We see organizations as an ecosystem of relationships engaged in a process of growth that, in creating value for itself, must generate a positive impact on society and the environment: from a sustainability perspective, the issue of gender differences and equal opportunities becomes an issue that can no longer be derogated from in business management.
We believe that companies as drivers of community growth can no longer back down on these issues and must take a stand and take action, since the statistics released each year by bodies dealing with gender equality issues give a disarming picture of a women’s situation far removed from the desired culture of equality and inclusion, in all sectors of society and historically in some more than others.

Gender and glass ceiling differences in professional environments

According to the Global Gender Gap Report 2020 edited by the World Economic Forum, it could take almost 100 years for women around the world to have the same rights. Women’s rights policies start with the fight against gender violence and continue with the aim of breaking down sexist stereotypes, ensuring participation in different economic sectors, eliminating gender inequalities in society as well as in the labour market.

Starting with the professional environment, the gender gap is still very much present and is part of a wider system, where the same concept of gender is a cultural construction to be dismantled, which favors the gap and is also accompanied by racial discrimination, homophobic and classy.

A well-established and transversal system which does not allow the necessary participation and penetration of women in political, social and economic life, or inhibits their access to leadership or prestige roles, and hence to button rooms, Conditioned by seemingly invisible barriers, so we speak of glass ceiling “glass ceiling” to break through.

A global system where women who have reached positions of importance still have to adapt to a model that is not theirs, without being able to change it from within, and constantly disavow sexist bias by showing that they are more deserving and efficient than men of the same level, while they are subject to gender pay gaps, including a pay and pension gap, as are the majority of women most often relegated to subordinate roles.
The dynamics underlying these cultural barriers are complex and affect aspects such as female segregation, first formative and then occupational (horizontal, for access to the different sectors, and vertical, for the conquest of apical positions)or the division of women’s work between domestic care and productive potential which – together with stereotyping – are a strong inhibitor to rational choices and to natural preferences, while they constitute insurmountable obstacles to the full realisation of female potential and talent.

Women and the STEM sector

In particular in the scientific field and especially in the field STEM that concerns us more closely (from Science, Technology, Engineering and Mathematics) the presence of women is still too limited and the power is in the hands of men: The causes are to be traced in the training system first, and then orientation to work, sufficiently polluted by prejudices, social conditioning, stereotypes, which reserve very little space to female models of reference, figures of genius and scientists. Daunting premises that in Italy bring just 12.6% of girls to choose a STEM school path, while only 6.4% works in ICT and 13.3% in engineering-related sectors.

How is the gender gap reflected in the pharma world?

The numbers of female figures in the pharmaceutical sector are an exception, they surpassed men by the number of graduates and tend to achieve the same work successes in the middle-low positions. Even today, unfortunately, we do not find the same scenario in management positions, where men are in a clear majority. Data in hand, according to the She Figures report issued by the European Commission, women in the pharmaceutical market reflect the majority, 53.84%, but going ahead in the careers of the sector, the percentage drops to 40%.

In companies like ours much can be done to promote the culture of equal opportunities and create a truly inclusive working environment. Without forgetting that gender equality is defined as a competitive lever for organizations and communities, while the environments that value diversity and differences are particularly fertile and harbingers of innovation.

JSB Solutions’ commitment to inclusion and gender equality:

The recent accession of JSB Solutions to the Italian chapter of HBA (Healthcare Businesswomen’s Association), whose goal is to promote the advancement and impact of women in the pharmaceutical industry, is just a first piece of a more articulate process projected towards change, involving men and women operating in our context, and allows us to give a realistic meaning to keywords such as responsible business and life balancing, with instruments such as flexibility in working hours that can reconcile work and private life, not only during parental leave.
JSB Solutions is a company made up mostly of young women who work daily to break down gender stereotypes by applying fair and equal policies; out of a total of sixty-six employees, Thirty-nine are women between the ages of twenty-five and forty and represent 80% of the managerial figures in the company.
Our women are our strength, with their innate qualities and now refined as empathy, good communication and precision, who work constantly to achieve the objectives and participate concretely in the project of corporate growth, internal and external.