Titlebook: Gender Diversity in the Boardroom; Volume 1: The Use of Cathrine Seierstad,Patricia Gabaldon,Heike Mensi-K Book 2017 The Editor(s) (if appl

MENT

偏見(jiàn)

Heiner Niemann,Christine Wrenzyckilves and the Dutch legislator has so far been hesitant in introducing binding gender quotas for companies. However, in January 2013 the legislator introduced gender quotas (30%) for the corporate boards of ‘larger companies’ given the low number of women on corporate boards. These quotas were of a ‘

PAEAN

諷刺

discussed in this volume: Norway, Spain, Iceland, France, Italy, Belgium, the Netherlands and Germany. They all have, to date, introduced quota laws which are in many debates perceived as a unique tool to increase gender diversity on boards. What is evident is that a wide range of enabling/hindering

鴕鳥(niǎo)

978-3-319-85837-1The Editor(s) (if applicable) and The Author(s) 2017

谷物

NATAL

nautical

STALE

Gender Quotas on Corporate Boards in Norway: Ten Years Later and Lessons Learned, the Parliament in 2003 and implemented in 2006 with a two-year grace period. In this chapter, we describe some of the contextual factors and processes that were important leading up to the introduction of the quota law in Norway. We contend that the law is, to a certain extent, in line with the his

FECK

Gender Diversity on Boards in Spain: A Non-mandatory Quota,ta required a 40% gender diversity to be achieved by 2015. Not only was this figure not achieved, however, but by 2016 the representation of women on boards of listed companies stood at only around 20%. The reasons behind this delay are resistance on the part of corporations, a potentially low numbe