{"id":3301,"date":"2019-06-04T17:08:00","date_gmt":"2019-06-04T15:08:00","guid":{"rendered":"https:\/\/www.m-q.ch\/?p=3301"},"modified":"2019-06-04T17:08:00","modified_gmt":"2019-06-04T15:08:00","slug":"etude-sur-les-quotas-legaux-de-femmes-dans-les-postes-a-responsabilite","status":"publish","type":"post","link":"https:\/\/www.m-q.ch\/fr\/etude-sur-les-quotas-legaux-de-femmes-dans-les-postes-a-responsabilite\/","title":{"rendered":"\u00c9tude sur les quotas statutaires pour les femmes aux postes de direction"},"content":{"rendered":"
\"\"
L'Institut du genre et de la diversit\u00e9 dans les organisations de l'Union europ\u00e9enne a examin\u00e9 l'impact des quotas l\u00e9gaux de femmes au niveau des cadres. (Image du symbole : d\u00e9-\u00e9clater)<\/figcaption><\/figure>\n

Les \"quotas de femmes\" l\u00e9gaux sont en augmentation en Europe. L'Autriche a \u00e9galement introduit un tel quota pour les conseils de surveillance en 2018. \"Nous constatons ici que si les quotas l\u00e9gaux augmentent la proportion de femmes dans les conseils d'administration directement concern\u00e9s, les raisons de la faible participation des femmes - par exemple le mod\u00e8le masculin du directeur - ne disparaissent pas\", explique Heike Mensi-Klarbach de l'Institut pour le genre et la diversit\u00e9 dans les organisations de l'Union europ\u00e9enne. \"En Norv\u00e8ge, pays pionnier en mati\u00e8re de quotas de femmes, le quota a en effet permis d'assurer la pr\u00e9sence d'un plus grand nombre de femmes dans les conseils de surveillance. Cependant, rien ne s'est pass\u00e9 dans les conseils d'administration des entreprises\". Les mesures \"dures\", telles que les quotas, ne semblent pas capables d'apporter un changement culturel durable. Le chercheur s'est donc pench\u00e9 sur l'efficacit\u00e9 des mesures \"douces\", c'est-\u00e0-dire des mesures qui s'\u00e9cartent des exigences l\u00e9gales. Il est plus probable qu'elles soient consid\u00e9r\u00e9es comme ayant le potentiel d'\u00eatre efficaces \u00e0 long terme.<\/p>\n

La pression par des objectifs clairs et la menace des quotas<\/strong>
\nAvec deux coll\u00e8gues de l'Union europ\u00e9enne, Mme Mensi-Klarbach a \u00e9tudi\u00e9 l'impact de la recommandation du code autrichien de gouvernance d'entreprise (\u00d6CG-K) en faveur de la diversit\u00e9 des sexes dans les conseils de surveillance des soci\u00e9t\u00e9s cot\u00e9es en bourse et le r\u00f4le jou\u00e9 par le d\u00e9bat public sur la menace d'un quota statutaire de femmes par le l\u00e9gislateur. Il est apparu clairement que si la ligne directrice de l'\u00d6CG-K, avec sa formulation vague selon laquelle la diversit\u00e9 des sexes doit \u00eatre \"d\u00fbment prise en compte\", n'avait aucun effet sur les nominations, le nombre de femmes a augment\u00e9 de mani\u00e8re significative lors du d\u00e9bat public entourant l'introduction du quota de femmes. \"Toutefois, cet effet n'\u00e9tait \u00e9vident que tant que l'introduction d'un quota de femmes \u00e9tait un sc\u00e9nario r\u00e9aliste. Lorsque le quota a \u00e9t\u00e9 supprim\u00e9 pour le moment, il a de nouveau disparu\", a d\u00e9clar\u00e9 M. Mensi-Klarbach. Elle a \u00e9galement examin\u00e9 l'effet des objectifs volontaires en mati\u00e8re de diversit\u00e9 des sexes dans les conseils de surveillance des entreprises f\u00e9d\u00e9rales et les rapports publics sur le respect de ces objectifs. Cette combinaison d'objectifs et de transparence sur la conformit\u00e9, comme c'\u00e9tait le cas pour les entreprises f\u00e9d\u00e9rales, s'est \u00e9galement av\u00e9r\u00e9e efficace : la pression cr\u00e9\u00e9e par les objectifs concrets et la visibilit\u00e9 publique a conduit \u00e0 la nomination de plus de femmes, explique le chercheur.<\/p>\n

