O report “Women’s autonomy in changing economic scenarios” Cepal – The Economic Commission for Latin America and the Caribbean shows that gender equality and women’s empowerment must be the basis of the new development model for the region. Latin America and the Caribbean are growing less, while inequality and poverty are increasing.
“Gender inequalities are an obstacle to sustainable development. The changes in the scenario faced by the region are a manifestation of the urgency of decisively moving towards development styles that contemplate gender equality and women’s autonomy, as well as guaranteeing the rights of all people, without exception,” the document highlights.
According to ECLAC, redoubled efforts are needed to develop public equality policies that recognize women's contribution to the economy through unpaid domestic and care work.
“If states fail to provide adequate public services and benefits, families, and women in particular, will increasingly have to respond individually to the demands of elderly care, often at the expense of their labor market participation, well-being and personal fulfillment.”
Role of companies in gender equality
One of the aspects of human rights that has received attention from CEBDS concerns the underrepresentation of women and black people in companies, politics and the public sector in general. Mainly with regard to corporate responsibility, given the economic influence of these organizations. A survey by Global Justice Now concludes that, of the 100 largest economic organizations in the world, 31 are States and 69 are multinationals.
It is up to companies to make commitments to benefit society, in addition to practices that allow business management in order to minimize negative impacts and enhance positive impacts.
Working towards gender equality begins with internal policies that involve diversity, inclusion, equity and the achievement of benefits. Experience has shown that such practices are reflected both in the social interactions of employees in their personal and professional environments and in the impacts generated by the companies' business.
Data proves low diversity
Data collected by Ethos Institute indicate that the percentage of men and women and of whites and blacks in the job market also varies according to the position and job title. A study on the social, racial and gender profile of the 500 largest companies in Brazil revealed that women are the majority in lower-level positions. They account for 55.9% among apprentices and 58.9% among interns. However, they are a significant minority in higher-level positions, occupying only 13.6% of the executive staff of companies (presidency, vice-presidency and board of directors).
The racial situation is even worse: the presence of black people at the apprentice level is 57.5%, compared to 4.7% in the executive staff, evidencing an intense inequality between whites and blacks, as the level of hierarchy increases.
The scenario is similar in the public sector. A survey by the National School of Public Administration showed that women accounted for 43% of the civil servants working in the direct administration of the Federal Executive, while men accounted for 57%.
The percentage of women decreases as the number of Senior Management and Advisory (DAS) positions increases. In 2014, female civil servants occupied 45% of DAS 1 positions, 36% of DAS 4 positions, 28% of DAS 5 positions, and only 19% of DAS 6 positions.
