Dropped women's representation in supervisory boards has taken a slight downward turn for the first time in numerous years. - Decrease in Female Representation on Supervisory Boards Marks a Rare Reverse Trend After Years of Growth
In a recent analysis of 179 listed and co-determined companies in Germany, the representation of women on supervisory boards and management boards has shown signs of stagnation and a slight decline, marking the first time this has occurred since gender quotas were introduced in 2016.
According to the findings, the proportion of women on supervisory boards stands at 37 percent, a decrease from 37.3 percent in 2024. On management boards, the presence of women has increased more slowly, with approximately 19.9 percent of top management roles filled by women [1][2][3].
Despite the gender quota law enacted in 2016, which mandates at least 30 percent female representation on supervisory boards of listed companies, challenges remain. Roughly 80 percent of companies meet this 30 percent target on supervisory boards, but the number of companies with no women on management boards has risen to 70 percent [2].
Advocacy groups, such as FidAR (Frauen in die Aufsichtsräte e. V.), are calling for more fixed quotas to be extended to a wider range of companies beyond the currently regulated ones. Federal Minister for Women, Karin Prien, has emphasized the need to "promote more female talent" and ensure fair opportunities as central to sustainable business success [1].
FidAR's president, Anja Seng, has suggested increasing the gender quota in the supervisory board to 40 percent and extending it to all listed or companies with more than 500 employees [1]. Seng also demanded that the minimum participation requirement should be made mandatory for more companies, particularly the sugar producer Südzucker, which currently has a "woman-free management" [1].
The Women-on-Board Index by Fidar found that the gender quota is largely implemented in the Dax, MDax, and SDax, as well as other co-determination companies. However, companies not subject to the quota have a lower share of women on their boards, with only 34.1 percent compared to 38.6 percent for those subject to the quota [1].
The Leadership Positions Act was introduced on May 1, 2015, and since the beginning of 2016, a gender quota of 30 percent has applied in Germany for newly filled supervisory board positions in listed and fully co-determined companies. Since August 2022, listed and co-determined companies with more than three board members must fill their management with at least one woman and one man [1].
Minister Prien welcomed the increased numbers and attributed it to the legal requirements, stating that more women in leadership positions not only strengthen equal opportunities but also contribute significantly to sustainable business success [1]. Seng also emphasized the need to learn from the success of the existing legal requirements and ensure they have more reach.
In summary, the landscape in Germany shows stalled progress and a push for stronger, more inclusive quota policies to ensure gender-balanced leadership in listed and co-determined companies. Proposed actions include more fixed quotas for additional companies, extending quotas, and legal pressure for inclusion. Advocates, such as FidAR, are urging companies to take action and adopt a zero-tolerance stance on no female representation.
- The stagnation in women's representation on supervisory and management boards in EC countries, such as Germany, highlights the need for more radical employment policies to foster gender balance in workplace-wellness, particularly in science, business, and finance.
- Advocacy groups like FidAR, focusing on women's health and health-and-wellness, propose increasing the gender quota in supervisory boards to 40 percent and extending it to all companies, to ensure a more inclusive business environment for women in employment.
- Given the struggling progress in women's employment in Germany, it is crucial to learn from the success of existing employment policies implementing gender quotas and apply them more extensively, promoting fair opportunities for women's employment in science, finance, and business.
