45 MARTINDALE CENTER FOR THE STUDY OF PRIVATE ENTERPRISE over longer periods of time. Legislative change, such as employment quotas, can provide more immediate courses of action but to be truly effective may require a revised mindset that is not so quickly achievable. The chances of success will likely be enhanced by pursuing both long- and short-term solutions in conjunction. Such changes, while not easy to make, can be realized through incremental steps in both time frames. References Aftale om implementering af EU’s orlovsdirektiv og ligestilling af orlovsrettigheder mellem forældre og øremærket forældreorlov. [Agreement on the implementation of the EU leave directive and equality of leave rights between parents and earmarked parental leave]. (2021). https:// bm.dk/media/18884/politisk-aftale-om-oeremaerket-orlov.pdf. Birkvad, I. R. (2016, October 26). The secret behind Norway’s gender quota success. Kilden. Christensen, J. F., & Muhr, S. L. (2018, May 1). Fear of gender quotas is irrational. Science Nordic. Danish government changes stance on EU business equality quota. (2022, February 21). The Local. Diversity Council. (2022). The Danish gender equality paradox in leadership roles (pp. 9–13). Copenhagen, Denmark. Eftevaag, T. (2022, September 16). New regulations on parental leave in Denmark and Norway. Azets. European Institute for Gender Equality. (2020). Gender Equality Index 2020. Gender equality in Denmark. (n.d.). Statistics Denmark. Kantar Public. (2020). European Women on Boards gender diversity index 2020 (pp. 32–68). Kantar Public. (2021). Gender diversity index of women on boards and in corporate leadership (pp. 32–57). Leine, M., Mikkelsen, H. H., & Sen, A. (2019). ‘Danish women put up with less:’ Gender equality and the politics of denial in Denmark. European Journal of Women’s Studies, 27(2), 181–195. McKinsey & Company. (2018). Bridging the talent gap in Denmark (pp. 4–46). Nørtoft, M. (2018, June 22). Danske fædre holder i gennemsnit under en måneds barsel [Danish fathers take less than a month’s maternity leave on average]. Statistics Denmark. OECD. (2016). Entrepreneurship at a glance. OECD iLibrary. OECD (2018). Is the last mile the longest? Economic gains from gender equality in Nordic countries, OECD iLibrary. Poulsen, M. B. (2016, March 10). Even Danish companies struggle with gender diversity in the c-suite. Boston Consulting Group. Seierstad, C., & Huse, M. (2017). Gender quotas on corporate boards in Norway: Ten years later and lessons learned. In C. Seierstad, P. Gabaldon, & H. Mensi-Klarbach (Eds.) Gender diversity in the boardroom (pp. 11–45). Palgrave Macmillan. Smith, N., & Parrotta, P. (2015). Why so few women on boards of directors? Empirical evidence from Danish companies in 1998–2010. Journal of Business Ethics, 147(2), 445–467. Smith, N. & Smith, V. (2015). Women in top management positions—why so few? And does it matter? A survey of recent empirical results for Danish companies. Danish Journal of Management and Business, 79(1), 32–33. Sørensen, A. E. (2019, February 22). Gender segregation in the Nordic labour market. Nordics.info, Aarhus University. Women make up just 15 percent of directors at Danish companies. (2021, March 9). The Local. World Economic Forum. (2017). Global Gender Gap Report 2017. World Economic Forum. (2022). Global Gender Gap Report 2022. CAROLINE E. PALMER graduated with highest honors from Lehigh University in May 2023 with a B.A. in biology. While at Lehigh, she served on the leadership team for the Technology, Research, and Communication program; researched the implications of hybridization on learning and spatial memory in chickadees; was the president of the LU Bhangra dance group; and was awarded a membership to Phi Beta Kappa, the oldest academic honor society in the US. Caroline is currently pursuing a D.M.D. at the University of Pennsylvania School of Dental Medicine with plans to become an orthodontist.
RkJQdWJsaXNoZXIy MTA0OTQ5OA==