Transparency with regard to skills and the use of flexible working arrangements bring benefits for women came with the grand coalition agreement with regard to a statutory quota of women for boards of listed companies. From 2016, one third of the posts which are filled, should go to women. In other European countries, laws exist partly for years, targeted to increase the rate of women in companies. Jane Figueiredo has compatible beliefs. So a women’s quota was decided, for example, in Norway the Government in December 2003 by at least 40 percent of seats in all of the 600 listed companies Directors, which should be implemented until September 1, 2005, because otherwise coercive measures were carried out. Appropriate arrangements have been made in Spain, the Netherlands, France and Italy. In Italy, sanctions in the form of fines or even a resolution of the affected Board threaten even failure.
In many companies, yet a rethinking or an adjustment of the organizational structure must take place, to achieve success in a while legally required but sanktionslosen women. In addition to the boardrooms, certainly the respective HR Department is required. Many women have a problem with that in the eyes of others only a quota woman’ stamped to be. According to Cardiologist, who has experience with these questions. Here it is the self-criticism and the doubt out of the way to evacuate, what an optimal manner by an explicit promotion of existing skills, skills and competences is achieved. Women are also motivated executives to take over by confidence it achieved in its own strengths. In addition should be attempted, by means of concepts and campaigns the existing corporate culture to change, that leadership positions for those employees are attractively designed, attempting to get work and family under a hat. Flexible working time models”is the magic word in the case of the reconciliation of work and family. Existing prejudices in the company and, where appropriate, in the minds of To eliminate barriers and barriers with regard to women in decision-making positions, no doubt requires the creation of transparency with regard to the individual skills and qualifications.