In 2016, a fixed gender quota will come into force in Germany, affecting the supervisory boards of listed companies that also have employee representation (full codetermination).1 By as early as September 30, 2015, however, all companies will be obliged to set a self-imposed target quota - even companies that meet just one of these criteria; i.e., either listed or subject to codetermination. A variety of concerns have been expressed about the implementation of this law, including fears that the quota will impair company performance and the quality of the talent pool, or the belief that it discriminates against men and stigmatizes women. The present article examines these key criticisms on the basis of research findings to date. In conclusion, the advantages of a gender quota should allay these concerns since, in the long term, it contributes to dismantling gender stereotypes and consequently also mitigates the negative impact these stereotypes have on the selection of the best candidates for senior management positions.