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Career and work

Career of women brakes <стеклянный потолок>

According to last research of European statistical department Eurostat, the woman in Germany occupy only 10,4 % of supervising posts. Though the number of representatives of the weaker sex in top management of the large enterprises for the last ten years has doubled, a phenomenon so-called «a glass ceiling» which it is invisible, but is effective career growth of women brakes, continues to be observed.

Top-level German economy there are one men though women, as a rule, have better education.

«The reasons of practically full absence of women in German top management the different. In Germany all time is resulted argument, that work and a family are incompatible. Very often this myth in itself is an obstacle. It means, that if supervising persons of the enterprise hold the opinion about incompatibility of a family and work, they promote career growth of women in comparison with men» less, — considers Andrea Leter from the Bonn Center of competence of women in a science and researches.

Traditional stereotype

«Though in a political correctness context at the enterprises all time is placed emphasis on how women on supervising posts in economy are important, in practice the traditional stereotype according to which the woman is perceived as attendants» often dominates, — speaks Мауд Пагель, authorised concerning equal possibilities in company Deutsche Telekom.

Researches show, that in the same role there are also young workers — men who, however, leave it much faster, than representatives of a female.

«In this situation of the woman should have more courage and openly speak about the aspirations to take supervising positions», — considers Мауд Пагель.

A variety a business factor

However only and personal efforts it is not enough professional competence for the women, wishing it to appear among heads. While in 1990th years the woman was engaged in most cases in the problem decision how to unite the house and work, today it puts before herself aim to raise the professional and personal qualities. But these efforts in many cases are reduced on "are not present", if the company has no strategy on alignment of career possibilities of men and women.

At the same time the progressive companies consider gender distinctions, an age difference, religions, style of a life and a social origin of the employees as the success factor, including the economic.      

Already today have proved the success such programs in sphere of management of the personnel, as Work-Life Balance and Diversity, directed on establishments of gender equality in corporation. Besides other, to the USA researches according to which those companies where works more women on supervising posts, are more successful from the economic point of view have been presented.

Talented reserve

Model of a policy of equal possibilities in work with the personnel to which the European Union prefers, is so-called gender management. It is aimed at achievement of equality of women and men (so to say the public task) and thus initially is not focused on economy requirements. Heads of the large companies often forget, that gender distinctions of employees have economic expression at least because requirements of clients and clients considerably differ. In favour of it speaks also necessity of production, development of processes and carrying out of the actions directed on service of clientele taking into account sexual differences. «It is necessary to explain this moment at the enterprises», — insists Мауд Пагель.

In many successful, first of all transnational corporations there is an established policy in a question of an equality of sexes and equal possibilities. However the approach to such policy pragmatic enough. In many branches there are no qualified experts and the managerial personnel. Taking into consideration demographic development which in the intermediate term period will lead to a lack of the qualified labour, to women is taken away a role of "a talented reserve».

 

Out of management

Last year the share of women in the general number of supervising posts in Deutsche Telekom has grown to 17,5 %, however in top management of the company they practically are not presented.

The quota of representatives of the weaker sex on key positions makes only 4 %. Besides, on one of the largest enterprises in Germany in the top management there is no woman