genderquota

Gender quota refers to policies that aim to increase the share of a specific gender in a defined group by setting minimum percentages, reserved seats, or mandatory targets. Quotas can take several forms: reserved seats for women in elected bodies; party or candidate quotas requiring the fielding of a certain proportion of women on electoral lists; and board or appointment quotas in public and private organizations. They may be legally binding or voluntary guidelines and often include deadlines and reporting obligations to monitor compliance. The overarching aim is to address historic underrepresentation and to promote gender balance in decision-making, governance, and leadership.

In political systems, well-known examples include constitutional and statutory measures that reserve seats or require a minimum share for women in legislatures and local governments. In corporate governance, Norway’s statutory quota for listed company boards is a frequently cited example; several European states have adopted either binding quotas or strong targets for women on boards, while others rely on voluntary targets or disclosure rules.

Critics argue that quotas can risk tokenism, undermine merit-based selection, or encourage superficial compliance, especially if pipelines and supporting infrastructure are weak. Supporters contend that quotas can catalyze cultural change, broaden talent pools, and lead to longer-term improvements in policy outcomes and organizational performance. Effectiveness depends on design, enforcement, and accompanying measures such as childcare support, anti-discrimination protections, and efforts to develop a robust pool of qualified candidates. Ongoing research distinguishes between binding quotas, non-binding targets, and voluntary initiatives, noting that a combination of policies is often most likely to sustain progress.