zeit.de
German Corporate Leadership: Women Remain Underrepresented, Particularly in SMEs
As of March 7th, 2025, only 28 percent of 5.1 million German companies have at least one woman in top leadership, while the proportion within SMEs has decreased to a record low of 14.3 percent in 2024, according to Schufa and KfW analyses.
- How does the representation of women in leadership differ between large companies and SMEs in Germany, and what factors might contribute to this disparity?
- The underrepresentation of women in German corporate leadership is particularly pronounced in SMEs, where the percentage of female CEOs has dropped to its lowest point since 2003. This contrasts with a slight overall increase in female representation at the top level across all companies. The decline extends to other management roles within SMEs, indicating a broader trend.
- What are the potential long-term consequences of the declining number of women in SME leadership positions in Germany, and what policy interventions could effectively address this issue?
- The persistent gender gap in German business leadership, especially within SMEs, suggests systemic barriers hindering women's advancement. The decrease in female representation across various management positions in 2024 signals a setback, highlighting the need for more effective policies and initiatives to promote gender equality in the workplace.
- What is the current percentage of German companies with at least one woman in a top leadership role, and how does this compare to previous years, revealing the overall trend and its immediate implications?
- In Germany, only 28 percent of the 5.1 million companies have at least one woman in a leadership position (owner, management, or executive board). This represents a slight increase from 26 percent in 2022, according to Schufa's analysis. However, the KfW reports a decline in female leadership within SMEs, with only 14.3 percent led by women in 2024, a historic low.
Cognitive Concepts
Framing Bias
The framing is predominantly negative, emphasizing the persistent underrepresentation of women. While factually accurate, this framing might inadvertently reinforce a sense of hopelessness or inaction. The use of phrases like "weit entfernt" (far away) in the KfW quote strengthens this negative perspective. A more balanced approach could include success stories and ongoing efforts to address the issue.
Bias by Omission
The article focuses on the underrepresentation of women in leadership positions in German companies, but it omits discussion of potential contributing factors such as societal expectations, educational disparities, or implicit biases within hiring and promotion processes. While it mentions some sectors with higher female representation, a deeper analysis of these successes and the factors driving them would enrich the piece. The lack of discussion on initiatives or policies aimed at improving gender equality in leadership is also a notable omission.
False Dichotomy
The article doesn't present a false dichotomy, but it could benefit from acknowledging the complexities behind the statistics. While it highlights the low representation of women, it doesn't delve into the diverse experiences and challenges faced by women in different sectors or company sizes.
Gender Bias
The article uses neutral language and focuses on factual data. However, the very subject matter highlights a gender imbalance. The article does not present gender stereotypes, but it could be improved by providing a more nuanced understanding of why these imbalances exist and by mentioning any successful initiatives to improve gender equality in leadership.
Sustainable Development Goals
The article highlights the persistent underrepresentation of women in leadership positions in German companies, particularly within SMEs. The decrease in female leadership in SMEs from 19.7% in 2022 to 14.3% in 2024 demonstrates a significant setback in achieving gender equality in the workforce. This directly contradicts SDG 5, which aims for gender equality and the empowerment of all women and girls. The quote, "Von einer Aufholjagd bei der Frauenquote in mittelständischen Führungsetagen sind wir weit entfernt" ("We are far from catching up on the quota of women in management positions in medium-sized companies"), perfectly encapsulates the concerning trend and its implications for SDG 5.