Author: Anna Sophie Herken
_Anna Sophie Herken_
Reading time: 18 minutes
Synopsis
Machtgebiete (2025) talks about the daily challenges women in leadership roles face. Here, you will learn about the difficulties and sexist attacks German female managers deal with. You will also see why there is still reason to hope.
What’s inside for you: A clear report on the daily lives of female managers and leaders.
People reacted with words like: “You cannot do this. It will end your careers!” This is what happened when Anna Sophie Herken, Christina Sontheim-Leven, and Bettina Weiguny announced their book. It was about the sexist attacks and unfair treatment female top managers face daily. The three women thought, “Now we must do it even more!” So, they started working. The book shares the stories and experiences of many women in top jobs. These women have broken through the “glass ceiling.” But they still need to fight against male power every day.
We have made a short summary (Blink) for you from this book. We will show you the problems in German company boards. We will also present some possible solutions. Does this sound interesting? Then let’s start now.
Blink 1 – Women on Company Boards – The Current Situation
When people hear the word “leadership,” many automatically think of the typical old, white man. They imagine him as strict, good at thinking, and strong-willed. He is someone who bangs his hand on the table and gives clear orders. But for women, we often instinctively think of social qualities. These include empathy, care, and being good in a team. People say women are ideal workers, but not born leaders. To break these old ways of thinking, we need planned actions. For example, a quota for women.
The company eBay shows how this works. Almost twenty years ago, they had a rule. If a man and a woman had the same skills, the woman got the job. This was not just about being nice. It was because mixed teams bring together different ideas and ways to solve problems. They are more creative and have more skills. So, they make better decisions.
But now, this progress is in danger everywhere. Old, anti-women feelings are returning. So, programs for diversity are being cut. Women’s quotas are also being questioned. Many highly skilled women face the famous “glass ceiling.” This means they cannot go higher. The path to the top is still tough. The higher the job level, the fewer women there are. Even if a woman reaches the very top, people often silently think: “We have one woman. That is enough. We do not need more.” In March 2025, women make up less than 20% of leaders. This is in the 160 biggest companies listed in Germany (DAX, MDAX, and SDAX). If you look at the very top jobs, the numbers are even worse. 96% of CEOs are men.
Only during crises, when companies are losing money and have many problems, do they often choose a woman as the boss. New studies from LMU Munich and Konstanz University show this. In companies facing a crisis, a woman is 50% more likely to be chosen for a leadership role. This sounds like good news, but it is not always what it seems. Female CEOs are expected to send positive signals to the public and investors. They show that the company is “ready for change.” Words like “change” or “new ideas” appear often in their press releases. But if the new female boss cannot fix the problems, people say again: “Women simply cannot lead.” Still, many women willingly take on these very tough jobs. This is because it is very hard for them to get any top position.
But let’s go back to the start. For women, even the job interview is often a very hard experience.
Blink 2 – Headhunting and Job Interviews – The Standards Are Higher for Women
When a woman has a job interview for a top position, it is a different experience than for her male colleagues. Hiring managers and companies want to avoid people saying someone was promoted “only because of the quota.” So, a woman has to prove herself twice as much. But few people ask why there was an unspoken “men’s quota” for many years. This meant male candidates often reached the top just because they were men.
Many female managers know the negative label “quota woman.” They have mixed feelings about it. Some were against quotas in the past. They believed that only skill should matter. But with time, many learned that change is too slow without outside help. Karin Rådström from Daimler Trucks says it clearly: The quota forces companies to look for talent outside of their usual choices. Then, skilled people are found who might have been missed before. Bettina Volkens, a former board member at Lufthansa, also changed her mind. She thinks that if a woman joins the board because of a quota, it is not a problem. Instead, it opens doors. Without a quota, many women would never have had these jobs.
But even with quotas, the hiring process still has many difficulties. Studies show that women are judged differently in job interviews. If a man lacks a certain skill, people see him as talented and able to grow. If a woman lacks that same skill, it is seen as a fault.
