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La Mujer Y La Economía Nº 161 161 ww.cemad.es w Colegio de Economistas de Madrid Consejo General de Economistas 13 euros a mujer y la economía L La mujer y la economía Nº 161 SUMARIO 5 Editorial Nº 161 / Febrero 2019 En Portada Consejo de Redacción Coordinadora: Director Silvia Iranzo Gutiérrez Jaime Requeijo Técnico Comercial y Economista del Estado. Secretario Profesora de CUNEF y de IEB Rafael Laso Consejeros Fernando Bécker José Mª Casado Juan Ramón Cuadrado 6 Racionalidad económica y Juan José Durán diversidad de género José Mª Espí Nadia Calviño Santamaría Pascual Fernández Silvia Iranzo Rafael Pampillón Amelia Pérez Zabaleta Antonio Pulido 10 Diferencias en la búsqueda de empleo, José Mª Rotellar por género, entre la población ocupada Paula Apascaritei y Marta Elvira Redacción y Administración Colegio de Economistas de Madrid Flora, 1 - 28013 Madrid 91 559 46 02 [email protected] 22 Mujeres en Consejos de Administración www.cemad.es Nuria Chinchilla Albiol y Diseño de Portada Esther Jiménez López Fernando Villar Impresión Grupo Raiz Dismark, S.L. 35 La diversidad en las normas Depósito Legal sobre buen gobierno M-13.155-1983 ISSN 0212-4386 Manuel Conthe Gutiérrez No está permitida la reproducción total o parcial de esta revista, ni su tratamiento informático, ni la transmisión de ninguna forma o por cualquier medio, ya sea 43 Generación Z: los jóvenes que han electrónico, mecánico, por fotocopia, dejado viejos a los millennials por registro y otros métodos, sin el permiso previo y por escrito del editor. Nuria Vilanova Colegio de Economistas de Madrid 53 Mujeres y mercado de trabajo en España: situación, políticas públicas e iniciativas de la UE El Colegio de Economistas de Madrid no comparte necesariamente las opiniones Juan Luis Gimeno Chocarro expresadas en los artículos publicados, los únicos responsables son sus propios autores. 3 SUMARIO 72 Mujer emprendedora: un futuro marcado por el acceso al capital Mª Eugenia Girón Dávila 85 El nuevo papel de la mujer en la empresa. Claves de un cambio imparable que transformará el mundo laboral Isabel Linares e Ignacio García López 95 La mujer y el poder económico público Silvia Iranzo Gutiérrez 119 Libros y revistas 4 EDITORIAL LA MUJER Y LA ECONOMÍA La mujer ha realizado notables progresos en España en el campo de la reducción de la desigualdad de género en los últimos años. Ha mejorado su formación, su tasa de participación en el mercado laboral, su nivel salarial, su promoción a puestos directivos en la empresa, su presencia en consejos de administración de compañías cotizadas y su ascenso a muchos puestos de máximo nivel en el gobierno económico público. Y es que la diversidad de género no es solo una cuestión de equidad, sino también de buen gobierno económico. Algunos estudios de consultoras e instituciones especializadas de primer orden demuestran que la presencia de mujeres en las cúpulas directivas de las empresas y en sus consejos de administración mejoran los resultados a largo plazo de las compañías, ya que la mujer aporta habilidades, competencias y puntos de vista distintos que mejoran la gobernanza a largo plazo. Sin embargo, queda mucho por hacer en materia de aproximación de la mujer al papel que le correspondería de acuerdo con su participación en la población y su nivel de cualificación. La brecha salarial de género en España, del 14,2% según Eurostat para 2016, sigue siendo relevante. El paro de larga duración afecta hoy más a la mujer que al hombre en nuestro país. Y la participación de la mujer en los órganos de dirección de la empresa dista mucho de alcanzar el nivel que le correspondería con arreglo a su preparación profesional. La proporción de mujeres en los consejos de administración del IBEX en España ni siquiera alcanza el 25%, si bien ha avanzado casi trece puntos porcentuales en los últimos ocho años. En el ámbito público a nivel global, la participación de las mujeres en las instituciones y organismos de gobierno económico público tan solo alcanza el 16,8% (para países que representan en conjunto el 90% del PIB mundial). La buena noticia es que España se sitúa en tercer lugar en este campo, empatada con Alemania, Reino Unido, Suecia y Austria. Las políticas que se podrían acometer para reducir la brecha salarial de las mujeres pasan por mejorar, entre otras, las posibilidades de conciliación laboral y familiar. Para ello sería necesario incrementar el apoyo público a las guarderías y centros de cuidado de mayores, mejorar las posibilidades de empleo a tiempo parcial en actividades de elevada cualificación, incrementar la transparencia salarial en los centros de trabajo e impulsar la formación superior de la mujer en disciplinas como ciencias, tecnología, ingeniería y matemáticas. Las políticas en materia de promoción de la mujer a los puestos directivos y cúpulas de las empresas u otras instituciones han seguido distintos enfoques. Una propuesta son las cuotas obligatorias, con sanciones en caso