According to the World Economic Forum (WEF, report 2021), no country has closed the gender gap. This gap, which is measured through 4 dimensions (economy, education, health, and politics), is also shown by the most advanced countries regarding gender equality (Iceland, Finland, Norway, Sweden), with a value of around 80%.
\nItaly, in this global ranking covering 156 countries, ranks 63rd and, if we restrict attention to the economic component alone, unfortunately, plummets to 114th!
\nEconomic participation emerges as the most critical dimension for our country. The alarming fact is, as is well known, the low female employment rate (49.5%, ISTAT 2018), a heterogeneous figure within the country, but dramatically low in the South (32.8%).
\nThe situation improves somewhat for younger women: among Italian 25-34 year-olds, the employment rate is 53.3% (69.9% for men) but, again, the figures plummet to 34% in the South. Not only the employment figure: women are a weak player in the labour market in general, also with reference to working conditions and career paths (gender gap pay).
\nVarious indicators underline this aspect, including wages and type of work. With these values, Italy ranks last in Europe, followed only by Greece and Malta.
\nYet Italian women are now more educated than men, even in post-graduate studies, representing 59.3% of those enrolled in research doctorates, specialisation courses or master's degrees (Censis 2019).
\nThe UN, among its 17 Sustainable Development Goals (SDGs - Agenda 2030), has set Goal No. 5, to achieve gender equality and self-determination for all women and girls, and Goal 10, which aims to empower and promote the social, economic and political inclusion of all, regardless of age, gender, disability, race, ethnicity, origin, religion, economic status
\nIn particular, Goal 5 develops a programme of action aimed at eliminating all forms of discrimination against women and girls (5.1), eradicating violence against women and girls (5.2; 5.3), recognising and valuing care and unpaid domestic work (5.4), and ensuring full and effective participation of women and equal opportunities for leadership at every level of decision-making in politics, economics, and public life.
\nAlso, in March 2020, the European Union prepared a document 'A Union of Equality: The Strategy for Gender Equality 2020-2025', setting out policy objectives and key actions to achieve gender equality. The strategy foresees the implementation of specific measures to achieve gender equality by 'systematically including a gender perspective at every stage of policy-making in all EU policy areas, both internal and external'. Moreover, the regulations and processes initiated by the ECB and the European Central Banks with reference to ESG (Environment, Social, Governance) factors and policies to discourage the financial system and companies are well known.
\nIn this scenario, SIMA, as the Scientific Society of Management scholars, proposes by its mission and founding values to contribute in every form and way to the dissemination and consolidation of initiatives aimed at achieving equal opportunities between women and men, the elimination of all forms of violence, including economic violence, equal rights and the promotion of empowerment paths for all categories discriminated against in various ways.
\nParticularly sensitive to the problems of higher education on managerial issues, the growth of the country, the evolution of governance and corporate leadership paths, and the creation of equal opportunities and inclusion, it has set up a special delegation on 'Equitiy Gender & Diversity' to promote initiatives and activities in this direction.
\nSIMA has therefore embarked, with the assistance of the RINA Certifying Company, on its own path of gender equality certification, according to the UNI\/PdR 125:2022 Reference Practice.
\nIt will be the first scientific society not only in Italy to be certified and to promote its own agenda to spread the culture of equality and inclusiveness.
\nIn this way, SIMA intends to provide a concrete example to encourage companies, institutions and stakeholders to adopt appropriate policies to reduce the gender gap and promote strategies and paths of inclusiveness.
\nThe certification process, which started in 2023, will end on 8 September this year with a major event organised by the University of Catania on the theme \"Feminist Perspective in Management: Re-thinking dominant research, theories, and constructs\".
\nThe meeting on 8 September will be a special occasion in which scholars from management disciplines will discuss how theories and methodologies related to management issues can contribute to and accelerate the diffusion of inclusive, advanced, and sustainable processes in academic communities and enterprises.<\/p>\n
\nElita Schillaci- Delegato SIMA per Gender Equality, Diversity & Inclusion<\/p>","protected":false},"excerpt":{"rendered":"
Secondo il World Economic Forum (WEF, rapporto 2021), nessun Paese al mondo ha colmato il divario di genere. Questo divario, che viene misurato attraverso 4 dimensioni [\u2026]<\/span><\/p>\n","protected":false},"author":2,"featured_media":6316,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_links_to":"","_links_to_target":""},"categories":[29],"tags":[],"class_list":["post-7526","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-editorial"],"yoast_head":"\n