Purpose This study aims to provide a comparative portrait of the profile of men and women in the boardrooms of listed companies (Euronext Lisbon, Portugal) during the first stage of the gender quota law, by comparing the profile of those board members appointed before the mandated quota law and those appointed after it. This study also seeks to contribute to a critical review of the main reservations expressed by some core institutional actors, who initially voiced their concern that it might be difficult to find women in equal conditions to men in terms of their cumulative experience and qualifications to serve as board members. Design/methodology/approach In addition to providing a comparative descriptive analysis of male and female board members’ profiles before and after the mandated gender quota law, an aggregate professional endowments measure (professional endowments Index) is also calculated. Findings The research findings show that, in the first stage of the quota law, men and women appointed as board members after the mandated gender quota law are fundamentally similar in their professional attributes, forming a more homogeneous boardroom than those holding board positions before it. Originality/value This study contributes to the literature on the profile of the men and women serving on the publicly listed company boards in Portugal, by comparing their profiles before and after the mandated gender quota law. This study also fills a gap in the literature, as studies about gender quotas and corporate boards relating to Portugal and Southern European countries in general are still relatively scant. To the best of the authors’ knowledge, this is the first study carried out into the gender quota law on corporate boards in Portugal.

Portugal has been described as a singular case in terms of the participation of women in the labour market and work–life balance policies. Unlike the other so-called Southern European countries, where a belated and somewhat slower move away from the male breadwinner model has been found, Portugal stands out from the other EU member states with its relatively high rate of female employment and the prevalence of the dual-earner model based on continuous and fundamentally full-time employment. Moreover, the “early return to full-time work and a gender equality oriented model” calls for a separate analysis of this country’s case. In addition to providing a comprehensive overview of the singularities of Portugal’s employment patterns and work–family articulation policies, this article substantially adds to the existing literature by bringing new analytical angles to the debate. The intention is therefore to shed light on the political discourses that fuelled the policy debate throughout the three decades following Portugal’s transition to democracy, up until the latest and most decisive policy changes. This article also examines the key social actors’ views about the political process sustaining the development of policies in this area and identifies the major players promoting the most progressive legislative advances in the country.

Este artigo analisa o impacto do novo marco regulatório que entrou em vigor em Portugal em janeiro de 2018, a chamada lei das cotas de gênero, que determina uma composição mais equilibrada de mulheres e homens nos conselhos de administração das empresas cotadas na Bolsa de Valores Euronext Lisbon e das empresas do setor público. O artigo começa por contextualizar o debate sobre a sub-representação de mulheres nos conselhos de administração e sobre o novo marco de políticas com efeito vinculativo, introduzido em vários países da União Europeia (UE) e em Portugal. Examina, em seguida, os dados relativos à representação de homens e mulheres nos conselhos de administração das empresas cotadas em bolsa. Conclui-se que a introdução desta medida legislativa de natureza vinculativa em Portugal acelerou o movimento em direção a uma maior representação das mulheres nos conselhos de administração das empresas cotadas em bolsa, representando um novo impulso ao progresso neste domínio, porém lento, gerado pelos anteriores incentivos que visaram estimular a ação voluntária por parte das próprias empresas e promover medidas de autorregulação. Um dos principais desafios consiste, ainda, na passagem de um maior equilíbrio numérico de gênero para uma igualdade substantiva nos conselhos de administração, aumentando ao mesmo tempo a representação das mulheres em cargos de poder e influência efetiva nos processos decisórios.

This paper seeks to analyse the potential for change in the gender quota law on corporate boards in Portugal. This is achieved by incorporating concepts and insights drawn from political science and the study of quotas in politics and adjusting these to the boardroom context. It adds to the literature on women on boards by shedding light on the importance of looking at descriptive representation, substantive representation, substantive equality and transformative institutional change, in order to understand a quota law’s potential for eliciting gender balance in the boardroom, as well as greater gender equality in directorship positions, in board dynamics and at the workplace level. This study uses multi-strategy research methods. Evidence provided by the quantitative analysis of survey data, combined with the qualitative analysis of interviews undertaken with female and male board members and the contents of Gender Equality Action Plans (GEAPs), shows that there have been some changes in terms of descriptive representation, but fewer in relation to substantive equality, as men are still largely over-represented in positions associated with effective power and influence over decision-making. Moreover, although the promotion of gender equality at the workplace is valued by both groups, and particularly so by women, weaknesses have been found in the materialisation of such a commitment (substantive representation) through the adoption of GEAPs designed to tackle gendered patterns at the workplace (transformative institutional change).

que exercem cargos de gestão são ainda pautadas pela desigualdade em relação aos pares do sexo masculino.Palavras-chave: Empresas, ação positiva, mérito, igualdade de género, órgãos de gestão.

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