Executive Summary
The development of humanity bases its permanence on the new generations, which are procreated by women, it is necessary that this aspect be resumed as a source and integral development of individuals that allow it to coexist in a healthy and free way within a society. consumerist where the economic situation has limited the access of money to the home and the woman necessarily has to work, in some cases professionally and in other cases not, many single mothers with children of working age and professionals are feeling the need to create a labor ecosystem for working women; giving you development opportunities and working conditions that give you an opportunity to develop,It is important to consider that for a society to prosper, it must have the support and consideration of this new reality, and to the extent that it is understood, results can be achieved that positively impact Mexican society in a social and economic way, involving a development that allows social coexistence.
Abstract
The development of mankind based their stay in the new generations, which are procreated by women, it is necessary that this aspect should be resumed as a source and integral development of individuals that allow them to coexist free, safe way within a society consumer where the economic situation has limited access to household money and women necessarily have to labor in some cases professionally and in other cases not, many women and single mothers with children and working-age professionals are feeling the need to create a working ecosystem for working women; providing development opportunities and working conditions that give you a chance to develop, it is important to consider that for a society to prosper must have the support and consideration of this new reality,and to the extent that it is understood may achieve results that will impact positively on Mexican society involving social and economic development that enables social coexistence manner.
Introduction
Mexico has 5 million 144 thousand 56 companies, of which 4.8 million (95.2%) are micro-companies, 221 194 (4.3%) small companies, (.3%) 15 thousand 432, and 10 thousand 288 (.2%) are Large companies, according to data from INEGI 2009 that employ 27 million 727 thousand 406 people, the Mexican states with the largest number of companies are the State of Mexico with 585 thousand companies, the Federal District with 414 thousand, Veracruz with 364 thousand companies, Jalisco with 331 thousand and Puebla with 309 thousand companies, which are grouped into segments such as the service sector with 47.1%, commerce with 26%, manufacturing 18% and other 8.9%, women represent 42.5% of employed personnel and men 57.5 %. (ECA, 2010). In 2011, women had the highest total workload, with 54.2% of the total; which implies that for every 10 hours of total female work,men performed 8.5 hours. (INEGI, 2014)
The new working conditions have to adapt the tensions between the old paradigms and the new realities and create a culture that reflects the characteristics of what the current workforce needs. Talking about the labor aspect necessarily involves the activity of women since they are more and more women who go out to work outside their home (Manuel, 2010), women work double hours, that is to say in a factory or company, when they return home they continue to work, the typical scheme was that the woman was in charge of the home and of the education of the children, (International Labor Conference, 1998) insofar as the man appeared as the economic provider of the family; this is no longer common, women mainly perform in:
- Service sector such as saleswomen, teachers, nurses, and child minders. Social roles assigned to their gender. They have high school education. They earn two to three minimum wages.
The following table shows what has been the evolution of labor indicators in Mexico in the first quarter of 2014:
Table 1: Evolution of labor indicators in Mexico.
Evolution of labor indicators in Mexico.
Development
In Mexico, in some households women are the head of the family, which reflects their presence in the economy and the labor market, according to data from INEGI in 1970, their participation was 17% and in 2010 (INEGI 2014) it increased to 39%, are responsible for the psychological care of others and responsible for the upbringing of children, although some young women see motherhood as an obstacle to their professional achievement, due to the demands of greater academic preparation and compliance with certain aesthetic and physical characteristics, expanding procreation until they are close to 40 years of age, they marry without having children or decide to live alone, which forces them to propose and promote new social schemes in the country, 48% of women in Mexico have rejected a job due to the impact on their Personal life;achieving a balance is even more important to some of them than salary.
Table 2: Evolution of labor indicators in Mexico
Evolution of labor indicators in Mexico.
Currently in 2014 most women want or have to work, but they also want to start a family, 20% of women who work choose to develop their professional life and not have children, another 20% have decided to dedicate themselves completely to caring for children and the rest 60% want to combine family care with paid employment, almost three out of 10 households are run by them, according to data from INEGI (2009), below is a comparative table in percentage of development Women's work:
Table 3: characteristics of the economically active population in Mexico.
