Politicians have helped with two quota regulations: first in 2016 for supervisory boards of large companies, then in 2022 – in a somewhat more moderate form – for the boards of large companies. Even if the development is not going fast enough for some, from a historical perspective it is a rapid change that may almost completely change the management levels within a generation, after gender roles in economic life were unequally distributed for centuries. What is striking is that women are currently still on average do not stay on boards as long as men. However, the shorter terms of office do not speak against women. While men often spend their entire careers within a company, women often come to top positions from outside via headhunters when there are too few promising female candidates internally: those who come from outside often bring with them fresh ideas and a new perspective on old problems , but has two disadvantages in terms of power politics – regardless of whether you are a man or a woman: On the one hand, you know the company and its pitfalls less well than colleagues on the board who have been socialized in it for decades. In addition, you have to make do without an internal network of contacts that you have built up over the years. So you didn’t have time to build up networks within the company that would support you in an emergency. But that too will gradually change.
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