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How much does the pink quota count and how much does it cost in companies? The ISTAT 2022 report raises the alarm after the pandemic: the price paid by Italian women workers in the labour market has been the highest in the whole of Europe and now, the lack of appreciation of women in recent years may come to interfere with the welfare of the country’s families.
Among the European countries, Italy, after Greece (-5.1 per cent) and Bulgaria (-3.6 per cent) was the country that suffered the biggest drop in female employment. Some 376,000 women stayed at home.
Over the past decade, women had managed to enhance their professionalism and gain important recognition in the corporate world. As of 2017, a quarter of all senior positions worldwide were occupied by women, and progress has been steady, slow and uneven – but at least it has been there, indicating that within a short period of time about a third of all management positions would be occupied by women.
The Pandemic has certainly not benefited the country’s productivity. Italy, therefore, which could have hoped for up to 7 GDP points more, now risks creating poverty at an already difficult time for the country.
A pink quota refers to the number of posts reserved for women in the workforce of public facilities and private companies. From a political point of view, it is a measure that is introduced to ensure women’s representation in every sector of society, through well-defined laws and rules that protect equality and gender equality.
The expectations of the new generation on the pink quota are very high, especially because there has undoubtedly been so much attention paid to the issue of cultural and organisational change in favour of women.
Today, many women study, work and aspire to management positions and/or very high positions of responsibility. Where there is so much talent and dedication to work, what is stopping them? Unfortunately, as far as Italy is concerned, the data show that reality does not match expectations.
There is a lack of corporate policies in favour of inclusion and gender equality, for instance through the adoption of welfare policies or the promotion of work flexibility.
ISTAT data show that in September 2022, the employment rates of men and women were still far apart (69.5% men and 51.4% women), with a gender gap of 18%. Unemployment rates for women were 9.2 % against 6.8 % for men and inactivity rates 43.3 % against 25.3 % for men.
The issue of inactivity, unfortunately, is still linked to the difficulty of reconciling a working life with family life where it is difficult to manage care responsibilities.
Quota rosa: for us it is not important, more! Vico Food Box is a reality in which men and women are equal in every field and sector. A team of 20 guys, 8 of whom are women divided between warehouse, marketing and accounting. A young, gender-friendly company that puts people at the centre of its corporate policies.
In Italy, only 21.5% of managerial positions are occupied by women, whereas in Europe, the figure is around 30%. In particular, Southern Italy is the most disadvantaged area with only 18.6% of women in managerial positions. Vico Food Box is a company that has decided to invest in the empowerment of women in the company and in gender equality. We cannot ignore the fact that in many other companies in Southern Italy, male dominance is still an unjust reality; in particular, the warehouse is often considered a purely male working environment, where women find it difficult to fit in.
We pride ourselves on having a gender-balanced presence in every area, from warehousing to marketing to accounting.
Debora – founder under 30
At Vico Food Box, the female presence is very strong, even in positions that are traditionally considered male.
Rosa – SMM
The wage gap between men and women is also an important issue. Certainly it is narrowing, but there is still an important difference. At Vico Food Box, on the other hand, we recognise the value and competence of each person, regardless of gender, by granting equal opportunities and fair economic treatment.
We are an example of how it is possible to create a balanced working environment in which each gender expresses its skills and talents to the fullest. However, more needs to be done to create an increasingly equal and inclusive working environment.
That is why we will continue to work to overcome stereotypes!
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