Weekly Report 周报告单模板
周报表(模版)
校区月第周 填表人： 吴伟东
注：每周日下午下班前将周报填写完整后交行政办信箱，信箱为：51617759@
填表人为部门负责人，审核人为校区总监，如不能准时、准确报表者，一次乐捐50元人民
区月第周情智管理部工作周报
人： 吴伟东 审核人： 日期： 5 月 11 日--- 5 月 17日
计和毕业前完全消耗，不能上完的加课时5.配合咨询部辅助新单和跟家长交流，个别新单开始前几访4.个别老师请假，催促补回课时5.小班课时学员鼓励上其他科目一对一6.回访增加，抽查班主元人民币，从当月工资里扣除。
- 5 月 17日。
Weekly Report #1
Weekly Report #102/09/2012– 02/11/2012 Raindy_Zhu I. Summary总结任务序号(Task Num)任务名称(Task Brief)开始日期(Begin Date)结束日期(End Date)应完成日期（Due Date）重要性(Priority)工作小时数(TaskHourS)备注(Notes)W01_01 入职报到02/09 02/09 02/09W01_02 南加研发计划项目文档、三缔联动研发计划项目文档的大致编辑02/09 02/09 02/09 4 5 完成W01_03 咨询绍兴市各高校校内近期人才招聘会的时间02/09 02/09 02/09 4 1 需要过一段时间再咨询W01_04 三楼员工设备的核对与登记02/10 02/10 02/10 4 3 完成W01_05 员工证的制作02/11 02/11 02/11 3 2 有几个漏掉需要再重新制作W01_06 对行政工作的熟悉与了解02/09 4 需要一直关注了解II. Task Description 任务描述W01_01入职报到W01_02南加研发计划项目文档、三缔联动研发计划项目文档的大致编辑完成南加研发计划项目文档、三缔联动研发计划项目文档的大致编辑。
W01_03咨询绍兴市各高校校内近期人才招聘会的时间无法与绍兴市各高校就业指导中心取得联系，计划在各高校开学以后了解各高校校内人才招聘会举办的具体时间与地点。
W01_04三楼员工设备的核对与登记完成了对三楼员工设备的核对与登记，以确保设备归位。
W01_05员工证的制作给南加研发、三缔联动1月28日以后入职的员工制作员工证。
W01_06对行政工作的熟悉与了解订餐、订水、订票、收发邮包、联系维修、整理发放办公用品、登记办公设备相关表格等。
III. Plan for Next Week 下周任务计划W02_01 相关行政工作W02_02 新员工信息登记以及员工证W02_03 关于办公用品需求及采购的工作Weekly Report 已发，请查收。
每周活动报告书
3、表格的行列、文字叙述、表头、表尾均应当根据实际情况进行修改。
每周活动报告书
姓名：日期年月日～年月日年月日
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日
星期
A访问．B来客．C出差
事件
同行者
连络
交通费
效际费
通信费
其他
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公司名称
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表格说明（使用时删除）：
1、该表格主要用途包含不局限于学校、公司企业、事业单位、政府机构，主要针对对象为白领、学生、教师、律师、公务员、医生、工厂办公人员、单位行政人员等。
每周考勤情况汇报模板图片
每周考勤情况汇报模板图片每周考勤情况汇报模板。
尊敬的领导：我是XX部门的负责人，特向您汇报本部门上周的考勤情况，具体如下：1. 考勤总人数，本部门共有XX名员工，其中正式员工XX人，实习生XX人，外派人员XX人。
2. 出勤情况，上周全体员工共计应出勤XX人次，实际出勤XX人次，出勤率达到XX%。
3. 迟到情况，上周共有XX人次迟到，其中XX人次迟到在5分钟内，XX人次迟到在15分钟内，XX人次迟到在30分钟内，XX人次迟到超过30分钟。
4. 早退情况，上周共有XX人次早退，其中XX人次早退在5分钟内，XX人次早退在15分钟内，XX人次早退在30分钟内，XX人次早退超过30分钟。
5. 请假情况，上周共有XX人次请假，其中XX人次病假，XX人次事假，XX人次年假，XX人次婚假，XX人次产假，XX人次其他假期。
6. 加班情况，上周共有XX人次加班，其中XX人次是正常加班，XX人次是临时加班，XX人次是周末加班，XX人次是节假日加班。
7. 考勤异常情况，上周共有XX人次出现考勤异常，其中XX人次未打卡，XX人次忘记打卡，XX人次忘记补卡，XX人次打卡异常，XX人次请假未及时报备。
8. 补充说明，（根据实际情况补充需要说明的内容）。
总结：通过上述数据可以看出，本部门上周的考勤情况总体良好，出勤率较高，迟到和早退情况较少，加班次数适中，但仍需关注考勤异常情况的发生，及时进行整改。
同时，我将加强对员工考勤的管理和监督，确保每位员工严格按照公司规定进行考勤，提高工作效率，为公司的发展贡献力量。
感谢您对本部门工作的关心和支持，我们将不断努力，为公司的发展做出更大的贡献！此致。
XX部门负责人。
日期，XXXX年XX月XX日。
每周出勤报告
使填
注若
模板简介
使用此模板创建每周出勤报表。
填写教室名称或编号、时间和时间段、教师、课程名称和周开始日期。
在出勤表中输入学生姓名，用“Y”代表“是”，以将学生当前的出勤情况标记为出勤、迟到、无故缺勤或请假。
注释：
“每周出勤报表”工作表中的 A 列提供了其他说明。
此文本已被有意隐藏。
若要删除文本，请选择 A 列，然后选择“删除”。
若要取消隐藏文本，请选择 A 列，然后更改字体颜色。
若要了解有关表格的详细信息，请在表格内按 Shift+F10，选择“表格”选项，然后选择“替换文本”。
周总结报告表格
周总结报告表格日期：2021年10月4日 - 2021年10月10日部门：市场营销部姓名：张三本周工作内容及进展1. 市场调研本周我负责对竞争对手的市场活动和产品定价进行了调研，并撰写了一份详细的竞争对手分析报告。
通过对市场的深入了解，我们可以更好地制定营销策略和产品定价策略。
2. 营销活动策划在本周，我参与了公司新产品的营销活动策划，并提出了一些创意和建议。
我们团队一起讨论了活动的宣传渠道和营销方式，确保能够最大程度地吸引目标客户群体。
3. 销售数据分析我对本季度的销售数据进行了分析，发现了一些产品销售额下滑的趋势，尝试找出原因并提出改进方案。
我也对热销产品的销售情况进行了评估，为下一步制定销售计划提供了参考。
4. 客户关系维护本周我花了一些时间与重要客户进行了沟通，并了解了他们的需求和反馈。
通过与客户的交流，我发现了一些潜在的合作机会，并争取到了一些新的订单。
下周工作计划1. 继续进行市场调研，深入了解竞争对手的最新动态，为公司制定营销策略提供数据支持。
2. 参与新产品上市的推广工作，确保营销活动的顺利进行，并监督执行效果。
3. 持续对销售数据进行跟踪分析，及时发现问题并提出解决方案。
4. 加强与客户的沟通，维护好现有客户关系的开拓新客户。
5. 参与团队整体销售计划的制定，并为实现销售目标做好准备。
问题与建议在本周的工作中，我还是感到了一些时间精力不够充裕，尤其是在市场调研和数据分析方面。
我计划下周将工作时间合理安排，提前预留出足够的处理数据和撰写报告的时间，以确保工作的质量和效率。
我还计划向团队成员请教一些数据分析和营销策划方面的知识，学习他们的经验和方法，提升自己的工作水平。
感想与展望本周的工作虽然紧张，但也取得了一些成果。
