Advancing Women in Leadership: Multi-Level Targets and Mandatory Quotas Impact on Cultural Change

Abstract

The developing worldwide movement for gender equality has focused in recent years on the participation of women at the pinnacle of organisations, in boards of directors and senior executive ranks. A recurring question is whether this will fundamentally change the position of women in work, or simply enhance the career structure of a few fortunate women? This paper contributes to the literature by taking the analysis beyond the form of regulation used by governments, to the behavioural changes they hope to effect. The paper informs regulatory theory by exploring the potential effects of voluntary self regulation compared to mandatory regulation. Following an analysis of the case for and against quotas and targets, we argue that if the regulatory objective is to stimulate cultural change within corporations, a flexible, voluntary regime could in some circumstances be more effective than a mandatory quota system. Yet no approach is likely to be effective unless there is in place a solid platform of provision for women's continuing participation in the labour force including affordable and accessible child-care, supportive taxation measures, and equal opportunity policies.