the survey, the following measures to solve the problem are equally desired by both sexes:
- Measures that serve to better reconcile family and work (here, above all, the creation of care offers)
- Change in the classic understanding of roles in society (inclusion of men in upbringing and more acceptance for career-oriented women)
If one asks about the causes instead of about the solutions to the low proportion of women in the management level, one of the most frequent reasons given is “men who prevent women from advancing” (women 59% / men 34%). A qualitative evaluation of the survey results also shows that a striking number of women blame an antiquated image of women and families in society for the low proportion of female managers. The statement of a test person exemplifies a connection between the two results: "It is not due to the men at work, but rather to the men at home who still want to live according to the old role model."
Surprising within the qualitative evaluation is the opinion of a large number of women that women are generally not necessarily willing to fill management positions. This qualitative statement is supported by the quantitative analysis of further items, the data of which also show the tendency that women are less interested in a top professional position with managerial responsibility. However, a connection between poor framework conditions for women's careers and the corresponding motivation to overcome these career obstacles can be assumed.
Category: NewsTags: femalemanagers, proportion of women, women's careers, women's quota, gender diversity, career, party programs, politics, quota, government, Simone Dappert
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