在市场调研和竞争对手分析方面，我又学到了一些新的知识和方法，对公司的市场定位和竞争策略提出了一些建议。
通过与客户的沟通，我也找到了一些新的商机，为公司的业务拓展做好了准备。
weekly,report模板
竭诚为您提供优质文档/双击可除weekly,report模板篇一：templateweeklyReport-20xx0719pRojectcode:cn/cbl-10/064qualitysupeRVisionweeklyRepoRtdateoFactiVity:14/06/20xx—20/06/20xxRepoRtno.:wR-ctc-10/064-001R0-20xxw11Ref.no.qswR-10-033-001R0page1of73.1thermalpowerstationproject/热源厂项目concretingofcolumnsatlevel7.95mfloorfromb~daxesto①~⑥axescompletedonaug29withthequalitycertificateofconcretebeingchecke dandslumptestingandcubesamplingbeingwitnessedonsite bybVengineer;beforeconcreting,rebarfixingandformworkinstallationwerecheckedandacceptedbybVengineer;主厂房b~d轴与①~⑥轴7.95m层柱混凝土浇注于八月二十九日完成，混凝土质量合格证、坍落度测试和混凝土试块现场配制bV公司工程师进行了检查和见证；混凝土浇注前，钢筋绑扎和模板制安,通过bV工程师验收；constructionofscaffoldingatlevel8.0mfloorfroma~baxe sto①~⑥axesstarted;标高为8.0m层a~b轴与①~⑥脚手架搭设工作开始；constructionofscaffoldingatlevel8.0mfloorfromb~daxe sto①~⑥axescompleted;完成了标高为8.0m层b~d轴与①~⑥脚手架搭设工作；80%ofbackfillingworkforstreamturbineareacompleted;完成80%汽机间回填工作；derustingandprotectivepaintingforcoolingwatertubesf romcinderwarehousetocoolingwaterstationfinished;渣仓到循环水站管道除锈和防腐施工完成；excavationworkofcoolingwatertubesfoundationandcushionworkfromcinderwarehousetocoolingwaterstationcompleted;完成从渣仓至循环水站管道基槽开挖和垫层施工；3.2starchplantproject/淀粉厂项目excavationworkforpilecapofcornsteepingplantcomplete d;完成玉米浸泡车间桩承台基础开挖工作量；Ref.no.qswR-10-033-001R0page2of7concretingofpilecapesandundergroundbeamsofstarchpla ntfrom①~③axestod~laxescompletedonaug29withthequalitycertificateofc oncretebeingcheckedandslumptestingandcubesamplingbe ingwitnessedonsitebybVengineer;beforeconcreting,reb arfixingandformworkinstallationwerecheckedandaccept edbybVengineer;淀粉厂①~③轴与d~l轴间承台和地梁混凝土浇注29日完成,混凝土质量合格证、坍落度测试和混凝土试块现场配制bV公司工程师进行了检查和见证；混凝土浇注前，钢筋绑扎和模板制安,通过bV工程师验收；Rebarfixingofpilecapesandundergroundbeamsforstarchp lantfrom③~⑦axestod~laxes70%completed;淀粉厂③~⑦与e~l轴承台和地梁钢筋绑扎完成70%；backfillingofunloadingpitstarted;地坑回填开始作业；waterproofingworkofwallpanelforunloadingpitcomplete d,30%ofprotectivewallforwaterproofingcompleted;地坑壁板防水施工完成,防水层保护墙施工完成30%;inthisweektotally38piecesofpilescompletedwhichinclu de29piecesforΦ500and9piecesforΦ400;allworksincludingpiling,weldingandprotectivecoa tingwerewitnessedbybVengineer.pilingworkforfoundati onofpipenettingcompleted;本周共完成打桩38根,其中Φ400桩9根,Φ500打桩29根，bV工程师见证打桩-焊接-防腐施工过程；管网基础打桩施工完成。
weeklyreport：每周报告
German Institutefor Economic ResearchWeekly ReportWomen hold only 7.8% of the supervisory board posts in the 200 biggest companies (Top 200) in Germany – outside finance -, and three of four (76.0%) are worker´s representation delegates. More than one third of these companies do not have a woman on the supervisory board at all. The share of women on management boards is even smaller. In the 100 biggest companies (Top 100) there is only one woman on a management board. There are only eleven in the Top 200, a share of a good one percent. These figures show that the aim of equality of opportunity for men and women in top influential posts in large firms is still a long way off.Among European countries Norway is in the lead with women accounting for just under one third of the seats on the decision-making bodies of the 50 biggest compa-nies traded on the stock exchange. The other Scandinavian countries are also above the average, as are the East