Kohaut, Susanne; Ellguth, Peter; Möller, Iris
Institute for Employment Research, Germany
In this contribution we take a closer look at gender inequality in the labour market namely the participation of women in leading positions throughout the privat sector. We pay special attention to the role played by (the existence of) work councils in filling these positions with a man or a woman. The legal basis of works councils, the Works Constitution Act, provides works councils with various substantial rights (regarding information, consultation, objection and even codetermination). However the hiring process is an area where the rights of works councils are not very pronounced. Moreover, employees in leading positions (“leitende Angestelle”) are officially beyond the realm of works councils. Nevertheless as works councils often exceed their rights e.g. via so called package-deals they might influence the recruiting process at large and especially in this segment. Questions we ask are: Do establishments differ in the share of women in leading positions (top and middle/lower management) depending on the existence of a works council and in which respect? Is there a difference between top and middle/lower management positions? With data of the IAB-Establishment Panel the share of women in leading positions can be monitored in Germany since 2004. This survey covers almost 16,000 firms every year and is designed as a longitudinal survey in which the same establishments are contacted every year. The survey contains – besides works council status - a huge number of explaining variables, enabling an in depth analysis of gender bias in management positions with the focus on works councils.