Women Matter MX 2021
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Women Matter MX is a comprehensive study that examines the state of corporate gender diversity in Mexico. This report is part of the Women Matter series that has been published by McKinsey & Company since 2017. For more than ten years, McKinsey has been researching to build the case for greater parity in the economy and in corporations’ top management, and to understand the levers to make change happen. Through these reports, we have developed a global and regional understanding of the situation, built a clear economic case for change (at both the macro and micro levels), and identified common barriers and change drivers across the world, as well as specific issues or gaps to fix in some regions.

Drawing on data from 50 companies employing more than 1 million people, which together generate in sales the equivalent of more than 40% of Mexico’s GDP, we analyzed the realities faced by professional women. More than 8,600 employees also responded to an employee experience survey, which was designed to understand employees’ perceptions about their professional opportunities, their gender experience, and their lifestyle.

With this report, we hope to provide an objective fact base for companies and stakeholders that allows them to understand the benefits that can be captured through a higher representation of women in leadership positions, as well as the set of levers that can drive diversity and continue to promote transparency and progress in this issue.
Download the 2018 first report

Women are underrepresented at every level in corporate Mexico

Entry
level
Manager
Senior manager /
Director
VP
Senior VP
C-Suite
CEO
Despite the fact that 45% of college graduates in Mexico are women, women remain underrepresented at all levels in corporate Mexico.

Already at the entry level, men more than double the share of women. In managerial positions women’s representation declines to 25%, and in the C-Suite only 10% are women.

Mexican companies continue to lag behind countries in Europe like Sweden, the UK and Norway, where women make up more of 20% of the C-Suite. In Mexico, only 15% of companies have more than one women in their highest executive levels.

Women and men share he same leve of ambition…

I want to become a top executive

However, women are less optimistic about their chances of making it to the top.

It is likely or very likely that I will become a top executive over the course of my career
% of responses from men and women

Men have a significantly higher chance of being promoted

Promotion rates (1 in…)
Entry level to Manager
4
5
Manager to Director
19
34
Director to VP
90
398
VP to Senior VP
420
5.2 K
Senior VP to C-Suite
2.3 K
200 K
Survey results clearly show that, in corporate Mexico, women are less likely than men to be promoted to the next level at almost every stage of their careers.

While men’s likelihood of being promoted falls only from 23% at the entry level to 18% at the level of Senior VP, Women’s chances fall dramatically from 21% at the entry level to 3% at the level of Senior VP.

Even when women make it to the top, they are not promoted at the same rate as men are, which exacerbates the problem of corporate gender inequality. While only one in two hundred thousand women that enter the company will arrive to a top executive position, men’s likelihood to reach the C-Suite is 88 times that of a woman.

The glass ceiling is real, but there is very little awareness of it

Less

than 1/3

of employees recognize the correlation between diversity and business performance

Up to

3 in 4

men belive that women are well represented in their corporate leadership, when only 1 in 10 people in the C-Suite is a woman

Only

1 in 8

mexican companies has targets and programs to increase women’s participation

Men and women face two different realities at work

We have found significant differences in how men and women perceive the state of diversity and the efforts their companies are doing to promote equality. Women experience a workplace skewed in favor of men.

Men are more likely to think the workplace is equitable; women see a workplace that is less fair and offers less support. Men think their companies are doing a pretty good job supporting diversity; women see more room for improvement.

Women perceive they have less opportunities available to them

My gender has played a role in your missing out on a raise, promotion, or chance to get ahead
6%
30%
Compared to my peers in this company, I have an equal opportunity for growth and development
60%
52%

…And that they are treated differently in their organizations

The best opportunities go to the most deserving employees
49%
39%
Promotions at this company are based on fair and objective criteria
54%
45%

Men are more likely to think the workplace is equitable…

This company is an inclusive place to work
72%
61%

… And with a greater commitment to gender diversity

This company is committed to gender diversity
77%
63%
% of responses from men and women

Closing the gender gap represents benefits at the macro and microeconomic level

1. Significant economic value could be added by closing the gender gap

2. Gender diversity in management correlates with better organizational effectiveness and higher financial results.

Change starts with treating gender diversity like the business priority it is.

The benefits of diversity are proven: new ideas, better results, and happier employees.

We invite you to learn more about the concrete, evidence-based steps that Mexican organizations can take right now to improve their diversity and to understand how they are currently being applied today.
Download the 2018 first reportOther Women Matter Reports
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