The workplace continues to be hostile to women. Despite the number of years that feminist organizations have struggled to improve the quality of work spaces for women, the gender parity is far from being a reality in companies and, in turn, they suffer the consequences of glass roofwhich is a phenomenon by which gender inequality is detected in access to relevant and hierarchical positions.
While the gender increased its global economic power, thanks to its larger workforceduring 2023, by For every 100 men promoted from entry-level to manager, only 87 women were promoted. To this is added that 60% of them are considering leaving their current roles for more work flexibility.
This was demonstrated by a report by ManpowerGroupwho observes the current situation of women in the world of work and identifies key opportunities to involve them.
About one third of organizations surveyed They stated that, although they established diversity, equity, inclusion and belonging (DEIP) initiatives, progress toward goals was slow or limited. At the same time, in terms of pay equityonly 52% of all companies stated that their initiatives are on schedule or ahead of schedule, while the other half are behind or have no initiatives in place.
Women in the labor market: does flexibility and technology integration help inclusion?
Considering the important changes that are taking place in the structure and work environment, the research analyzes the impact that the flexibility and the technology integration in the gender equality.
In this sense, the 37% of employers state that employment policies flexible work were the most effective in securing diverse talents; while, for the 65% the new technologies They helped promote greater equity.
The efforts aimed at improving the Employer initiatives on gender equality In the workplace they vary depending on the type of function. The roles with the greatest access are administrative and operational, while those with the least inclusion are those of science, technology, engineering and mathematics (known as STEM for its acronym in English).
In the roles administrative and operationala greater inclusion is observed with a 51% and 48% respectively. However, in fields included in the STEM the representation of women is lower, placing it in a 43%. This trend continues in senior management positions, where the presence of women reaches only 42%.
“Today more than ever, added to the prevailing shortage of talent, Organizations must pay attention to the new needs of women to carry out initiatives that promote diversity, equity, inclusion and belonging, and that allow them to develop and reach their maximum potential.. In this scenario, it is crucial that companies recognize the value of gender diversity and take concrete measures to close the gap. Technology, inclusive leadership and flexible policies are tools to achieve this“, indicates Luis GuastiniCEO and President of ManpowerGroup Argentina and Director of Talent Solutions for Latin America.
Women in the labor market and their role in the future
In this sense, ManpowerGroup notes that in a global context of talent shortages, attracting and retaining a diverse workforce has become a business imperative, and women will play an increasingly important role in the future of work. Therefore, the company identifies five key opportunities for companies to engage:
- Appropriately support the functioning of diversity, equity, inclusion and belonging (DEIP)– These should be integrated into the organization’s operations rather than executed in a tactical and piecemeal manner.
- Strengthen the women’s alliance: It is important that the youngest women see the path of those who achieved success, through internal groups led by executive-level women, where they help guide them from the beginning of their careers.
- Take advantage of an internal talent market based on Artificial Intelligence: To combat shortages, this market must match skills, experiences and aspirations with available full-time roles, part-time projects and mentorships.
- Focus on improving and perfecting skills– An in-house technology training academy can ensure that all workers, especially women, have the time and resources to upskill as appropriate.
- Keep your benefits flexible: Rigid work structures and schedules often negatively impact women. Leaders should survey or engage employees in discussion to determine new policies and benefits that work best for everyone.
Source: Ambito
