The business ecosystem is undergoing a transformation that highlights diversity and equality as central drivers of development. Across North America and beyond, organizations are trimming costs while embracing inclusive policies that reflect the varied realities of today’s workplaces and the societies they serve in the 21st century.
Challenges persist, including the underrepresentation of female talent, limited visibility of women in senior roles, and the struggle to secure equal access to leadership positions. These issues are central to the broader aim of achieving true equality in professional settings. A landmark discussion in Madrid, organized by a major Iberian media group and supported by CaixaBank with Iberdrola participation, brought together national and international women leaders to address the difficulties companies face in advancing equity. This gathering underscored how DEI initiatives translate into tangible outcomes for workplaces in the United States, Canada, and across Europe.
The event featured a coaching session led by practitioners who engage participants through interactive activities. The sessions fostered motivation, built trust, and promoted clear, effective communication among the women present. The coaches emphasized not only identifying growth opportunities but also overcoming barriers that can hinder individuals from reaching their full potential.
Notes from the program highlighted the value of female leadership and the role of corporate mentors in nurturing talent. The event featured recognized leaders from global firms who spoke about the hurdles and the strategies that help organizations move beyond rhetoric to real inclusion.
Anaïs Pérez, Communications and Public Relations Director for Google Spain and Portugal, stressed that companies must do more than recruit women; they should invest in their ongoing development. She warned that without serious DEI policies, companies risk losing the capacity to innovate and serve a diverse market. When teams reflect a broad spectrum of perspectives, performance tends to improve, and profits can rise at year-end for those who act decisively.
Anna Quiros, Director of Culture and Development at CaixaBank, described the institution as having diversity embedded in its DNA. She noted that leadership must model inclusive practices at the highest level and align with corporate strategic plans. Her goal was to ensure equal access to opportunities across all levels, with a program that includes men as partners in progress. A bank-wide approach is essential for lasting impact.
Ainhara Viñarás, Managing Director of the Prestige division at Shiseido Spain, agreed that diversity of thought, culture, and background enriches the work environment. She highlighted howdiversity can reshape corporate culture and that both men and women should champion inclusive practices for real change.
Lula Ballarino, CEO and advocate for inclusive leadership, emphasized that inclusive representation drives clearer pathways to promotions and professional development. She noted that women constitute a significant share of a society’s talent, and enabling their full participation fuels innovation, competitiveness, and growth.
Promotion and Growth
Evidence shows that women’s presence across all organizational levels remains a priority, with particular emphasis on advancing women into leadership roles. Targeted development programs help professionals grow, while addressing hesitations that many women face when pursuing higher positions. Encouragement from leaders and peers plays a critical role in sustaining momentum toward parity.
The CaixaBank team described steps taken to strengthen women’s visibility and opportunities, articulating a broader movement toward equal opportunity across the entire organization. The aim is to create a culture where every employee sees a clear path to advancement, driven by inclusive leadership and shared accountability.
At a wider level, discussions stressed that the effort should extend beyond a single department or region. A systemic approach that includes culture and leadership is key to ensuring participation from all corners of the organization, enabling true, widespread equality.
From left to right, leaders from banking, media, and consumer goods expressed how institutional commitment translates into practical programs that support women in their careers and in entrepreneurial ventures.
Anais Pérez argued for a personal storytelling approach, urging professionals to understand and articulate their own journeys. Companies should help people craft their narratives to reflect their strengths and aspirations, using these stories to advance development and foster allies who support a more diverse and fair workplace.
In this context, women are urged to define their goals, recognize their abilities, and pursue opportunities that align with their strengths. The emphasis is on proactive ownership of one’s career, not waiting for others to create opportunities—because the market rewards those who actively shape their futures. The broader message: diversity in leadership mirrors consumer and employee diversity, delivering deeper insight into needs and preferences.
Women’s Leadership
Experts noted that women leaders bring a complementary style to leadership that enhances team dynamics. Features such as consensus-building, collaborative decision-making, and emotional intelligence expand an organization’s reach and create safe, open environments where ideas can be shared freely and responsibilities can be delegated with confidence. Respect for knowledge and honesty remains foundational to leadership excellence.
Further insights highlighted that empathy, clear communication, strategic thinking, and change management are hallmark traits of women in leadership. These attributes strengthen group dynamics, reveal new market opportunities, anticipate risks, and positively affect results. Diversity at the top helps reduce impulsive or biased decisions and supports a more balanced approach to risk management.
Remarked by industry leaders, the representation of women in technology and other sectors remains an area needing continued focus. The conversation called for more initiatives to showcase female talent in traditionally male-dominated fields, reinforcing the case for broader diversity across the tech and business landscapes.
Future Challenges
Leaders spoke about pursuing a future where daughters can freely pursue their ambitions and express themselves. Diversity is framed as a positive force that broadens perspectives, promotes respect, and fosters tolerance. While progress is evident, a great deal of work remains, they observed, calling for diverse, engaged, and empowered teams and for strategies that go beyond one-off programs to systemic change.
Officials highlighted the importance of individuals owning their paths and choosing projects that align with their goals. The message was clear: seek opportunities, build allies, and let diverse leadership guide better outcomes that benefit customers, employees, and communities alike. The broader takeaway is that diversity is not just a nice-to-have; it is essential to meeting evolving market needs and sustaining long-term success.