{"id":3572,"date":"2025-03-20T12:00:00","date_gmt":"2025-03-20T10:00:00","guid":{"rendered":"https:\/\/ereinn.com\/?p=3572"},"modified":"2026-05-21T12:32:37","modified_gmt":"2026-05-21T10:32:37","slug":"emakumeen-lidergoa-zergatik-jarraitzen-duen-arrakalak-eta-enpresek-nola-aldatu-dezaketen","status":"publish","type":"post","link":"https:\/\/ereinn.com\/eu\/emakumeen-lidergoa-zergatik-jarraitzen-duen-arrakalak-eta-enpresek-nola-aldatu-dezaketen\/","title":{"rendered":"Emakumeen lidergoa: zergatik jarraitzen duen arrakalak eta enpresek nola aldatu dezaketen"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Espainian enpresen %7k soilik dute emakume bat CEO gisa (Grant Thornton, 2024). Genero berdintasunean aurrerapausoak eman diren arren, emakumeen presentzia zuzendaritza postuetan oraindik oso txikia da, eta horrek erakusten du kristalezko sabaiak erakunde askotan bizirik dirauela.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Aniztasuna eta inklusioa enpresen arrakastarako funtsezko faktore diren testuinguru honetan, beharrezkoa da aztertzea zergatik existitzen den oraindik arrakala hori eta zer egin dezaketen enpresek egoera aldatzeko.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Zein da emakumeen lidergoaren errealitatea?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Biztanleria aktiboaren %50 baino gehiago izan arren, emakumeak oraindik gutxiegi ordezkatuta daude erantzukizun handieneko postuetan. Hona hemen azken datu batzuk:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u2714 Espainiako zuzendaritza karguen %34 soilik daude emakumeen esku (Grant Thornton, 2024).<\/li>\n\n\n\n<li>\u2714 Enpresen %7 baino gutxiagok dute emakume bat CEO gisa (Grant Thornton, 2024).<\/li>\n\n\n\n<li>\u2714 Zuzendaritza postuetako soldata arrakalak %15 gainditzen jarraitzen du (UGT, 2023).<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Desberdintasun horrek ez du soilik emakume talentuarentzako oztopoa sortzen; enpresen berrikuntzan eta errentagarritasunean ere eragiten du. McKinsey &amp; Company-ren (2023) ikerketek erakusten dute goi zuzendaritzan aniztasun handiagoa duten erakundeak lehiakorragoak eta errentagarriagoak direla, finantza errendimenduan %25erainoko hazkundea lortuz (McKinsey &amp; Company, 2023).<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Zergatik jarraitzen du arrakala honek existitzen?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Hainbat faktorek zailtzen dute emakumeak goi karguetara iristea. Nagusietako batzuk hauek dira:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Kristalezko sabaia<\/strong> \u2192 Erakundeen barruan dauden oztopo ikusezinak, emakumeak botere postuetara iristea eragozten dutenak.<\/li>\n\n\n\n<li><strong>Kontzientziarik gabeko alborapenak<\/strong> \u2192 Lidergoari buruzko pertzepzio estereotipatuak, gizonen sustapena emakumeenaren gainetik lehenesten dutenak.<\/li>\n\n\n\n<li><strong>Zaintza karga handiagoa<\/strong> \u2192 Kontziliazioaren ardura oraindik ere emakumeen gain erortzen da gehienbat, eta horrek erantzukizun handiagoko postuak hartzeko erabilgarritasuna mugatzen du.<\/li>\n\n\n\n<li><strong>Laguntza eta mentoring sare faltak<\/strong> \u2192 Emakume askok ez dute goi zuzendaritzara iristeko beharrezko babesa.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Zer egin dezakete enpresek emakumeen lidergoa sustatzeko?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Arrakala hori murrizteko eta goi zuzendaritzan ekitate handiagoa sustatzeko, enpresek neurri zehatzak hartu behar dituzte, hala nola:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Neurria<\/th><th>Eragina enpresan eta plantillan<\/th><\/tr><\/thead><tbody><tr><td>Kuotak eta ordezkaritza helburuak<\/td><td>Emakumeak lidergo postuetara azkarrago iristea ahalbidetzen dute eta oztopo ikusezinak hausten dituzte<\/td><\/tr><tr><td>Mentoring eta babes programak<\/td><td>Emakumeei beren ibilbide profesionala garatzen eta kontaktu sare garrantzitsuetara iristen laguntzen diete<\/td><\/tr><tr><td>Kontziliazio eta erantzukidetasun politikak<\/td><td>Familia ardurak hartzeagatik sortzen den penalizazio profesionala murrizten dute<\/td><\/tr><tr><td>Emakumeen lidergoari buruzko prestakuntza eta alborapenen ezabaketa<\/td><td>Enpresa kultura bidezkoagoa eta aldaketarako prestatuagoa sustatzen du<\/td><\/tr><tr><td>Soldata gardentasuna eta merezimenduen araberako sustapena<\/td><td>Lan ibilbidean aukera berdintasuna bermatzen du<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Ondorioa: lidergo berdinzaleago, anitzago eta lehiakorrago baterantz<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Emakumeen lidergoa sustatzea ez da soilik justizia sozialaren kontua; lehiakortasunerako eta enpresa jasangarritasunerako funtsezko faktorea ere bada. Berdintasuna beren negozio estrategietan integratzen duten enpresak berritzaileagoak, produktiboagoak eta talentuarentzat erakargarriagoak dira.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">EREINN Aholkularitza eta Prestakuntzan, erakundeei laguntzen diegu lidergoan genero arrakala ixteko neurri eraginkorrak diseinatzen eta ezartzen.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Zure enpresak emakumeen lidergoa sustatu nahi badu, jar zaitez gurekin harremanetan.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udce7 <a href=\"mailto:ereinn@ereinn.com\">ereinn@ereinn.com<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udcde 944 97 89 15<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bibliografia:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Grant Thornton (2024). Women in Business Report 2024.<\/li>\n\n\n\n<li>UGT (2023). Espainiako soldata arrakalari eta kristalezko sabaiari buruzko txostena.<\/li>\n\n\n\n<li>McKinsey &amp; Company (2023). Diversity Wins: How Inclusion Matters.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Espainian enpresen %7k soilik dute emakume bat CEO gisa (Grant Thornton, 2024). Genero berdintasunean aurrerapausoak eman diren arren, emakumeen presentzia [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":3571,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[28,9],"tags":[],"class_list":["post-3572","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-berdintasuna","category-sin-categorizar"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Emakumeen lidergoa: zergatik jarraitzen duen arrakalak eta enpresek nola aldatu dezaketen | Ereinn Consultor\u00eda y Formaci\u00f3n<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/ereinn.com\/eu\/emakumeen-lidergoa-zergatik-jarraitzen-duen-arrakalak-eta-enpresek-nola-aldatu-dezaketen\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Emakumeen lidergoa: zergatik jarraitzen duen arrakalak eta enpresek nola aldatu dezaketen | Ereinn Consultor\u00eda y Formaci\u00f3n\" \/>\n<meta property=\"og:description\" content=\"Espainian enpresen %7k soilik dute emakume bat CEO gisa (Grant Thornton, 2024). 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