{"id":3144,"date":"2015-03-09T00:00:00","date_gmt":"2015-03-09T00:00:00","guid":{"rendered":"https:\/\/europeanvalues.cz\/genderove-kvoty-pro-dozorci-rady-ano-nebo-ne\/"},"modified":"2021-12-16T12:16:27","modified_gmt":"2021-12-16T10:16:27","slug":"genderove-kvoty-pro-dozorci-rady-ano-nebo-ne","status":"publish","type":"post","link":"https:\/\/europeanvalues.cz\/cs\/genderove-kvoty-pro-dozorci-rady-ano-nebo-ne\/","title":{"rendered":"Genderov\u00e9 kv\u00f3ty pro dozor\u010d\u00ed rady: Ano, nebo ne?"},"content":{"rendered":"

Dle navrhovan\u00e9 sm\u011brnice EU by m\u011blo b\u00fdt v\u00a0ka\u017ed\u00e9 dozor\u010d\u00ed rad\u011b minim\u00e1ln\u011b 40% \u017een. Zajist\u00ed to rovnost p\u0159\u00edle\u017eitost\u00ed, nebo sn\u00ed\u017e\u00ed ekonomickou v\u00fdkonost firem?\u00a0<\/strong><\/p>\n

V\u00a0sou\u010dasnosti je zastoupen\u00ed \u017een ve spr\u00e1vn\u00edch a dozor\u010d\u00edch rad\u00e1ch firem relativn\u011b n\u00edzk\u00e9 vzhledem k\u00a0tomu, \u017ee nap\u0159\u00edklad v\u00a0r\u00e1mci EU\u00a0zased\u00e1<\/a>\u00a0v\u00a0dozor\u010d\u00edch rad\u00e1ch v pr\u016fm\u011bru 20,2 % \u017een.\u00a0EU p\u0159i\u0161la s n\u00e1vrhem sm\u011brnice na zaveden\u00ed genderov\u00fdch kv\u00f3t ji\u017e v\u00a0listopadu 2012, a to i p\u0159es prvotn\u00ed skeptick\u00fd pohled mnoha \u010dlensk\u00fdch st\u00e1t\u016f Unie. C\u00edlem sm\u011brnice je 40% minimum pro zastoupen\u00ed ka\u017ed\u00e9ho pohlav\u00ed v\u00a0dozor\u010d\u00edch rad\u00e1ch firem kotovan\u00fdch na burz\u00e1ch do roku 2020.<\/p>\n

Pokud by firmy tohoto limitu nedos\u00e1hly, musely by p\u0159ijmout jasn\u00e1 a genderov\u011b neutr\u00e1ln\u00ed pravidla pro v\u00fdb\u011br kandid\u00e1t\u016f do dozor\u010d\u00edch rad. V\u00a0p\u0159\u00edpad\u011b kandid\u00e1t\u016f se stejnou kvalifikac\u00ed by byla d\u00e1na p\u0159ednost kandid\u00e1tovi podreprezentovan\u00e9ho pohlav\u00ed.<\/p>\n

\u010cesk\u00e1 vl\u00e1da p\u0159ijet\u00ed genderov\u00fdch kv\u00f3t\u00a0odm\u00edtla<\/a>, a to i p\u0159esto, \u017ee se ve sv\u00e9m\u00a0programov\u00e9m prohl\u00e1\u0161en\u00ed<\/a>\u00a0zav\u00e1zala k\u00a0d\u016fsledn\u00e9mu uplat\u0148ov\u00e1n\u00ed principu rovnosti \u017een a mu\u017e\u016f a k\u00a0podpo\u0159e vy\u0161\u0161\u00edho zastoupen\u00ed \u017een v\u00a0rozhodovac\u00edch pozic\u00edch.
\n<\/a><\/p>\n

\"\"<\/p>\n

V r\u00e1mci EU\u00a0zased\u00e1\u00a0v\u00a0dozor\u010d\u00edch rad\u00e1ch v pr\u016fm\u011bru 20,2 % \u017een. V \u010cesku je to 3,5%.\u00a0<\/em><\/p>\n

(zdroj:\u00a0European Commission, Database on women and\u00a0men in decision-making)<\/em><\/span><\/p>\n

N\u00e1sleduj\u00edc\u00ed \u0159\u00e1dky p\u0159in\u00e1\u0161ej\u00ed shrnut\u00ed argument\u016f pro a proti zaveden\u00ed kv\u00f3t pro \u017eeny v\u00a0dozor\u010d\u00edch a spr\u00e1vn\u00edch rad\u00e1ch firem.<\/p>\n

