Abstract
Advancing gender equality in the labour market continues to be a policy objective in many OECD countries. Wide national variations are evident in strategies and accomplishments towards improving gender equality at all levels of the labour market, including senior management and corporate governance roles. This article compares policy strategies in Norway and New Zealand directed towards achieving gender equality in the governance of corporate institutions. A principal feature of the New Zealand strategy has been a soft regulation approach in the form of advocacy and encouragement of equal employment opportunity policies, awareness-raising and benchmarking. For Norway the use of legislation in the form of quotas and affirmative action programmes has been the predominant strategy. Using empirical data collected in 2004–2005 on women's perceptions and experiences of corporate governance participation, this article critically examines these different policy strategies.
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