Abstract

The European Commission has published a proposal to promote women by introducing mandatory quotas in the boards of European listed companies. The Commission refers to the evidence that mixed gender boards make better decisions than monolithically male ones. The Commission is also of the opinion that companies that fish in only half of the talent pool will lose out to those that cast their net more widely. When a board represents a variety of viewpoints and attitudes, the boss’s unfortunate ideas are more likely to be challenged. There are European countries who have passed laws that would force companies to promote more women to the executive suite. French law requires listed companies to reserve 40% of board seats for women by 2017. Norway and Spain have similar laws, and Germany is considering one. The European Parliament declared in July 2011 that such quotas should be applied throughout the European Union (30% of boards seats for women by 2015, and 40% by 2020). The author argues that in Poland sexism and lack of role models are no longer the main obstacle to female careers. Many women simply take career breaks to raise children. They prefer part-time or flexible time schemes to balance a job and family, and such choices should be respected. The author comes to a conclusion that a less coercive approach is preferable. Using legal, economic and social arguments, in his opinion the issue in question is to make work more family-friendly. Wise legislators and companies will strive to remove barriers for women. He prefers flexibility and soft measures in promoting women, and not force. He objects to the idea of forcing companies to select directors with reference to their gender rather than competence and experience.