European EU member states. Germany is in the middle with 11%. According to information from the European Commission Germany is at the lower end of the scale of countries in the share of women in more broadly defined management posts, with around one quarter. Even countries with a relatively low percentage of women in employment, like Spain and Italy, have clearly higher shares of women on this level of the hierarchy than Germany, with just under one third each.DIW Berlin has made a quantitative study of the share of women in management positions (supervisory board/administrative board and management board/manage-ment posts) in the 100 and 200 biggest companies outside the financial sector by turnover.1 The main function of the supervisory board is to supervise the management of the company and to appoint the board of managing directors. Important business plans and decisions also often have to be approved by the supervisory board. The task of the management board is to direct the company’s operations and represent it. In larger companies the management board consists of a chair person and several members, e.g. the heads of the various production divisions. So a seat on either of these decision-making organs is of immense importance.This report is based on Holst, E. and Stahn, A.-K. In: Wochenbericht des DIW Berlin, Nr. 7/2007. The research was car-ried out between July and December 2006 on companies excluding banks and insurance. The selection of the Top 200 companies for the research was based on “Die großen 500. Deutschlands Top-Unternehmen, 2006”. Of the 100 (200) biggest companies 13 (30) gave no information on the composition of their supervisory board. 97 (195) companies could be included in the analysis of management boards. The figures given in this report only cover the companies which provided information. A similar study was carried out for the financial sector, cf. for the results in details, Holst, E. and Stahn, A.-K.: ‘Too Few Women in Top Posts in the Big Banks and Insurance Companies’. In: Weekly Report, no. 7, and Holst, E. and Stahn, A.-K.: ‘Zu wenige Frauen in Spitzenpositionen der großen Banken und Versicherungen’. In: Wochenbericht des DIW Berlin, Nr. 26/2007.Top Posts in Big Companies Firmly in Male HandsElke Holst *************Anne-Katrin StahnJEL Classification: Keywords :Women, Supervisory boards, Management PositionsNo. 6/2007Volume 3October 29, 2007Women mostly delegated to supervisory boards under the codetermination regulationsIn the 100 biggest companies in Germany by turno-ver the share of women with supervisory board posts is currently 8.5%. Only one third of the companies have a share of at least 10%, and only five reach a share of 25% and more (table 1). Only two women head a supervisory board or are partners: Maria-Elisabeth Schaeffler in INA Schaeffler Holding and Bettina Würth of the Würth-Gruppe. These wo-men occupy a special position in that they are both shareholders. So not a single woman has reached the position of chairwoman of a supervisory board in one of the 100 biggest companies in Germany without the appropriate financial background. Most women on supervisory boards (73.0%) were delegated from worker´s representations. Without these seats, that are secured by codetermination rights, the