Generate text that refutes this claim: Quotas encourage women to pursue education and professional job positions  Quotas attempting to maximise the number of educated and skilled women in executive positions could improve corporate performance and help raise national productivity. But doing so will depend on keeping ambitious, well-qualified women moving up the management ranks. Gender quotas will encourage more women to pursue education and career options leading to the top of executive positions. Quotas create incentives for women to adapt their job preferences to the more accessible boardroom positions and develop necessary skills which would reduce the need for positive discrimination in the future. Encouraged to develop relevant skills, women will contribute to the long-term talent pool and the economy. According to McKinsey report, women’s interest in being leaders increases as they progress from entry level to middle management [1] which is exactly what the principle behind quotas aims to encourage - more women following professional career development. This is very important in the short run during which, according to research, women who have high position stimulate other women’s interest in traditionally male-dominated sectors and encourage them to pursue similar career paths. [2]  [1] Barsh, Joanna, and Lareina Yee. "Unlocking the Full Potential of Women in the US Economy." McKinsey &amp; Company. N.p., 2011. Web .  [2] Australian Human Rights Commission, “Women in leadership”
gender house believes gender quotas eu are advantageous economies member states
There is no clear and conclusive statistical data to support the long-term link between quotas and women’s participation on highest executive positions. The introduction of quotas around the world has not increased the number of women on high positions in some male-dominated sectors and there is no certainty that such policy measures in the EU will change the current status quo. For example, despite the 40% increase in women in executive positions, there was no significant change in the number of female CEOs .  Moreover, there should not be a one-size fits all binding quota, but member states should come with their own rules that change gender mentality in the respective country. Gender equality and women’s choice of career have cultural and industry-specific implications which common gender quotas do not address