Managers are sceptical about binding equality rules

A new evaluation of the current 2021 Leadership Radar by the Bertelsmann Foundation and the Reinhard Mohn Institute of Management (RMI) at Witten/Herdecke University (UW/H) shows that around 30 to 40 per cent of managers surveyed do not see any advantages in their own company when it comes to the introduction of binding rules such as quotas for women or gender-equitable language. Surprisingly, female and male managers have a similar perception of these issues. Conversely, when asked where companies already stand on the issue of equality, it becomes clear that managers - both male and female - have the impression that there are hardly any problems in their own companies. "But equality is not a sure-fire success," says Prof Dr Guido Möllering from the Reinhard Mohn Institute. "Awareness of the problem is low and it's important to avoid both victimisation and indifference."

Opinions are divided on the question of whether the public discussion about quotas for women is conducive to gender equality within the company: 39.7 per cent of respondents agree, but 34.9 per cent disagree. A good third of managers seem to have the impression that externally imposed rules or even laws are not necessary or not effective. This does not necessarily reflect an anti-equality attitude, but rather a scepticism towards regulation from outside and the associated possible resistance on the part of managers to the implementation of binding rules.

Team composition, "gendering" and salary

The managers were also asked whether their own companies explicitly ensure that teams are gender-balanced. 29.8 per cent of those surveyed stated that they do not consciously pay attention to this - and that there are apparently no corresponding guidelines. In contrast, almost one in two managers (45.6 per cent) agree with this point and are aware that diversity is consciously taken into account when staffing teams.

There are major differences when it comes to the question of whether their own company has binding regulations for gender-equitable language. 39.8 per cent of managers state that their company has corresponding guidelines; 41.9 per cent, however, say the opposite. It can be concluded from the figures that a large proportion of companies do not (yet) regulate so-called "gendering", leaving it up to managers and employees themselves to decide whether to adapt their language usage in the interests of gender equality.

A very clear majority of managers state that the gender of the manager makes no difference in their company (agreement: 74.4 per cent) and that they do not experience any gender conflicts (81.7 per cent). In addition, 76.7 per cent agree that the salary in their company is independent of gender, whereas the Federal Statistical Office (2021) calculated a salary disadvantage for women of 18 per cent compared to men in 2020. In contrast, the issue of "gender equality" in their own area of work appears to be unproblematic for managers.

Discrimination in recruitment and promotion?

The survey also looked into the question of whether discrimination is effectively prevented in their own company when hiring new employees or promoting existing ones. The result: 70.1 per cent of managers agree with this. This is a very clear majority, especially when you consider that only 11.0 per cent disagree (with 18.9 per cent undecided). This is surprising, as poorer entry and promotion opportunities for disadvantaged groups are seen as an expression and cause of injustice. Managers apparently hardly experience the problem of discrimination in their own companies.

Differences between female and male managers?

What is remarkable about the results of the Management Radar is that a very uniform picture can be recognised. There are no analytically significant differences between the responses of male and female managers. It would have been expected that women, as the disadvantaged (e.g. due to poorer earning and exit opportunities), would experience the conditions in their companies much more negatively, while men, as the privileged, would tend not to see any problems of fairness. This cannot be recognised.

However, the management level does make a difference: Upper management (27.6 per cent) has a more positive overall view of equality in their own company than middle and lower management (53.7 per cent and 18.7 per cent respectively). For example, more than 80 per cent of upper management agree that gender makes no difference and that the compatibility of professional and private obligations is supported, while less than 70 per cent of lower management agree with this question.

Make more consistent use of the gender equality review

"Apparently, there is an aspect of the debate on gender equality and gender issues that has so far received little attention. Because if managers, contrary to widespread public perception, see the situation in their organisations in a positive light, a reality check is needed to create transparency. Otherwise, general company measures risk coming to nothing," says Martin Spilker, an expert in corporate culture and leadership at the Bertelsmann Foundation. In fact, the 2021 Leadership Radar on gender and equality issues shows above all the need to scrutinise the current situation in companies. In particular, the apparent gap between the perceptions of managers and the frequently heard complaints about grievances at the grassroots level needs to be scrutinised and clarified. Before initiating undifferentiated programmes to promote diversity, HR development needs to initiate targeted, context-specific interventions with managers. With the Act on the Promotion of Pay Transparency between Women and Men, for example, the legislator has given those involved in companies an instrument to have the work and jobs of men and women evaluated and to disclose unequal treatment. This form of gender equality monitoring should be used more often and more consistently.

Additional information

A representative survey of managers in Germany was conducted by IPSOS GmbH in May 2021 during the second coronavirus lockdown for the Bertelsmann Stiftung's Management Radar 2021 in cooperation with the Reinhard Mohn Institute of Management (RMI) at Witten/Herdecke University. 1026 managers from all management levels took part in the study. 49.8% of respondents were male and the average age of the sample was 46.6 years, which can be assumed to be representative of the current management landscape in Germany.

Further information, graphics and findings can be found in the paper "Zwanglos gendern?", which is available to download free of charge.