Questions about children almost always come up, even if they have nothing to do with the job. One female manager said that the CEO asked her during the interview if she could “really do the job” with two young children. She still got the job. But only because she made it clear that being a mother would not stop her from doing the job well. Many mothers are not so lucky.
Other women choose their own way. They remove the word “mother” from their CV. Kenza Ait Si Abbou, an engineer and AI expert, did this. She says people only took her seriously again after she removed it.
Luckily, employers are slowly starting to think differently. Some headhunters, like Fiona Ruff, now specialize in finding jobs for women. They know that the normal hiring process is not fair. Almost half of the female leaders asked feel that headhunters see them as less skilled than male colleagues. Another 13% feel they are seen as much less skilled. In job interviews, one out of two women faces unfair treatment. This can be through strange questions or low salary offers.
The most important advice from experienced female managers is simple and clear: Be yourself, be brave, and ask for what you are worth. Men apply for jobs when they meet 80% of the requirements. Women often only apply when they meet 100%. It is high time for things to change!
And sadly, if the job interview goes well, the real problems often only just begin.
Blink 3 – Sexism and Mansplaining – When Sexism Is Part of the Work Culture
It often starts in small ways. A quick interruption here, a proud laugh there. The meeting room quickly becomes a place for men to show their power. It is not easy for women to keep their place there. The bigger and more male the group is, the less time women get to speak. In meetings, women are interrupted almost once per minute. Men are interrupted only once per meeting, on average.
Experienced female managers say that only clear words help. A simple phrase like “Please let me finish,” with a hand sign, often works well. Women must not let their speaking time be taken away. They also must not let their ideas be taken. It often happens that men, without realizing it, copy their female colleagues’ ideas and say they are their own. In such a case, a clear but friendly “Thanks for supporting my point from earlier” helps. This quickly changes how people interact in the room.
It is also important to be able to change your way of speaking. Women often talk in a “horizontal” way. This means they aim to connect with others and are aware of feelings. But in meetings, the “vertical” way is key. It is about who is in charge, being seen, and giving clear orders. Being good at both ways helps you to act strongly.
Unfair treatment has many forms. It is not just about showing off knowledge or interrupting. Fake compliments or casual jokes also make life hard for women in leadership. The Council of Europe calls such actions sexism at work. Comments about sex are the most common type, followed by looks and gestures. The tricky part is that these bad actions can be so small. You might even wonder if you heard them correctly. So, it is useful to have two or three ready sentences. Short questions work well, such as: “What exactly do you mean by that?” or “Why are you saying that now?” This puts the responsibility back on the other person.
Small signs of status can also help women. A top female lawyer learned to ask for certain things. She gets the biggest office, the biggest parking space, and she always speaks first. She is never the one who gets coffee or writes meeting notes. This is not about wanting to show off. It is because in workplaces led by men, status is a sign of skill.
You can see that for women, the workplace is often like a battlefield. They have to protect their boundaries much more carefully than their male colleagues. They are put under stress more often. Their skills are questioned more often. This constant pressure costs a lot of energy. Women who know this plan for breaks. For example, a supportive chat after a difficult meeting. Or sometimes leaving work earlier, which others often see as a lack of commitment.
To be seen as a female leader does not mean being louder than everyone else. It means being clear and taking a stand, without saying sorry. This is also true for life outside of work. In the next section, we will see that female leaders are not safe even outside the office.
Blink 4 – Work Party Scene – Sexual Harassment and Disrespecting Boundaries
When work finishes, ties loosen, and glasses clink, the rules for what is acceptable change. Many female managers experience very bad moments then. These include a hand on the back or an unwanted look. Since 2017, the #MeToo movement has made people more aware of sexual harassment at work. Yet, many women still talk about rude comments, “accidental” touches, and suggestive words. This happens especially when people drink alcohol. In 2025, Germany’s anti-discrimination agency received more calls for help than ever before. One third of the cases reported in 2024 happened at work. Company parties, events, or business dinners are especially risky. Some colleagues think that different rules apply there than during the day at the office.
