Without organizational change, the inclusion of women in positions of responsibility in companies will be unfinished – Awdhesh

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There may be an extremely motivating leader who promotes female participation, however, if the context does not help, promoting, for example, initiatives such as parental postnatal care and co-responsibility, this desired change will not be possible.

By Alexander Goldstein

Santiago de Chile.- Undoubtedly great news for a society like ours, which is in search of greater equality of opportunities between genders. However, when we talk about more inclusion and equality in companies, there is a general tendency to assign all responsibility for the changes to the leader of the organization, with a focus on offering greater opportunities and, mistakenly, minimizing the role played by the environment.

Transformational changes go beyond who heads an organization, and occur when there is an inheritance and a holistic vision of the responsibility of all the actors in society; from citizenship, through the academy to the State. Go now an example that will undoubtedly clear many doubts.

If I want to carry out a diet at home, I must not only have the decision and the medical prescription to carry it out. I also need the help of my family. And how do they help me you may wonder. Simple, avoiding eating an irresistible pizza in front of me from the new restaurant that has just arrived in town and of course maintaining a pantry with fruits, vegetables and healthy foods. On the other hand, I also have to have the availability of eating times when I have to eat, have healthy food in the refrigerator.

The same happens in the case of the inclusion of women in the first executive line of companies. There may be an extremely motivating leader who promotes female participation, however, if the context does not help, promoting, for example, initiatives such as parental postnatal care and co-responsibility, this desired change will not be possible. Or at least not at the speed we expect.

To facilitate this transformation process, we not only have to work on direct initiatives that create spaces in organizations, but we also have to address the issue from other dimensions, which are not always the obvious ones. Only in this way will we give life to a coherence that produces the changes that will prevent the loss of highly qualified female capital.

Alejandro Goldstein is a Partner of OLIVIA

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