Equality in the management leadership is a pending issue that Spanish companies carry. And despite the fact that the covid has not stopped the reduction of the gaps, both in presence and in remuneration; the gap between men and women remains wide and, at the current rate, parity will not be reached until 2070 .
This is confirmed by the annual edition of the Eada report ‘Wage gap and presence of women in managerial positions 2021’, which also confirms a slowdown in the reduction of the wage gap among ordinary workers. “The current measures are not enough,” said the head of the study, Indry Canchila .
It is increasingly common to see women in leadership positions, especially in SMEs, but the differences from their male counterparts are still substantial. This is the diagnosis made by Eada, which indicates that only 18.8% of managerial positions are currently held by women.
That percentage has increased by 2.4 points from last year and six points in the last decade. However, at this rate, “it would take 50 years to equalize the presence of men and women in managerial positions,” Canchila warned.
The glass walls are strengthened
“You not only have to put more women in power, but make it more attractive to be able to conciliate,” said Eada researcher Aline Masuda . This feminine presence in the leadership varies substantially according to the size of the company. To the point that in large companies only 5.8% of managerial positions are held by women; compared to 60.9% of small businesses.
The report also notes not only the persistence of the glass walls, but their greater segregation. The phenomenon of ‘ glass walls ‘ is understood as a segregation of the female presence in managerial positions more closely linked to people and administrative management than in strategic or productive positions. As a sample, currently 32.6% of human resources managers are women; quota that drops to 5.8% in the case of production directors.
Stop in part of the wage gap
The pandemic is reopening old wounds and widening gaps that until now had been closing in the workplace. ” The crisis never benefits women, ” said Eada researcher Aline Masuda. Although, according to the study, it does not harm everyone equally.
The reduction in the wage gap between men and women, something that was going down in the last five years, has slowed since the outbreak of the coronavirus among ordinary workers. However, the management leaders are moved by other currents and among the managers the remuneration differences continue, despite coming from higher levels, to the downside; as reflected
In 2021 a board of directors in Spain charges 14.4% less , on average, than their male counterparts. Which in currency translates to about 11,000 euros gross per year. The trend in the last five years, from the peak that was reached in 2014 when the gap was 18.6%, continues to be downward despite the shock of the covid.
The same does not happen among their subordinates, where the salary differences have either increased in the last year or have slowed their decline.
The pay gap between ordinary employees is currently 11.5% , to the detriment of women. A similar figure to that of a year ago, with a slight reduction of four tenths. Substantially lower than in the case of managers, where the gap has dropped by 1.5 points in the last year.
That is to say, at the top the salary gap has fallen three times more than among the workforce; as confirmed by the crossing of 80,000 data made by Eada.
Those responsible for the study consider that the entry into force of the mandatory nature of audits and remuneration records may contribute to the fact that this slowdown in reducing the gap does not lead to an increase in the coming years, as a result of the impact of the crisis.