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Cuatro maneras de conseguir más mujeres en las juntas directivas de América Latina

Miembros del grupo Santander W50 del 2015

Miembros del grupo Santander W50 del 2015

Hace dos semanas, el Banco Santander invitó a 50 mujeres a Anderson School of Management de la Universidad de California en Los Ángeles (UCLA) para participar en el programa W50. El programa W50 es parte del programa de Santander Universidades. Se basa en la decisión del expresidente del Banco Emilio Botín quien expresó que el Banco Santander debería maximizar su impacto social a través de las universidades ofreciendo educación y desarrollo de capacidades. Más del 90% del Programa de Responsabilidad Social Corporativa de Banco Santander se invierte en el programa de Universidades, una inversión de más de 240 millones de dolares (EUR 210) en becas desde el 2005.

El programa W50 entrena a mujeres profesionales para que puedan formar parte de las juntas directivas corporativas más adelante en sus carreras. Según elCWDI, las mujeres en las juntas directivas sólo ocupan el 6,4% de los asientos en las 100 empresas más grandes de América Latina. Casi la mitad de estas empresas no cuentan con ninguna mujer en absoluto en sus directorios. La región está por detrás de Europa (20%), los EE.UU. (19,2%) y Asia-Pacífico (9,4%).

Para mejorar esas cifras, resaltare cuatro lecciones de mi experiencia:

  1. Conozca sus números: Visión para los negocios y las habilidades financieras son de suma importancia. Aprendimos que aquellas mujeres con una responsabilidad alta en las pérdidas y ganancias son respectivamente más promovidas a posiciones de liderazgo dentro de sus empresas y por lo tanto se convierten en candidatas para las juntas directivas. Una vez que esté en la posición, comprender las finanzas entonces no sólo es importante para saber hacer las preguntas correctas, sino también es de suma importancia para cumplir con su responsabilidad fiduciaria como miembro del consejo.
  2. Red Social: La mayoría de los miembros de las juntas tienen varios cargos en juntas directivas distintas, lo que significa que las empresas exitosas a menudo incorporan a sus miembros entre ellos. Por lo tanto, conseguir su primer acuerdo con un consejo directivo es el gran reto que se debe dominar. Hasta ahora, sólo pocas empresas usan las agencias de reclutamiento profesional para encontrar candidatos adecuados. Como consecuencia de ello, el acceso a las conexiones es esencial, al igual que la exposición externa y el reconocimiento del nombre dentro de la industria. Puede ser una buena idea vincularse con las asociaciones de su industria y comenzar aprender por medio de la participación en juntas directivas sin ánimo de lucro para que se conecte en la red.
  3. Toma riesgos conscientes: A lo largo de la semana, ponentes y profesores nos animan a ser audaces. Se nos recuerda que muy pocas personas logran llegar a la C-Suite (Nivel Ejecutivo) mientras juegan de manera segura. Tomar riesgos conscientes y ser responsables de sus acciones es importante para ser reconocido como un verdadero líder.
  4. Conozca su propia estrategia: Y ser capaz de articularla, clara y concisa. Es esencial para desarrollar la propia marca y ser conscientes de las ventajas competitivas. Conozca el valor específico para potencializar la junta corporativa y vender su marca consecuentemente.

En el vuelo de regreso a casa después de una semana intensa en el programa de UCLA W50, siento que la formación de las mujeres al inicio de sus carreras no sólo es una ventaja técnica, sino también un refuerzo en la confianza. Apoyar a más mujeres en su camino hacia el liderazgo, darles conexiones frente a otras empresas y personas fuera de sus redes inmediatas ampliará el grupo de mujeres listas para los puestos directivos. Es importante aumentar la presencia de las mujeres en la alta dirección y en los consejos de administración para el crecimiento sostenible y la competitividad de América Latina.

Kelly Bean, Decana Asociada del Anderson School of Management de la UCLA y una de nuestras profesoras , lo lleva al punto: “Necesitamos pioneros que derriben los estereotipos que impiden a las mujeres entrar en las juntas directivas. No necesitamos simbolismo. La verdadera diversidad tiene que convertirse en una parte integral de la estrategia corporativa.”


Esta columna fue originalmente publicada en el Blog de Negocios Sostenibles del Banco Interamericano de Desarrollo BID.

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