2024-03-24 18:21:21
Ecuadorian women can stay in the job for between three and years, compared to more than ten years for men. The differences not only occur in this aspect, they also occur in income, according to different studies and figures.
According to the National Institute of Statistics and Censuses (INEC), in January of this year the average labor income of a employed man was $608, while for a employed woman it was $539.
This March 8th is International Women’s Day and measures, including laws, have been implemented from different areas to create equal conditions for women, but how is the situation of women in Ecuador in the workplace? ?
The consulting and training leader of Adecco Ecuador, Gabriela López, indicates that the employment situation of women in Ecuador is still inequitable, but increasingly “companies are more aware of their actions and processes, seeking to eliminate these bad practices. From recruitment processes to internal movements in companies.”
The senior manager of Human Talent at Seguros Equinoccial, María Sol Paladines, comments that gender equality in companies is an intelligent strategy that ensures the long-term sustainability of businesses. “We have the challenge of redefining our policies and beliefs to create companies that welcome women into their leadership positions and thus ensure more inclusive and accurate decision-making. When women and men have equal opportunities to contribute and lead, companies become more innovative, resilient and competitive in the global market,” she says.
The Educational Innovation analyst at the Private Technical University of Loja (UTPL) Jennifer Samaniego indicates that currently an increase in the number of women entering STEM careers (Science, Technology, Engineering and Mathematics) can be seen compared to previous decades, as government and private initiatives have encouraged the interest and participation of girls and women in STEM have contributed to this growth. However, she says that despite progress, that industry still faces significant gender inequalities.
What do the figures say?
UTPL Economics research professor Daysi García cites INEC figures from 2023 and says that adequate employment was 34.6% for women, while for men it was 65.4%. Unemployment was 53.1% for women and 46.9% for men. The expert points out that there is still a lack of quality in employment for women and adds that these results are generally associated with gender roles, such as care tasks and occupational and educational segregation.
Female job retention is lower than that of men. In the case of women it ranges from one to five years, while for men it is more than ten years, according to the report carried out by the actuarial studies firm Iceberg Actuarial and the entity specialized in gender equality Hackeantes. This report began to be compiled in December 2023 and the information, which is fed by approximately 1,000 companies in the country, will be updated over the course of this year, as the report hopes to be concluded in December of this year.
According to the commercial manager of Iceberg Actuarial, José Luis Moreno, 65% of management positions are occupied by men, while 35% are for women. He adds that according to the latest data collected, the average income for a man was $457.40, while for women it was $404.60, even below the unified basic salary, which for 2024 is $460. This last figure explains that it may occur because there are also more women with part-time jobs.
On the other hand, García indicates that in terms of salaries, the average according to gender is $529 for women and $592 for men.
According to the study Gender perspectives in the world of work of Multijobs, in Ecuador there is a different appreciation regarding salary parity: for 81% of men there is no difference in salary between men and women; while 38% of women maintain that their salary is lower. “This finding underscores the importance of addressing gender disparities in the workplace and working toward greater pay equity,” says Multitrabajos Marketing Manager, Jeff Morales. The Multijobs study was carried out based on a survey of 24,893 workers and 3,304 Human Resources specialists in Ecuador, Chile, Argentina, Panama and Peru.
Regarding the gender pay gap, globally it stands at 23% and would not be equaled until 2088, says Moreno, citing figures from UN Women. In this context, she indicates that it is important for companies at a general level to implement gender equality programs to reduce the more than 50 years that it would take to equalize that gap.
She adds that according to the data they have collected, the labor participation of women in micro companies reaches 42%, this being the highest, because in large companies the participation is lower, 32%. It specifies the sectors in which there is the greatest participation of the female group: health, education and the financial area, but the sector in which they earn the best is real estate. On the other hand, the employment portal indicates that in the survey on the percentage of women occupying leadership positions in companies in Ecuador, 22% of those interviewed said that there are 10% of women occupying senior positions in the companies where they work; 18% indicated that there is 50% female presence; and for 13%, there are 30% serving in leadership or executive roles. Regarding policies aimed at promoting gender equality in companies, 63% said that the organizations where they work do implement measures aimed at promoting gender equality, compared to 37% who stated the opposite.
Laws that promote equity
Among the laws that are promoted for equity is the Violet Economy. According to Adecco Ecuador’s consulting and training leader, Gabriela López, this regulation seeks to promote equal treatment and opportunities in all working conditions in Ecuador.
It explains that one of the obligations promoted by this law is the Equality Plan, which seeks a more active participation of women, for example, for every three members of the board of directors, one must be a woman. Likewise, it indicates that the law also seeks to establish protocols and measures to prevent harassment and eradicate or eliminate practices or actions that are discriminatory in company selection processes. He cites as an example having only shortlists of men, without the participation of women in the different roles.
Added to this is the Law for equal pay between women and men. UTPL Economics research professor Daysi García explains that the objective of this is to guarantee equal pay and any other form of economic remuneration between men and women.
However, it is considered that work must still be done on policies and strategies that involve the State and companies to improve gender equity indicators. “As the World Bank (2023) points out at a global level, gender disparity in the workplace is considerably greater; when legal discrepancies in relation to violence and childcare are taken into account, it is evident that women “They have less than two-thirds of the rights that men have and emphasizes that no nation offers equal opportunities to women, even developed economies,” she emphasizes.
In this context, it says that it is important to implement actions that help avoid the decrease in the quality of formal employment and that encourage the creation of more decent job opportunities that involve policies to expand security against violence and access to health services. childcare. (YO)