The 100% Men’s Rate

I recently read the book “Führungspersönlichkeiten und ihre Erfolgsgeheimnisse – Management und Leadership im 21. Jahrhundert” by Bernhard Kascheck and Ilona Schumacher during a master seminar on “Leadership and Assessment”. In this, as the title suggests, it was also described in which time managers are located and how current trends affect the function and tasks of leadership personalities as well as organizations.

A focus was also placed on the theme of “women in leadership” (2015: 4). Schumacher and Kascheck point out that we are currently in a transitional period, as there are many new ideas on how outdated patriarchal models could be replaced by new, innovative and timely models and that our society still remains firmly committed to old beliefs, like the one that leadership is a thing of men. The most interesting thing I found about this section, is the change of perspective that Schumacher and Kascheck made. They show that the discussion about women’s quota, which is often mentioned in connection with old beliefs, is often misguided and illogical. Why? Because you should not go from the women’s quota, but from the men’s quota. Because the men’s rate is currently almost 100% and there are also the so-called few “Alibifrauen”. So why should men be emphasized instead of women? Because it is a fact that all these men did not get their manage position because of the good qualification, because then at least exactly as many women would find themselves in the leadership positions. Only when you consider the female in comparison to the male university graduates, the calculation does not go.

So what is the reason why men and not women get into leadership positions? It is not the better qualification but the system that allows this. A system that works in favor of men and in which decisions are not made on the basis of qualification, but on the basis of cultural values.

This example, in addition to the blogposts already mentioned, illustrates once again why it is so important to pursue goals such as gender diversity, women’s and men’s quotas and feminism and gender equality, which should primarily not based on economic incentives but on human needs and human rights.


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