Equality, Equity, Quotas and Inclusion: Keeping the Terms Apart

Matthias Linke Matthias Linke
Updated: 13.11.2026 · 3 min read

In short

Equal treatment means treating people by the same rules; it is anchored in Article 3 of the Basic Law. Equity asks whether starting positions differ so much that equal rules are not enough. Positive measures, for example under section 5 AGG, offset disadvantage. Quotas are a binding form of this and in Germany are required by law only for certain bodies. Integration requires adapting to what exists; inclusion requires rebuilding structures. The terms are not interchangeable.

This summary sorts equal treatment, equity, quota and inclusion and states the German legal basis. It is not legal advice. Legal position and retrieval date: 13 November 2026.

Equal treatment, equity and positive measures

Article 3(1) of the German Basic Law states that all people are equal before the law: the same rules for everyone. Paragraph 2, second sentence, adds that the state promotes the actual implementation of equal rights for women and men and works towards removing existing disadvantage. At work, the General Equal Treatment Act (AGG) applies.

Equity is a specialist term, not a legal term in Article 3 or sections 1 and 5 AGG. The idea is that equal rules applied to unequal starting positions can fix unequal outcomes.

Under section 5 AGG, unequal treatment is permissible where suitable and appropriate measures are meant to prevent or offset existing disadvantage. The provision permits but does not oblige, and names neither a time limit nor a quota.

Quotas in Germany

In Germany a quota is required by law only for certain bodies. The first Act on Women in Management Positions (FüPoG, 2015) introduced a fixed quota of at least 30 percent on supervisory boards of listed and parity co-determined companies, in force since 1 January 2016. Other listed or co-determined companies must set target figures, a self-commitment rather than a minimum.

FüPoG II entered into force on 12 August 2021. Management boards of listed, parity co-determined companies with more than three members must include at least one woman and one man (section 76(3a) of the Stock Corporation Act), for appointments from 1 August 2022. A target of zero needs justification.

The First Report (21/3450, December 2025) gives, for 270 listed companies in 2024, 33.6 percent women on supervisory boards and 16.9 percent on management boards.

The EU directive

Directive (EU) 2022/2381 entered into force on 27 December 2022; the transposition deadline ended on 28 December 2024. Large listed companies are to reach, by 30 June 2026, at least 40 percent of the under-represented sex among non-executive directors or 33 percent among all directors. In November 2024 the federal government decided to use the suspension clause in Article 12 and suspend Articles 5 and 6. Up to 13 November 2026 there is no implementing act; the ministry sees no need for further transposition for now.

Integration and inclusion

The UN committee (2016, on education) describes integration as placing people in existing institutions if they can meet their requirements. Inclusion is "a process of systemic reform" changing content, methods and structures. Applying this to workplaces is my own interpretation.

This is a summary. The full German article with all details is at the same address under the German site.

Frequently asked questions

Is equity the same as equal treatment?

No. Equal treatment means treating people by the same rules; Article 3(1) of the Basic Law names it as a principle. Equity additionally asks whether starting positions differ so much that equal rules in practice fix disadvantage in place. The Basic Law contains a promotion mandate for women and men (Article 3(2), second sentence). The term equity itself is not a legal term in the norms checked.

What does section 5 AGG allow?

Section 5 AGG allows unequal treatment where suitable and appropriate measures are meant to prevent or offset existing disadvantage on a ground in section 1 AGG. It is a permission, not a duty. Whether a particular measure is suitable and appropriate depends on the individual case. A quota is not named in the text. I do not go into case law here, and this is not legal advice.

Who is subject to a statutory quota for women in Germany?

A fixed quota of at least 30 percent applies on the supervisory board of listed and parity co-determined companies and, since the Second Act on Women in Management Positions (FüPoG II), of companies with a federal majority. A minimum-participation requirement applies to management boards of listed, parity co-determined companies with more than three members. For other companies the law requires target figures, not a quota. Position as of 13 November 2026.