For example, one female manager tells her story. She went to a business dinner with an old contact from the company board. It was about an exciting new project. The table was set nicely, and champagne was poured. She thought it was a polite welcome. Then came a casual but meaningful remark: He said he had a new, big apartment with a sofa. He added, “We’d easily have space for two there,” with a wink. She froze. For a second, she thought about ignoring it to save the chat. But then she stood up, put her napkin next to her plate, and calmly said: “I think that’s all for me.” Without a big fuss, she drew a clear line.
Smart planning can also help prevent bad surprises. Sadly, it is often wise to avoid evening meetings alone. Instead, you should take another female colleague with you. And as silly as it sounds, it is often a good idea to leave company parties early. These are not tips for women to limit themselves. They are professional ways to set boundaries. These steps are needed as long as the system does not change.
Change will only happen through clear actions at a system level. These include anonymous systems for reporting problems, outside checks, and regular training about sexism and sexual harassment at work. Only then will parties become what they should be: places for making connections, not for disrespect.
Now, for a change, our next section looks at something positive. It is about men who have decided not to be part of the problem anymore, but part of the solution.
Blink 5 – Men as Allies – A Sign of Hope
There is good news. It is about equality. More and more men understand that they need to make a change. They realize that equality is not a win-lose situation. Instead, it is good for everyone. Where men act as allies, the work culture gets better.
Pierre-Pascal Urbon saw this when he worked at the IT company Komsa in Saxony. This was not a company usually linked with helping women. Yet, almost everything was different there. On the company grounds, there was a kindergarten with a huge slide. There were no meetings after 6 PM. Working from home was normal. Parents could look out the window and see their children. This normal way of working built trust. The women’s quota was 40%. Urbon says that only there did he understand that equality is really about company culture. When companies are family-friendly and flexible, and care about equal chances and fair treatment, they can attract talented men and women. They also help them to do their best.
Big companies are also making progress. At Mercedes-Benz Bank, CEO Franz Reiner says that mixed leadership teams created a completely new feeling. It is more respectful, open, and almost like a family. And at GIZ, the German agency for international cooperation, equality is already normal. The board has two women and one man. More than 60% of employees in Germany are women. Almost 50% of employees working abroad are women.
Not only women benefit from these changes, but men do too. 80% of men in Germany want more time for their families. Two-thirds believe that less pressure to be the main earner would be good for their health. Studies show that men live longer when the idea of masculinity changes. It moves from being too tough to being softer and calmer. Having different people in a workplace takes away pressure, also emotionally, and also for men.
But change does not happen by itself. Allies are also men who speak up when discussion groups are only men. They disagree when a female colleague is put down or insulted with sexist words. They see parental leave as normal, not as something special. Manager Katharina Wolff has simple advice for men who ask what they can do: “If you are asked to speak on a panel with only men, say no. And suggest a woman instead.” It is that simple and effective.
In the end, equality is not just about making life easier for women. It is a plan for the future that helps everyone. And allies are the people who make it happen.
Fazit
That was our short summary (Blink) of Machtgebiete by Anna Sophie Herken, Christina Sontheim-Leven, and Bettina Weiguny.
The stories collected by the authors show one thing clearly: It is high time for a change in culture. Let’s work for a world where female CEOs are normal. And where male CEOs who take parental leave or work part-time are seen as good examples. Until then, we still need brave women. They must be confident to take on leadership roles. They must not let the loud behavior of the male majority scare them. And we need men who support their female colleagues. They need to understand that being a strong leader does not mean being hard. This will not be an easy process. But the reward is a completely new, freer, and more productive way of working.
Thank you for joining us! Goodbye, and see you next time.
Source: https://www.blinkist.com/https://www.blinkist.com/de/books/machtgebiete-de