Is my professional future biased for gender perceptions? A study for the Spanish case with public policy proposals on education

  1. Isabel Novo Corti 1
  2. Nuria Calvo 1
  3. Laura Varela Candamio 1
  1. 1 Universidade da Coruña
    info

    Universidade da Coruña

    La Coruña, España

    ROR https://ror.org/01qckj285

Revista:
Management Letters / Cuadernos de Gestión

ISSN: 1131-6837

Año de publicación: 2018

Volumen: 18

Número: 2

Páginas: 59-94

Tipo: Artículo

DOI: 10.5295/CDG.150578IN DIALNET GOOGLE SCHOLAR lock_openAcceso abierto editor

Otras publicaciones en: Management Letters / Cuadernos de Gestión

Objetivos de desarrollo sostenible

Resumen

Este artículo trata el fenómeno del techo de cristal basado en el hecho de que un desproporcionado bajo número de mujeres accede a puestos de trabajo de dirección y gestión a través del análisis de las diferencias de género en el perfil educativo y el perfil profesional percibido. La muestra se realizó entre 165 alumnos y alumnas (54 hombres y 111 mujeres) cursando disciplinas relacionadas con la economía en su último año de universidad en España mientras planeaban su futura carrera profesional. La metodología utilizada está basada en dos enfoques. Primero, un modelo analítico usando un modelo de ecuaciones estructurales (SEM) que nos permite explorar las diferencias perceptuales en cuanto a asignaturas favoritas, ambiciones profesionales, valores asociados con el lugar de trabajo y movilidad laboral. Segundo, un análisis causal siguiendo la metodología de la Dinámica de Sistemas para describir el comportamiento de las mujeres que justifica su auto-exclusión en los puestos directivos. Los resultados confirman la existencia de un sistema educativo sesgado por género y revela que mientras los hombres son más ambiciosos profesionalmente y con mayor capacidad para la movilidad geográfica, las mujeres requieren una mayor motivación en el trabajo. Además, hemos descubierto que los factores que explican el por qué las mujeres siguen estando alejadas de los altos puestos directivos son tanto causas externas (estereotipos de género o políticas organizativas) como causas internas (autoconfianza, autoestima). Finalmente, proponemos un conjunto de medidas educativas como punto de partida para implantar políticas públicas que podrían reducir las barreras de las mujeres y romper así su techo de cristal.

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Información de financiación

The third author gratefully thanks the financial support from the Xunta de Galicia (Spanish Regional Government) through Grant EM2014/051.

Financiadores

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