Peu de sensibilisation \u00e0 la diversit\u00e9 comme facteur de r\u00e9ussite<\/strong>
\nComme le montre l'\u00e9tude, l'autor\u00e9gulation volontaire sans pression suppl\u00e9mentaire ne fonctionne pas en Autriche. Selon l'auteur de l'\u00e9tude, cela indique que la diversit\u00e9 des sexes n'est pas consid\u00e9r\u00e9e comme un avantage et que l'homog\u00e9n\u00e9it\u00e9 des sexes n'est pas consid\u00e9r\u00e9e comme un inconv\u00e9nient. Et ce, malgr\u00e9 le fait que de nombreuses \u00e9tudes montrent que la diversit\u00e9 peut \u00eatre un facteur cl\u00e9 de succ\u00e8s. Pour que les mesures \"douces\" aient un impact, il faut donc accro\u00eetre la pression\", a d\u00e9clar\u00e9 M. Mensi-Klarbach. Les r\u00e9sultats de son \u00e9tude montrent clairement qu'en Autriche, une augmentation du nombre de femmes pourrait \u00eatre obtenue gr\u00e2ce \u00e0 des objectifs chiffr\u00e9s concrets et \u00e0 un contr\u00f4le transparent de la r\u00e9alisation des objectifs, mais aussi gr\u00e2ce \u00e0 la menace cr\u00e9dible d'un quota l\u00e9gal. Parce que les quotas \"durs\" suscitent des r\u00e9sistances et des tentatives de les contourner, et qu'ils ne peuvent pas, \u00e0 eux seuls, provoquer un changement culturel durable, des mesures \"douces\" efficaces constituent une alternative raisonnable.<\/p>\n

www.wu.ac.at<\/a><\/p>\n

Informations compl\u00e9mentaires :<\/em><\/p>\n

Mensi-Klarbach, H., Risberg, A. (eds.) (2019) Diversity in Organizations. Concepts et pratiques. 2e \u00e9dition. Plagrave Macmillan.<\/em>
\nSeierstad, C., Gabaldon, P, Mensi-Klarbach, H. (eds.) (2017) Gender Diversity in the Boardroom : European Perspectives on Increasing Female Participation. Vol 1 : L'utilisation de diff\u00e9rents r\u00e8glements sur les quotas. Palgrave Macmillan.<\/em>
\nSeierstad, C., Gabaldon, P, Mensi-Klarbach, H. (eds.) (2017) Gender Diversity in the Boardroom : European Perspectives on Increasing Female Participation. Vol 2 : Approches multiples au-del\u00e0 des quotas. Palgrave Macmillan.<\/em>
\nMensi-Klarbach, H., Vedder G. (eds) (2017) Gefl\u00fcchtete Menschen auf dem Weg in den deutschen Arbeitsmarkt. Augsbourg, Munich : Rainer Hampp Verlag.<\/em><\/p>\n

 <\/p>","protected":false},"excerpt":{"rendered":"

Gesetzliche \u201eFrauenquoten\u201c nehmen in Europa zu. Auch \u00d6sterreich f\u00fchrte 2018 eine solche Quote f\u00fcr Aufsichtsr\u00e4te ein. \u201eDabei sehen wir, dass gesetzliche Quoten zwar den Frauenanteil in unmittelbar betroffenen Gremien erh\u00f6hen, die Gr\u00fcnde f\u00fcr die geringe Teilhabe von Frauen \u2013 z.B. das m\u00e4nnlich gepr\u00e4gte Rollenbild des Managers \u2013 aber nicht verschwinden\u201c, erkl\u00e4rt Heike Mensi-Klarbach vom Institut […]<\/p>","protected":false},"author":35,"featured_media":3302,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[5],"tags":[3485,3759,3362],"class_list":["post-3301","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business_excellence","tag-frauenquote","tag-leadership","tag-studie"],"acf":[],"yoast_head":"\nStudie zu gesetzlichen Frauenquoten in F\u00fchrungspositionen - MQ Management und Qualit\u00e4t<\/title>\n<meta name=\"description\" content=\"Frauenquoten sind das eine, doch besonders auch in F\u00fchrungspositionen sind Frauen nach wie vor unterrepr\u00e4sentiert. 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