|
Economically Active Population (PEA) |
51,790,637 |
|
mens |
32,171,182 62.1% |
|
Women |
19,619,455 37.9% |
|
Percentage of female population |
Activities |
|
69% |
Of the busy Mexican women are moms |
|
4.9% |
The unemployment rate for women was 4.9%, which represents almost one million women who have not found
employment. |
|
23.5% |
Of the employed women, they are self-employed |
|
2.5% |
They are employers |
|
9.2% |
He does not receive remuneration. |
|
43.5% |
Women aged 14 and over are part of the Economically Active Population (PEA) |
|
91.9% |
It combines their extra-domestic activities (work, study) with household chores, according to the National Survey of
Occupation and Employment (ENOE). |
|
95.1% |
Do any economic activity |
|
4.9% |
It is in the unemployment rate |
|
23.5% |
Self-employed |
|
64.8% |
Two out of three employed women are subordinate and remunerated. |
|
44.7% |
Lacks access to health services. |
|
35.2% |
It does not have benefits. |
|
44.1% |
Work without having a written contract. |
|
8 out of 10 |
Most of the employed women carry out activities in the tertiary sector. |
|
27.6% |
3 out of 10. They are workers in personal services. |
|
14.3% |
They are office workers. |
|
67.3% |
By level of education of the employed women they have secondary school or more, a proportion that is higher than that of the
men by more than four percentage points. |
|
62% |
Of the women in the country, they believe that they do not have the same recognition as the men in professional matters. |
|
31.9% |
They are merchants. |
|
59% |
Two out of 10 women are not considered successful due to lack of job opportunities. |
|
22% |
There is gender preference for certain positions. |
|
51% |
The female presence has grown rapidly in the productive sectors, however three out of 10 respondents acknowledged
feeling 'stagnant' in their profession due to lack of opportunities to advance, a salary increase |
|
29% |
Lack of professional recognition |
|
Four. Five% |
Although eight out of 10 interviewees consider themselves successful, they think they feel good because they can meet their life goals. |
|
26% |
He awards it to the balance between his personal and professional interests |
|
twenty% |
Build your triumphs in the constant search for challenges |
|
ENOE indicates that in the fourth quarter of 2012, 18 million 429 thousand 727 women were part of the employed population in the country.
|
|
|
Four. Five% |
Women over the age of 14 have a job. |
Source: STPS-INEGI National survey of occupation and employment. (2014)
Outside of any organization, work-life balance is important to employees, companies that help their employees and are more likely to observe strong involvement of their people will be able to attract and retain high-performance personnel, when employees live permanently in tension, have a bad relationship with their superior or do not receive guidance on what is expected of their performance, although there is a better compensation scheme, they will end up losing interest and commitment, (LABORAL, 2014): others from The challenges that the country faces is to adopt mechanisms that benefit men and women in aspects such as:
- Temporary and part-time employment Flexibility in schedules Remote working to boost worker productivity Remuneration for results model Giving the employee the possibility of new rewards, such as the purchase of shares, may arouse interest in achieving higher performance.
If there is a commitment to work at work, the problem decreases by 30%, sometimes the implementation of a new culture change does not usually happen quickly, the most common manifestations are (Editorial, http://www.cnnexpansion.com / economy / 2013/03/07 / employment, 2013):
- Distraction and irritability. Pictures of depression. Anxiety in the work area and delay to deliver their results. Bad mood. Zero initiatives to participate in new projects. They do not give a clear idea of their progress. Problems to continuously concentrate on their activity.
Talking about a work balance with personal life necessarily involves the integration of men and women in work life, before which it is necessary to consider the following:
- How far has man currently assumed his own mission in the family? To what extent is he involved in the education of his children and not only in their support?
In homes, food needs to be cooked and even served; the house and its furniture need cleaning and maintenance; children, older adults or people with some physical or mental limitation need attention and care (INEGI, 2014), these constitute just a few of the many activities that make up unpaid work in the home.
Organizations should promote more flexibility to balance personal life (Ivon, 2013) and work as one of the salaries that are most valued by the worker in times of crisis, most workers would consider the option of resigning a promotion if This implies spending less time with the family, which evaluates work-family reconciliation practices. 48% of women in Mexico have rejected a job due to the impact it could have on their work and personal life, for this reason it is necessary to establish a balance between these aspects even above the salary, when there is a balance between the labor and personal aspects, productivity is increased by 21% although there are still today companies that base their success on the belief that success is synonymous with being long hours at work.
Income
According to the World Bank Report on World Development 2012 'Gender Equality and Development' (WB 2014), the gap in wage income between men and women in Mexico is 80 cents on the dollar. For each dollar of income of men, they receive 20 cents, according to the following graph the difference is manifested as follows:
- 49% of Mexican women reported that salary stands out as one of the factors that most respondents have asked to negotiate. Having an uninteresting job (42%). Responsibilities that do not correspond to the position (38%). Low-impact employment (28%) Lack of recognition (23%).
