In the middle of 2023, and after thousands of deconstructions and struggles for the gender equalityIt is not an exaggeration to say that companies owe a debt to women; particularly, when it comes to giving value to our work, that is, the wage gap It is palpable and affects us all.
To understand the wage gap, it is necessary to break down its components. On the one hand, he talks about companies with little strategy and that measure the value of work based on gender and a handful of prejudices; and on the other, it is a systemic problem in which women, due to their gender quality, deserve less trust.
According to the United Nations (UN), worldwide, women receive an average salary 15% less than men; and within the companies, they mostly occupy the positions with the lowest salaries. In Mexico, some more specific studies report that the gap is even greater and point out that the salary difference is around 30%, twice the world average.
The pay gap and education
The backgrounds of the wage gap go back to the education we receive from early childhood, where the activities that children “should” or “can” do are clearly marked by a line that falls well below our abilities and aspirations. While the boy can be a chef, the girl is a cook. From the outset, the difference in income is abysmal.
Education also leaves a lot to be desired. The PISA test, which is carried out as an evaluation of the educational level, indicates that women are better by 30 points in subjects such as reading; while they excel in mathematics by a difference of 12 points.
At school, gender differences are accentuated with premises such as that children are better for some subjects; yes, but the difference is relatively small and does not occur in the first years of education; but in later courses. What reflection does it leave us? And worse, what happens when you go out into the workplace?
Between leaders and impostors
Talking with colleagues, women in leadership positions and entrepreneurs I found coincidences; mainly a painful one: they have made us doubt ourselves so much that we believed it. Many women doubt their ability, skills and knowledge, regardless of the position they have within companies. In fact, the famous impostor syndrome is more frequent in us.
Questioning and doubting is one thing, but the results are another. Women-led companies have proven to have better financial statements and even a more attractive culture for key talent and greater development of teams.
Trust towards women is extrapolated at all levels: investment funds that question them more, allies that evaluate their projects more emphatically and companies that pay less.
invisible violence
This problem is one of the many types of workplace violence, often passes as something minor or is assumed to be the norm, but the fact that Mexican women have not yet reached gender parity in terms of wages is a reflection of invisible violence.
Fortunately, the more visible we make this problem, the more and more organizations can change their practices and develop salary schedules that are awarded according to the skills and knowledge of workers regardless of their gender. Another key aspect is that the promotions are given according to these same qualities.
To the extent that companies assume their responsibility on these issues and integrate gender equality policies into their practice, the results will be more than evident. At the end of the day it is about being strategic and planning according to the growth and sophistication of human talent.
This March 8 is the ideal pretext to talk about the debts they have with us, and despite the fact that the gap is wide in the labor field, the best time to change it is now.
Jacque Mesa We are part of the Apolo 25 community, a design, public relations and strategic consultancy focused on the user and specialized in startups and entrepreneurship. We created this space by and for the collaborators in order to propose and develop strategies and actions that help us generate more inclusive work practices free of violence.