“What must change so that more women reach their full potential in the world of work?” Was the question with which the research began. It depends who you ask, but workers from 88 countriesAmong them, Mexico, said that several issues must be ended, from systemic discrimination to violence and harassment.
“Women know what they need to reach their full potential, but around the world they face old and new barriers to gender equality”, Says the report Here to be Heard (We are here to be heard). The survey was carried out by the American company Mars and the results were analyzed by specialists from the University of Oxford, who grouped the 28 most mentioned topics in eight spheres.
Globally, 80% responded “to end the systemic discrimination and harmful gender stereotypes ”to the guiding question. This category includes structural inequality, entrenched gender roles, treating women as inferior, women not treated as human beings, lack of motivation and confidence.
The second most repeated area, indicated by 79% of women, was “Equal professional opportunities”. The problems it encompasses are: the gender pay gap, the glass ceiling, uneven floors and professions dominated by men.
“More decision-making power” ranked third, 65% spoke of this as one of the most important barriers to gender equality at work. Women’s voices are excluded, they are left out of decision-making and there is a lack of female leadershipssaid those who referred to this problem.
In Mexico there is a gap from entry to the labor force. 75.2% of men are economically active and only 43.2% of women, according to the latest National Survey of Occupation and Employment (ENOE).
But once inside a workplace, “they are promoted much less frequently, they are paid less and the talent stream continues to lose more women as they move up in organizations,” the report says.
Outside the offices
A third of the workers surveyed indicated that one of the main problems that prevents them from developing professionally is the lack of maternal and paternal supports. This topic ranked fourth. “Childcare is unaffordable, parental leave is insufficient and stereotypes of ‘mom stay at home’” continue to prevail.
In fifth place (26%) was the “Balance between life and work”Inflexible work arrangements, lack of balance between work and personal life and housework is the daily life of many women.
According to the study, “only 41 of the Fortune 500 companies are run by women and the majority of women still do a ‘second shift’ of care and housework”. In addition to the fact that “one in three women has experienced intimate partner violence at some time in her life,” they point out, citing the World Health Organization (WHO).
The last three topics, on the list of eight, have to do with problems that occur before or outside of work life. 24% mentioned that gender inequality in learning is a major obstacle to obtaining employment or a promotion. The gender stereotypes in initial education and the lack of role models, urge to create educate in a different way to future generations, says the report.
19% of the respondents indicated that the physical and mental well-being it is another important pillar to achieve labor equity. For them, mental, physical and emotional attention is deficient. And companies give little or no importance to their sexual and reproductive rights.
Finally, 15% indicated that gender-based violence and harassment must end. “Domestic violence, threatening male behavior and men who do not take responsibility for care” prevent women from developing work and professionally.
Equity, not equality
For Mexicans, harmful gender stereotypes, inequality in professional opportunities and lack of decision-making power were the most mentioned problems, says Valeria Mozo, Human Resources manager and leader of Diversity and Inclusion at Mars Latin America.
Having this data, it will be easier for companies to develop a Roadmap to eradicate inequality, he points out in an interview. “The main thing to propose a diversity and inclusion strategy is to realize that what women experience outside the company has an internal result.”
For example, Mars has had an approach with young women in universities “and today we see it as something crystallized internally”, since they have been able to attract female talent very valuable.
As the study showed, domestic violence, inequality in education, care work and partial access to their sexual and reproductive rights impact their working life from the moment they try to get a job.
Therefore, “the recruitment It is one of the basic pillars of fun and inclusion. As a company, we have sought that people from outside say ‘I want to work there’, because we have been to their university, because we have taken time to talk. We give workshops in other spaces to women in vulnerable situations, we help them to write a curriculum vitae, to prepare for an interview ”.
The field is not even, “we do not want equality, but equity,” says Valeria Mozo.
Reference-www.eleconomista.com.mx