유럽연합 정책이 프랑스 기업 이사회의 여성임원 비중 확대에 미친 영향
Influence of EU measures in improving gender balance on French corporate board of directors
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본고는 프랑스를 중심으로 유럽연합 회원국 상장기업의 이사회 여성비율확대 추진 현황을 살펴보고 아직 여성들의 이사회 참여가 미흡한 우리나라에 주는 시사점을 도출하는 것을 목적으로 한다. 건전한 기업지배구조를 만들기 위한 이사회 성별 다양성의 중요성에 대한 관심이 고조되고 있는 가운데 유럽집행위원회(European Commission)는 2012년 상장기업 이사회 여성 비율을 40%로 할당하는 법안지침을 제안하였다. 유럽연합 회원국마다 기업 이사회의 여성 비중을 높이기 위해 의무적 할당제나 자율적 조치를 마련하고 있지만, 적용대상, 달성 비율, 시행시기, 위반 시 제재 수단 등은 국가마다 차이가 난다. 프랑스 상장기업의 이사회 분석결과 여성임원 비율은 30.2%로 할당제의 1차 목표치를(20%) 충족하고 있다. 여성이사는 남성이사보다 평균 5살 적고, 여성이사들도 프랑스 최고의 엘리트교육을 받은 계층이며 남성이사들과는 달리 이사직 겸직은 많지 않다. 또한, 기업 이미지를 높일 수 있는 명망 있는 인사나 가족을 이사회에 영입한 사례도 나타났다. 성별 비율의 법제화는 여성이사를 양적으로 증진 시키는 데 크게 기여하고 있지만, 할당제 의무화의 필요성 여부는 논란의 대상이다. 성별 할당제를 법제화하기에 앞서 여성들이 이사회에 참여할 수 있는 제도적 기반이 필요하며 기업 현실에 적합한 기업의 자율적 접근이 우선되어야 할 것이다. 또한, 여성인력풀이 제한된 우리나라에서는 우수 여성인재를 육성하고 교육하는 방안이 적극적으로 요구된다.
Abstract
The objective of this paper is to examine how the EU is promoting gender diversity in corporate boards, by focusing on the French boards, and to provide policy implications in order to increase women’s participation in management in Korea. Given that gender diversity on boards contributes to improving corporate governance, in 2012 the European Commission proposed legislation to assign women to 40% of non-executive board-member positions in publicly listed companies. Across many EU Member States, a wide range of voluntary initiatives and gender quotas have been implemented to increase gender diversity in boardrooms. The EU Member States’ initiatives are considerably diverse in terms of the targeted quota, the dead-lines and other modalities, the scope of companies covered and the sanctions to be applied in case of non-compliance. Analysis shows that boards of French companies have reached the 20% target, with 30.2% female board member representation. Female directors are 5 years younger than male directors and they have the same educational backgrounds as their male colleagues. In addition, we find some cases that family members or women with good reputations were scouted in the board of directors to enhance the company’s image. Promoting women’s quota contributes to improving the participation of women in management but whether this action should be mandatory is controversial. Institutional infrastructure is required to increase the number of women on company boards before having a gender quota and we encourage voluntary initiatives suitable for firms in this field. Considering the limited pool of women candidates in Korea, we need to nurture female leaders by providing leadership training or focused advice.
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