economy in female

Role stereotypes are old-fashioned, outdated and reactionary. The society in which we live wants to move away from these stereotypes towards an open-minded, modern and changeable world in which everyone can do everything. We have certainly internalized and implemented some of these ideas and visions. But again and again, it is mainly women who come up against limits and blockages that prevent them from implementing these ideal societies.


If a father pushes his baby in the stroller through the streets, sits on the bench in the playground, straps his newborn in front of his chest, around him many mothers and a few other fathers, this picture is almost normal for us in society. A man who has taken on a traditionally feminine role. He may take parental leave, which would be a financial plus for the family because the current regulation of parental leave provides for more money if both parents look after the offspring.

Men who take this time out, the family time, usually experience positive feedback from the outside, since they are considered open-minded, modern and family-oriented. Attributes that are currently very popular.

Employers who criticize the educational task or put obstacles in the way of employees are criticized.

With this in mind, it is not stunning that the number of fathers taking parental leave is increasing.

Change of scene: A woman gets out of an expensive car, in a suit, the exclusive briefcase under her arm, her cell phone on her ear, on the way to the next conference, the next board meeting. Around them, men, in suits, the briefcase already mentioned under their arm. Also on the way to the next appointment.

But what may still work as a picture is unfortunately not a matter of course in real life? Because women in business, in management positions and executive chairs, still belong to a small, growing, minority that is viewed critically. Always in the conflict between mother role and a career woman; two images that do not really want to fit together in the minds of many people, whether women or men. That do not correspond to the cliché and may even cause uneasiness, especially criticized by traditionalists from one side as well as the other.

Let's go away from the classic role model: If a man is interested in changing roles and giving up his classic role as a family provider, this is rather positively connoted by modern society - according to the motto: everything is done right. Get out of the treadmill and take more time for the family.

Working women who have a child but still don't want to give up the thought of their own job are judged often enough, and in all directions too: Raven mothers, crickets at the stove, career-oriented are just a few of the terms used in these Connections can fall. So what should you do as a woman? Doing without children and concentrating exclusively on your career or having a child and giving up professional self-fulfillment?

Women fight for the same equality, but with not the same result. In order to achieve equality, laws such as the Equal Pay Act and the legally regulated quota for women are required. The equality that is to take place de jure in the material, ideal and prospective sense remains de facto lip service in everyday patriarchal structures. The spokeswoman for the Federal Ministry for Family, Seniors, Women and Youth. All women should be represented equally in all positions in the economy. 

We simply allow the numbers represent themselves.


According to a survey, 50% of them would go immediately or within want to work next year. Half of them even aim to work full-time.

Our prevailing work and management model in companies is clearly structured: men work full-time with long working hours and often without having to take family responsibilities too seriously, and the management positions are primarily filled by men who work all day.


Women receive an average of 21% less wages for their work than their male colleagues. In executive positions, the pay gap between men and women is even higher. The difference in profits between males and females increases, the higher the position of women in the company hierarchy or the higher their wages. Female managers are paid up to 30% less than their male colleagues.

In addition, the so-called longer breaks in employment, for example, because of starting a family and childcare, means that the wage gap in the rest of working life can hardly be made up for.


So we have to catch up: in the number of jobs, the working hours, the number of women in management positions and we have to fight for equal pay in the same jobs and functions. Now seriously: do we want that? Is it worth it at all? Do we even need women in business?

According to the Rkw, the situation is as follows: With the current discussion about the continued underrepresentation of women in top positions in the economy and the introduction of a quota for women on supervisory boards and boards of directors, the work potential of women has again become the focus of politics and business. But this time, the topic is less discussed from the perspective of equality. Rather, the backgrounds are of an economic nature. Demographic development increases the pressure on politics and business to increasingly use the considerable potential of highly qualified women to secure the need for specialists and managers and to give them equal opportunities in gainful employment.


Our economy is changing, developing, losing its purely male gaze. A gap is created that needs to be closed. And this is where women come in or should come into play. However, as the numbers and statistics show, the proportion of women in business and management positions is still far behind what is desired and perhaps also necessary back. The question is whether the situation arises exclusively from a society and economy that makes it more difficult for women to find adequate positions due to old, especially male-defined structures, or whether women are generally rather uninterested in economic issues.

A lack of qualifications is also brought into play to explain why supervisory board posts remain vacant. However, there are various surveys that clearly demonstrate that this cannot be the result. Accordingly, women are often much better qualified than their male colleagues.

So the question arises: what is so bad about emotionality that it is condemned as a weakness? Isn't the harshness of how men live an emotional response?

Rather, emotionality should be seen as a strength, something that is massively lacking in the male-dominated economic world: the female influence.


According to entrepreneur Henn-Sax, women like to hide in the second row. There they can gain experience without having to assume 100% responsibility. Could learn to take the lead. "Many women lack practice," says Henn-Sax, "but if there is a certain amount of experience, women should also take the step of taking responsibility".


The conclusion of all these considerations, facts and figures is clear: We need more women in business, women who manage and manage the economy together with men without making any gender differences. Such a change would also be extremely important as a guide for the growing generation of women who want to pursue a career in business, as well as for young male managers, so that there is less "bad leadership" and toxic leadership in companies. In order not to be misunderstood: Both leadership cultures have their advantages and disadvantages. But it has long been time for both to benefit from each other.



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