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  • Female Work in Management Positions - The German Picture - : Uta Kletzing EAF

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    This document discusses female representation in management positions in Germany. It finds that while women earn over half of university degrees, they remain underrepresented in management and top positions in both the public and private sectors. For example, only 15% of managers in large private companies are female. Several factors influence this gap, including gender stereotypes in hiring and promotion, and the perceived incompatibility between career and family responsibilities. Both political and non-profit gender equality agendas in Germany aim to address these issues by empowering women, changing employer policies to support work-life balance, and eliminating barriers for both women and men to participate equally in the workplace and at home.

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    This document discusses female representation in management positions in Germany. It finds that while women earn over half of university degrees, they remain underrepresented in management and top positions in both the public and private sectors. For example, only 15% of managers in large private companies are female. Several factors influence this gap, including gender stereotypes in hiring and promotion, and the perceived incompatibility between career and family responsibilities. Both political and non-profit gender equality agendas in Germany aim to address these issues by empowering women, changing employer policies to support work-life balance, and eliminating barriers for both women and men to participate equally in the workplace and at home.

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    21 views12 pages

    Female Work in Management Positions - The German Picture - : Uta Kletzing EAF

    Uploaded by

    Sandal Deep Sarao
    This document discusses female representation in management positions in Germany. It finds that while women earn over half of university degrees, they remain underrepresented in management and top positions in both the public and private sectors. For example, only 15% of managers in large private companies are female. Several factors influence this gap, including gender stereotypes in hiring and promotion, and the perceived incompatibility between career and family responsibilities. Both political and non-profit gender equality agendas in Germany aim to address these issues by empowering women, changing employer policies to support work-life balance, and eliminating barriers for both women and men to participate equally in the workplace and at home.

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    of 12

    Female work in management positions

    - The German picture –


    Uta Kletzing | EAF
    Outline

    l Representation of women in management positions


    l Influential factors on female management representation
    l Political gender equality agenda
    l EAF gender equality agenda
    l Questions & discussion
    Qualification

    Education 2006

    l University entrance qualification: 54% women


    l University degree: 49% women
    Study Courses 2006

    l Social Work: 78% women

    l Economics: 40% women

    l Computer Science: 18% women

    l Engineering: 16% women

    l Electrotechnology: 9% women

    Sources: Destatis 2006/2007


    Women managers I

    Federal politics

    l German Bundestag: 32% female parliamentarians


    lGerman Bundestag factions (exemplarily):
    lChristian Democrats / Christian Social Union: 20% women
    lAlliance 90 / The Greens: 57% women

    Federal public administration

    l federal ministries:
    l36% female ministers
    l 0% (!) female state secretaries
    Women managers II

    Private sector

    l overall: 15% female managers


    l large companies:
    l 12% female managers; out of which 8% female top-managers
    l medium-size companies:
    l 17% female managers; out of which 12% female top-managers
    Science

    l university professors:
    loverall: 14% women
    ltop-professors: 10% women
    Sources: Hoppenstedt 2007; iwd 2007
    Influential factors in the private sector

    structural factors l proportion of female employees


    l industrial branch
    l number of employees
    l HR support measures for (potential) managers
    l number of female applicants
    decision-making l perceived necessity of women managers for business
    factors success

    l gender stereotypical ascription of competencies


    l gender stereotypical ascription of position level
    l sex of decision-maker
    Source: MGFFI 2007
    One factor: Incompatibility of work and life…

    l Having children hinders a (management) career.


    lonly 44% of mothers of children under five employed

    l And a (management) career hinders having children.


    l59% of women in leadership positions with children
    l37% of women and men without children due to incompatibility of work
    and life

    …also for men

    l 41% of 35-40 year old men with a university degree without children
    Sources: Bertelsmann Stiftung 2007, Bischoff 2005, Institut für Allensbach 2004/2005, BMFSFJ 2002
    Political gender equality agenda I

    l Changing gender roles – new challenges for men


    l„New men“
    l Alliances with the business world
    lFamily-friendly employer policies
    l Women and active fathers in decision-making positions
    lCare-infrastructure, care-time and financial support
    l Societal and labour participation of migrant women and
    children

    lMigrant (gender) equality


    Political gender equality agenda II

    Watch out for…

    l…Contents:
    lGender Mainstreaming vs. HR policies
    lGender policies vs. family policies vs. Managing Diversity

    l…Means:
    lRegulation vs. “Voluntary agreement”
    EAF gender equality agenda I

    WHO we are…

    l non-governmental, non-partisan, non-profit organization

    l promotion of women in management positions and of a mother-,


    father- and children-friendly society

    WHAT we do…

    l empowerment programs for women at different career stages

    l applied research on gender equality and work-life-balance

    l consulting services for private and public organisations on gender


    equality and work-life-balance
    EAF gender equality agenda II

    l Eliminating gender roles


    l Changing public and private employers
    l Making (management) work compatible with life
    l Empowering (potential) women managers
    Thank you!
    Uta Kletzing | EAF
    www.eaf-berlin.de
    kletzing@eaf-berlin.de

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