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Within the last years the gender equality debate addressed a new issue - the instrument of gender quotas for seats on supervisory boards. Advocates of the quota underline its effectiveness, while its opponents disapprove of it as an illegitimate intervention into entrepreneurial freedom. Sceptical observers doubt its effectiveness in terms of achieving more equal gender relations. Drawing on analyses of existing quota policies in Norway, Sweden and Germany we address the design of policies and instruments that would effectively promote gender equality in the work sphere. Whether formal quota regulation is necessary or not is particularly interesting when comparing Norway with Sweden as no formal regulation exists in Sweden whilst the Norwegian regulatory system has become a role model for German policy makers. The comparison shows that a smart combination of hierarchical and non-hierarchical instruments is a necessary pre-condition for more gender equality within supervisory boards as well as a coherent and consistent general gender policy regime. However, it is unlikely that substantive progress in gender equality at the workplace can be attained without compulsory statutory rules.
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