It will be 58 years before parity will prevail in the 100 largest German family businesses, i.e. there are as many women as men in management boards and management boards. At least if they keep up with the pace of the past two years. This is what the Allbright Foundation predicts in the study. Accordingly, 68 does not have any women on the board or board at all. You should be ashamed. Ironically those who talk often and brazenly about the value of the family, who emphasize how important it is to the company. Those who praise diversity on their websites are denying women access to the management levels – be it from their own family or from outside managers.
Men’s clean rounds are some of the well-known brands of companies. There are companies such as the Schwarz Group with retailers Lidl and Kaufland, shoe retailer Deichmann, candy makers Haribo and Storck with brands such as Toffifee, Merci or Knoppers, home appliance manufacturers Miele or Vorwerk (Thermomix). Their products are often aimed at home, child or care professionals. In Germany, more women than men still carry out this unpaid care work. But the final decision in top management about what it offers to customers, in most large family businesses, is made entirely by men. This is arrogant and arrogant.
Too many family businesses can still afford patriarchal management structures. In listed companies, even in listed family businesses, the situation is not satisfactory, but better – for various reasons. First: hopefully the belief that social structures should be reflected to some extent in companies, down to top management, will mature. Of course, this applies not only to women, but also to cultural and ethnic diversity. Second: regulatory pressure has increased with the introduction of the right to equal participation of women and men in managerial positions and grows with its further development. Unfortunately, there are still no sanctions for violations that really hurt. Third: social pressure; Increasingly, members of management boards and supervisory boards have to grapple with the question of why there are so few or no women in their ranks. There are no acceptable reasons for this. Women and men should be involved in filling board and management positions.
Women in the top management have good reasons. Anyone who renounces women is renouncing talent. As an employer, he sends bad signals not only to women applying for management positions, but to everyone else. Even women who are interested in internships, dual studies or the position of head of the department have the impression that at some point I will not be able to continue here.
Multi-gender teams make better decisions
It is convenient when managers, almost divinely, choose management by their own example. It is more strenuous to make decisions in a committee where not everyone agrees. But harmony only produces homogeneous ideas and strategies. Efforts are required to develop and implement work models that enable women and men to reconcile work and family life. Family friendliness in companies should not end below the board and management.
The pursuit of diversity is worth it. Multi-gender teams make better decisions. Integration and diversity, which also includes equal rights for men and women, are important factors for business success, McKinsey consultants said. According to their research, companies with high gender differentiation at the top management level have 25%, and thus a much higher probability of achieving above-average profitability. Economic success is an important control variable in companies that every manager understands. Companies that do not have women in managerial positions are giving up profit. You’re hurting yourself.