Generate text that refutes this claim: Public and private institutions should hire people based on skills not gender to achieve positive economic impact  Businesses advance when they hire the best person for a job who can unite people and create value. These qualities are individual and enhanced through training rather than not gender-specific. Letting both private and public companies to hire according to their needs and those who meet them is a more efficient way to ensure economic growth.  In some countries in the EU the proportion of women with relevant education is lower and such a measure will bring structural inefficiencies in the short to mid - term for the companies and the overall economy. The empirical data from Norway, for example, reveals that after being exposed to a severe limitation on their choice of directors, boards experienced large declines in value. [1] Often women hired after the quotas implementation had less upper management experience than the previously hired employees. However, since the average size of boards did not increase, male employees were dismissed and less experienced female professionals hired, so that companies could fulfil the quotas.  [1] Ahern, Kenneth, and Amy Dittmar. "The Changing of the Boards: The Impact on Firm Valuation of Mandated Female Board Representation." The Quarterly Journal of Economics, 2012.
gender house believes gender quotas eu are advantageous economies member states
Inefficiencies related to outcomes are not necessarily related to the quotas. There are other factors affecting a company performance regardless of changes in staff, such as the general conditions of the industry, national and world economies. The quotas allow for flexibility in terms of technical solutions to different types of companies and ensure women candidates are successful in being selected for a certain share of eligible places. It does not aim to undermine advantages of existing decision-making, but to bring a change in the corporate world and to strengthen EU’s competitiveness by using the full capacity of its talent pool. There are more women (59%) than men graduating from European universities [1] and their talent is underutilised at high decision-making levels where they are necessary. Quotas that are legally binding will bring quick results in that regard.  [1] European Parliament, “Gender Quotas in Management Boards”, 2012