A 80% of female executives feel they had to make some kind of sacrifice or resign. developing their professional careers, and almost half (42%) of them postponed or waived maternity Like this. These are some of the results of the ‘Esade Gender Monitor’ report in its seventh edition, corresponding to 2023, after interviews with more than 1,000 professional women and executives on gender balance in their companies. Most of the women surveyed admitted that they had to resign due to mental health and well-being (67.2%), leisure and leisure time (65.6%), and family relationships (48.7%).
While almost all (92%) believe that professionals who are now 30 or younger should continue to resign, there is a consensus that: sacrifices will tend to be less. And there are two reasons for this: due to the relative advances in companies in terms of gender balance, and less tolerance for inequality (74.5%) and a higher level of confidence in their potential (64.5%) in the new profile of these young professional women.
According to Eugenia Bieto, director and co-author of the Esade Gender Monitor, “the directives consulted have been the result of generations of professional women. Those under the age of 30 prioritize the balance between their personal, family and work lives more than they do.; they know better their rights as individuals and employees; they are demanding more from the company in this regard and developing more activism about gender equality”. However, this does not prevent them from perceiving a lower level of professional ambition than their predecessors, according to Bieto.
Promotion and salaries
Most executives surveyed for this study are between the ages of 40 and 59 (94%), work for others (90%), in companies with more than 250 employees (81%), and have two or more children (80%). Moreover, 76% of these directives include face-to-face tasks and remote work.
85.4% of the directives consulted have a unequal treatment in favor of men. While pointing out the inequalities around them, the people consulted underline that the most perceived ones in the last year are promotion (43.1%), visibility of tasks (40.5%) and salary (39.9%). In general, they think that two types of measures, not given to the extent that they should be, are helpful in eliminating barriers and inequalities: reconciliation aid and quotas.
Dues
In the case of a special quota, six out of ten consulted declare in favor. According to Patricia Cauqui, co-author of the study and academic director of the ‘Gender Balance and D&I’ programs at Esade, “a volume significant change of opinion caused by the passage of time. A few years ago, the answer to this question was 8 out of 10 women against the quota, today 28 percent are against the quota, but 51.2 percent are demanding a quota as a temporary measure to shorten the equal path. opportunities.
While there is considerable feedback among those consulted on the effectiveness of places, the change they most want (according to the social measures they prioritize) is the normalization of what a person can do under any circumstance. gender. Therefore, the most voted criterion (with 8.57 on a 0-10 scale) is the visibility of female role models in the media and cultural sphere. standardization of care in the private sphere by both members of the couple (8.47).