The Berlin BVG boss Sigrid Nikutta, 43, married and four children, is one of the prime examples of Women in top positions in the public service. Otherwise, however, women tend to be underrepresented in management positions in the public service, as a study by the German Institute for Economic Research now shows. A controversial topic in view of the discussion about the women's quota in DAXCompanys.

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Women's quota - politicians should sweep at their own door

In her study “Lonely at the Top: Women in Leadership Positions in the Public Sector”, author Julia Schimeta from DIW recommends that women turn their backs on politics regarding the women's quota:

The approximately 14.800 public German companies that are directly under the influence of the state have an annual balance sheet total of 1.364 billion euros.

Only one third of the women in public service

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According to IAB Betriebspanel, 15 percent of the female specialists and one third of the highly qualified women in Germany are employed in public administration.

However, even if this area has been largely equated with equality policy for some time, women in public-sector management positions are only around one-third represented. And with increasing hierarchical levels, their share of the management positions in the public administrations and companies falls even further.

In public companies underrepresentation even more pronounced

In public enterprises, the underrepresentation of women in leadership positions is even more pronounced than in the administration. In the affiliated companies of the federal government, they are represented by 17,7 percent on the supervisory boards and by 8,2 percent in the executive boards.

In the supervisory boards of the participating companies of the state capital cities, women make a figure of 27,9 per cent. There are clear differences between the individual cities. The span width ranges from the leading Berlin with 42,8 percent to the final light keel with 11,9 percent.

Women in boards: Still 792 years to equality

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There is a special need for action in the financial sector. The proportion of women with only 2,5 percent in the boards of the largest public-law banks and savings banks (2011) is even lower than that of the DAX-30 companies (3,0 percent).

Purely manned are 92,5 percent of the examinated board members. Based on the development over the past five years, it will still take 792 years before women and men are equally represented in the boards of public banks and savings banks.

Discrepancy between the proportion of women among employees and supervisors

In the supervisory boards of the largest public-law banks and savings banks, women with 16,8 percent are represented and thus even more underrepresented than in the supervisory boards of the participating companies of the Confederation and the state capital cities.

These figures contrast with the overrepresentation of women among the employees in the public savings banks.

Equality laws: Introduction is good, control is better

The figures show that the equal opportunities regulations are changing when it comes to defining the scope and the Implementation usually focus more on the core administrations than on the companies.

But also in the administrations, the laws have theirs Set largely not achieved so far. The increased private law Organization of public companies, the implementation of the gender equality policy poses additional challenges.

The quota for women on supervisory boards comes

The available data show that if greater progress is to be achieved in the foreseeable future, the instruments anchored in the law need to be revised, adapted and more strongly than before, with binding controlling structures.

The German Bundesrat recently voted in majority for a 40 percent quota of women on supervisory boards. The current Executives-Monitor 2012 of the German Institute for Economic Research shows why this could be necessary: ​​only 12 percent of women are represented on German supervisory boards.

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A step in the right direction?

For Dr. Elke Holst, research director and expert for gender studies at the German Institute for Economic Research (DIW Berlin) is the decision of the Bundesrat is a step in the right direction - and she hopes: "If the Bundestag follows suit, this could have a positive effect on career opportunities for women in general".

Because that Problem is still the role model function: The visibility of successful women in high positions is also important for Boy Women looking for role models: "While younger men could choose their role models from a large number of executives, women have not had this opportunity so far," says Elke Holst.

Recent figures show slight improvements

DIW Berlin annually presents the Manager Barometer. The latest issue of January 2012 shows that on the boards of large companies women occupy just under 12 percent of seats, while at the lower and middle levels, the proportion of women in executive positions increases.

The proportion of women in supervisory boards has increased by 2006 percentage points since 4,1, but the women here are above all employee representatives: they represent more than two thirds of the women in the committee. On the capital side, however, there is a need for catching up.

In the 200 largest companies only 3 percent of women in boards

In general, since 2001, the starting year of consideration, the proportion of women in executive positions in the private sector has increased. 2010 was 30 percent (2001: 22 percent).

However, an investigation by the largest 200 companies in Germany shows that the end of 2011 still represented only 3 percent of women in the board of directors. The international comparison of the share of women in the highest decision-making committees also shows that declining developments are also possible.

Gender Gap

Gender Pay gap - declined or not?

The “gender pay gap” - the average earnings gap between women and men in management positions - decreased to 2010 percent in 21 (2001: 30 percent) and was thus roughly at the level of the difference in earnings between women and men in the entire labor market (23 Percent).

The result is somewhat clouded when the median of earnings is considered. This is often chosen as a more robust parameter for the description of income differences, since it minimizes possible distortions due to extremely different values. On the basis of the median, a “gender pay gap” of 27 percent for 2010 was determined (2001: 31 percent).


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