Women occupy less than a third of management positions

Women still hold less than a third of the world’s business management positions, a global survey by the UN body responsible for the work revealed on Tuesday. Although there are an increasing number of women CEOs, they represent only 30.5% of total management positions, according to the International Labour Organization (ILO), with data from thousands of companies in 99 countries.

The survey points to a serious imbalance in the labor market, which persists despite advances in women’s education. Participation has grown slowly from around 24 percent three decades ago, said Jae-Hee Chang, a senior ILO relations expert, at a press conference in Geneva.

Slow progress and underutilized potential

“There has been progress. There is a strong commercial argument, but the considerable potential (of women) remains underutilized,” Chang said. Although women have attained educational levels equal to or higher than men in many countries, this has not been proportionately reflected in leadership positions.

The report described a “critical imbalance” and indicated that there are signs that the implementation of support programmes for women – such as maternity leave, which has proved effective – is declining. This reduction could undermine the gains made in recent decades, the researchers warn.

Structural barriers and care responsibilities

The report urged companies to take measures to remove structural barriers to career progression. Among the obstacles pointed out are the lack of flexibility policies, unconscious biases in promotion processes and the absence of mentoring networks for women.

In addition, the document stated that other factors, such as the unequal distribution of responsibilities for care outside the workplace, also needed to be analyzed. In many countries, women devote more hours than men to unpaid childcare, elderly and household chores, which limits their availability for high-demand positions.

Maternity leave effective but in decline

Maternity leave has been cited as an effective policy to keep women in the labour market and support their professional rise. However, the report noted that the implementation of these programs is slowing in some regions, which may reverse the gains made.

The ILO did not detail which countries or sectors showed reductions in support policies, but stressed the need for continuous monitoring. Expert Jae-Hee Chang emphasized that companies that invest in gender diversity tend to have better financial performance and greater capacity for innovation.

What companies can do

To reverse the scenario, the report recommends concrete actions: reviewing recruitment and promotion processes to eliminate biases, setting diversity targets with public follow-up, and creating leadership development programs for women.

It also suggests the adoption of flexible work policies and the promotion of an inclusive organizational culture that values the contribution of women at all levels. The equitable distribution of care responsibilities, with incentives to paternity leave and accessible day care services, is considered fundamental.

Global impact and local relevance

Although the research is global in scope, the data reflect challenges also present in Brazil and in the Paraná. In Ponta Grossa and Campos Gerais, female participation in management positions remains below the national average in some sectors, according to observations from local experts, although the source did not detail regional numbers.

The ILO report serves as a warning to businesses and governments: without consistent policies, gender equality in leadership can take decades to achieve. The source did not detail time projections, but highlighted the urgency of coordinated actions.

To keep up with more news about the labour market and diversity, continue browsing the Boca no Trombone portal.

Read Also

Deaths from cervical cancer can rise 39.3%

U.S. attacks Iranian island of Qeshm in Strait of Hormuz

Germany seeks final disposal of nuclear waste

Font

www.terra.com.br