Panamanian women are still underrepresented in leadership positions

The study he conducted Page Executive shows that in multinational companies based in Panama, the distribution of management positions is still concentrated in men, which proves the differences in relation to women.

40% of women are in charge of important positions, compared to 60% of men.

Despite the progress, the gap is even greater at the level of domestic companies. Only 20% of women would occupy management positions, while 80% of men would perform these roles.

“Women are more and more present in multinational companies. However, in local companies we are still lagging behind in this matter. There are few women in management positions. There is already a law in the country that promotes the inclusion of at least one woman in the board of directors, which helps in this sense,” he said. is Carolina Marques, Head of Page Executive in Panama.

The Panamanian sectors where there are more women in managerial positions are mass consumption and human resources.

As for the fee, Marques indicates that it is in Panama multinational companies they are very respectful of pay grades regardless of gender and there is not much difference in this regard.

The executive director reminds that women in leadership positions offer advantages such as increased competitiveness, since they have a greater ability to define strategies that include more complex variables. In addition, women are more sensitive to identifying risks and opportunities.

It also states that there are studies that have found that women have characteristics and soft skills such as empathy, humility and determination, which have made them show high impact results within their organizations.

Marques added that Panama as a country is still in the transition process in this matter, but in the end the participation of women in management positions will depend on the companies.

“Local/family businesses still have a bit more of a macho culture, but they are increasingly willing to be flexible, inclusive and give more weight to issues like this gender equality issue,” said Marques.

Another key point that must change is the paradigms related to the management of motherhood and fatherhood, which must break with assigned gender roles and establish mentoring schemes to achieve female empowerment and voice among women in the organization.