number of companies in the Top 100 without a woman on the supervisory board would, purely arithmetically, rise from the present 22 toTable 1The 00 Biggest Companies by Turnover in Germany according to Share of Women on the Supervisory Board/Administrative BoardCompany Ranking byturnoverTotal number ofseats on boardOf which: WomenOf which: worker‘srepresentationdelegatesShare of seats heldby women in %Share of worker‘srepresentationdelegates in seats heldby women in %INA Holding Schaeffler KG7121050.00 IBM Deutschland GmbH99165331.360 Fresenius AG70123225.066.7 Deutsche Post World Net AG8205525.0100 Karstadt Warenhaus AG98205525.0100 AVA Allgemeine Handelsgesellschaftder Verbraucher AG100184422.2100 E.ON Ruhrgas AG36194121.125 Oetker-Gruppe7951020.00 TUI AG29204k.A.20.0k.A. Deutsche Telekom AG4204320.075 Metro AG5204420.0100 KARSTADT QUELLE AG33204420.0100 Henkel KGaA49163118.833.3 SAP AG66163118.833.3 Infineon Technologies AG72163118.833.3 adidas AG78112218.2100 TOTAL Deutschland GmbH3861116.7100 Tech Data Germany AG5561116.7100 SPAR Handels-AG82122216.7100 Merck KGaA94122216.7100 Thüga-Gruppe47122k.A.16.7k.A. RWE AG9203015.00 Shell Deutschland Oil GmbH17203115.033.3 Lufthansa Air Plus Servicekarten GmbH5871k.A.14.3k.A. REWE-Handelsgruppe10162112.550 Franz Haniel & Cie. GmbH22162212.5100 Würth-Gruppe8591011.10 Wintershall AG9591111.1100 VALEO GmbH5391k.A.11.1k.A. EWE AG86192110.550 E.ON AG6202210.0100 BASF AG14202210.0100 Otto Versand GmbH & Co35202210.0100 Companies with at least 10% ofsupervisory board seats held by women(33 companies)x484855417.665.5Companies with fewer than 10% ofsupervisory board seats held by women(32 companies)x5793424 5.970.6Companies without a woman on thesupervisory board (22 companies)x331x x x x All companies x139420413214.664.759.2 The companies that do not, at time of the study, have a woman on the supervisory board include the biggest company in Germany, Daimler Chrysler AG, Thyssen Krupp AG (No. 12 on the size ranking list) and Audi AG (No. 21).The share of women on supervisory boards rises with the size of the company (table 2). It is highest among the Top 10 at 11.8%, only 8.5% in the Top 100 and only 7% in the Top 101-200. It must be borne in mind here that the share of women sent by worker´s representations in the Top 101-200 com-panies is higher than in the Top 100 (80.9% com-pared with 73.0%). However, that does not mean that women in companies lower down the ranking list have a better chance of a supervisory board seat. Almost every second company in the Top 101-200 list does not have a woman on the supervisory board, whereas in the Top 100 list this “only” applies to every fourth company.Very few women on management boards The inequality between the women and men is even more stark on top management level, on the ma-nagement board and in general management. Of the total of 533 management boards seats in the 100 Cf. Holst, E.: Führungskräfte im international Vergleich: Frauen in Auf-sichtsräten in Deutschland meist von Arbeitnehmervertretungen ent-sandt. Wochenbericht des DIW Berlin, No. 35/2005.biggest companies only a single one is occupied by a woman.3 That gives women a share of 0.2%. The number of women on management boards does rise to eleven in the Top 200, but even that only gives