{"id":2580,"date":"2025-07-03T15:02:31","date_gmt":"2025-07-03T15:02:31","guid":{"rendered":"https:\/\/institutomasmujeres.com\/?p=2580"},"modified":"2025-11-25T18:22:46","modified_gmt":"2025-11-25T18:22:46","slug":"5-factores-de-exito-de-las-acciones-women-approved","status":"publish","type":"post","link":"https:\/\/institutomasmujeres.com\/ca\/5-factores-de-exito-de-las-acciones-women-approved\/","title":{"rendered":"5 Factors d'\u00e8xit de les accions Women Approved"},"content":{"rendered":"<figure class=\"wp-block-image size-full\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"553\" src=\"https:\/\/institutomasmujeres.com\/wp-content\/uploads\/2025\/07\/foto-evento-Women-Approved-040724-Barcelona.jpg\" alt=\"\" class=\"wp-image-2582\" srcset=\"https:\/\/institutomasmujeres.com\/wp-content\/uploads\/2025\/07\/foto-evento-Women-Approved-040724-Barcelona.jpg 1024w, https:\/\/institutomasmujeres.com\/wp-content\/uploads\/2025\/07\/foto-evento-Women-Approved-040724-Barcelona-300x162.jpg 300w, https:\/\/institutomasmujeres.com\/wp-content\/uploads\/2025\/07\/foto-evento-Women-Approved-040724-Barcelona-768x415.jpg 768w, https:\/\/institutomasmujeres.com\/wp-content\/uploads\/2025\/07\/foto-evento-Women-Approved-040724-Barcelona-18x10.jpg 18w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>Cada vegada m\u00e9s empreses expressen el seu comprom\u00eds amb la igualtat, per\u00f2 molt poques aconsegueixen traduir aquesta intenci\u00f3 en canvis reals, sostenibles i mesurables. A Instituto M\u00e1s Mujeres hem acompanyat desenes d'organitzacions en aquest cam\u00ed, i sabem que no n'hi ha prou amb tenir voluntat: <strong>la transformaci\u00f3 exigeix \u200b\u200bestrat\u00e8gia, lideratge i focus<\/strong>.<\/p>\n\n\n\n<p>En el marc del nostre programa <strong>Women Approved<\/strong>, hem identificat els cinc factors que marquen la difer\u00e8ncia entre una acci\u00f3 simb\u00f2lica i una transformaci\u00f3 cultural real. Avui te'ls compartim com a guia per als que voleu anar m\u00e9s enll\u00e0 del \u201c8M\u201d i construir entorns laborals veritablement equitatius amb mirada de g\u00e8nere.<\/p>\n\n\n\n<p><strong>1. Troba l'arrel, no la suposis<\/strong><\/p>\n\n\n\n<p>El primer error habitual \u00e9s actuar sobre els s\u00edmptomes sense comprendre'n la causa. Per exemple, veiem poques dones en llocs directius i assumim que \u201cfalta ambici\u00f3\u201d o \u201cno hi ha prou talent\u201d. Per\u00f2, ho hem investigat a fons?<\/p>\n\n\n\n<p><a><\/a> Una mirada de g\u00e8nere rigorosa implica <strong>indagar en les estructures, normes i din\u00e0miques que generen desigualtat<\/strong>. Com es promouen internament les persones? Quin pes t\u00e9 la presencialitat o disponibilitat fora de l'horari? Quins biaixos inconscients influeixen en l'avaluaci\u00f3 del rendiment?<\/p>\n\n\n\n<p>Abans de dissenyar qualsevol acci\u00f3, comen\u00e7a per <strong>escoltar, observar i analitzar amb perspectiva interseccional<\/strong>. Nom\u00e9s aix\u00ed sabr\u00e0s on \u00e9s el veritable bloqueig (i evitar\u00e0s perpetuar-ho).