Exclusion of Women in Leadership and Business Participation

Abstract

People are the center of gravity of organizations; they are not only economic processes or results. The search for a virtuous purpose, of an infinite nature, is permanent, but at the same time it is complicated in a society that moves at the "speed of light" due to the convergence of technologies. So, the most important "lever" for this system to work is conscious leadership; the one who seeks to serve without even receiving a reward in return and with a vision of working together to achieve goals. However, in the company there are "immutable molds" with little possibility of change, which exclude women from integrating their great qualities for the search for truth and the improvement of people's quality of life, the raison d'être of any company. institutional model. Despite the fact that 43% of collaborators in organizations affirm that women leaders do a better job than men (5%) or that they are more compassionate and empathetic (71% against 50%), 60% of executives surveyed in North America, it affirms that women have to demonstrate more work to prove that they are equal to men in stellar positions or that 54% suffer direct gender discrimination. In Latin America, only 16% of women on average are in business leadership positions (13% - 15% in Ecuador) compared to 42% in Norway. Therefore, the current condition is to have women who are tired, sad, overwhelmed and fed up with social mandates or demands. In addition, it is known that innovation and adoption of technologies are part of the DNA of the organization's culture (another critical component), and the panorama is no different: 17% of the collaborators working in science, technology, engineering and mathematicians in Europe are women, and only 5% hold a leadership position in technology-related roles. Making this reality visible with data is a first step to be able to determine the gender biases that occur in the various institutions; and thus, achieve greater competitiveness with a better strategy; For example, in Latin America it is estimated that the Gross Domestic Product (GDP) would increase by 34% if women were massively incorporated into the world of work, and for this, a more inclusive model of organizational culture and strategic decisions is proposed considering the existing gaps.