기업 이사회의 여성이사 비율 확대를 위한 제언

For as long as we can remember, the percentage of female corporate directors at Korean listed corporations has been the lowest along all OECD member countries and the G20 nations. This Article proposes that the theory of unconscious (or implicit) bias, which was developed over the past 30 years in response to what some American legal scholars viewed as deficiencies in disparate impact approach to discrimination, be used to address the challenge of achieving gender balance on corporate board. The theory of unconscious bias posits the pervasiveness of unconscious bias against stigmatized groups such as racial minorities, women, disabled, and sexual minorities. Even individuals who avow that they are free of discriminatory biases against minority groups, are likely to behave in a manner that evidences their unconscious bias. Theory of unconscious bias as applied to gender relations in the context of social practices and patterns of interaction, formation of human networks that have the effect of excluding women from opportunities are referred to as second generation gender bias. Glass-ceiling, sexual harassment are common examples of second generation gender bias. Second generation gender bias is a useful tool for analyzing exclusion of women in various situations, enabling formuation of corrective and prevention measures above and beyond legal remedies. In recognition of the likelihood that women are excluded from corporate directorships as a result of second generation gender bias, this paper proposes recommends 2 measures to be undertaken concurrently in order to weaken and ultimately eliminate the impact of second generation gender bias: first a behavior modification program grounded in education and training, designed to raise awareness of implicit bias; secondly, imposition of mandatory gender quota to be implemented in several stages.