<\/p>\n\n\n\n<p><strong>2. Defineix KPI: Key People Indicators<\/strong><\/p>\n\n\n\n<p>La diversitat i la igualtat no es gestionen per intu\u00efci\u00f3. Es lideren amb dades. Per\u00f2 no qualsevol dada: parlem de <strong>indicadors clau centrats en les persones<\/strong>, que permeten fer visible all\u00f2 invisible.<\/p>\n\n\n\n<p>Qu\u00e8 hauries de mesurar?<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Percentatge de dones per nivell jer\u00e0rquic i \u00e0rea.<\/li>\n\n\n\n<li>Bretxes salarials ajustades per lloc i responsabilitats.<\/li>\n\n\n\n<li>Temps mitj\u00e0 de promoci\u00f3 o rotaci\u00f3 per g\u00e8nere.<\/li>\n\n\n\n<li>Resultats de clima laboral desagregats per identitat.<\/li>\n\n\n\n<li>Participaci\u00f3 en programes de formaci\u00f3 o lideratge.<\/li>\n\n\n\n<li>Percepci\u00f3 dequitat i pertinen\u00e7a.<\/li>\n<\/ul>\n\n\n\n<p>Aquests indicadors han de formar part del quadre de comandament corporatiu i ser p\u00fablics dins de lorganitzaci\u00f3. All\u00f2 que no es mesura no es prioritza. I all\u00f2 que no es prioritza, no canvia.<\/p>\n\n\n\n<p><strong>3. Top-down: l'adre\u00e7a predica amb l'exemple<\/strong><\/p>\n\n\n\n<p>Les pol\u00edtiques inclusives no s'enlairen si el lideratge no s'implica activament. <strong>el canvi comen\u00e7a per dalt<\/strong>.<\/p>\n\n\n\n<p>Un lideratge comprom\u00e8s:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Assumeix objectius digualtat com a part de lestrat\u00e8gia de negoci.<\/li>\n\n\n\n<li>Es forma i revisa els seus propis biaixos.<\/li>\n\n\n\n<li>Pren decisions tenint en compte l'impacte diferencial per g\u00e8nere.<\/li>\n\n\n\n<li>S'exposa p\u00fablicament a rendir comptes (amb valentia i coher\u00e8ncia).<\/li>\n<\/ul>\n\n\n\n<p>Quan la direcci\u00f3 predica amb l'exemple, es genera un efecte esquerdada que legitima la transformaci\u00f3 cultural. La igualtat es converteix en part del llenguatge del poder, no pas en una causa perif\u00e8rica.<\/p>\n\n\n\n<p><strong>4. Solucions <\/strong><em><strong>purpose-centric<\/strong><\/em><strong>: connecta amb el per qu\u00e8<\/strong><\/p>\n\n\n\n<p>Les accions amb impacte neixen del prop\u00f2sit. Quan la igualtat de g\u00e8nere es vincula directament amb la missi\u00f3 i els valors de lorganitzaci\u00f3, <strong>deixa de ser un \u201cprojecte\u201d i es converteix en cultura<\/strong>.<\/p>\n\n\n\n<p>\u00bf El teu prop\u00f2sit \u00e9s transformar el sector? No ho aconseguir\u00e0s sense cap diversitat.<br>Aportes solucions innovadores al mercat? Necessites equips representatius i assegurances.<br>Dius cuidar el benestar de les teves persones? Aleshores tamb\u00e9 t\u00e9 cura de l'equitat.<\/p>\n\n\n\n<p>En comptes d'aplicar mesures gen\u00e8riques, pregunta't:<br><strong>Com pot la igualtat refor\u00e7ar el nostre prop\u00f2sit com a empresa?<\/strong><br>I despr\u00e9s actua en conseq\u00fc\u00e8ncia.<\/p>\n\n\n\n<p><strong>5. All\u00f2 que no es mesura, no es pot millorar (ni sostenir)<\/strong><\/p>\n\n\n\n<p>Tornem al punt del mesurament perqu\u00e8 \u00e9s crucial: implementar amb mirada de g\u00e8nere no \u00e9s una cosa que es fa una vegada i ja est\u00e0. \u00c9s un proc\u00e9s continu de revisi\u00f3, aprenentatge i millora.