women a share of 1.2%. Altogether only nine companies in the Top 200 have a woman on the management board.The aim of equality for men and women in top in-fluential positions is, as these figures dramatically show, still a long way off.Margret Suckale is on the management board of Deutsche Bahn AG, a former state enterprise; she is also head of the personnel department, which is not a very influential position. At the end of November 2006 another attempt was made to give the post of personnel director, with a seat on the management board, to a woman. The supervisory board of Telekom AG and Verdi wanted to appoint Regine Büttner. Faced with heated criticism - among other things her suitability for the post was called in question - she withdrew her candidature at the beginning of De-cember 2006. Karl-Gerhard Eick is now the personnel director with a seat on the management board. See Louven, S.: Schwindende Gefolgschaft. In: Handelsblatt, 11.12.2006, /news/Unterneh-men/Firmen-Rankings/default-201312.aspx.DIW Berlin also examined the 30 DAX companies. Here, too, the ma-nagement board seats are exclusively held by men. But the share of wo-men on supervisory boards is 12%, above the average for the 100 com-panies with the biggest turnover. That is largely because the seven banks and insurance companies included in the DAX have an average share of women on the supervisory board of 17%.Table 2Number and Share of Women on Supervisory Boards/Administrative Boardsand Management Boards/Management in the 00 Biggest Companiesby Turnover in Germany according to Ranking GroupsTop10Top100Top101–200Top200 Supervisory Board/Administrative Board (SB/AB)Number of companies108783170 Number of companies with at least one woman on the SB/AB96545110Share of women in total number of seats on SB/AB in %11.88.57.07.8 Number of women2311978197Of which: worker‘s representation delegates177855133Share of worker‘s representation delegates in total number of women onSBs/ABs in %73.965.570.557.4 Number of women chairing an SB/AB0213Share of women in total number chairing SBs/ABs in %0 2.3 1.2 1.8 Number of companies without a woman on the SB/AB1223860Share of companies without a woman on the SB/AV in all companies in %10.025.645.835.3 Management Board/Management (MB/M, Top 200, altogether 533seats)Number of companies with at least one woman on the MB/M 20189Share of companies with at least one woman on the MB/M in %0 1.08.3 4.6 Number of women on the MB/M011011Share of women in all members of the MB/M in %00.2 2.4 1.2Only companies providing information are includedCompanies with at least one woman on the management board: Deutsche Bahn AG (Margret Suckale). Hewlett-Packard GmbH (Regine Stachelhaus).Fujitsu-Siemens Computers Deutschland GmbH (Barbara Schädler). Schering AG (Karin Dorrepaal). DB Regio AG (Dr. Bettina Volkens). DB Netz AG(Dagmar Haase). Actebis Holding GmbH (Bärbel Schmidt). Roche Diagnostics GmbH (Silvia Ayyoubi and Tiffany Olson). dm-Drogeriemarkt GmbH & Co.KG (Petra Schäfer and Gerlinde Sulzmaier).Sources: Information from companies on the Internet; research between July and December 2006; calculations by DIW Berlin DIW Berlin 2007The international comparison – Norway in the leadA survey by the European Commission on the com-position of the top