Les quotas de femmes dans les conseils d’administration

Abstract

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Corporate Governance and CSR Disclosure: International Evidence for the Period 2006–2016

“…According to Khan et al (2020), women participate in social activities more than men. They are likely to put more effort into monitoring duties (Bender et al 2015), provide higher extent of board accountability, and are better organised during meetings (Terjesen et al 2009). Hillman et al (2007) stipulate that female directors dedicate significant effort while monitoring managers' decisions.…”

Gender quotas: an interdisciplinary scoping review

“…Santos and al. analyse the impact of quotas on the perception of candidates' skills (Santos, Amâncio, and Alves 2013). These studies confirm concerns that were emitted by scholars looking into the genesis of gender quotas : differentialist discourses, even if in support of quotas, run the risk of eventually curbing their contribution to dismantling gender hierarchies (see (Achin 2001;Axelsdóttir and Einarsdóttir 2017;Bender et al 2015;Bereni and Lépinard 2004)).…”

“…Besides documenting strategies that are used to fight for gender equality in the public policy realm, the study of the genesis of gender quotas gives insights into the nature and some of the causes of their limitations. A recurring argument in the literature points out the potential nefariousness of differentialist postures that are oftentimes endorsed by quota supporters (Axelsdóttir and Einarsdóttir 2017;Bender, Berrebi-Hoffmann, and Reigné 2015). For normative justifications for the implementation of gender quotas putting the emphasis on purely descriptive aspects of representation or on supposed inherent differences between the groups concerned by the quota ignore this kind of policy's potential to influence unequal social relations -gender relations in this case -and may paradoxically contribute to reinforcing them through reiteration.…”

Gender Quotas in the French Bureaucratic Elite: The Soft Power of Restricted Coercion

“…The new paragraph expanded beyond the political field a principle that had been initially introduced in 1999 into article 3 of the Constitution as part of the parity reform, and thus paved the way for the use of gender quotas in non-political decision-making sites. Those were first introduced in the private sector: the Copé-Zimmermann law (named after the two deputies who introduced the bill), passed in 2011, mandated a 40% quota of persons of each sex in corporate boards of the largest firms (Bender et al, 2015), before being extended to the first appointments of the senior executive positions in the public sector by the Sauvadet law (2012). The gender parity campaign contributed in three respects to the routinization of gender quotas in decisionmaking sites throughout the 2000s, through framing, institutional, and mobilization effects.…”

“…The absence of visible controversies and struggles over the Sauvadet quota is not entirely surprising. The provision expanded to a new social field a gender policy tool that had gained increased legitimacy since the early 2000s (Bender et al, 2015;Bereni and Revillard, 2015;Bui-Xuan, 2012, Lépinard, 2016. A year earlier, the "Copé-Zimmermann" statute imposed incremental gender quotas in private sector corporate boards.…”