On the occasion of International Women’s Day, Eurostat (Static Office of the European Union) has published update surveys on salary structures across Europe. The survey shows that only one in three managers in the EU is female, while the average in Germany is much lower.
Despite all social and political efforts, the proportion of female executives in Germany is growing slowly. Across Germany, the average number of women in management positions is about 22.5 percent. The differences in gender are also noticeable in the case of salary opportunities. In Germany, for example, women earn about 26.8 percent less than men if they hold a leadership position. The difference is primarily due to the size of the company, in which women occupy a leading position. These are usually smaller in comparison to male managers.
East Germany remains beneficial for female managers
In the new federals states of East Germany, women have a better chance of taking management positions. The proportion of just over 26 percent of women in the leadership role is releatively low. Baden-Württemberg (20.2 percent) and Bremen (20.5 percent) are the last in the nationwide comparison. Latvia (53 percent), Bulgaria and Poland (44 percent) are European leaders in this statistic.
Lack of diversity management?
Businesses need to be clear that men and women are equally valuable resources in the labour market. But the real conditions for both genders are not yet aligned. While many women have to choose between career and family, men seem to be exempt from their domestic duties. In addition to the private situation, the traditional role model of a woman is still strongly anchored in many corporate cultures.
Make greater use of female manager potential
But what factors need to change to increase the proportion of women? By adapting the political framework alone, not many more women will take the lead. The identity of an employer and attractiveness factors such as flexible working hours, occupancy places in kindergartens or the provision of childcare services create equal opportunities between male and female employees.
It is of the future for employers to actively improve equal opportunities in the company. In this way, a positive and cosmopolitan image can be communicated towards the various target groups.
Conclusion: Female Managers in Germany
Diversity management enjoys a special role in employer branding. If it is communicated openly to all relevant target groups, it leads to an increased number of applicants and ensures better quality. Companies that assume social responsibility increase their public perception in the long term.
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