8M: A necessary claim

She´s been with the company for 10 years. She is in permanent contact with all the workers of Bueno Hermanos. Susana is a patient and generous colleague and a constant support for all those who surround her daily. These are her impressions on the current situation of the 8M and the values that are transmitted from this movement in the company:

How do you value the recognition of the role of women within our company?

In recent years, the arrival of women in management positions has been consolidating. As examples, within our company, the Board of Directors is represented in its majority by women and in the Management Committee there is gender equality.

Throughout your career, have you encountered any barriers since you are a woman?

In my professional career I have worked mostly with women, so I haven’t had problems with this type of barriers. By cons, I do know of cases very close to me with great difficulties to aspire to internal promotions. What these obstacles cause is a drain of female talent within organizations.

From the point of view of people management, how do you think gender diversity should be applied in teams and what results would you highlight because of this practice?

The importance of promoting gender diversity goes far beyond complying with the terms established in legislation. It is a social duty that we are fighting for, integrating it as part of the success of our company. “As a result, I would highlight that mixed teams undoubtedly contribute more value in decision-making. It is enriching for everyone to encourage collaboration and teamwork, based on the complementary and synergistic vision of men and women.”

Do you think that when it comes to hiring women, there are still offers that are more demanding and in which capacity is questioned more because of the fact of being a woman?

In most cases, these demands are marked by obsolete and rigid management styles that value presentialism and make it difficult to reconcile work and family life.

How do you consider that the measures adopted in the company in relation to work/family reconciliation have evolved over the last 20 years?

During the last few years, we have implemented schedules adapted to people's family situations. We have also prepared for teleworking, which is sometimes necessary for reconciliation. These developments are a lever for organizational change and a confirmation that our company has successfully passed the tests that are presented to it along the way.

Looking back, what do you think are the most important advances that have been made in recent years for the inclusion and equalization of women in our work environment?

In recent years, policies to promote female talent and parity have allowed women to be represented in the management teams of companies. “Our culture today has changed as a result of demands, tenacity and hard work, but we still live with certain inequalities that we must continue to overcome.”

Our colleagues have also taken the opportunity to leave us a very interesting final reflection:

"We must work hand in hand, men and women, to rethink business structures, legislation, values and family roles, and how to fit the different priorities in a life where everyone wins".

She´s been with the company for 10 years. A kind worker who strains effort and perseverance, qualities to which she adds constant support for her coworkers. She joins the reflection on the values of the feminist movement, and this is what she has told us:

How do you value the recognition of the role of women in our company?

I have always felt that the value of women has been recognized in this company, where they have access to the same positions as men. The proof of this is that a high percentage of women occupy managerial positions in this organization, while there is an important presence of women. “Therefore, I believe that the value of women in Bueno Hermanos is sufficiently recognized and established, where I myself have been able to develop professionally without any type of obstacle because I am a woman”.

Throughout your professional career, have you found any barriers since you are a woman?

Not in this company, but unfortunately, I have found hindrance for be woman and mother. This never discouraged me from moving forward and fighting for my goals. "I think there are still barriers to overcome, as sometimes in order to achieve a professional goal you have to decide or give up aspects of your personal life, which really should not influence. Sometimes this can deprive women of opportunities for self-fulfillment or career advancement."

Do you think that a social aspect, such as gender diversity within an organization, can have an impact on a business's bottom line?

Supporting gender diversity in the company also means accepting different opinions and points of view, presenting them in a serious and professional manner, whoever they come from. It is enriching in all aspects of the company. Being able to propose different ways of leading, of facing problems, of proposing solutions, regardless of whether it is proposed by a man or a woman, in my opinion, undoubtedly has a positive effect on the company's results.

The financial sector, as Ana Botín (Santander Bank) referred to in an interview last year, has traditionally seemed to be "a very man's world", how do you think this type of sectoral barriers are found today?

I totally agree that traditionally it was a man's world, but we are making progress in this aspect. In these years as Manager I have shared meetings, projects and training courses rubbing shoulders with many women, although I recognize that there is a higher percentage of men. "There are more and more women who are pursuing higher education, who are entrepreneurs and who are part of the management bodies of companies. This implies a greater acceptance of gender equality in this field and of recognition in women's leadership."

What are the social advances related to feminism that seem to you to be more established in the company today? In which do you consider that there is more room for progress?

The equality plan is being incorporated into the companies’ agenda. Some progress is being made in terms of family reconciliation, adaptation of working hours and rights, and also in terms of reducing the gender gap, by giving equal opportunities to both, women and men, to access the same work position.

"However, there is still a long way to go. Despite it is being developed, it is not only a matter of identifying the barriers that women have in the company and creating some plans to try to avoid inequalities, but also of putting it into practice, by eliminating these obstacles so they can develop their full potential in a real and effective way".