The differences in wages between men and women are caused by occupational segregation that makes women concentrate in sectors where wages are the lowest, such as commerce, restaurant services, domestic services, and others, however this is not the only reason. of these differences, discrimination against women still plays an important role in explaining the existing gaps in Mexico, the population is mainly occupied in:
Graph 1: occupied population according to their position in Mexico.
Employed population according to their position in Mexico.
Source: STPS-INEGI National survey of occupation and employment. (2014)
When women are in their best years, they coincide with the best years to be mothers, so that women do not live the daily conflict of dividing themselves between family and work, they need to have:
- The support of the government must promote public policies that allow women to be mothers, wives and professionals. The establishment of flexible hours in companies, day-care centers, pregnancy permits, work at home. The support of men who as entrepreneurs and as Husbands have to encourage balanced women in this society to form solid families.
Currently in Europe, the United States and Mexico, policies have been implemented so that women can start a family and continue working, men are also taking advantage of these supports, which shows that they want a balance in their personal life, the inclusion of mothers to working life in Mexico increased in recent years, before which it is considered:
- Flexibility of schedules. Part-time work (part-time or a few hours) Compressed workday (same hours without lunch hours). Respect for entry and exit times. Shared shifts (2 women with the same position) Prohibition of meetings after hours Work at home (taking advantage of new technologies) Videoconferences Sabbaths and licenses Nurseries and lactation rooms Sports centers Savings funds Offer free time on Mother's Day Enjoy 45 calendar days with pay in In case of birth or adoption of a child, breastfeeding mothers may arrive later or leave earlier to fulfill their baby's feeding, use the doctor's office as a lactation room, and the refrigerator to store milk. in nurseries, schools and colleges.Promote activities to improve the quality of life of employees and their families with recreational and cultural activities, location of the workplace according to where they live, dining, transportation, etc.
These benefits undoubtedly help that work does not become the only and last end of a society, only that it is a means for the family to live. To achieve this vital combination of work and family, it is necessary to use all the resources taking advantage of the specific characteristics that women and men have:
Table 4: Characteristics of men and women.
| Characteristics of men and women |
Woman |
Man |
|
Intelligence |
It is based on the ease of this to personalize, women understand the whole of a person or an object, they have greater
verbal memory, association and verbal expression. |
His intelligence captures reality as it is without spontaneous customization, in general men have more facility for
spatial, numerical and logical reasoning. |
| Goals and aspirations | Women's tendencies are to join a group and seek to satisfy their social needs to a greater extent. | Male tendencies tend to goals and challenges, they feel more the need to meet their physical needs
(food, clothing, home) |
| Emotivity | They have a rich emotion that is reflected in the communication of it. | They have a greater emotional stability that is reflected in the action |
| Belonging | He can't separate it, in the office he remembers the home earrings when he gets home he doesn't forget the work. | When men go out to work, they often forget that they have children |
| Politics | They always mention their work and family relationship and what it means to them | When you hear a politician speak publicly about his family? |
Source: own elaboration (2014)
There is the risk of falling into an imbalance of life that leads to neglecting the most important thing for which women were created, protect their own dignity and give themselves to others through family and marriage, you must participate in the world of work, but doing it by copying the male bosses does not contribute, a stamp of femininity must be printed, women humanize the environment and this sensitivity for the human is reflected when making work decisions, those who make the laws and especially those who carry them in practice, they do not facilitate the compatibility of these facets with intelligent measures, women will continue to be the most affected, but with it they also harm society, business and politics, which will stop receiving the added value of the qualities characteristic of the female sex,absolutely necessary at all levels to humanize life, there is no more the man must assume the change, it is he who has to seek the complementarity of women, this will make society progress.
Children need the support and attachment of their father from birth, their absence in family life is not at all justifiable due to overwork, it has been shown that the physical absence of the father can do much more psychological damage to the child than natural absence produced, when the father dies, that is to say, the child may be more affected by knowing that his father lives and ignores him, namely that he died and does not count on him, what most miss the children who present this problem is the absence of the father and wanting to be with his siblings, some of the consequences identified if the father is not present may be:
- Cognitive dysfunctions Intellectual deficits Affective deprivation Insecurity Low self-esteem Poor development of sexual identity
When family is put before work, it tends to end the family nucleus, in fact it is less important to fail at work if the person continues to be admired and supported by his own family, instead, once the family is broken, the possibility of also fail in the workplace, the equal opportunities that the father and mother are living requires equal opportunities that will have to be called co-responsibility and with functions designed according to what each one knows how to do best, for this each couple must decide what lifestyle do you want. The legacy that is going to be left to the children is not only economic, but it is the vital assessment that refers to all those experiences that have been marked in the heart since childhood and that will be remembered throughout life,seeking work success and family fulfillment generates constant stress in women.
