#CostaRica 🇨🇷 #BDS_Article: The Ongoing Struggle for Gender Equity in the Workplace

On the occasion of International Women's Day, I feel honored to write this article as a reflection on a fundamental issue: gender equity. According to the World Economic Forum's 2024 Global Gender Gap Report, it could take 134 years to achieve gender parity worldwide. This figure reminds us that while progress has been made, full equality remains an ongoing challenge.

Since March 8, 1857, when a group of women organized to demand equal pay, the struggle has been relentless. Today, we continue to raise our voices to secure our rightful place in the workforce while facing both visible and silent obstacles that hinder our professional development.

In our country, this struggle has driven significant legal changes. Article 404 of the Labor Code, for instance, explicitly prohibits gender-based discrimination. From a legal standpoint, women who can demonstrate indications of discrimination are afforded protection, representing an important step forward. However, after 168 years of fighting, it is astonishing that many women still need to resort to court to assert their labor rights.

Despite this, statistics also show progress. According to recent data from the Costa Rican Investment Promotion Agency (CINDE), 57% of 5,482 net jobs created are held by women. Nevertheless, there are still gaps that limit our professional growth: wage inequality, lack of equity in promotions, discrimination, and the constant need to prove our worth to be recognized.

Laws and regulations alone are not enough; change must also be social and cultural. The way we address one another, the biases we perpetuate, and the expectations we impose all contribute to inequality. Certainly, self-confidence and personal image are important, but they cannot be the only shield against deeply rooted gender stereotypes in our society.

It is 2025 and many women still have to work twice as hard for their ideas to be taken seriously in meetings. They receive inappropriate comments about their appearance, face doubts about their capabilities, and in some cases, see their career path hindered for reasons unrelated to their performance.

That is why I directly ask women: How many times has your name been used in a diminutive form—not as a sign of affection, but in a dismissive manner? Moreover, who has not encountered even another woman who belittle us simply because we share the same gender?

Now, let us ask more broadly: How many women have postponed motherhood for fear of losing their jobs? How many have had to conceal their pregnancy to avoid being rejected in an interview? How many have given up breastfeeding because their employers do not provide adequate conditions? How many mothers have heard the comment, "How were your vacations?" referring to maternity leave?

Similarly, how many mothers have had to forgo breastfeeding because their employers failed to provide the minimum conditions necessary to continue? How many women has the system forced to choose between working or staying at home because they cannot achieve a real balance between both roles? Undoubtedly, these realities must no longer be normalized.

The common denominator in all these situations is being a woman. While men may also face challenges, statistics show that gender discrimination predominantly affects women. Although the efforts of previous generations have borne fruit, the path to equity still requires commitment and concrete strategies. Some key measures include:

• Equal pay policies and audits to ensure that men and women receive the same remuneration for the same work.
• Workplace flexibility and work-life balance initiatives to promote structures that allow for a harmonious personal and professional life.
• Female leadership programs to foster the growth of women in decision-making roles.
• Anti-harassment and anti-discrimination protocols to guarantee safe and fair work environments.
• Inclusive organizational culture initiatives aimed at raising awareness of unconscious biases and promoting diversity as a core value.

Social change is complex, but actions taken by the corporate sector can make a difference. Creating equitable workplaces is not only a matter of justice but also a strategy that benefits organizations and society as a whole.

At our firm, we will continue to work alongside companies committed to eradicating inequality and building a better future for today's girls and young women, who deserve to grow up in a world where talent knows no gender.

Rebeca Artavia

Partner, BDS Asesores

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