Has Germany implemented the EU directive on women on boards?

Germany has used the suspension clause (Article 12) of Directive (EU) 2022/2381, because in the federal government's view FüPoG I and II meet the requirements. The First Report (Bundestag paper 21/3450, December 2025) names no new bill. Up to 13 November 2026 there is no separate implementing act. According to the Federal Ministry for Family Affairs, no further transposition is needed for now.

What is the difference between integration and inclusion?

According to the UN Committee on the Rights of Persons with Disabilities (2016, on education), integration means placing people in existing institutions provided they adapt to their requirements. Inclusion is a process of systemic reform that changes content, methods and structures to remove barriers. Applying this to workplaces is my own interpretation. In general usage the two words are not used consistently.

Sources

Bundeszentrale für politische Bildung: Gleichheit vor dem Gesetz (Wortlaut von Art. 3 GG) (o. J.), retrieved 13 Nov 2026
Antidiskriminierungsstelle des Bundes: Allgemeines Gleichbehandlungsgesetz (AGG), §§ 1 und 5; Fassung vom 14. August 2006, zuletzt geändert durch Art. 4 des Gesetzes vom 19. Dezember 2022 (BGBl. I S. 2510) (2023), retrieved 13 Nov 2026
Bundesministerium für Bildung, Familie, Senioren, Frauen und Jugend (BMBFSFJ): Zweites Führungspositionen-Gesetz (FüPoG II) (2021), retrieved 13 Nov 2026
BMBFSFJ: Gesetz für mehr Frauen in Führungspositionen tritt in Kraft (Meldung vom 11.08.2021) (2021), retrieved 13 Nov 2026
BMBFSFJ: Frauen in Führungspositionen in der Privatwirtschaft (o. J.), retrieved 13 Nov 2026
BMBFSFJ: 9. Jährliche Information der Bundesregierung zur Entwicklung des Frauen- und Männeranteils an Führungspositionen (Pressemitteilung vom 15.10.2025) (2025), retrieved 13 Nov 2026
Deutscher Bundestag: Entwurf eines Zweiten Führungspositionen-Gesetzes (FüPoG II), Drucksache 19/26689 (§ 76 Abs. 3a AktG-neu) (2021), retrieved 13 Nov 2026
Deutscher Bundestag: Unterrichtung durch die Bundesregierung: Umsetzung und Aussetzung der Richtlinie (EU) 2022/2381, Drucksache 20/14173 (2024), retrieved 13 Nov 2026
Deutscher Bundestag: Unterrichtung durch die Bundesregierung: Erster Bericht Deutschlands nach Art. 13 Abs. 1 und 2 der Richtlinie (EU) 2022/2381, Drucksache 21/3450 (2025), retrieved 13 Nov 2026
BMBFSFJ: EU-Führungspositionen-Richtlinie (o. J.), retrieved 13 Nov 2026
Europäische Kommission: EU action to promote gender balance in decision-making (Seite zur Richtlinie über das Geschlechtergleichgewicht unter den Direktoren börsennotierter Gesellschaften) (o. J.), retrieved 13 Nov 2026
European Institute for Gender Equality (EIGE): Gender equity (Eintrag im Gender Equality Glossary and Thesaurus) (2016), retrieved 13 Nov 2026
Beauftragter der Bundesregierung für die Belange von Menschen mit Behinderungen / Bundesregierung: Die UN-Behindertenrechtskonvention. Amtliche Übersetzung, Schattenübersetzung, Originaltext (Synopse, Art. 24 Abs. 1 und Art. 27 Abs. 1) (2024), retrieved 13 Nov 2026
UN-Ausschuss für die Rechte von Menschen mit Behinderungen: General comment No. 4 (2016), Article 24: Right to inclusive education (CRPD/C/GC/4) (2016), retrieved 13 Nov 2026

General information about German law and conditions, not legal advice. Legal position and figures: see “Updated” above and the retrieval dates of the sources.

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