La importancia de la paridad de género en las empresas

Promover la igualdad de género y lograr la paridad en los espacios de trabajo no solo es la opción más justa que puede adoptar una empresa, sino también la más provechosa. Diversos estudios demuestran que la inclusión de las mujeres genera beneficios significativos tanto en los resultados del negocio, como en el funcionamiento, sinergia y eficiencia de la empresa. Mirá los números y todo lo que aún falta.

paridad de genero

Por María José Sucarrat *

paridad de genero

Promover la igualdad de género y lograr la paridad en los espacios de trabajo no solo es la opción más justa que puede adoptar una empresa, sino también la más provechosa. Diversos estudios demuestran que la inclusión de las mujeres genera beneficios significativos tanto en los resultados del negocio, como en el funcionamiento, sinergia y eficiencia de la empresa. Mirá los números y todo lo que aún falta.

El mundo empresarial en la actualidad se caracteriza por la constante evolución de los productos y servicios, y la incertidumbre de mercado. Para conducir el negocio de manera innovadora y efectiva, es necesario que las empresas cuenten con equipos de liderazgo diversos, capaces de producir perspectivas diferentes para resolver los complejos problemas que presenta este contexto. La participación de los distintos géneros en los equipos de trabajo sería el primer factor de diversidad que debe considerarse para subsanar este problema.

Las organizaciones debieran considerar que el aporte de las mujeres tiene el potencial de generar beneficios significativos tanto en los resultados del negocio, como en el funcionamiento, sinergia y eficiencia de la empresa.

La creciente participación de las mujeres en el ámbito productivo trajo aparejado un incremento en sus niveles de autonomía y formación. En materia educativa, sus rendimientos son sobresalientes, excediendo incluso a los de los varones. Además, su mayor presencia en el mercado de trabajo implicó un aumento en sus niveles de ingreso, y, por ende, mayor control sobre las finanzas del hogar y una importante influencia como consumidoras.

Sin embargo, a pesar de su poder de decisión como compradoras, sus perspectivas, experiencias, necesidades e ideas se desaprovechan en el desarrollo de servicios y productos al no ser incluidas en los equipos de trabajo, en los procesos de innovación y en la toma de decisiones. Las organizaciones debieran considerar que el aporte de las mujeres tiene el potencial de generar beneficios significativos tanto en los resultados del negocio, como en el funcionamiento, sinergia y eficiencia de la empresa.

Promover la igualdad de género y lograr la paridad en los espacios de trabajo no solo es la opción más justa que puede adoptar la empresa, sino también la más provechosa. Así, por ejemplo, se puede decir que, en áreas comerciales, las mujeres presentan en promedio un rendimiento 3 puntos porcentuales superior al de los varones en el nivel de ventas, medido como el porcentaje de complimiento de los objetivos individuales de venta (Cash, J., 2017).

Las empresas con al menos una mujer en sus consejos de administración presentan mejores rendimientos que las empresas con consejos compuestos enteramente por varones.

Sin embargo, a pesar de representar la mitad del talento disponible, pocas mujeres alcanzan posiciones de liderazgo, lo que implica una oportunidad perdida para los empresarios que buscan mejores resultados en sus negocios. De acuerdo a un informe de McKinsey & Company del año 2013, de un total de nueve habilidades y comportamientos de liderazgo relevantes para el rendimiento de una organización, las mujeres muestran cinco con mayor frecuencia que los varones: desarrollo de personas, generación de expectativas y recompensas, role modeling, inspiración y toma participativa de decisiones.

Asimismo, sobre la base de un análisis de 345 empresas en seis países de Latinoamérica -Argentina, Brasil, Chile, Colombia, México y Perú- se debe considerar que las empresas con al menos una mujer en sus consejos de administración (executive committees) presentan mejores rendimientos que las empresas con consejos compuestos enteramente por varones (McKinsey & Company, 2013). Esto se evidencia en sus niveles promedio de rentabilidad financiera (ROE), los cuales son 44 % mayores, y sus márgenes operativos sobre ventas (EBIT), que llegan a ser 47 % mayores.

Una marcada proporción de empresas no considera la diversidad de género entre las primeras diez prioridades estratégicas de su agenda.

En una encuesta de la misma consultora, un 61 % de las personas en cargos ejecutivos en Latinoamérica concuerdan en el impacto positivo de las mujeres sobre los dividendos de la empresa, sin embargo, una marcada proporción de empresas no considera la diversidad de género entre las primeras diez prioridades estratégicas de su agenda; esto sucede en un 67 % de empresas en la región y en un 55 % en la Argentina.

En síntesis, se puede afirmar que, incluso si las mujeres representan un talento disponible, más allá de que registren mejores niveles de formación académica, y a pesar de estar probado que equipos heterogéneos presentan mejores resultados, las brechas de género persisten y la paridad de género aún no se piensa en términos estratégicos.

* María José Sucarrat es Directora Ejecutiva de la R.E.D. de empresas por la diversidad, y Directora Académica del Programa de Responsabilidad Social, Inclusión y Sostenibilidad​ de la Universidad Torcuato Di Tella. Este artículo forma parte de la primera Guía de Género para Empresas- Hacia la paridad, escrita por María José Sucarrat y equipo.

 

 


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