LOGO

National quota policies have repeatedly been shown to be among the most effective measures for improving the representation of women in corporate management positions. Yet because quotas target specific roles, their effects may be confined to those positions and may not extend beyond entry into the sanctioned roles. This raises a central, yet understudied, question: do policies that target the representation of specific groups in specific positions have broader effects on workplace inequalities? Amid recent controversy surrounding Diversity, Equality, and Inclusion policies, addressing this question has become even more important. Moreover, understanding how, in what ways, and in which organizations broader impact materialize (or fail to materialize) deepens our knowledge of the institutional dynamics of organizational inequality. I present findings from my Dutch Science Foundation (NWO) project Beyond Boardrooms, which examines the causal impact of nationally mandated Dutch management quotas on the earnings gap between non‑managerial men and women, and on their relative position in the corporate wage distribution over a twelve‑year period. I discuss how these findings contribute to a sociological understanding of the consequences of targeted policies for organizational inequalities.