This was revealed by a private study while for 75% of men women earn the same; 56% of them He supports it your salary is less. And although the Gender Perspectives in the World of Work survey conducted by Bumeran highlights this variable, Not everything is a matter of perception. What the data from the various surveys say and what real experiences confirm.
“It is no coincidence that the perception of men and women regarding equal pay is different. AND A sign more than inequality is structural”, warns Carolina Molinaro, Jobint Marketing Manager. And she adds: “Our reports on the labor market record month after month that the the wage gap is a reality. Faced with this situation, it is encouraging that we are starting to implement policies to promote equality in organizations.”
The truth is that, in recent years, women have gained a greater presence in the market hierarchical positions in companies, There is greater participation in historically “masculinized” sectors and this also affects wages.
According to the work of the consultancy firm ABECEB, based on the latest available data, in Argentina, Only 28% of management positions are held by women, while in the case of headquarters their participation reaches 20%.
Among other factors, this phenomenon may explain, in part, the existence of this gender wage gapwhere the average income of women are about 25% smaller than men. However, this data bodes well when analyzed prospectively, as both variables are rising sharply, they say.
“On the road to achievement gender equality we have to keep working on equal pay. It is essential that, for the same role, men and women and diversity earn the same,” said Lucía Villamil, Partner and COO of Vendaval Agency.
One point gained in the conquest of the genre is that, according to the ILO, 30% of women in management positions in companies improves performance commercial of 9%. The study shows that companies not only benefit from increased profitability and productivity, but also from improving their ability to attract and retain talent, greater creativity and openness, among other things.
“There has also been a strong increase in female participation in sectors where historically there were – and still exist – barriers to their entry, both as a result of the characteristics of the business and various cultural factors,” the report continues. ABECEB. For example, female participation in the mining sector employment has grown from 8% to 12% in the last four years, While in the the energy sector grows from 15% to 19% It is in the the financial sector goes from 11% to 14% during the same period.
“These sectors present particular factors that for decades have discouraged female employment, including the working regime (such as the mining roster, which requires the need to spend long periods away from home), the strong physical exhaustion and the precariousness of security and hygiene, as well as an organizational culture configured according to a model in which employment was exclusively male”, we read in the text.
“In recent years, women have demonstrated a great ability to adapt to these characteristics.”. In the particular case of the mining sector, there is a growing demand for female employment in projects related to the exploitation of lithium, so the growth path recorded is expected to deepen in the coming years”, highlighted Natacha Izquierdo, head of the mining sector. ABECEB sectoral practice.
In high value-added sectors, Argentina ranks first in the region for the percentage of participation of women candidates in jobs in the technology sector, with an average of 45% of total applicants, about 10 points above Uruguay and Brazil, which have a level of 35%. The country is positioned as a technology hub in the region providing skilled bilingual talent. Even if it is not yet at ideal levels, the positive influence of women on the territory has made their participation increasingly important, assuming positions of hierarchy.
In this sense Silvina Moschini, CEO of Unicorns Inc and founder of Unicoin, believes that “one of our last great successes as women was to conquer the crypto ecosysteman area where until recently we spoke of “cryptobros” but not “cryptosisters”, he explains.
The financial field is another area in which women are moving with ever greater strength: “The fintech industry in Argentina, regarding the participation and contribution of value by women, is very advanced compared to other sectors. It is increasingly common to find women working in areas previously reserved for men and in leadership positions and/or requiring decision-making”, says Luciana Ruiz, People Manager of IOL Investonline.
“I believe that work is underway in the sector, as in other areas strong to promote gender equality. The latest camera recording. Argentina Fintech states that the participation of women in the sector has improved by 5%, for a balance of 42% of women in the sector (Fintech Employment Evolution 2022)”, contributes Julia Vargas, People & Transformation Manager at Getnet.
Are there policies to promote gender equality?
Regarding policies aimed at promoting gender equality, 51% of talents – consulted by the Bumeran consultancy company – express it in the organizations in which they work they are not implemented Not at all measures to promote gender equality, against 49% expressing the opposite. In the region the trend is greater: in Peru 71% say the existence of policies; 63% in Ecuador; 53% in Chile; and 52% in Panama.
From the same study in which almost 25,000 talents and 3,300 human resources specialists from Argentina, Chile, Ecuador, Panama and Peru participated, it clearly emerges that 61% indicate measures to ensure equal pay for men and women performing similar or identical functions in the organization; 39% fair promotion policies, to guarantee men and women equal opportunities to access leadership and executive positions within the company; and 31% flexibility in working conditions (hours, methods, licenses, among others).
What about other gender identities?
68% of HR specialists Bumeran consulted say that only 10% of people who do not perceive themselves as cis men or women are part of their organizations; and 8% say 20% integrate their companies.
From the same analysis it emerges that 72% of specialists underlined that they had taken less than 5 talents who do not identify with either the male or female gender; 6% say they have incorporated more than 5; and another 6% with fewer than 10 candidates.
SN
Source: Clarin