de incumplimiento, seguida en países como Noruega, Francia o Italia. La ventaja de las cuotas es su efectividad en un corto espacio de tiempo, con el consiguiente rápido efecto de arrastre positivo en el ascenso de la mujer a los puestos de alta dirección ejecutiva, el impulso a la ambición de las generaciones jóvenes de mujeres y la creación de redes de comunicación y protección entre las propias mujeres para facilitar su acceso a puestos de alta responsabilidad. Sin embargo, las cuotas pueden introducir discriminación y no alteran necesariamente la cultura corporativa subyacente de las empresas. En España, el enfoque de los códigos de buen gobierno en materia de incorporación de la mujer a los consejos de administración, que está teniendo resultados positivos (aunque con progresión muy lenta en el tiempo), ha sido la introducción de recomendaciones de alcanzar determinados porcentajes de presencia femenina, bajo el principio de cumplir o explicar. El avance de las posiciones de grandes inversores institucionales en las empresas y su capacidad de presión para la introducción de criterios de ESG (Environmental, Social and Governance) en la gerencia de las mismas, está ayudando a impulsar la diversidad de género en los puestos de alta responsabilidad. 5 EN PORTADA Racionalidad económica y diversidad de género Nadia Calviño Santamaría Ministra de Economía y Empresa RESUMEN La economía, como ciencia social, debe no solo explicar y responder a la evolución de las grandes cifras macroeconómicas y los desequi- librios financieros, sino también proporcionar respuestas coherentes a los principales retos de la sociedad. El impacto de la desigualdad, la sostenibilidad medioambiental, la economía colaborativa, los nuevos servicios digitales, el valor de los datos personales, de la salud y los servicios sociales o la brecha de género son asuntos que han recibido poca atención por parte de la disciplina académica y que, sin embargo, han de ser abordados urgentemente para poder entender el profundo cambio que está viviendo nuestra economía social de mercado. Dos mil dieciocho ha sido el año en el que el movimiento feminista ha alcanzado escala global. La toma de conciencia sobre la im- portancia de la igualdad de género ha saltado a la esfera pública de manera irreversible, impulsando una consideración cada vez más sistemática de la diversidad en el ámbito del análisis y de la política económica: por motivos de justicia y equidad y también por pura racionalidad económica. PALABRAS CLAVE Diversidad de género, Crecimiento económico, Enseñanza de economía, Transformación estructural. l desequilibrio del poder económico en detrimento ellas. En el año 2007, nuestra economía era la décima E de las mujeres es uno de los grandes problemas glo- del mundo en igualdad de género según el Gender Gap bales de justicia y equidad a los que nos enfrentamos. Index del Foro Económico de Davos. Este Índice anali- La brecha de género tiene además graves consecuencias za distintas dimensiones de la brecha de género, como económicas en el corto y medio plazo. Esta cuestión, la económica, el empoderamiento político, la sanitaria junto con otras como la sostenibilidad medioambiental y la educativa. Desde entonces España ha venido des- y la justicia redistributiva, debe formar parte de cual- cendiendo en este ranking hasta situarse en el puesto quier agenda de política económica orientada a conju- número 29 en la edición de 2018 que se publicó a me- gar la estabilidad financiera con el progreso social. diados de diciembre (1). A día de hoy existe un amplio consenso social sobre la La falta de avance en nuestro país es especialmente necesidad de lograr la igualdad efectiva entre hombres acuciante en lo que se refiere a la participación eco- y mujeres. Se trata de un objetivo inaplazable cuya de- nómica y las oportunidades de las mujeres, donde la fensa compete a todos por múltiples razones sociales, brecha de género es de casi el 42% según este mis- políticas y también económicas, de entre las que cabe mo índice. Resulta también muy preocupante que señalar dos elementos de la realidad que resultan parti- en el apartado de igualdad salarial España se sitúe en cularmente ilustrativos. el puesto 129 de un total de 149 economías anali- zadas en el informe. Esto se debe en gran medida a El primero de ellos es que la crisis ha supuesto un re- la automatización y la digitalización, que ha afectado troceso en materia de igualdad de género en un buen de manera más intensa a tareas desempeñadas mayo- número de economías avanzadas. España es una de ritariamente por mujeres. El informe señala que los 6 EN PORTADA progresos en igualdad de género son demasiado lentos 23.000 dólares por persona en el mundo (Wodon y hasta el punto de que, si se mantuviera el ritmo de De la Briere, 2018). avance actual, se tardarían dos siglos en alcanzar una El valor generado por la diversidad es patente también paridad efectiva en el mercado de trabajo.
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