Optimize Human Resources Reporting
Human resources reporting is essential for talent management. In a context in which companies face the challenge of finding the right profiles, optimizing reporting is a key task for HR managers and attracting and retaining talent. Discover how to improve the efficiency and accuracy of your HR reporting. Make the most of your data and make decisions based on solid insights. For the optimization of HR reporting, the use of HR tools and analytics is an essential aid that contributes to effective talent management and retention. The analytical functionalities of an HR and talent management platform such as BesTalent IA by aggity and deploy a strategy to optimize and deploy HR and talent management that covers from the most basic to the most advanced needs, thanks to the use of technologies such as Artificial Intelligence, Big Data or Machine Learning. Strategy to optimize human resources reporting In the HR and talent management environment, having the right solutions or platforms in place does not always guarantee success. It is necessary to have a well-defined strategy and to know that HR reporting plays an essential role in the strategic management of organizations. The accurate information provided by these reports enables organizations to make informed decisions about employees and overall company performance, and are also useful for to enhance the company as an employer brand. With these objectives in mind, the performance reports and HR metrics must be comprehensive and take into account aspects such as the following: Define clear objectives For the creation of any type of report, from the simplest ones such as the employee data or the payroll reports to more complex ones such as data from staff performance or the Human Resources KPIsIn order to achieve this, it is necessary to be clear about the objectives pursued with this report. It is a matter of deciding what information is most important for decision making, who will be the recipients of the report and also what level of detail is required. Collect relevant data Data is the fundamental pillar for subsequent strategic decision making. Without them, HR reports would be empty. For this reason, and depending on the type of report you want to produce, it is important to gather data from employees, labor information or payroll, among others, and always from reliable sources. Automate processes Automating processes is a key element in achieving HR reporting optimization. The solutions proposed by aggity offer a set of functionalities that allow automating the collection and generation of reports. The great advantage of applying the automation in the field of HR is located in the HR process improvementThe system eliminates repetitive manual tasks, reduces the risk of errors and allows the department’s employees to dedicate themselves to more productive tasks that bring more value to the organization. Select key metrics Choosing the right metrics and KPIs is one of the key determinants of getting value from HR analytics tools and the basis for achieving effective measurement of HR performance and efficiency, contributing to the full benefits of People Analytics. With the use of these tools, HR managers can focus on a few indicators that allow them to make much more accurate reports. Data visualization The use of graphs and tables is an important section when preparing Human Resources reports, since they facilitate understanding and decision making. The visualization of information through graphs goes beyond the simple presentation of data, it allows the creation of solid arguments so that an entire department can make the most appropriate decisions, for example, in the management of the workforce. If implemented correctly, data visualization improves the aesthetics of reports and increases the effectiveness of information communication.
Benefits of Labor Flexibility
The benefits of labor flexibility have a positive impact on attracting, managing and retaining talent in an environment where companies are having difficulty finding suitable profiles. This article explains how policies that improve labor flexibility are a competitive advantage. Explore how flexible work arrangements can drive talent retention and improve employee satisfaction. Learn why it is essential for the success of your company. The world of work is changing. Workers no longer consider work as the central element that should govern their lives, so salary is no longer the only value to consider when choosing a job. In addition to this factor, attention is now also paid to the work-life balance that a job provides, the atmosphere in the offices, the flexible remuneration or the possibilities provided by the company to develop a professional career. Work flexibility is another important element that helps a company attract and retain talent, as it contributes to the well-being of employees and strengthens their attachment to the organization. Benefits of Labor Flexibility The benefits of labor flexibility are several. Human resources departments have among their priorities the improvement of employees’ well-being and for this purpose they establish a series of flexible work policies such as adaptability of schedules or the possibility of working in different locations. All this translates into increased possibilities for the company to attract and retain talent, improve work-life balance, and ultimately boost the organization’s productivity through improved work performance. Some of its main advantages are the following. Increased employee satisfaction One of the benefits of labor flexibility is that it allows workers to be more satisfied with their work because they can manage their daily tasks in a more autonomous way, and this contributes to creating a good working environment and to increase the quality of life of workers thanks to the improvement of work-family compatibility. As a result, employees feel more valued and, as a consequence, tend to be more motivated and committed. Reduction of turnover Developing a policy of flexibility in the workplace also leads to a reduction in staff turnover. Currently, human resources strategies, given the difficulty of finding the right profiles to meet the needs of organizations, are based on the loyalty of talent. Companies whose policies include labor flexibility stand out for their ability to attract and retain the most qualified professionals. Employees who work in a company that has a flexible company culture value the ability to manage their time, which makes them more likely to stay with the organization and contribute to its success. In addition, for the company it means significant cost savings since by reducing turnover they do not have to increase costs and resources to hire new staff members to replace those who have left. Improved productivity Improving employee satisfaction improves the productivity of the company’s human team. Thanks to the freedom they have, workers are more efficient in their tasks. This autonomy contributes to greater employee creativity and also facilitates decision-making, which improves business results. Work flexibility also allows for the customization of working hours. Since every employee is different, and what may work for one may not be suitable for another, incorporating work flexibility into HR management in companies enables employees to develop their own approach to work. Tools such as BesTalent IA by aggity help implement an effective talent management strategy that translates into improved productivity at work. Reduction of absenteeism The possibility of adapting working hours and workplaces according to personal needs is an essential component of the labor flexibility. By allowing a work-life balance and to promote the reconciliation of work and family lifeIn addition, employees can address personal matters such as medical appointments, childcare or family needs without having to take time off work completely. By making it easier for employees to manage their personal responsibilities, flexible work arrangements also help reduce absenteeism for personal reasons.