decision-making organs in the 50 biggest traded companies in 30 European countries in 2006 showed Norway in the lead with women accounting for one third of these positions (figure 1). The other Scandinavian countries and the East Euro-pean EU member states were also above the average; Germany was in the middle field with 11%.The high share of women in Norway5 is partly due to the legislation in force there, which prescribes a minimum of 0% women or men on supervisory boards.6 Not every company to which the law ap-plies has so far been able to reach the 0% target for their share of women. Nevertheless, it is clear that statutory regulations are worthwhile; in 200 the share of women was still only 18%.Spain has followed Norway’s example and in a law on equality of opportunity for men and women passed in 2006 (Ley de Igualdad) required the share of women on the supervisory boards of the biggest companies to be raised to 0% within eight years.7 So as a country that is near the bottom of the list of European countries for the share of women in the top decision-making organs of companies Spain is facing big challenges.Women in management posts – Germany below the European averageThe share of women holding more broadly defined management posts (ISCO Codes 12 and 13) in 2005 was around 30% in Europe (a comparison of 25 countries, figure 2). With 26% Germany was be-low the average.8 Even Spain and Italy have higherNorway is also in the lead for share of women on supervisory boards in 2006 on a comparison of the 300 biggest joint stock companies in Eu-rope (FTSEurofirst300); it is followed by Sweden, Finland and Denmark. Germany is in the middle field. See Egon Zehnder International: Women on European Boards: Scandinavia Extends its Lead, /knowledge/content/articles/index.php?article=2426. However, the law only covers state enterprises and about 500 privately owned public limited companies, which only make up a small part of the more than 160,000 companies in Norway. See European Professional Women’s Network: Women on Boards: The Inside Story of Norway’s 40% Target, /tht_wob/articles/story_on_norway. html. See also Holst, E.: Führungskräfte, loc. cit.Morales, P.A., Diaz, A.R.: Fostering Caring Masculinities (FOCUS). Span-ish National Report, Girona/Spain, August 2006; Spanish Embassy in Germany: The Equality Law, -spanischebotschaft.de/multime-dia/pdf/LEY_DE_IGUALDAD.pdf, 23 June 2006. In 2005 Norway’s positive example encouraged a number of other countries to take similar initiatives, see Zechner, A.K.: Frauen per Gesetz in die Verwaltung von Ak-tiengesellschaften? - Aktuelle Maßnahmen zur Stärkung der Präsenz von weiblichen Vorstands- und Aufsichtsratsmigliedern, in: Aufsichtsrat ak-tuell 3/2005, 10-12; and Frauenquoten in Aufsichtsräten, GenderKom-petenzZentrum 2005, /w/files/gkopzpdf/ frauenquoten_in_aufsichtsraeten/pdf.See Holst, E., Schrooten, M.: Führungspositionen: Frauen geringer ent-shares of women in management posts with 32% each. The situation is also clearly better in the East European EU states and France (38%) and in the United Kingdom (3 %). Latvia ( %) and Lithuania ( 3%) are in the lead, while no figures are available for Norway.French women most frequent in top international positionsIn keeping with the low share of women