Post by account_disabled on Mar 4, 2024 22:06:55 GMT -5
With the aim of promoting more inclusive companies, in which women can access the same working conditions and rights as men, the Mexican Network of the United Nations Global Compact, together with UN Women, the Business Coordinating Council (CCE ) and the Mexican Business Council (CMN) presented the study “Gender equality in the private sector: A look at Mexican companies” .
During the presentation, it was highlighted that gender equality in the private sector has been taking on greater relevance in recent years, which represents progress in society; however, the participants also considered that there is still much to do to achieve the commitments of diversity and inclusion established by the 2030 Agenda.
“From Global Compact Mexico we have defined Chile Mobile Number List a global and local strategy with the objective of committing companies to the 2030 Agenda and we continue to reinforce in parallel, in a gender equality agenda, with initiatives, tools and action platforms,” declared Mauricio Bonilla , executive director of the Mexico Global Compact.
Antonio Del Valle, president of the Mexican Business Council, added that the discrimination and insecurity experienced by women in the workplace are latent problems, which deserve specific attention, because they not only affect the performance of their professional tasks, but also They attack their condition as people. Given this, he considered that it is of utmost importance to act to improve the conditions in which women contribute economically to the country.
“The document presented today is a great contribution to this purpose because it answers questions that give meaning to the gender equality that is so necessary for companies, as a prior step to applying the principles of women's empowerment. We are convinced , but also obliged to recognize the true intention of what we face and assume all areas of opportunity,” he added.
Carlos Salazar, president of the Business Coordinating Council, announced that Mexico is the third OECD country with the largest gender gap in jobs and one of the lowest in the gender gap index of the World Economic Forum, in terms of labor and economic inclusion of women.
Gender equality and the role of women in the economy is a priority issue that must continue to be studied with the highest priority. The importance of reports like today's is precisely that to the extent that these studies and research are made public, we can have an x-ray of the problem and take informed actions,” Salazar stated.
During the publication, the Gender Business Tool (WEP) was announced , created by the Global Compact and the Inter-American Development Bank (IDB) and based on the seven principles for the Empowerment of Women . This tool aims to provide support to companies to identify gaps and opportunities for continuous improvement in gender equality.
Belén Sanz, representative of UN Women, Mexico, stated that at the pace we are going, it will be very difficult for us to achieve gender equality as planned in the 2030 agenda. She announced that it is estimated that it could take up to 150 years to achieve these objectives alone. In the workplace, he also declared that closing this gap would generate 172 trillion dollars of human capital wealth.
“In Mexico, we still have a low representation of women on company boards of directors, represented by 7.5%,” she said.
The results obtained in this study revealed that Mexican companies promote gender equality and the empowerment of women and that the two areas best evaluated were “Leadership” and “Workplace” while the two areas with potential for improvement were “Market.” ” and “Community”.
According to Sanz, 44 companies participated in this study, of which 20 have a gender equality strategy and 14 of them include goals and objectives; 38 of the 44 companies have non-discrimination and equal opportunity policies and only one of the 44 companies evaluated offers on-site care services.
In addition, 84% of companies have a policy of zero tolerance for all forms of discrimination and 40% of companies provide annual training aimed at all staff, in zero tolerance for all forms of violence.
Finally, Sanz added that he considers it pertinent to share good practices in this sense, which is why he recommends creating special leadership strategies and programs that are aimed at women, establishing company objectives to achieve gender equality and ensuring that recovery from the COVID-19 health crisis consider the differentiated effects between men and women.
During the presentation, it was highlighted that gender equality in the private sector has been taking on greater relevance in recent years, which represents progress in society; however, the participants also considered that there is still much to do to achieve the commitments of diversity and inclusion established by the 2030 Agenda.
“From Global Compact Mexico we have defined Chile Mobile Number List a global and local strategy with the objective of committing companies to the 2030 Agenda and we continue to reinforce in parallel, in a gender equality agenda, with initiatives, tools and action platforms,” declared Mauricio Bonilla , executive director of the Mexico Global Compact.
Antonio Del Valle, president of the Mexican Business Council, added that the discrimination and insecurity experienced by women in the workplace are latent problems, which deserve specific attention, because they not only affect the performance of their professional tasks, but also They attack their condition as people. Given this, he considered that it is of utmost importance to act to improve the conditions in which women contribute economically to the country.
“The document presented today is a great contribution to this purpose because it answers questions that give meaning to the gender equality that is so necessary for companies, as a prior step to applying the principles of women's empowerment. We are convinced , but also obliged to recognize the true intention of what we face and assume all areas of opportunity,” he added.
Carlos Salazar, president of the Business Coordinating Council, announced that Mexico is the third OECD country with the largest gender gap in jobs and one of the lowest in the gender gap index of the World Economic Forum, in terms of labor and economic inclusion of women.
Gender equality and the role of women in the economy is a priority issue that must continue to be studied with the highest priority. The importance of reports like today's is precisely that to the extent that these studies and research are made public, we can have an x-ray of the problem and take informed actions,” Salazar stated.
During the publication, the Gender Business Tool (WEP) was announced , created by the Global Compact and the Inter-American Development Bank (IDB) and based on the seven principles for the Empowerment of Women . This tool aims to provide support to companies to identify gaps and opportunities for continuous improvement in gender equality.
Belén Sanz, representative of UN Women, Mexico, stated that at the pace we are going, it will be very difficult for us to achieve gender equality as planned in the 2030 agenda. She announced that it is estimated that it could take up to 150 years to achieve these objectives alone. In the workplace, he also declared that closing this gap would generate 172 trillion dollars of human capital wealth.
“In Mexico, we still have a low representation of women on company boards of directors, represented by 7.5%,” she said.
The results obtained in this study revealed that Mexican companies promote gender equality and the empowerment of women and that the two areas best evaluated were “Leadership” and “Workplace” while the two areas with potential for improvement were “Market.” ” and “Community”.
According to Sanz, 44 companies participated in this study, of which 20 have a gender equality strategy and 14 of them include goals and objectives; 38 of the 44 companies have non-discrimination and equal opportunity policies and only one of the 44 companies evaluated offers on-site care services.
In addition, 84% of companies have a policy of zero tolerance for all forms of discrimination and 40% of companies provide annual training aimed at all staff, in zero tolerance for all forms of violence.
Finally, Sanz added that he considers it pertinent to share good practices in this sense, which is why he recommends creating special leadership strategies and programs that are aimed at women, establishing company objectives to achieve gender equality and ensuring that recovery from the COVID-19 health crisis consider the differentiated effects between men and women.