By Olivia Segura*
According to the study “Women of Senior Management in Mexico and Central America 2025”, female talent finds various challenges that hinder their permanence in leadership positions once they have reached them; These include the inequality of opportunities to participate in high impact or visibility initiatives (38% in Mexico and 31% in Central America), the burnout or exhaustion (36% and 35% respectively) and the lack of opening to collaborate by men in senior management (34% and 30%).
To understand this phenomenon it is crucial to take into account that, throughout history, women have been forced to comply with different social roles, even before their incorporation into working life, which are incompatible with the lack of policies with a gender perspective and effective support networks. In this sense, exhaustion is the product of the need to satisfy each of them in the best way, in many occasions without support that allows them to have the necessary time to succeed in their professional career.
One of the actions that companies can deploy to prevent their experienced female talent from burnout is to effectively develop and implement practices and political that favor the integration of personal and work life; For example, offering flexibility of schedules that allow all people to perform other social roles in addition to the professional, preventing these responsibilities from being assumed only by women.
Another important aspect to reduce exhaustion is that organizations focus their performance evaluations on the results, giving them priority instead of the hours worked. In addition, the design of personalized career plans, as well as the creation of mentoring programs so that people can share experiences that enrich their professional development, are effective strategies to ensure their well -being.
In the same way, the value proposition for female talent must be evaluated, as well as examining the support programs available to prevent unpaid work associated with the care of sons, daughters, older or sick people, among others, is a factor that limits their growth. These actions may avoid the inequality of opportunities, which is truncated an ascending career or that gives rise to a resignation, with the subsequent negative impact on companies due to the loss of qualified and experienced talent.
Of course, the scope of policies must be applied to the entire life cycle of talent, being part of the recruitment and development processes, and ensuring that all interactions with human capital consider the key moments in their life, which, ultimately, will guarantee a better performance that will benefit the entire company.
In this sense, it is also important to identify those policies that cause interruptions in the working life of women or that put their permanence at any level of the organization at risk, since there could be personnel with potential to make a career in senior management, and that, in unfavorable or inequitable conditions for gender reason, would see it truncated, particularly at key moments such as motherhood or menopause, periods in which the lack of appropriate policies is recognized as one of the appropriate policies Barriers to access or remain in positions of level C.
The above becomes relevant to a population that in the coming years will continue to face the challenge of incorporating more women in decision -making without the support and the necessary measures to ensure their best performance and permanence, mainly due to the taboo around these issues in the work and personal field, which perpetuates ignorance.
In any case, carrying out awareness and awareness campaigns that show unconscious biases and the non -covered needs of female talent is crucial so that the understanding of the entire company about these priorities is uniform.
About the author:
*Olivia Segura is a human capital advice and talent management partner
The ideas and opinions expressed in this writing are by the author and do not necessarily represent the ideas and opinions of KPMG Mexico.
The opinions expressed are only the responsibility of their authors and are completely independent of the position and the editorial line of Forbes Mexico.
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