Search

Regulatory frameworks, such as gender quotas, have emerged as crucial tools in promoting gender equity within organizations. This paper investigates the interplay between gender equity policies and organizational culture in German companies. Drawing on a legislative landscape that includes the 2015 German law mandating a quota of at least 30 % women on supervisory boards, this study employs qualitative semi-structured interviews to explore the relationship between gender quotas and organizational culture. Findings reveal a nuanced landscape where organizational values and artifacts reflect both progressive and conservative influences. While initiatives like dual leadership models show promise, traditional gender roles remain and are reflected in organizational processes. Despite the positive impact of gender quotas in driving change, concerns about tokenism and pressure on women persist. The study underscores the need for consistent policies and a fundamental shift in organizational culture to achieve genuine gender equity. Moreover, it identifies avenues for future research, including the exploration of industry-specific variations in gender equity relevance and the long-term effects of regulatory frameworks on organizational dynamics.

Regulatory frameworks, such as gender quotas, have emerged as crucial tools in promoting gender equity within organizations. This paper investigates the interplay between gender equity policies and organizational culture in German companies. Drawing on a legislative landscape that includes the 2015 German law mandating a quota of at least 30 % women on supervisory boards, this study employs qualitative semi-structured interviews to explore the relationship between gender quotas and organizational culture. Findings reveal a nuanced landscape where organizational values and artifacts reflect both progressive and conservative influences. While initiatives like dual leadership models show promise, traditional gender roles remain and are reflected in organizational processes. Despite the positive impact of gender quotas in driving change, concerns about tokenism and pressure on women persist. The study underscores the need for consistent policies and a fundamental shift in organizational culture to achieve genuine gender equity. Moreover, it identifies avenues for future research, including the exploration of industry-specific variations in gender equity relevance and the long-term effects of regulatory frameworks on organizational dynamics.