Very entrenched prejudices and gender biases are factors that continue to dominate above talent and results.These factors directly affect that only 23% of the leadership positions in Latin America are occupied by women, according to the 2019 PAR Latin America ranking.

Although there is increasing interest in issues of gender inclusion by companies - 52% of companies in the region have gender equity policies, according to the same list - we observe that in the attraction of talent they still affect the characteristicsPersonal such as gender, sexual orientation, race or religion.

What is happening?Public policies are not formulated to facilitate women to continue a working life and even less reach middle or high controls.Only during the crisis by pandemia, according to experts from the PWC consultant, women dedicate daily 7.7 hours more to unpaid work activities, such as the care of other people, than men.

Another factor for which women do not reach leadership positions is because opportunities are not couples.There is no real balance in work for results.In many cases we continue to reward personal characteristics and not talent.

The lack of conviction of the benefits of inclusion in certain areas and sectors is also an obstacle to the professional development of women and minorities.We need to believe that this approach is positive for our organizations and for our teams.

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— Megha Aggarwal Tue May 29 08:00:10 +0000 2018

When it comes to talent development, for example, phrases such as: "It is that Equis person is very good, but I just learned that he is going to get married";"We wanted to promote her, but I just learned that she is pregnant and she didn't mean us";"How am I going to do it director if she is homosexual?".We all need to be convinced that inclusion is not a fashion.

Did the panorama worse the pandemic?Yes, of course.It was even the perfect excuse to, in some cases, stop being diverse.Many organizations began to worry more about cash, paying accounts, customers, credit.They began to worry more about surviving than having diverse, inclusive and respectful work environments.

Let's understand that it is good business to have diverse teams.Companies with at least one woman in their Executive Committee have greater financial profitability (44%), according to an IDB publication based on a McKinsey analysis.Teams with minorities represented generate sustainable companies because there is diversity of thought.In addition, they usually worry more about the integration of the entire productive chain, they care more about customers, suppliers and other collaborators.

Women and minorities have the challenge of convincing that our characteristics, preparation, performance and results are more important than our genre and our personal life.We also have the challenge of continuing to talk about these issues within organizations and impact on behaviors and decision making.And, although we have advanced much on this issue, it is important that men get involved, and that we all recognize that we do have a gender equity problem.We can't keep covering the sun with a finger.