Menos del 5% de los ejecutivos son mujeres

A pesar del gran avance que el género femenino ha tenido en el mundo corporativo, su presencia en los Comités Directivos de las grandes empresas sigue siendo baja. Qué puede hacer una mujer para abrirse paso y llegar a la cima. De acuerdo con el último informe de la Organización […]

A pesar del gran avance que el género femenino ha tenido en el mundo corporativo, su presencia en los Comités Directivos de las grandes empresas sigue siendo baja. Qué puede hacer una mujer para abrirse paso y llegar a la cima.

De acuerdo con el último informe de la Organización Internacional del Trabajo (OIT), menos del 5% de los directivos de las principales firmas del mundo son mujeres. Esto da cuenta de que la poca participación del género femenino en los directorios es una problemática a nivel global, y nuestro país no es la excepción.

Gabriela Terminielli, Vicepresidente de Voces Vitales Argentina, afirma que “por lo general, en Boards conformados por 10 o 12 personas encontramos solo 1 o 2 mujeres”; mientras que Brenda Barán, Socia Directora de Glue Consulting, especialista en Head Hunting, explica que la baja presencia femenina, se observa también en las búsquedas ejecutivas “en 2014, solo el 20% de las colocaciones que realizamos fueron de mujeres y la mayoría de ellas para el área de Recursos Humanos”.

Al analizar la carrera corporativa de la mujer, desde hace mucho tiempo, la problemática se aborda haciendo énfasis en la necesidad de flexibilizar la vida laboral con la personal y en la falta de preparación académica posterior a la carrera de grado. Sin embargo, la tendencia indica que es preciso cambiar el foco ya que a pesar de que las empresas han incorporado beneficios en pos de que la mujer pueda seguir desarrollándose profesionalmente, sobre todo al ser madre; y las carreras de postgrado, cada año ganan más estudiantes mujeres; aún no se alcanza la equidad con el hombre en la gestión empresarial.

En este contexto, Terminielli explica que “el desafío para las mujeres jóvenes que aspiran a consolidar su carrera en una corporación es prepararse para conocer todos los aspectos del negocio –los financieros, administrativos, las relaciones con los sindicatos, el gobierno, etc-. Si esto no se tiene en cuenta, es probable que no se logren superar los mandos medios que es lo que está ocurriendo actualmente. Esto tiene mucho que ver con la decisión personal de hasta donde se quiere llegar en la corporación. Tenemos que empezar a pensar estas cosas en lugar de poner solamente el foco en el balance vida laboral y personal que es algo a lo que todos aspiramos, hombres y mujeres”.

Conocer qué implica la gestión y el gobierno de la compañía; ampliar el expertise en otras áreas distintas a la de su metier; informarse acerca del contexto político-económico nacional e internacional y generar una red de networking participando en cámaras y asociaciones donde se manejan cuestiones importantes a la hora de evaluar el negocio de la corporación, son las claves para prepararse.

Asimismo, es importante que la mujer empiece a estar presente en espacios tradicionalmente encabezados por el género masculino, como las áreas relacionadas al ámbito sindical, de producción o ventas. Para Barán, “en estos sectores, donde la negociación es clave, del otro lado siempre esperan que haya un hombre, pero cuando encuentran a una mujer se ponen en juego otras variables -cambia el trato, la forma de abordar los acuerdos y en ellas, se despierta el sentido maternal. Estas diferencias resultan muy favorables para la mujer que negocia por ejemplo, un convenio colectivo de trabajo”.

En cuanto a los perfiles más buscados, desde Glue aseguran que al momento de contratar a una mujer ejecutiva, los perfiles dinámicos, orientados a resultados y que piensen “out of the box”, son los más valorados por las empresas. Asimismo, se buscan perfiles con orientación al consumidor, que puedan interpretar sus necesidades respecto del producto y/o servicio que ofrece la compañía. En ese sentido, Barán explica que “la mujer tiene una sensibilidad muy particular, especialmente luego de ser madres, que le permite detectar mucho mejor las necesidades latentes del otro. Esto, sumado a la multiplicidad de tareas que podemos llevar a cabo, resulta muy valioso para las empresas”.

Ambas profesionales señalan, además, que para hacer una carrera corporativa exitosa, es fundamental contar con el apoyo de la familia y sobre todo del hombre que se elija para construir el proyecto de vida propio.

El análisis del liderazgo femenino en las organizaciones refleja que aún queda mucho camino por recorrer. La llegada de más mujeres a las Juntas Directivas, sin dudas permitirá el ascenso de muchas otras y una de las claves para lograrlo será tener determinación y tolerancia a la frustración.

En este sentido, Terminielli señala que, “una persona determinada es aquella que se pone objetivos a largo plazo y en el camino a su concreción es consecuente y perseverante con lo que se propuso. Junto con ello, es necesario aprender a tolerar las frustraciones y continuar trabajando para alcanzar así las posiciones deseadas”. Y agrega “hoy existen investigaciones que demuestran que la determinación es el factor clave para la consecución de metas en la vida de las personas. Hace 30 o 40 años se evaluaba por el coeficiente intelectual, hace 20 por la inteligencia emocional, hoy hay que evaluar por el grado de determinación que presenta la persona, el talento o la inteligencia no son garantía de buenos resultados a largo plazo, incluso muchas veces afectan en forma inversa”.

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Menos del 5% de los ejecutivos son mujeres

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