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This video has been produced in the framework of the contract called “Raising the Awareness
of Companies about Combating Gender Stereotypes”, awarded by the European Commission
(Directorate General for Employment, Social Affairs and Equal Opportunities)
to the International Training Centre of the ILO in partnership with EUROCHAMBRES.
The content of this video does not necessarily reflect the position or opinion of the European Commission.
Neither the Commission nor any person acting on its behalf is responsible
for the use that might be made of the information contained in this video.
My name is Jordi Batalla. I am the general manager of SperIT
We are involved in the selection and outsourcing of personnel and technologies.
SperIT attained certification in social responsibility at the beginning of this year 2008
and were the first national consultancy to be awarded this certification.
And here, in the large offices of SperiIT, currently there are thirty people working.
one of the ways we wanted to differentiate ourselves from the competition meant
“We must have or we will have more women or more female personnel than the rest of the sector”.
Our sector is basically a very male sector.
The number of women’s CVs that we receive is much lower than the number of CVs for men which we receive for jobs.
This is the first problem we have.
I am Josefa Subirats and I am project director
As women, I believe that we contribute a lot.
I think it is more pleasant to work when there is a mix of the sexes,
there is more variety of opinions, of behaviour, points of view;
and this also makes for a very relaxed atmosphere
the mix is good, it’s positive.
Generally mixed teams work better than if they are made up of only women or of only men.
This is our opinion and for this reasons we aimed and are aiming
at increasing the number of female staff in our organisation.
Along with experience, we go along with the fact that a woman
can apply for or go to an interview determined to get a job.
My name is Sara Brañez. I am analyst-programmer at SperIT.
Depending on the company you go to my job is to make an analysis of the functionality or develop software.
The work is very varied, very broad.
I studied electronic engineering at the Pontificia University, Catholic University of Peru.
There are very few women in this profession.
In class, for example, of 60 or 80 people, there were only two or three women, they were very few.
We women adapt to the male environment.
There have always been different types of engineering for men and we are the ones
who introduced ourselves into the courses.
Few of us, but we have introduced ourselves.
In our sector, people change jobs very quickly.
Women have other values in their work which make them more stable in their working life.
It is a double effect, we have more stability and fewer expenses
which mean we are not constantly looking for people in this sector.
Women have a talent, I am going to call it better communication.
If it is smooth communication then we are all enriched and the project turns out well.
Internally there is a code of ethics, there is a welcome manual,
we all have a protocol on the matter of *** harassment, and the same time
we have started a men-women equality plan that we are just finishing.
"As far as flexibility is concerned, we must produce a document as we develop this flexibility."
This is one of the interesting things and and SperIT is very determined,
Human resources consultant to have medium and long term visions and it takes into account that is has to take on
qualified people and that qualified people are not just men
but that women in this sector are also important and must have a presence in this sector.
In addition, there an ethical commitment. Apart from pure necessity, there is an ethical commitment.
Regarding environmental matters and responsibility,
I believe that nowadays it is what should be done and companies are not doing it.
I think that they may have a negative differential attitude towards what society is currently asking for.
According to OECD data, the proportion of women working in the information and technology and communications sector in 2004 was 38% in Spain,
but 62% of them were in office or administrative jobs.
Pre-conceived ideas on women and men’s “technical abilities” and their “relative physical strength and emotional toughness” still influence their career choices.
The persistence of these stereotypes causes rigidity and inefficiency in the labour market, and deprives companies of a huge reserve of creativity and productive talent.
The elimination of gender stereotypes in society is a priority area of the Commission's Roadmap for equality between women and men, adopted on 1 March 2006.
EUROPEAN COMMISSION DG for Employment, Social Affairs and Equal Opportunities This video is supported for under the European Community Programme for Employment and Social Solidarity (2007-2013).
This programme is managed by the Directorate-Generale for Employment, social affairs and equal opportunities of the European Commission.
It was established to financially support the implementation of the objectives of the European Union in the employment and social affairs area
as set out in the Social Agenda, and thereby contribute to the achievement of the Lisbon Strategy goals in these fields.
The seven-year Programme targets all stakeholders who can help shape the development
of appropriate and effective employment and social legislation and policies, across the
EU-27, EFTA-EEA and EU candidate and pre-candidate countries.
PROGRESS mission is to strengthen the EU contribution in support of Member States' commitments
and efforts to create more and better jobs and to build a more cohesive society.
To that effect, PROGRESS will be instrumental in:
providing analysis and policy advice on PROGRESS policy areas;
monitoring and reporting on the implementation of EU legislation and policies in PROGRESS policy areas;
promoting policy transfer, learning and support among Member States on EU objectives and priorities; and
relaying the views of the stakeholders and society at large
For more information see: http://ec.europa.eu/employment_social/progress/index_en.html Copyright © European Commission