{"id":16592,"date":"2023-03-08T09:21:24","date_gmt":"2023-03-08T08:21:24","guid":{"rendered":"https:\/\/woffu.com\/quines-mesures-apliquen-les-empreses-per-eliminar-la-desigualtat-entre-dones-i-homes\/"},"modified":"2026-05-26T13:59:33","modified_gmt":"2026-05-26T11:59:33","slug":"quines-mesures-apliquen-les-empreses-per-eliminar-la-desigualtat-entre-dones-i-homes","status":"publish","type":"post","link":"https:\/\/woffu.com\/ca\/blog\/persones\/quines-mesures-apliquen-les-empreses-per-eliminar-la-desigualtat-entre-dones-i-homes\/","title":{"rendered":"Quines mesures apliquen les empreses per eliminar la desigualtat entre dones i homes?"},"content":{"rendered":"<p><strong>\u00c9s evident que amb els anys la nostra societat ha avan\u00e7at molt en mat\u00e8ria d&#8217;igualtat<\/strong>. La desigualtat entre dones i homes s&#8217;ha combatut des de les empreses, els departaments de Recursos Humans, les persones i les institucions, per\u00f2 encara tenim un llarg cam\u00ed per endavant. \u00c9s cert, per exemple, que la taxa d&#8217;ocupaci\u00f3 femenina <strong>ha assolit gaireb\u00e9 un 46 % aquest any, la xifra m\u00e9s alta de tota la s\u00e8rie hist\u00f2rica<\/strong>, segons l&#8217;INE. Tamb\u00e9 \u00e9s veritat que les dones ja estan en el 36 % dels llocs de direcci\u00f3 i responsabilitat.   <\/p>\n<p>Per\u00f2 aquestes xifres, que s\u00f3n certament esperan\u00e7adores, conviuen amb altres que s\u00f3n preocupants, <strong>com la bretxa salarial<\/strong>, que pr\u00e0cticament arriba als 5.000 euros anuals; <strong>el 75 % dels contractes a temps parcial<\/strong>, que com pots imaginar pertanyen a dones o l&#8217;assetjament laboral, el perfil de v\u00edctima del qual \u00e9s el de dones entre 35 i 55 anys, assetjades, en un 70 % dels casos, per homes.<\/p>\n<p>En aquest sentit, <strong>les empreses tenen un paper determinant en l&#8217;aplicaci\u00f3 i consolidaci\u00f3 de mesures<\/strong> que contribueixin a eliminar la desigualtat entre homes i dones, fomentant la plena i efectiva igualtat dins de l&#8217;organitzaci\u00f3. I aquest no \u00e9s un treball a\u00efllat. Amb la seva tasca per a la igualtat, les empreses estan contribuint a construir una societat m\u00e9s justa i igualit\u00e0ria en l&#8217;\u00e0mbit global. <strong>Val o no val la pena posar-s&#8217;hi a treballar?<\/strong> Aix\u00f2 \u00e9s el que fan les empreses i departaments de Recursos Humans que ja hi estan treballant.<\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-13018 size-full\" src=\"https:\/\/woffu.com\/wp-content\/uploads\/2023\/04\/medidas-igualdad-empresas-01.jpg\" alt=\"\" width=\"1400\" height=\"933\" srcset=\"https:\/\/woffu.com\/wp-content\/uploads\/2023\/04\/medidas-igualdad-empresas-01.jpg 1400w, https:\/\/woffu.com\/wp-content\/uploads\/2023\/04\/medidas-igualdad-empresas-01-300x200.jpg 300w, https:\/\/woffu.com\/wp-content\/uploads\/2023\/04\/medidas-igualdad-empresas-01-1024x682.jpg 1024w, https:\/\/woffu.com\/wp-content\/uploads\/2023\/04\/medidas-igualdad-empresas-01-768x512.jpg 768w, https:\/\/woffu.com\/wp-content\/uploads\/2023\/04\/medidas-igualdad-empresas-01-900x600.jpg 900w, https:\/\/woffu.com\/wp-content\/uploads\/2023\/04\/medidas-igualdad-empresas-01-384x256.jpg 384w\" sizes=\"(max-width: 