Rebeca Ausin – People Manager. A fundamental element to progress toward full equality is education

We talked with Rebeca Ausin, People Manager, in the frame of International Women’s Day to find out her opinion and experience about the role of women in the professional environment, the achievements in this regard, and the positive changes to implement to achieve full equality between women and men.

Can the people management team actively contribute to making a company more gender-equal?

Of course, we can do things to try to avoid bias. Try to objectify the selection processes with detailed job descriptions and the use of blind curricula vitae, for example. However, this is only useful for a first screening since it is essential to know the candidate later on. It is also the responsibility of the people management team to ensure that employeeshave a career plan that fits the project and allows them to develop in a way that satisfies them. In parallel, we must find spaces where we can all reconcile family and professional life and, of course, collaborate in projects that promote women’s role models, contributing as much as possible towards changing society.

For example, in Kurago, we work so that all kuragers have the same opportunities. Some time ago, we joined the Inspira STEAM project, people who want to collaborate with educational institutions can have hours during working hours. In this way, we support the project and help promote scientific vocations among girls.Our sector is very masculinized, and we want to contribute our grain of sand so that more and more girls become interested in scientific fields, anishing any prejudice.. Diversity is fundamental for any sector to advance; in our case, it is essential for our work.

in Kurago, we work so that all kuragers have the same opportunities.

Have specific policies such as equalizing maternity and paternity leave had positive results?

Without a doubt, equalizing leave has been very positive. It avoids the reticence that may have existed in the past regarding hiring women at certain ages. It allows men to take on an active role in the first months of a baby’s life and thus promotes family co-responsibility. Another aspect I have observed in recent years that represents a huge step forward is that more and more fathers are asking for a reduction in working hours. A situation that a few years ago was very isolated cases is becoming normalized. This does not mean the data have turned around, but I observe a positive trend.

Traditional leadership is being reviewed nowadays, and having female role models helps show other possible ways of doing things, approaching challenges, and managing people.

We hear a lot of talk about female role models. Are they still necessary?

Of course, especially in some industries where they have been very few and in leading roles. Traditional leadership is being reviewed nowadays, and having female role models helps show other possible ways of doing things, approaching challenges, and managing people. In Kurago, for example, despite exceeding the industry average, we only have 25% women in the workforce. Still, we do have a more significant number of women in managing positions. Their example is a real inspiration for the team.

More and more men will find women as role models. That will indicate that we are reaching truly high equality levels.

Are we close to achieving full equality?

That is going to be extremely difficult in the short term. My fundamental issue is education; we only achieve profound changes by educating from an early age. We must all commit ourselves to change. We have come a long way, but much remains to be done in many areas. That is why the contribution of men in this regard is crucial. With it, it will be possible to achieve full equality.