Rovnost p\u0159\u00edle\u017eitost\u00ed<\/strong><\/p>\n

Pro<\/em><\/p>\n

P\u0159esto\u017ee zhruba 60 %\u00a0v\u0161ech absolvent\u016f<\/a>\u00a0vysok\u00fdch \u0161kol v Evrop\u011b jsou \u017eeny, zastoupen\u00ed \u017een v\u00a0dozor\u010d\u00edch rad\u00e1ch neodpov\u00edd\u00e1 jejich dosa\u017een\u00e9mu stupni vzd\u011bl\u00e1n\u00ed a kvalifikaci. Vznik\u00e1 tak tzv. talentov\u00e1 propast, tedy stav, kdy s\u00a0p\u0159ib\u00fdvaj\u00edc\u00edmi patry managementu kles\u00e1 odpov\u00eddaj\u00edc\u00ed zastoupen\u00ed \u017een. Rovn\u00e9 zastoupen\u00ed \u017een v\u00a0dozor\u010d\u00edch rad\u00e1ch by l\u00e9pe reprezentovalo a odr\u00e1\u017eelo postaven\u00ed a d\u016fle\u017eitost \u017een ve spole\u010dnosti. \u017deny ve vedouc\u00edch pozic\u00edch pak vytvo\u0159\u00ed dostate\u010dn\u00fd tlak na utv\u00e1\u0159en\u00ed politik ve st\u00e1t\u011b, kter\u00e9 by v\u00edce zohled\u0148ovaly genderovou problematiku a z\u00e1rove\u0148 sv\u00fdm n\u00e1sledovnic\u00edm \u201epro\u0161lapou cestu\u201c v\u00a0oblasti vrcholov\u00e9ho managementu.<\/p>\n

\u00a0\u00a0\"\"<\/p>\n

\u00a0 \u00a0 \u00a0 \u00a0\u00a0\u00a0 \u00a0( Zdroj: Your Loss: How to Win Back your Female Talent, 2010)<\/em><\/span><\/p>\n

Proti<\/em><\/p>\n

Kv\u00f3ty jsou um\u011bl\u00fdm n\u00e1strojem na zv\u00fd\u0161en\u00ed zastoupen\u00ed \u017een obecn\u011b ve vedouc\u00edch funkc\u00edch. Pro zv\u00fd\u0161en\u00ed rovn\u00fdch p\u0159\u00edle\u017eitost\u00ed \u017een je pot\u0159eba revize soci\u00e1ln\u00ed a rodinn\u00e9 politiky ze strany st\u00e1tu, co\u017e podpo\u0159\u00ed nap\u0159\u00edklad vy\u0161\u0161\u00ed procento mu\u017e\u016f na rodi\u010dovsk\u00e9 dovolen\u00e9, nebo mo\u017enost zkr\u00e1cen\u00fdch \u00favazk\u016f. Probl\u00e9m lze naj\u00edt i v\u00a0oblasti vzd\u011bl\u00e1v\u00e1n\u00ed<\/a>, kdy je hol\u00fdm faktem, \u017ee v\u00a0n\u011bkter\u00fdch studijn\u00edch oborech, zejm\u00e9na v\u00a0oblasti in\u017een\u00fdrstv\u00ed a managementu, jsou \u017eeny podreprezentovan\u00e9, a tud\u00ed\u017e v\u00a0dan\u00fdch odv\u011btv\u00edch logicky nemohou dosahovat pozic vysok\u00e9ho managementu.
\n<\/a><\/p>\n

R\u016fznorodost a organiza\u010dn\u00ed procesy dozor\u010d\u00edch rad<\/strong><\/p>\n

Pro<\/em><\/p>\n

V\u011bt\u0161\u00ed zastoupen\u00ed \u017een m\u016f\u017ee m\u00edt pozitivn\u00ed vliv na rozhodovac\u00ed procesy v\u00a0dozor\u010d\u00edch rad\u00e1ch v\u00a0porovn\u00e1n\u00ed s\u00a0dozor\u010d\u00edmi radami, kter\u00e9 jsou v\u00edce homogenn\u00ed. V\u00edce heterogenn\u00ed skupiny mohou dosahovat rozhodnut\u00ed efektivn\u011bji d\u00edky diverzit\u011b znalost\u00ed, zku\u0161enost\u00ed a \u0161ir\u0161\u00edmu napojen\u00ed na r\u016fzn\u00e9 skupiny spole\u010dnosti.<\/p>\n