A balance between work and personal life sacrifices some aspects of work, or delegating part of parenting to someone else, organizations speak of flexibility, but it is a reality that, sooner or later, they will see themselves in the dilemma of Choosing what to pay more attention to, there is a strong belief that if you cannot handle both roles, you are not successful, the cause is not neurological. Women use both brain hemispheres for complex tasks, which means they can do both roles well. (Editorial, Mexican moms, the least favored at work during maternity, 2013), the issue is cultural, if they do not believe that they do well the two roles are frustrated and that impacts work, breaking with labor misogyny,that often occurs because the other person is envious that the professional mom works at home, that is the reality as a mother can have a good professional performance when:
- Lean on third parties to educate children (family, husband, institutions, close friends).Prevent emergencies: interruptions occur even with the most organized women, in the case of a sick child, increased workload in the company, family vacations children, you must have a plan b to act in those moments.Foster networks: it is good that more and more organizations have networking plans (networks) so that female colleagues share concerns and support each other.Continuous learning.Get a promotion or more salary.
Maternity
Colombian, Argentine, Peruvian and Mexican women are the least favored when it comes to being mothers; In Chile and Spain, mothers have 126 and 112 days of maternity leave, having children is an important change that must be given enough space for parents to adapt to this new life, Mexican women have fewer benefits in their work during and after maternity, such as days of incapacity or hours of lactation, when comparing the days off and entitled to salary to which workers can access before and after childbirth, Colombian, Argentine, Peruvian and Mexican women are the least favored, with 90 days.
While in Chile and Spain, mothers have 126 and 112 days of maternity leave, (Editorial, Mexican Moms, the least favored at work during maternity, 2013) in that order, which are borne by the state or the institutes of the country's social security; while in Brazil, where they are 120 days, the benefit is borne by companies, having children is an important change that must be given enough space for parents to adapt to this new life, while they can fulfill responsibilities in their jobs.
The lactation time that women are given to feed their babies is available for one hour, which is sometimes divided into two half-hour breaks throughout the workday, in Chile the lactation time is it extends for up to two years, in Argentina and Peru it is one year, in Colombia and Spain it is nine months and in Mexico it is only six months, in the area of maternal jurisdiction, that is, the impossibility of being fired or if they are out of work for a certain period, Chilean mothers are the most benefited, one year after the date of delivery, in the case of Argentina, the period of jurisdiction is seven and a half months; in Brazil six months; in Colombia, Spain and Peru three months, and in the case of Mexico there is no such support, as they can be dismissed after having returned from their break from labor.
Spain grants 13 uninterrupted days to those who have just become parents; in Colombia they grant eight days; in Chile five; in Peru four; in Argentina only two and in Mexico this benefit has not yet been granted, although there is an initiative to grant a 10-day leave with pay to those who have just become parents.
Six out of 10 women are considered undervalued in a professional matter, gender preference and salary inequality are some of the limitations, the lack of equality with men makes them feel frustrated at work, causing a state of permanent stress. (Ivon, 2013), women promote the idea that the balance between work and personal life is solely their responsibility, which generates states of continuous guilt, at the first problem with the children, they feel that they are the only irresponsible ones, instead From sharing this state with those around them, two large groups are distinguished in Mexico:
- Those who have children at an early age, leave school and enter the labor market in precarious conditions. (Lopez, 2013) Those with high levels of education who postpone or reject marriage and motherhood.
Conclusions
The values of the Mexican are important to consider because they directly affect their work activity, in Mexico the new labor trends together with the labor integration of women will allow creating new forms in the integration of work activities, since there are different forms of union between couples or simply women who want to remain single but with children, this new generation of children who lived in their own flesh the shortages and needs of their mother are currently integrating into the labor field can make labor relations more flexible by making companies grow as the hand Women's work often exceeds that of men, making companies increasingly productive,companies must in the same way create the adequate conditions for the good work performance of women, creating the corresponding work environment and climate, since independently of this, the role played by the work and family woman must allow the family to develop fully, so It is important to consider its ecosystem to integrate new modalities of business and family development that allow society a healthy development and society grow steadily for the benefit of Mexico.that is why it is important to consider its ecosystem to integrate new modalities of business and family development that allow society to develop healthy and society to grow constantly in benefit of Mexico.that is why it is important to consider its ecosystem to integrate new modalities of business and family development that allow society to develop healthy and society to grow constantly in benefit of Mexico.
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