Gender gap: eight suggestions to promote the participation of women in companies

Female participation in organizations in leadership positions is still low, due to prejudices, stereotypes and other factors that require a change in the culture in companies. Faced with this, Women CEO Peru developed a “Guide for Business Leaders” in which it indicates eight steps and also projects a female participation of 30% by 2030.

This guide begins with a deep awareness, adopting the commitment in favor of gender diversity. And that has to start from the directory”, said Cecilia M. Flores, president of Women CEO Peru.

In this sense, the representative pointed out the points that every company must take into account:

  • Put the person at the center of attention to lead the change: Regardless of the size of the company, the leader who promotes a cultural change towards diversity management will be able to promote the commitment of the board of directors, their management team and heads towards the entire team of collaborators, including suppliers.
  • Create a diversity management instance: A committee that has the commitment of the general management. The leader of this area must be gender-aware, and must have the support of senior management, resources, and an effective means of monitoring, measuring, and reporting.
  • Have a culture and purpose that effectively manages this objective: It is necessary to have a diagnosis of the situation, since gender diversity must be incorporated as a management model and as a strategic priority in the people management pillar with an emphasis on gender equality.
  • Comply consciously with respect for rights: Ensure that the organization and its supply chain first comply with the law, that is, with the regulations that recognize the right to equality and non-discrimination, as well as the prohibition of violence, harassment and harassment against women.
  • Develop an equality policy: Based on the results of the situational diagnosis, the approval of a policy should be promoted, by the highest management level, containing the strategy and measurable actions that range from the cultural to the promotion of family co-responsibility. It must have a transversal approach.
  • Create a strategy that breaks barriers: This must provide elements and the structure for the commitments, actions and monitoring that are defined.
  • Promote the leadership of women in the company: Identify high-potential collaborators in order to recognize the factors that may be holding back their progress, to create promotion mechanisms, as well as to promote their participation in programs to strengthen management skills with gender awareness, among other actions.
  • Have allies for change: Maintaining alliances with organizations dedicated to promoting leadership is extremely important to achieve the goal of being a company with gender diversity.

Initiative of 30% female participation by 2030

Considering that gender equality is a fundamental right and the current scenario, Women CEO launched the initiative of 30% participation of women in decision-making spaces of companies by 2030.

He pointed out that, in 2018, nine organizations joined the first initiative, now they plan to add more than 30 signatures. “We believe that parity in management positions can be possible if there is will, coherence and commitment, so we subscribe to the realistic goal of 30% participation by women in private and public organizations”, he stated.

She explained that, according to the International Labor Organization (ILO), putting into practice an inclusive business culture and gender equality can result in an increase in profitability and productivity by 63%.

Along these lines, the organization will hold an event on September 22 to welcome the new companies that will sign the adhesion commitment.


The rise in prices of the products of the basic family basket has led the Executive Branch to announce an economic subsidy.

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