Proffesional promotion for women at Spanish labour market. Proposals to reduce vertical an horizontal segretation

Abstract

Women occupy to a lesser extent managerial and responsible positions, and face a sticky floor that hinders their promotion at work (due to the existence of stereotypes, sexist promotion criteria, formal and informal networks that facilitate the promotion of men, etc..). At the same time, women may be compeled to leave the labor market or look for par-time work, wich carry negative consequences for their earnings, skill development and rights to voice and social protection. Policies and measures by governments and social partners to help workers reconcile work and family can make a difference.To reverse this situation, it is neces­sary to adopt ambitious measures, among which stand out the afirmative actions that could be established in collective bargaining or equality plans to allow more women to access positions of responsibility in those companies where they are underrepresented. In the same way, more interventionist reform must be advocated to guarantee a greater number of female advisors in listed companies. In this paper, we analyze the arguments for increasing gender diversity on boards of directors through quotas.