Proti<\/em><\/p>\n

V\u00a0r\u016fznorod\u011bj\u0161\u00edch dozor\u010d\u00edch rad\u00e1ch m\u016f\u017ee doch\u00e1zet k\u00a0probl\u00e9m\u016fm s\u00a0komunikac\u00ed a \u010dasto i ke konflikt\u016fm. Komunikace a rozhodov\u00e1n\u00ed ztr\u00e1c\u00ed na flexibilit\u011b, co\u017e celkov\u011b sni\u017euje operativnost jedn\u00e1n\u00ed. V\u00e1znut\u00ed komunikace se nav\u00edc m\u016f\u017ee projevit nejen intern\u011b, ale i ve vztahu k\u00a0seniorn\u00edmu managementu, jeho\u017e slo\u017een\u00ed nen\u00ed tak diverzifikov\u00e1no.<\/p>\n

Zlep\u0161en\u00ed ekonomick\u00e9ho v\u00fdsledku firem<\/strong><\/p>\n

Pro<\/em><\/p>\n

Dle dosavadn\u00edho v\u00fdzkumu existuje souvislost mezi lep\u0161\u00edmi ekonomick\u00fdmi v\u00fdsledky firem s v\u00edce \u017eenami v dozor\u010d\u00edch rad\u00e1ch, i kdy\u017e \u017e\u00e1dn\u00e1 ze studi\u00ed\u00a0nep\u0159in\u00e1\u0161\u00ed<\/a>\u00a0definitivn\u00ed d\u016fkaz. \u010casto citovanou anal\u00fdzou je\u00a0studie<\/a>\u00a0spole\u010dnosti McKinsey, kter\u00e1 kombinac\u00ed kvantitativn\u00edho a kvalitativn\u00edho v\u00fdzkumu zjistila, \u017ee dozor\u010d\u00ed rady s\u00a0v\u00edce \u017eenami z\u00a0organiza\u010dn\u00edho i finan\u010dn\u00edho hlediska dosahuj\u00ed lep\u0161\u00edch v\u00fdsledk\u016f.<\/p>\n

Proti<\/em><\/p>\n

Studie t\u00fdkaj\u00edc\u00ed se zlep\u0161en\u00ed ekonomick\u00fdch v\u00fdsledk\u016f firem s\u00a0v\u00edce \u017eenami v\u00a0dozor\u010d\u00edch rad\u00e1ch nejsou zcela pr\u016fkazn\u00e9. Studie z\u00a0Norska po zaveden\u00ed kv\u00f3t nazna\u010duj\u00ed sp\u00ed\u0161e negativn\u00ed \u010di neutr\u00e1ln\u00ed dopady tohoto opat\u0159en\u00ed na v\u00fdkonnost firem.<\/p>\n

Kv\u00f3ty umo\u017en\u00ed vyu\u017eit\u00ed potenci\u00e1lu \u017een<\/strong><\/p>\n

Pro<\/em><\/p>\n

Zaveden\u00edm kv\u00f3t nap\u0159\u00edklad v\u00a0Norsku se dos\u00e1hlo sice kr\u00e1tkodob\u00e9ho c\u00edle zv\u00fd\u0161en\u00ed zastoupen\u00ed \u017een v\u00a0dozor\u010d\u00edch rad\u00e1ch, nicm\u00e9n\u011b z\u00a0dlouhodob\u00e9ho hlediska mohou kv\u00f3ty p\u0159isp\u011bt k roz\u0161\u00ed\u0159en\u00ed po\u010dtu \u017een ve vedouc\u00edch funkc\u00edch, kter\u00e9 se tak stanou dostate\u010dn\u011b kvalifikovan\u00fdmi a zku\u0161en\u00fdmi v\u00a0oblasti vrcholov\u00e9ho managementu. Postupn\u011b tedy odpadne nutnost kv\u00f3t a firmy si budou moci \u010dleny dozor\u010d\u00edch rad vyb\u00edrat ze\u00a0\u0161ir\u0161\u00edho okruhu potenci\u00e1ln\u00edch kandid\u00e1tek.<\/p>\n

Proti<\/em><\/p>\n

Firmy \u010dasto nemaj\u00ed dostatek kvalifikovan\u00fdch \u017een, kter\u00e9 by mohly zast\u00e1vat pozice v\u00a0dozor\u010d\u00edch rad\u00e1ch. Kv\u00f3ty by tak mohly do dozor\u010d\u00edch rad tla\u010dit \u017eeny s\u00a0nedostatkem zku\u0161enost\u00ed, proto\u017ee mno\u017estv\u00ed kvalifikovan\u00fdch \u017een na seniorn\u00edch v\u00fdkonn\u00fdch pozic\u00edch je mal\u00e9. Z\u00e1rove\u0148 budou m\u00edt tyto kv\u00f3ty u \u017een pouze mal\u00fd dopad na zvy\u0161ov\u00e1n\u00ed pot\u0159ebn\u00fdch zku\u0161enost\u00ed.<\/p>\n

