78
6.4.7 Sexual Discrimination
In terms of sexual discrimination, the discourses of men show a structural argument;
where this factor is adduced to systemic causes, some of the discursive categories
require: “there are few women in careers”, “women are unaware of their rights”, “
there is no will to hire women” and “there is a lack of women specialists”. Eagly and
Carli (2007) document some of these limitations and argue that one of the most obvious barriers is the fact that men expect their leaders to be women. However, in the
case of the women interviewed, predominantly critical discourses point to the prevailing ideology of gender discrimination in both higher education and the workplace. These discursive categories reflect the disadvantages faced by students and
professionals, through conditions of entry to the races, the female imagination and
occupational segregation of industry, among others. Among the discursive categories that exemplify this factor are “there are gender barriers”, “there is a detriment in
the representation of women”, “they are always offered less remuneration” and “they
think they are not ready to enter this world (extractive industry) “, among others.
There should be a way to break the paradigm and change the mentality between men and
women. (Participants, group interview, Colombia)
... there is no real intention to incorporate them strongly, if they do not ask for it. (Participant,
individual interview, Chile)
6.4.8 Governance Factors
The research findings show that the policy actions are key topics that concern most
of the participants. In terms of government relations, the research findings indicate
that the lack of collaboration between different stakeholders, government, business,
universities and civil society prevents the sustainable leadership of women in the
industry. Also, the absence of a strong government role has become unclear within
policies on gender such as a balance of family and work, policies for maternity and
child care, lack of new technologies and adequate infrastructure so that women can
hold positions that are currently considered to be masculine. The main governance
factors identified by the participants are working conditions, maternity leave, reconciliation and multiple roles.
6.4.9 The Working Conditions
The working conditions are related to the currently inadequate infrastructure of
companies to successfully facilitate women incorporation in the workplace. The
working conditions are related to the currently inadequate infrastructure of
I. B. Franco et al.
6.4.7 Sexual Discrimination
In terms of sexual discrimination, the discourses of men show a structural argument;
where this factor is adduced to systemic causes, some of the discursive categories
require: “there are few women in careers”, “women are unaware of their rights”, “
there is no will to hire women” and “there is a lack of women specialists”. Eagly and
Carli (2007) document some of these limitations and argue that one of the most obvious barriers is the fact that men expect their leaders to be women. However, in the
case of the women interviewed, predominantly critical discourses point to the prevailing ideology of gender discrimination in both higher education and the workplace. These discursive categories reflect the disadvantages faced by students and
professionals, through conditions of entry to the races, the female imagination and
occupational segregation of industry, among others. Among the discursive categories that exemplify this factor are “there are gender barriers”, “there is a detriment in
the representation of women”, “they are always offered less remuneration” and “they
think they are not ready to enter this world (extractive industry) “, among others.
There should be a way to break the paradigm and change the mentality between men and
women. (Participants, group interview, Colombia)
... there is no real intention to incorporate them strongly, if they do not ask for it. (Participant,
individual interview, Chile)
6.4.8 Governance Factors
The research findings show that the policy actions are key topics that concern most
of the participants. In terms of government relations, the research findings indicate
that the lack of collaboration between different stakeholders, government, business,
universities and civil society prevents the sustainable leadership of women in the
industry. Also, the absence of a strong government role has become unclear within
policies on gender such as a balance of family and work, policies for maternity and
child care, lack of new technologies and adequate infrastructure so that women can
hold positions that are currently considered to be masculine. The main governance
factors identified by the participants are working conditions, maternity leave, reconciliation and multiple roles.
6.4.9 The Working Conditions
The working conditions are related to the currently inadequate infrastructure of
companies to successfully facilitate women incorporation in the workplace. The
working conditions are related to the currently inadequate infrastructure of
I. B. Franco et al.