Ulrike Detmers talks female manager quotas
This goes far beyond the stubborn persistence of sexual stereotypes and harassment at the workplace. Last Sunday, International Women's Day reminded an often indifferent planet of, for instance, female factory hands in Bangladesh who strive for a liveable wage and safer work conditions.
Even in the West, women generally still do not earn the same wages as men. Although pay gaps have been narrowing over recent years, the rate of change has been painfully slow. In fact, it has been computed that, if remuneration improvements continue at their present snail's pace, a girl born today would have to live to 88 in order to experience full equality.
Although an Angela Merkel or a Christine Lagarde have made it to the top against the odds, women still tend to abound in honourable professions, such as nursing, which require immense devotion for little recompense. Whether in investment banking or commodities trading, male domains are nearly always to be found where the financial goodies lie.
Retailing, in particular, still retains its red-neck image. But even in the more rarefied world of fmcg, many senior women struggle to break through the glass ceiling. So most C-suites remain testosterone-drenched boys' clubs.
Manuela Schwesig sees it through
In view of this macho scenario, one is even obliged to welcome new feminist legislation passed by the German Federal Government last Friday which still leaves male top managers with a crushing boardroom majority of more than two-thirds.
Manuela Schwesig, Minister of Family Affairs, Senior Citizens, Women & Youth, is, however, surely to be praised. She has finally managed to box through a law whereby large German Plcs will be obliged to maintain a lady quota of 30 per cent on their Supervisory Boards as from 2016.
The new regulation will essentially apply to around 100 big companies, including Metro Group. A further c. 3,500 medium-sized firms are also required to set themselves voluntary quotas.
One of the women who have helped to create a climate of informed opinion where such legislation could finally come about is Professor Ulrike Detmers. The management board member and partner of "lifestyle bakery" Mestemacher Group is both a successful businesswoman and a renowned feminist.
Like no other in the German trade, Detmers has fought against gender discrimination and for corporate diversity on a whole range of issues affecting the workplace. Who then better to ask for a view of the new law and its ramifications?
"Talented women create
prosperity and growth"
Professor Detmers, will the new law on female Supervisory Board quotas really make it easier for women wanting to make a career in retailing & the fmcg industry?
Yes, I base my optimism on what happened when the state liberalised economic activity at the beginning of the 19th century. This made it possible to found companies independently of guild "brotherhoods". The introduction of a legally-fixed female quota will enable women to concentrate fully on successful careers in top positions.
Since the beginning of the year 2000, women have been waiting patiently for the business world to meet its voluntary obligations, but nothing has happened.
Incidentally, it was exactly the same with the guild "brotherhoods". They also promised to allow companies to establish themselves without putting pressure on them to become guild members, but they failed to deliver on that promise.
But isn't today's 30 per cent quota just a 'mini-reform'?
Of course it would have been more effective had the law stipulated a 40-per-cent share in higher and top management, as we do at Mestemacher Group. But at least the 30-per-cent level will put an end to women as an absolute minority on Boards, which was hardly a good basis for them to work on.
You have been active for years in encouraging female management talent. What are the biggest practical barriers facing women today?
Prejudices and relics from the old men's club days when men stuck together in order to preserve their status as sole breadwinner. Seen historically, women were never really in competition with men anyway, as wives were not allowed to work without their husband's permission. German women have only been allowed to decide whether they want to work since the mid-1970's.
Why do you think international studies give Germany and Japan the lowest marks when it comes to the number of women in senior management and their chances of getting on there?
The view of women prevalent during the national-socialist era dominated both countries for a long time.
Around 3,500 medium-sized companies will be allowed to set their own gender quotas. Won't they merely apply the lowest possible one?
Perhaps that will be the case, but it wouldn't be wise because talented women create growth and prosperity. Germany has a lack of good executives. This gap can be filled extremely well by the very highly-qualified women we have.
Family Affairs Minister Manuela Schwesig wants to fight differences in pay between men and women by introducing a new law which, among other things, will oblige companies to report on remuneration levels. Do you support her?
Women should be paid according to their performance because they deserve to be. Fair pay would also reduce poverty in old age as well as help to insulate against such risks as divorce. Alimony reforms, for example, often mean an end to marriage as a housewife. Today, women can no longer rely on being supported by their partners for the rest of their life.
It was International Women's Day on Sunday. Euro-MP Viviane Reding claimed that there can be no real equality as long as we still celebrate the event. Do you agree?
German Law Minister Heiko Maas has also remarked: 'We want the women's quota in order to make the women's quota superfluous.' I would agree with both statements. That said, I think that the women's quota will become superfluous far more quickly than International Women's Day. After all, there are still an incredible number of countries where women are worth nothing at all.