Kv\u00f3ty m\u011bn\u00ed postoje \u017een<\/strong><\/p>\n

Pro<\/em><\/p>\n

P\u0159\u00edtomnost \u017een ve vrcholn\u00fdch funkc\u00edch m\u00e1 pozitivn\u00ed vliv na kari\u00e9rn\u00ed rozvoj \u017een na ni\u017e\u0161\u00edch pozic\u00edch firem. \u017densk\u00e9 l\u00eddryn\u011b slou\u017e\u00ed n\u00ed\u017ee postaven\u00fdm \u017een\u00e1m jako p\u0159edobraz k\u00a0uv\u011bdom\u011bn\u00ed si sv\u00fdch vlastn\u00edch p\u0159\u00edle\u017eitost\u00ed a\u00a0zv\u00fd\u0161en\u00ed aspirac\u00ed<\/a>, kter\u00e9 jim d\u0159\u00edve nap\u0159\u00edklad up\u00edral vlastn\u00ed stereotypn\u00ed pocit, \u017ee nemohou dos\u00e1hnout stejn\u00e9ho \u010di lep\u0161\u00edho v\u00fdsledku ne\u017e mu\u017ei.<\/p>\n

Proti<\/em><\/p>\n

Stanoven\u00e9 genderov\u00e9 kv\u00f3ty mohou \u017een\u00e1m slou\u017eit jako ur\u010dit\u00e1 jistota, a tedy nap\u0159\u00edklad negativn\u011b ovlivnit stimuly a motivaci, kter\u00e9 je vedou ke zvy\u0161ov\u00e1n\u00ed sv\u00e9 kvalifikace. \u017deny dosazen\u00e9 do pozic stanoven\u00fdch kv\u00f3tami mohou b\u00fdt dokonce okol\u00edm stereotypizov\u00e1ny jako m\u00e9n\u011b kvalifikovan\u00e9, co\u017e v\u00a0d\u016fsledku anuluje zisky z\u00a0p\u016fsoben\u00ed \u017eensk\u00fdch l\u00eddry\u0148.<\/p>\n

\n

Text je zkr\u00e1cenou verz\u00ed odborn\u00e9ho podkladu, jeho\u017e cel\u00e9 zn\u011bn\u00ed je k dispozici na\u00a0webov\u00fdch str\u00e1nk\u00e1ch think-tanku Evropsk\u00e9 hodnoty<\/a>.<\/em><\/p>\n

\"\"<\/p>\n

Lucie Chl\u00e1dkov\u00e1<\/a>\u00a0p\u016fsob\u00ed jako juniorn\u00ed analyti\u010dka think-tanku Evropsk\u00e9 hodnoty.<\/p>\n

\"\"<\/p>\n

Kl\u00e1ra Hendrychov\u00e1<\/a>\u00a0p\u016fsob\u00ed jako spolupracovnice Analytick\u00e9ho t\u00fdmu think-tanku Evropsk\u00e9 hodnoty.<\/p>","protected":false},"excerpt":{"rendered":"

Dle navrhovan\u00e9 sm\u011brnice EU by m\u011blo b\u00fdt v\u00a0ka\u017ed\u00e9 dozor\u010d\u00ed rad\u011b minim\u00e1ln\u011b 40% \u017een. Zajist\u00ed to rovnost p\u0159\u00edle\u017eitost\u00ed, nebo sn\u00ed\u017e\u00ed ekonomickou v\u00fdkonost firem?\u00a0<\/p>","protected":false},"author":6,"featured_media":15647,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[212],"tags":[],"class_list":["post-3144","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-nezarazeno"],"yoast_head":"\nGenderov\u00e9 kv\u00f3ty pro dozor\u010d\u00ed rady: Ano, nebo ne? - European Values Center for Security Policy<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/europeanvalues.cz\/cs\/genderove-kvoty-pro-dozorci-rady-ano-nebo-ne\/\" \/>\n<meta property=\"og:locale\" content=\"cs_CZ\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Genderov\u00e9 kv\u00f3ty pro dozor\u010d\u00ed rady: Ano, nebo ne? - European Values Center for Security Policy\" \/>\n<meta property=\"og:description\" content=\"Dle navrhovan\u00e9 sm\u011brnice EU by m\u011blo b\u00fdt v\u00a0ka\u017ed\u00e9 dozor\u010d\u00ed rad\u011b minim\u00e1ln\u011b 40% \u017een. 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