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More women in the executive suite: Starting in 2021, so-called gender benchmarks will apply to large listed companies. 30 percent of the board of directors should be women and 20 percent of the executive board should be women. But this is not easy to implement in all industries.
Female bosses instead of bosses: This really does not pay off in large publicly traded companies in Switzerland, and most likely in service companies like banks and insurance companies.
The industry, however, must make significant improvements. “We have very few job profiles that suit women. We also have very few of the so-called new jobs (math, computer science, science, technology, editor’s note), ”says personnel consultant Guido Schilling. For 15 years he has been evaluating the proportion of women in the largest listed companies.
Working conditions favorable to women
In industry, the proportion of women on executive boards is lower, at 7 percent. But it is also clear that there are very few female bosses in other industries. In retail, for example. Half of the workforce is made up of women, says Schilling, but not in management: “It is simply not possible to develop working conditions that suit women in senior management.”
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Women in the boardroom – This is not easy to implement for all industries.
Keystone
That needs to change. Because starting in 2021, gender guidelines will apply to large listed companies. Companies have five or ten years to implement them. Companies that do not meet the benchmarks must explain themselves in their compensation reports and present specific countermeasures.
Guido Schilling is optimistic. He assumes that within two years about a third of the board members will be women in companies, as needed, and that the goal will be achieved in the longer term for top management as well.
50:50 desired participation
For Margit Osterloh, emeritus professor of business administration at the University of Zurich, this is not enough. “In the long term, I would like a 50:50 participation, so that women also get involved in important and leadership positions in the same way, depending on their level of education.”
In her opinion, gender benchmarks are just the beginning, not the goal.