1400px) 100vw, 1400px\" \/><\/p>\n<p>&nbsp;<\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<div class=\"ez-toc-title\" style=\"cursor:inherit\">Taula de continguts<\/div>\n<span class=\"ez-toc-title-toggle\"><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/quines-mesures-apliquen-les-empreses-per-eliminar-la-desigualtat-entre-dones-i-homes\/#La_conciliacio_laboral_a_la_feina_clau_per_eliminar_la_desigualtat\" >La conciliaci\u00f3 laboral a la feina, clau per eliminar la desigualtat<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/quines-mesures-apliquen-les-empreses-per-eliminar-la-desigualtat-entre-dones-i-homes\/#El_llarg_cami_de_reduir_la_bretxa_salarial_de_genere\" >El llarg cam\u00ed de reduir la bretxa salarial de g\u00e8nere<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/quines-mesures-apliquen-les-empreses-per-eliminar-la-desigualtat-entre-dones-i-homes\/#La_posada_en_marxa_del_tan_necessari_pla_digualtat\" >La posada en marxa del (tan necessari) pla d&#8217;igualtat<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/quines-mesures-apliquen-les-empreses-per-eliminar-la-desigualtat-entre-dones-i-homes\/#Oferir_les_mateixes_oportunitats_a_homes_i_dones\" >Oferir les mateixes oportunitats a homes i dones<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"La_conciliacio_laboral_a_la_feina_clau_per_eliminar_la_desigualtat\"><\/span>La conciliaci\u00f3 laboral a la feina, clau per eliminar la desigualtat<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Arran de la pand\u00e8mia, per\u00f2 tamb\u00e9 des de molt abans, la conciliaci\u00f3 \u00e9s una necessitat que s&#8217;ha posat al centre de totes les coses. <a href=\"https:\/\/media.yonorenuncio.com\/app\/uploads\/2022\/03\/21220120\/El-coste-de-la-conciliacion-2022.pdf\" target=\"_blank\" rel=\"noopener\">Segons l&#8217;estudi El cost de la conciliaci\u00f3 realitzat per l&#8217;Associaci\u00f3 Yo No Renuncio<\/a>, <strong>el 64 % de les dones amb filles i fills han assumit algun cost laboral a trav\u00e9s de la reducci\u00f3 de jornada<\/strong>, agafant una exced\u00e8ncia o fins i tot rebutjant feines per poder atendre el treball dom\u00e8stic familiar. Aquesta realitat, que resulta absolutament comuna entre les dones, es deriva de la manca de programes per a la conciliaci\u00f3 a les empreses. Per aix\u00f2, els programes de conciliaci\u00f3 s\u00f3n una de les demandes priorit\u00e0ries per part del 42 % de les empleades, segons una enquesta duta a terme per la plataforma InfoJobs.   <\/p>\n<p><a href=\"https:\/\/woffu.com\/ca\/app-de-control-horari-i-vacances-per-a-empleats\/\">El teletreball \u00e9s una soluci\u00f3 que est\u00e0 donant bons resultats<\/a>, s\u00ed, <strong>per\u00f2 no \u00e9s l&#8217;\u00fanica ni pot resoldre al cent per cent els problemes de conciliaci\u00f3 de les dones i dels homes<\/strong>. Per tant, les empreses han de fer un esfor\u00e7 afegit per proporcionar un <a href=\"https:\/\/woffu.com\/ca\/control-horari-i-gestio-de-la-presencia\/\">registre de la jornada laboral<\/a> amb horaris flexibles d&#8217;entrada i sortida, per exemple, borses d&#8217;hores i altres facilitats, com temps per anar al metge o tenir cura de les seves fam\u00edlies en cas de malaltia, perqu\u00e8 <strong>fitxar a una hora sempre fixa<\/strong> no es converteixi en un obstacle insalvable, que en lloc d&#8217;ajudar afegeixi pressi\u00f3 a la vostra gent. <\/p>\n<h2><span class=\"ez-toc-section\" id=\"El_llarg_cami_de_reduir_la_bretxa_salarial_de_genere\"><\/span>El llarg cam\u00ed de reduir la bretxa salarial de g\u00e8nere<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>La bretxa salarial existeix, i de quina manera. A Espanya, per exemple, <strong>la difer\u00e8ncia salarial \u00e9s inferior a la de la mitjana europea,<\/strong> per\u00f2 hi \u00e9s: el 2021 les dones assalariades van obtenir, de mitjana, uns ingressos bruts de prop de 27.000 euros. Aix\u00f2 es tradueix en un 8,4 % menys del que van percebre els homes, el salari mitj\u00e0 dels quals va arribar als 29.367 euros, segons dades de l&#8217;Ag\u00e8ncia Tribut\u00e0ria. Al nostre pa\u00eds, a m\u00e9s, <strong>es dona la particularitat que la bretxa comen\u00e7a a eixamplar-se a partir dels 36 anys<\/strong>, comen\u00e7ant per un 8 % i arribant fins a un 30 %, als 65 anys.   <\/p>\n<p>Eliminar la bretxa salarial \u00e9s, en part, responsabilitat de les empreses. En primer lloc, perqu\u00e8 ha de donar-se una revisi\u00f3 salarial a l&#8217;organitzaci\u00f3 per comprovar si, en efecte, <strong>existeix una bretxa salarial entre homes i dones<\/strong>. Corregir-la passa per igualar els salaris quan proporcionalment sigui necessari, per\u00f2 tamb\u00e9 per millorar la qualitat de l&#8217;ocupaci\u00f3, augmentant les jornades, prioritzant els contractes fixos i facilitant la conciliaci\u00f3 perqu\u00e8 les dones no hagin de renunciar a continuar desenvolupant les seves professions.  <\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-13022 size-full\" src=\"https:\/\/woffu.com\/wp-content\/uploads\/2023\/04\/medidas-igualdad-empresas-02.jpg\" alt=\"\" width=\"1400\" height=\"933\" srcset=\"https:\/\/woffu.com\/wp-content\/uploads\/2023\/04\/medidas-igualdad-empresas-02.jpg 1400w, https:\/\/woffu.com\/wp-content\/uploads\/2023\/04\/medidas-igualdad-empresas-02-300x200.jpg 300w, https:\/\/woffu.com\/wp-content\/uploads\/2023\/04\/medidas-igualdad-empresas-02-1024x682.jpg 1024w, https:\/\/woffu.com\/wp-content\/uploads\/2023\/04\/medidas-igualdad-empresas-02-768x512.jpg 768w, https:\/\/woffu.com\/wp-content\/uploads\/2023\/04\/medidas-igualdad-empresas-02-900x600.jpg 900w, https:\/\/woffu.com\/wp-content\/uploads\/2023\/04\/medidas-igualdad-empresas-02-384x256.jpg 384w\" sizes=\"(max-width: 1400px) 100vw, 1400px\" \/><\/p>\n<h2><span class=\"ez-toc-section\" id=\"La_posada_en_marxa_del_tan_necessari_pla_digualtat\"><\/span>La posada en marxa del (tan necessari) pla d&#8217;igualtat<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>El pla d&#8217;igualtat \u00e9s un document que al seu torn funciona com a <strong>eina per garantir la igualtat efectiva entre homes i dones<\/strong> dins d&#8217;una empresa. Estan obligades a implantar-lo totes aquelles empreses que tinguin m\u00e9s de 50 empleats, per\u00f2 la veritat \u00e9s que no hi ha cap limitaci\u00f3 que pugui impedir que una empresa amb menys empleats tamb\u00e9 pugui tenir-lo. Incomplir l&#8217;obligaci\u00f3 de tenir el pla d&#8217;igualtat o no registrar-lo degudament pot comportar multes per part de la Inspecci\u00f3 de Treball. En tractar-se d&#8217;una infracci\u00f3 greu, <strong>pot sancionar-se amb multes de 751 a 7.500 euros<\/strong>.   <\/p>\n<p><a href=\"https:\/\/www.inmujeres.gob.es\/areasTematicas\/IgualdadEmpresas\/home_IgualdadEnLaEmpresa.htm\" target=\"_blank\" rel=\"noopener\">L&#8217;Institut de les Dones del Ministeri d&#8217;Igualtat<\/a> ofereix a empreses i ciutadania en general infinitat de recursos amb material per a la sensibilitzaci\u00f3, aix\u00ed com models de plans d&#8217;igualtat. Una vegada elaborat, <strong>el pla d&#8217;igualtat pot funcionar com a full de ruta per aplicar accions que fomentin i garanteixin la igualtat<\/strong> i serveixin, a m\u00e9s, per garantir qualsevol problema que pugui donar-se en el si de l&#8217;organitzaci\u00f3. <\/p>\n<h2><span class=\"ez-toc-section\" id=\"Oferir_les_mateixes_oportunitats_a_homes_i_dones\"><\/span>Oferir les mateixes oportunitats a homes i dones<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Els estereotips de g\u00e8nere s\u00f3n un dels principals obstacles perqu\u00e8 les dones puguin accedir a llocs de treball tradicionalment masculinitzats. Ens referim, per exemple, <strong>a professions tecnol\u00f2giques i de ci\u00e8ncies (STEM), en les quals les dones estan sens dubte infrarepresentades<\/strong>. De la mateixa manera que ho estan en altres, pertanyents a l&#8217;\u00e0mbit del transport, del sector legal, de l&#8217;immobiliari, el periodisme i fins i tot l&#8217;esport. Les empreses tenen a les seves mans la possibilitat d&#8217;<strong>incorporar m\u00e9s dones en vacants d&#8217;aquest tipus<\/strong>, encara que la promoci\u00f3 d&#8217;aquests treballs tamb\u00e9 hagi de realitzar-se des de les institucions educatives.   <\/p>\n<p>D&#8217;altra banda, cal indicar que <strong>tan sols el 36 % de les dones accedeixen a llocs de direcci\u00f3<\/strong>. <a href=\"https:\/\/bwe.cinnamonnews.com\/women-in-business#:~:text=En%202022%2C%20Sud%C3%A1frica%20se%20sit%C3%BAa,Nigeria%2C%20con%20un%2038%25.\" target=\"_blank\" rel=\"noopener\">Ho revela l&#8217;estudi Women in Business 2022<\/a> i, encara que les dades han millorat respecte a altres anys, encara estem lluny d&#8217;assolir la igualtat en aquest \u00e0mbit. Que m\u00e9s dones puguin <strong>ocupar llocs de responsabilitat<\/strong> dep\u00e8n, en gran mesura, de la voluntat que hi posin les organitzacions. <\/p>\n<p>I en la vostra organitzaci\u00f3, quines mesures heu posat ja en marxa per acabar amb la desigualtat?<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Quines mesures apliquen les empreses per eliminar la desigualtat entre homes i dones? Per a Woffu, aquestes s\u00f3n les accions clau. <\/p>\n","protected":false},"author":21,"featured_media":13027,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[153],"tags":[],"class_list":["post-16592","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-persones"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Mesures per eliminar la desigualtat a l&#039;empresa<\/title>\n<meta name=\"description\" content=\"Quines mesures apliquen les empreses per eliminar la desigualtat entre homes i dones? 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