<\/p>\n\n\n\n<p>Necessitem crear <strong>mecanismes de seguiment peri\u00f2dics<\/strong>, espais descolta activa, auditories internes i canals de feedback que realment funcionin. I, sobretot, integrar tot aix\u00f2 en els processos del dia a dia: avaluaci\u00f3 de l'exercici, pol\u00edtiques de contractaci\u00f3, disseny de carrera, etc.<\/p>\n\n\n\n<p>La igualtat no \u00e9s una \u00e0rea separada: \u00e9s una <strong>manera de mirar, liderar i decidir<\/strong>. I perqu\u00e8 perduri, cal avaluar-la amb la mateixa serietat que qualsevol altre eix estrat\u00e8gic del negoci.<\/p>\n\n\n\n<div style=\"height:47px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><strong>En resum\u2026<\/strong><\/p>\n\n\n\n<p>Implementar accions amb mirada de g\u00e8nere no \u00e9s nom\u00e9s \u201cfer coses per a dones\u201d. \u00c9s transformar la manera com entenem el talent, el lideratge i la cultura organitzativa.<\/p>\n\n\n\n<p>I per aix\u00f2, calen cinc coses:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Diagn\u00f2stic amb perspectiva de g\u00e8nere<\/li>\n\n\n\n<li>Indicadors centrats en les persones<\/li>\n\n\n\n<li>Comprom\u00eds real des de l'alta direcci\u00f3<\/li>\n\n\n\n<li>Connexi\u00f3 amb el prop\u00f2sit<\/li>\n\n\n\n<li>Avaluaci\u00f3 continua<\/li>\n<\/ol>\n\n\n\n<p>A l'Instituto M\u00e1s Mujeres t'acompanyem en aquest cam\u00ed amb eines, acompanyament i visi\u00f3 transformadora. Si vols saber si la teva empresa est\u00e0 preparada, descobreix el nostre segell <strong>Women Approved <\/strong>o descarrega els nostres I<strong>nformes de Best Practices<\/strong>.<\/p>\n\n\n\n<p>Escriu-nos i posem la igualtat al centre, amb estrat\u00e8gia i convicci\u00f3.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" width=\"1024\" height=\"159\" src=\"https:\/\/institutomasmujeres.com\/wp-content\/uploads\/2024\/07\/Logos-i-text-Generalitat-i-UE-1024x159.png\" alt=\"\" class=\"wp-image-2882\" srcset=\"https:\/\/institutomasmujeres.com\/wp-content\/uploads\/2024\/07\/Logos-i-text-Generalitat-i-UE-1024x159.png 1024w, https:\/\/institutomasmujeres.com\/wp-content\/uploads\/2024\/07\/Logos-i-text-Generalitat-i-UE-300x47.png 300w, https:\/\/institutomasmujeres.com\/wp-content\/uploads\/2024\/07\/Logos-i-text-Generalitat-i-UE-768x119.png 768w, https:\/\/institutomasmujeres.com\/wp-content\/uploads\/2024\/07\/Logos-i-text-Generalitat-i-UE-18x3.png 18w, https:\/\/institutomasmujeres.com\/wp-content\/uploads\/2024\/07\/Logos-i-text-Generalitat-i-UE.png 1140w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>","protected":false},"excerpt":{"rendered":"<p>Cada cop m\u00e9s empreses expressen el seu comprom\u00eds amb la igualtat, per\u00f2 poques aconsegueixen traduir aquesta intenci\u00f3 en canvis reals <\/p>","protected":false},"author":5,"featured_media":2582,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jet_sm_ready_style":"","_jet_sm_style":"","_jet_sm_controls_values":"","_jet_sm_fonts_collection":"","_jet_sm_fonts_links":"","_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-2580","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - 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