Home » Let’s talk about women and business, what we have done and what we have yet to do.

Let’s talk about women and business, what we have done and what we have yet to do.

by admin
Let’s talk about women and business, what we have done and what we have yet to do.

March arrives and naturally conversations about gender gapand multiply and as a woman in an industry that has traditionally been male-financial and technological- I applaud him. We have to talk about this. The visibility of the issue brings valuable discussions to the table and promotes joint efforts that have meant important advances, but are still not enough: according to the World Economic Forum, current efforts suggest that total parity will be reached in 131 years.

Paradójica -¿forzosa?- mind, The First World War was a milestone in the transition of gender role bias. Given the shortage of the male workforce, lWomen had to diversify their roles, which were then exclusive to the home and upbringing, to also work in factories, often in suboptimal conditions and earning less than the men who previously carried out these tasks. AND at the moment, although not in its entirety, As a society, we accept women as productive members and not only as mothers of the family.

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Hoy, We enjoy a generation of highly qualified, educated women, with degrees in subjects that previously only men obtained. Culturally, we are more comfortable with the ambition of those women who want to expand their knowledge or advance their professional careers. And on this point, it is very interesting to see how A higher educational level accounts for approximately 50% of the economic growth in OECD countries over the last 50 years. More than half of this growth is due to girls having access to higher levels of education.

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Again a paradox: The pandemic made tangible the possibility of more flexible study and work places in time and space for us.s. And in that same sense, Modern finance, leveraged on technology, has also contributed its part. with solutions that avoid travel, offer greater product customization (such as the possibility of having businesses from home and getting paid digitally), and a better and simpler experience that results in greater independence and, consequently, freedom. This is a key point considering that, according to a report by Boston Consulting Grouphe 70% of the millennials take the lead in all financial decisions, compared to only 40% of women baby boomers.

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As I said, we still have a long way to go. And particularly in companies, There is much to do in terms of the gender gap, starting with going beyond the percentage of employees who identify as women, men or others to accompany and guarantee diverse corporate careers in promotion. According to a report from McKinseye48% of the analysts employed identify as women, but only 28% of them become part of the C-suite.

It fills me with pride to belong to an organization where 42% of leadership positions are occupied by women and 38% of positions in our board of directors are also occupied.

To continue on this path, de of companies must strive to seek fair, but comprehensive processes in talent promotions; thave discussions and training to achieve work environments where women want to be; evaluate both maternal and paternal leave policies: the closer both benefits are perceived, the less friction there will be when hiring women of childbearing age.

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And why do it? How does this benefit the world? Gender diversity translates into diversity of thought and creation of products according to the needs of the people that each gender represents. When we have the best talent we achieve better results. And the best talent is also diverse talent. And of course, and quite obviously, diversity contributes to the economic development of countries. The more people are working, the greater the possibility of growing the gross domestic product. It’s that simple.

Let’s keep talking about this in companies. Not only in March.

* VP of Ualá Bis

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