Study: Quota for women works, but municipal utilities have some catching up to do

The same applies to management

In 2021, the proportion of female executives in the energy sector will be 15.5 percent. In 2018 it was 12 percent and in 2014 it was 10 percent. The proportion of women on administrative and supervisory boards has also increased: from 11 (2014) to 19 percent (2021). On the other hand, the proportion of women on the management boards of GmbHs fell from 8 percent in 2014 to 6 percent in 2021 (2018: 7 percent).

The women’s quota laid down in the First and Second Management Positions Act applies to administrative and supervisory boards, but not to executives.

Difference to supervisory boards

“The difference between the proportion of women on administrative and supervisory boards on the one hand and management on the other is striking,” says Petra Raspels, Partner and Head of People & Organization, PwC Germany and Europe.

The binding quota could be an important reason for this. “It’s gratifying that there are more and more women in managerial positions. But we haven’t reached our goal yet. Because even 30 percent is far from the proportion of women in society,” Raspels continued.

Municipal utilities with a low proportion of women

The proportion of female executives has increased in all sectors of the energy industry examined: in energy policy and with authorities in the energy sector from 27 to 40.5 percent, in scientific institutes from 22 to 28.8 percent and in interest groups from 18 to 24. 1 percent (each in 2018 compared to 2021).

In 2021, with a total of 16.1 percent, comparatively few women are represented in the management floors of municipal utilities. The same applies to companies in the renewable energy sector, where there are currently 16.1 percent female managers (2018: 11 percent).

More women bosses in marketing

By far the largest proportion of female executives is in marketing. More than half (56.7 percent) of managers are women (2018: 40 percent). In 2021, a relatively large number of women were also in charge of human resources in the energy industry, at 41.4 percent.

However, this value has hardly changed compared to 2018, when it was already 41 percent. The situation is different in the “Technology and Production” departments. Here, the proportion of women in management has more than tripled, albeit at a very low level (2021: 7.4, 2018: 2 percent).

advantage for companies

“Employers should approach qualified women, encourage them and give them more responsibility – regardless of whether they work full-time or part-time, in the office or in the home office,” says Raspels.

“By the way, this is not only worthwhile for the women, but also for the companies.” It has been proven many times that organizations gain in value and are more successful in the long term when more women work in management positions.

Binding rate of 30 percent

The Second Management Positions Act (FüPoG II) has been in force since August 2021. It extends the First Management Positions Act (FüPoG I) of 2015 and is intended to further promote equality between men and women in management positions.

For example, since 2016 there has been a mandatory quota of 30 percent women on the supervisory boards of companies in which the federal government holds a majority stake and in public corporations. In addition, the boards of these companies must include at least one woman if they have more than two members. (jk)

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