in top posts in companies in Germany there is not a German woman among the 50 most important women ma-lohnt and nach wie vor seltener vertreten. Wochenbericht des DIW Berlin, No. 25/2006.Figure 1The Share of Women in the Top Decision-Making Organs of the 0 Biggest Companies Traded on the Stock Markets in European CountriesIn %Biggest by market capitalisation (i.e. number of shares issued multipli-ed by the share price) and quoted on the national stock exchange. Source: European Commission, Data Bank on Women and Men in Decision-Making, 2006 DIW Berlin 20070510********NorwaySwedenBulgariaLatviaSloveniaFinlandLithuaniaEstoniaHungaryRomaniaDenmarkGreat BritainGermanyAll EU statesPolandSlovakiaCzech RepublicGreeceFranceCyprusNetherlandsPortugalTurkeyAustriaBelgiumIcelandIrelandSpainMaltaItalyLuxemburgnagers worldwide.9 However, there are nine French women, seven British, two Turkish and one Pakista-ni woman. A lack of big German companies cannot be the reason for the lack of German women on top management level. According to a list drawn up by the Handelsblatt10 there are 27 companies from Germany among the 50 largest European private sector companies by turnover, but only four from France.ConclusionSupervisory boards and management boards in Germany are still firmly in male hands. Germany is rather at the lower end of the scale of the share of women in management positions by European comparison. The voluntary agreement reached in 2001 between the German business federations and the Federal Government to promote equality of op-portunity for men and women in companies has not, so far, brought the desired result of reducing the gap between the shares of men and women in top positions in big companies or in management posts generally.11By European comparison Norway is in the lead with women accounting for a share of about one third of the top posts in the private sector. Norway has introduced a regulation that 0% of the seats on supervisory boards must be filled by women. Despite, or perhaps precisely because there are few women in top posts in Spain it followed Norway’s example and introduced the same ratio in its law on equality of opportunity in 2006.Cf. : FORTUNE 50 Most Powerful Women in Business, /magazines/fortune/mostpowerfulwomen/2006/inter-national/, 11.01.20070Handelsblatt: Die 50 grössten Privatunternehmen, .Vereinbarung zwischen der Bundesregierung und den Spitzenver-bänden der deutschen Wirtschaft zur Förderung der Chancengleichheit von Frauen und Männern in der Privatwirtschaft, 2.7.2001, www.bmfsfj. de/Politikbereiche/gleichstellung,did=6408.html.Figure 2The Share of Women in Management Posts in European CountriesIn %Managers and heads of division in big companies and directors of small firms (ISCO Codes 12 and 13).Source: European Commission, Data Bank on Women and Men in Decision-Making, 2006DIW Berlin 2007 051015202530354045LatviaLithuaniaFranceEstoniaBulgariaPortugalHungaryGreat BritainBelgiumSloveniaItalyPolandSpainRomaniaSlovakiaAverageFinlandIrelandSwedenCzech RepublicAustriaGermanyGreeceNetherlandsLuxemburgDenmarkDIW BerlinMohrenstraße 5810117 BerlinTel. +49-30-897 89-0Fax +49-30-897 89-200ISSN 1860-3343Price: Euro 10.–www.diw.de/english/produkte/ publikationen/weeklyreportAll articles are protected by copyright.。