The comparison of data from 2010 and 2022 shows little change in gender inequality in companies. In particular, the graphs show a persistent disparity in managerial positions, with a clear predominance of men (42.62% men against 11.93% women). In addition, the disparity is reflected in partner positions, with men almost double the proportion of women (6.26% vs. 3.98%).

This static picture suggests that over 10 years there has been limited progress in promoting gender equality in corporate leadership.

What are the causes of this persistent inequality? What are the strategies to promote greater gender equity in companies?
As evidenced by the Social Investment approach, the division of gender roles lead women to have greater unpaid care responsibilities within the family affect, which women’s ability to balance work and family life, limiting opportunities for career advancement (e.g., access to mentorship, training, development projects and leadership positions).

In addition, rooted cultural stereotypes may influence perceptions of competencies based on gender, leading to biased hiring and promotion decisions. Within companies, corporate culture may implicitly foster a stereotypical leadership style, and
the lack of corporate policies that actively promote diversity and inclusion may allow gender inequalities to persist.

Do you know any company that is actively promoting gender equality, adopting policies and practices that reduce inequalities and promote a fair and inclusive work environment for all? What do you think could be done to improve gender equality in the workplace?
Have you ever experienced or observed gender inequalities in your daily life?

Share your experience!