Introduction
Although there have been significant advances to reduce the gender gap in the workplace, this reduction is only visible in certain countries and regions of the world. There is still much to be done to ensure the same conditions and participation rights for women in the workplace. The European Institute for Gender Equality developed a specific index to measure the equality of women and men in EU countries, including in its analysis six main domains (Arora et al., 2023) from which much of this study, as well as the work of the Barcelona Economic-Financial Research Observatory (Gil-Lafuente, 2019).
The World Economic Forum's Global Gender Gap Index Framework (2023) was first introduced in 2006 and analyzes four basic dimensions: Economic participation and opportunity, educational achievements, health and survival, and political leadership and empowerment. The 2023 results show a reduction in the gender gap in the Latin American and Caribbean region of 1.7% (World Economic Forum, 2023).
Conducting studies on the asymmetry between men and women is relevant because "gender blindness" has taken place for centuries. It is known that the problem exists, but it is pretended that it does not. The United Nations Development Program has ensured that 90% of men and women have a gender bias due to cultural issues (UNDP, 2022). This program has carried out diverse work to address discriminatory gender social norms, promote female leadership, improve women's access to basic services, financial services, well-paid jobs, and improve their living conditions.
The gender issue in employment has been analyzed from multiple perspectives, such as the case of the conditions of the workplace (Iivari, 2023), the quality of work, and the participation of women in good jobs (Arora et al., 2023).
Despite recent progress, women are disadvantaged primarily due to domestic work commitments and limited access to well-paid jobs (Dilli et al., 2018).
Gender differences involve visible and invisible limits: salary, treatment, growth and development, promotion, participation, and discrimination due to gender conditions are more apparent in specific sectors (less representation).
Among the most important studies in the field are Women at Work, which was carried out by the consulting firm Mckinsey in 2022, and the World Economic Forum Global Gender Gap (2024), which analyzes the overall gender gap for 146 countries. It has been estimated that parity will be reached in 134 years at the current rhythm, meaning that it will be five generations beyond the SDGs.
It was in the 1980s that this phenomenon began to be analyzed by describing the invisible limit or existing gender barrier, called the glass ceiling. This barrier refers to the limits that women face that do not allow them to go beyond a certain level. In the hierarchy, it keeps them away from adequate salaries, reduces their development opportunities, limits their potential, prevents them from making crucial decisions, and lowers salaries than those of men (for equal positions).
Studies carried out by the Observatory of Competitiveness and New Ways of Work have indicated that the existing ceilings and barriers have caused women to face greater poverty in retirement than men, with limited or even non-existent pensions; in many cases, women have developed in informal work and with fee schemes rather than fixed salaries, which prevents them from adequately contributing to pensions.
All these forms of discrimination affect the future of many women who dream of a happy family and professional life or the expectation of a comfortable retirement.
It is essential to highlight that meeting a gender quota is not equity; it requires women to have the same conditions and opportunities as men. Fortunately, in some countries, some windows toward greater equality are beginning to open.
Organizations worldwide have begun to integrate family-responsible and gender-equal practices that allow women of any age and family status to earn the same salaries as men and access equal-level positions, but this takes time.
Studies are needed to educate employees about unconscious bias in gender issues and establish appropriate policies. Salary levels must be transparent, flexible schedules must be offered, more development opportunities should be promoted, coaching and mentoring should be provided, and resources to promote mental health and well-being should be provided.