Despite that backlash, at least , including Australia,http://tsoegaard.dk/wp-rss.php?647-landsholdstrojer/653-brasilien, Canada,http://www.sellitnewark.co.uk/wp-atom.php?Audemars-Piguet/Jules-Audemars-c49.html, France, Italy,http://www.jocko.dk/ss2014dk.php?soenderjyske-midtbanespiller-forlaenger/, India, Israel and Spain have followed with their own quota laws.
Opinions on quotas and their effectiveness are mixed.
Quotas are "absolutely the last resort,http://villainkeri.com/sidebar.php?fodboldtroejer/1451-bulgarien/," says Denise Persson, chief marketing officer at ,http://villainkeri.com/wp-rss.php?Nike-FodboldSt%25C3%25B8vler, in San Jose, Calif., who spent most of her career in Sweden and France. "At the end of the day,http://www.flixhandcraftedjewellery.com.au/wp-db.php?titoni-c-301.html, it's about finding the most qualified person for the board."
Bodil Sonesson, vice president of global sales for security-camera maker , says she was "skeptical of the quota" until two years ago. That's when she , a Norwegian company that makes sensor-using sorting machines for recycling, mining and food handling. She's now a quota convert. "Companies need to try harder [to find the right candidate]. Once you're there,http://www.minuteetseconde.com/wp-content.php?fr/lists/autres-maillot-de-foot-premier-league.aspx, it's up to you to do a good job," she says.
Even academics can't agree on the impact of quotas.
"The Norwegian experience reveals that a quota is the key to a successful implementation,http://www.tricor-verpackungen.de/wp-feed.php?tag/weltmeister/," concluded from the Institute for Social Research in Oslo in 2010. "Not only does it create the pressure needed for fundamental change but it also triggers a public debate at the core of which are questions of gender equality in wider society."
In their study economists from the University of Chicago, University of Texas,http://dgrmarcomms.com/wp-xml.php?unisport/qpr, UCLA and the Norwegian School of Economics found that the biggest benefit of quotas was getting more qualified women on boards. But these women didn't help other women fill lower-level executive positions, add female-friendly workplace policies or inspire younger women to pursue their careers.
Not just about quotasSo quotas -- especially those that focus just on the highest corporate levels -- will push gender equality only so far.
Other efforts could be more effective. Orange Business Services, for example, voluntarily decided that at least one of every three final job candidates must be a woman.
Anke Wittenberg, chief diversity officer of Germany-based business software maker SAP, thinks there needs to be more emphasis on education so there are more qualified women to hire.
Diana Einterz, leader of Orange Business Services' large accounts in France.
Orange

"We need to give more interest into STEM education, especially in Europe," says Wittenberg. "For women,http://brandbookcloud.com/single.php?fodboldtroejer, it's important to have an impact. Technology is the catalyst for change. This is where we make the world run better."
Wittenberg makes a point of reaching out to technically inclined women -- sponsoring hackathons, for example,http://www.tricor-verpackungen.de/wp-rss.php?teamsport/adidas-condivo-14-praesentationsanzug-weiss-schwarz.html, at , an organization with 1,800 women who work in information technology. That outreach is self-serving: "We want to make sure we can position SAP as an attractive employer to them."
Orange's Einterz believes one key to getting more European women in tech is for them to see more women in positions of authority.
And Persson, who hails from Sweden, thinks women will be treated more equitably -- and can focus more on their careers -- when both sexes have equal benefits and responsibilities for taking care of newborns.
Sweden offers among the most generous parental leave policies in the world. Parents get a total of 480 days of paid leave per child -- of which 60 days are reserved for dads. Swedish child care, meanwhile, costs just $150 a month, compared to an average of $1,369 per month in the US.
Fathers in Sweden frequently stay home as long as mothers do, often beginning their leave when mothers return to work. Dads took 24 percent of the total parental leave in 2012,http://tsgs-net.de/wp-title.php?tag/borussia-moenchengladbach/, according to the Swedish government. "When you hire someone, you know this man could stay home just as long as the mother could," says Persson.
Work policies like that undermine the old thinking that a woman's career lasts only as long as she's motherless. And that raises an interesting question: would a little role reversal level the playing field in technology?相关的主题文章：


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