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Región en Blanco y Negro

El imperativo de la igualdad de género en la empresa

La igualdad de género es vital para incrementar la inclusión y la rentabilidad de los negocios, gracias a la creciente participación de la mujer en la fuerza laboral. Por eso, el rol de la mujer en la economía del siglo XXI será uno los temas principales a discutir en la III Cumbre Empresarial de las Américas, que se celebrará los próximos 12 y 13 de abril en Lima, Perú.

Uno de los desafíos más urgentes de América Latina y el Caribe sigue siendo cómo cerrar la brecha de género en la fuerza laboral. La brecha de género se registra en todos los ámbitos, desde las posiciones de nivel junior hasta las gerenciales. Según el Global Gender Gap Report, América Latina y el Caribe es una de las regiones peor posicionadas en el mundo en términos de participación y oportunidad económica femenina, si bien ocupa el nivel superior en logros educativos de las mujeres, justo detrás de América del Norte y Europa Occidental.

Sin embargo, podemos cerrar esta brecha y disfrutar los beneficios de la igualdad de género si el sector privado de la región asume más liderazgo. Algunas iniciativas recientes ya apuntan en esta dirección: Chile, Argentina, Perú y Panamá, por ejemplo, han lanzado Iniciativas de Paridad de Género. Estas alianzas público-privadas tienen como objetivo reducir las diferencias salariales de las mujeres frente a los hombres y aumentar la participación laboral femenina con mayor representación en altos cargos. En Chile, por ejemplo, 108 empresas se han inscrito ya en el programa Promociona Chile para formar a las trabajadoras y mejorar su acceso a puestos de mayor responsabilidad en sus empresas.

En un estudio que BID Invest ha publicado recientemente con EDGE, una compañía de certificación de género para negocios, destacamos las compañías que tienen más mujeres en puestos de liderazgo. La investigación demuestra que, de las 11.000 empresas analizadas, aquellas que gestionan la igualdad de género con una certificación tienen un 22% de mujeres en sus directorios, en comparación con el 9% en el grupo de empresas que no lo hacen. Los análisis revelan que las compañías con certificación en América Latina y el Caribe implementan políticas como el trabajo flexible junto con prácticas como los programas de liderazgo de mujeres.

¿Por qué valoramos la igualdad de género en el sector privado?

En enero de 2018 McKinsey publicó las conclusiones de un estudio sobre la mujer y la diversidad étnica y cultural en el lugar de trabajo que vincula la diversidad de género a mayores ingresos y mayores márgenes de valor económico. Otro análisis regional por McKinsey, que cubrió 345 empresas en América Latina, encontró que las empresas con mayor representación femenina registraron un 44% mayor rendimiento sobre el capital y un 47% mayor margen de ganancias.

Para abordar la falta de diversidad de género, algunos escépticos asumen que las mujeres deberían solucionar la inequidad por sí mismas, luchando solas para conseguirlo o actuando más como hacen los hombres. Otras voces afirman que los hombres tienen miedo de salir perdiendo, asumiendo que si las mujeres tienen más oportunidades, los varones tendrían menos.

En BID Invest realizamos recientemente una encuesta interna en la que preguntamos a nuestro personal si consideraba importante la igualdad de género para mantener la competitividad en el siglo XXI. Tanto hombres como mujeres respondieron un 83% a favor. Este año, además, hemos recibido la Certificación EDGE de nivel ‘Assess’. Esto significa que nos comprometemos públicamente a la igualdad de género y a una cultura de trabajo inclusivo con altos niveles de compromiso de hombres y mujeres. Tres compañías en nuestra cartera ya han recibido la Certificación EDGE. Gobiernos regionales y clientes del sector privado nos están acompañando en este esfuerzo, estableciendo objetivos y midiendo los progresos con otros entes de certificación como PNUD en la región. Esto es solo el comienzo y debemos comprometernos a hacer más. Nosotros y las empresas podemos acelerar este progreso si empezamos a socializar cambios en el lugar de trabajo.

En BID Invest, por ejemplo, como parte de nuestro plan de acción hemos creado cuatro equipos transversales para impulsar el cambio en reclutamiento, promociones, brecha salarial y trabajo flexible a través de toda la organización. También vemos oportunidades concretas para que los altos directivos se conviertan en mentores para mujeres, inviertan en el desarrollo de su talento femenino y contraten equipos diversos. Los equipos gerenciales pueden animar a que los hombres utilicen su licencia de paternidad, incentivar la efectividad más que la presencia física en la oficina y comprometerse con la diversidad de género en los paneles de eventos. Estos son tan solo algunos ejemplos de cómo destacar el trabajo profesional de las mujeres y mostrar que, cuando las mujeres están empoderadas, los hombres también lo están. Al analizar los datos sobre la rentabilidad de las empresas y la creación de valor económico, hombres y mujeres tienen mucho que ganar. Ahora es el momento de actuar.

Participa en la conversación

Descubre más de la III Cumbre Empresarial de las Américas y participa en la conversación siguiendo la #CumbreEmpresarialAmericas, que se llevará a cabo el 12 y 13 de abril, para más información visitar acá.

Este artículo fue publicado originalmente en El País. 

Este blog fue inicialmente publicado en el Blog Negocios Sostenibles.


James Scriven el gerente general de BID Invest, la institución del sector privado del Grupo Banco Interamericano de Desarrollo (BID).

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