Gender equality within the workplace has been thrust into the spotlight once more after an article in the Guardian highlighted the Norwegian government’s efforts to get more women into senior positions.

The article in the G2 section of the Guardian discussed the Norwegian law which dictates that women must constitute at least 40% of non-executive boards at publicly listed companies over a certain size. The idea was originally conceived in 2002 but the final deadline for compliance was less than a month ago.

The positive discrimination argument is hardly new. The quota-based system in South Africa for example has led to sporting stars coming to the UK to continue their careers as the colour of their skin dictated that the opportunities to compete in their home country were limited. South Africa’s loss is our gain.

But in the modern working world where the majority of us are ultimately striving for equality, both in and out of the workplace, is positive discrimination really the answer?

There are perfectly legitimate arguments on both sides: some say that it is just a process of ‘equalling things out’ – after a section of society has been excluded for centuries, whether on the basis of race, gender or religion, surely positive discrimination acts as something of a leveller?

Others vehemently disagree. Speaking to a business owner on the subject, he says that this argument is outmoded and counter-productive. “It is like the eye-for-an-eye mentality, saying that if I kill a member of your family, it’s ok for you to a kill a member of mine. This isn’t a useful way of approaching the problem.”

But we aren’t talking about homicide here. We are talking about equality in the workplace, where women should have the rights to equal pay and equal opportunities as their male counterparts.

It would seem that things are changing, albeit at a snail’s pace, without the helping hand of hardening legislative framework. A recent study from Cranfield International Centre for Women Leaders Project showed that business leadership amongst FTSE 100 firms is still male dominated, but that slight improvements are being made. It estimates that 11% of women held directorship in 2006, compared with 5.8% in 2000.

However, research has shown that UK plc and the small business sector are losing out as a result of boards comprised purely of men. Evidence such as a report from Gauvurin entitled Women Executives in the UK shows that when women represent 30% of the board of directors, the profitability of a company increases three-fold.

Despite this, I know many women would actually scoff at the idea of being given a leg-up on the basis of their gender. For those women who are already serving at board level, and who worked bloody hard to get there, to work alongside a fellow female who may not be there entirely on merit will certainly cause friction.

There is certainly compelling rationale on both sides of the argument. But I for one, like to think that what I have achieved since leaving university two years ago is down to talent and sheer hard-graft – not because I am helping fill a quota.