{"id":4059,"date":"2025-03-12T13:50:22","date_gmt":"2025-03-12T13:50:22","guid":{"rendered":"https:\/\/www.womenonb.com\/?p=4059"},"modified":"2025-03-12T13:52:03","modified_gmt":"2025-03-12T13:52:03","slug":"espana-y-america-latina-la-brecha-en-liderazgo-femenino-sigue-siendo-un-reto","status":"publish","type":"post","link":"https:\/\/www.womenonb.com\/en\/espana-y-america-latina-la-brecha-en-liderazgo-femenino-sigue-siendo-un-reto\/","title":{"rendered":"Spain and Latin America: The Gap in Women\u2019s Leadership Remains a Challenge"},"content":{"rendered":"
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Fewer women at the top: female leadership is declining <\/strong>\ud83d\udd34<\/strong><\/h5>\n
<\/h5>\n
We are reading about it in various publications following Grant Thornton's Women in Business report. Below is an analysis of the situation in Spain and Latin America to reflect on what we can do to change this reality.<\/h5>\n
<\/h5>\n
The figures confirm it: in Spain, the number of women in CEO positions has fallen dramatically, and in Latin America the gap remains huge. It is not just a question of getting there, but of staying in leadership positions.<\/h5>\n
<\/h5>\n
Why do many highly skilled women leave these positions? The \u201cloneliness at the top\u201d and the lack of support networks play a crucial role. If we do not address this problem, we will continue to see the numbers decline year after year.<\/h5>\n
<\/h5>\n
1. Representation in executive and CEO positions<\/h5>\n
<\/h5>\n
  • \n
    Spain:<\/h5>\n
    • \n
      In medium-sized companies, female participation fell from 40% to 38.4% in the last year.<\/h5>\n<\/li>
    • \n
      CEO positions have decreased from 26.7% to 19.3%.<\/h5>\n<\/li>
    • \n
      Although the percentage of female presidents rose slightly to 4.5%, it remains very low.<\/h5>\n<\/li><\/ul>\n
      <\/h5>\n<\/li>
    • \n
      Latin America:<\/h5>\n
      • \n
        In publicly traded companies, on average, only 14% of board members are women, and only 4% of CEO positions are held by women.<\/h5>\n<\/li>
      • \n
        In the private sector, around 25% of management positions are held by women, and only 17% of companies have a woman at the helm.<\/h5>\n<\/li><\/ul>\n
        <\/h5>\n<\/li><\/ul>\n
        <\/h5>\n
        The challenge goes beyond \u201creaching\u201d leadership: it is vital to be able to \u201cmaintain\u201d it and climb steadily.<\/h5>\n
        <\/h5>\n
        2. Concentration by area and sector<\/h5>\n
        <\/h5>\n
        • \n
          Spain:<\/h5>\n
          • \n
            Women are concentrated in areas such as human resources (47.5%), marketing (34.5%), finance (33.2%), and operations (30%).<\/h5>\n<\/li><\/ul>\n
            <\/h5>\n<\/li>
          • \n
            Latin America:<\/h5>\n
            • \n
              There is a greater female presence in traditionally \u201cfemale\u201d sectors such as health, education, and social work.<\/h5>\n<\/li>
            • \n
              In contrast, male-dominated sectors\u2014such as manufacturing, technology, and finance\u2014show a notable shortage of women in management positions.<\/h5>\n<\/li><\/ul>\n
              <\/h5>\n<\/li><\/ul>\n
              <\/h5>\n
              In both territories, women's advancement is limited by occupational segregation.<\/h5>\n
              <\/h5>\n
              3. Structural and cultural barriers<\/h5>\n
              <\/h5>\n
              • \n
                Spain:<\/h5>\n
                • \n
                  The recent decline in the representation of women in leadership positions shows that, despite the progress made over the last decade, there are still barriers to maintaining female presence in corporate management.<\/h5>\n<\/li><\/ul>\n
                  <\/h5>\n<\/li>
                • \n
                  Latin America:<\/h5>\n
                  • \n
                    Structural barriers and cultural stereotypes prevent women not only from accessing high-level positions, but also from advancing in them. The \u201cbroken ladder\u201d (the broken rung) limits women's continued advancement.<\/h5>\n<\/li><\/ul>\n
                    <\/h5>\n<\/li><\/ul>\n
                    <\/h5>\n
                    Initiatives to promote leadership and retention<\/h5>\n
                    <\/h5>\n
                    We agree that gender equality in business leadership goes beyond achieving positions of power. It is essential to work on consolidating and maintaining these positions through inclusive policies, continuous training, and the elimination of structural and cultural barriers.<\/h5>\n
                    <\/h5>\n
                    Furthermore, it is essential that women in leadership positions have supportive and trusting environments that enable them to sustain themselves in their roles and grow professionally. The lack of a support network and isolation at the top are factors that many face, making it difficult for them to remain in senior positions and one of the main reasons why some end up \u201cthrowing in the towel.\u201d<\/h5>\n
                    <\/h5>\n
                    Fostering communities of trust and ongoing support is a key strategy for closing this gap and ensuring that female leadership not only increases but is sustained over time. Spaces where you can find the balance you need to evolve as a leader, build confidence, and connect with people who share your aspirations. Such an environment offers precisely that: a space to pause, gain perspective, and move forward with greater strength.<\/h5><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\t\t<\/div>","protected":false},"excerpt":{"rendered":"

                    Menos mujeres en la cima: el liderazgo femenino retrocede \ud83d\udd34 Lo estamos leyendo en diversas publicaciones a ra\u00edz del informe de Women in Business de Grant Thornton. A continuaci\u00f3n, un an\u00e1lisis sobre la situaci\u00f3n en Espa\u00f1a y Am\u00e9rica Latina para reflexionar sobre qu\u00e9 podemos hacer para cambiar esta realidad. Las cifras lo confirman: en Espa\u00f1a, […]<\/p>","protected":false},"author":1,"featured_media":4060,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[],"tags":[],"class_list":["post-4059","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry"],"_links":{"self":[{"href":"https:\/\/www.womenonb.com\/en\/wp-json\/wp\/v2\/posts\/4059"}],"collection":[{"href":"https:\/\/www.womenonb.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.womenonb.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.womenonb.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.womenonb.com\/en\/wp-json\/wp\/v2\/comments?post=4059"}],"version-history":[{"count":5,"href":"https:\/\/www.womenonb.com\/en\/wp-json\/wp\/v2\/posts\/4059\/revisions"}],"predecessor-version":[{"id":4088,"href":"https:\/\/www.womenonb.com\/en\/wp-json\/wp\/v2\/posts\/4059\/revisions\/4088"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.womenonb.com\/en\/wp-json\/wp\/v2\/media\/4060"}],"wp:attachment":[{"href":"https:\/\/www.womenonb.com\/en\/wp-json\/wp\/v2\/media?parent=4059"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.womenonb.com\/en\/wp-json\/wp\/v2\/categories?post=4059"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.womenonb.com\/en\/wp-json\/wp\/v2\/tags?post=4059"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}