A few days before the meeting, we analyzed with the expert the Phone number list main challenges achieved and future challenges for women in managerial positions. P What skills would you consider differential in female talent, do you think women lead differently than men? R We must be careful when establishing differences and talking about leadership models for men and women. Increasingly , inspirational leadership styles based on respect with a focus on developing people are more common in companies. In any case, we cannot ignore that the brains of women and men Phone number list different, especially in primary behaviors, without this affecting our abilities. In generations such as the baby boomers or generation X, the education received has been different, with constant micromachisms and discrimination against women. In a professional environment, these differences can manifest in leaders with more aggressive behaviors, a lack of empathy, or more autocratic or competitive leadership models.

If we analyze the startup environment specifically , we observe that the probability of a start-up succeeding is greater if it is run by a woman rather than a man, and there is no doubt that one of the Phone number list factors is because there are more developed leadership skills on women in such complex environments. In the same way, we are struck by the fact that most of the investment is directed at startups with the presence of men in General Management positions, something that is still paradoxical. This enormous disparity could be due, among other factors, to the fact that the questions that investors ask men and women during the presentations of their projects are different, therefore, women tend to Phone number list feel less comfortable when presenting their projects. to men than to other women. WE RECOMMEND YOU WORKING DAY Diversity and genderless talent in Spain Barcelona08/10/20192 hours APD BROS GROUP FOURHOUSES MORE INFORMATION P How should Human Resources deal with gender diversity? R With inclusive policies and some specific measures such as greater training on diversity, mentoring women to accompany their careers in management positions or always include women in the short lists of selection processes for management positions.

Undoubtedly, work- life balance continues to be one of the main areas for improvement. It is necessary to improve labor flexibility policies in terms of schedules, teleworking, meetings, etc. We are aware that in some companies, especially multinationals, there are policies launched from Human Resources to combat the gender Phone number list gap, and that they are managing to reduce this gap. But Spain is a country with a large presence of SMEs, so it is necessary to continue pushing from human resources to achieve greater ease in the professional development of women. P What solution is there so that women in equal conditions do not earn less money than a man? R Salary policies are the responsibility of the Phone number list human resources departments, specifically the compensation and benefits area, and the administration committees must give them the greatest possible empowerment to carry out homogeneous and transparent salary policies , without the interference of others. stakeholders. P Is there a sector with a high labor demand but in which there are few candidates when selecting? R The technological sector continues to be the one in which there is less presence of women and in which it is more difficult to find gender diversity.