Boosting Efficiency with Productivity Tools
In the field of talent management and human resources, productivity tools are essential. Faced with the challenge of finding suitable profiles, companies are focusing on talent management and in this content we will discuss some of the most commonly used tools. Discover how productivity tools are revolutionizing talent management. Productivity tools range from those that focus on workforce planning to skills development. These solutions are widely used by human resources departments and allow them to carry out a correct talent management strategy , optimize processes, improve work performance and business collaboration and increase work efficiency. These are solutions such as BesTalentIA by aggity that allow to optimize and deploy the strategy of Talent Management The company’s business needs range from the most basic needs such as personnel administration, payroll management or time recording to the most advanced in the «People Analytics» layer thanks to the use of Artificial Intelligence, Big Data or Machine Learning. These are some of the most commonly used productivity tools. Human Resources Management Systems or HRMS These systems are among the most widely used by organizations as they integrate some of the most basic functions such as team and payroll management or functionalities aimed at improving labor efficiency. In addition, these types of solutions facilitate the automation of automation of processes to increase work performance They improve decision making and ensure compliance with company policies. Learning and development platforms These are tools such as LinkedIn Learning aimed at skills development and personal growth of employees. With this type of solution, organizations provide workers with a virtual environment where they can access courses and materials for personalized professional development. Performance Evaluation Software It is a human resources software that allows these departments to measure, track and analyze employee performance through the creation of personalized evaluations and the setting of objectives. Key to talent management, performance appraisal technology solutions help identify strengths, areas for improvement and make informed decisions about career development and rewards. Communication and Collaboration Tools The pandemic led to the rise of tools such as Teams or Zoom to ensure productivity at work. These solutions enable real-time collaboration and efficient information sharing while facilitating team coordination and task optimization. Project Management Platforms Project management platforms are an innovation in HR that has enabled different departments within an organization to efficiently plan, assign and track projects and tasks. These planning tools provide an overall view of the progress of a given project, improving decision making and worker efficiency. Analysis and Reporting Tools In this case it is data analysis tools such as Tableau or Power BI that facilitate the creation of reports and visual analytics for data-driven decision making. Thanks to its use, trends and areas for improvement in the organization can be identified, which will translate into improved work efficiency. Candidate Evaluation and Recruitment Platforms In this case, these are personnel management tools developed to streamline and simplify selection processes. It is a technology for talent management which, among other functionalities, allow companies to post job openings, manage candidates, conduct skills assessments, carry out a competence selection o conduct virtual interviews, facilitating the identification of talent and speeding up hiring decisions.
Performance Evaluation: Optimize Your Talent with Aggity
In the face of the talent crisis that companies are experiencing, carrying out an employee performance evaluation can be decisive in reducing its effects. We show you how aggity helps organizations optimize talent through efficient performance evaluation. Discover how to optimize your talent through performance evaluation. This article shows how to conduct objective and periodic evaluations to measure the professional development of workers. This requires tools such as BesTalent IA by aggity to simplify and streamline the evaluation process, offering a comprehensive view of individual and collective performance. This modular technology platform for the optimization and deployment of a talent management and HR strategy enables companies to enhance the development of existing talent in the organization, identify areas for improvement and make informed decisions that contribute to achieving business objectives. Importance of performance appraisal in talent management One of the key things that HR departments should keep in mind is the importance of establishing a roadmap for conducting an employee performance appraisal. In this sense, it is essential to carry out a 360-degree evaluation that allows establishing clear objectives and identifying the strengths and areas for improvement of each member of the organization. In this way, global performance indicators are obtained that contribute to achieving organizational objectives and defining individual development plans, as well as making it possible to check how talent optimization can be carried out in order to ultimately improve the organization’s performance. One of the most notable advantages of performance appraisal is its ability to identify the potential of employees. Through a competency assessment and with the use of aggity’s platform and solutions, HR managers can identify hidden talents that allow employees to unlock their full potential, thus fostering innovation and internal advancement. Implementation of an effective evaluation system In order to execute a performance evaluation strategy correctly, it is necessary to take into account a series of realities. Implementing a system to measure job performance must be fair, objective and align the company’s objectives with those of the individual. This optimizes productivity and employee engagement, which will support the growth and sustainable success of any organization. For this reason, before beginning to establish performance metrics, it is essential to set clear and measurable objectives at both the individual and organizational levels. clear and measurable objectives at both the individual and organizational levels. . These objectives must be specific, achievable and aligned with the company’s mission and vision. In addition, it should be noted that an effective performance appraisal system consists of implementing a culture of feedback in HR, which allows employees to receive regular guidance on their performance and areas for improvement. This allows employees to grow and develop while contributing to the growth of the company. Identification of key competencies In establishing the performance appraisal roadmap, it is necessary to thoroughly understand what the requirements of a given position are. This involves breaking down responsibilities, interactions with other teams and the specific demands of the role, identifying the competencies needed to uncover leadership skills or assessing soft skills. The BesTalent IA by aggity solution enables 360-degree assessments, self-assessments or assessments by objectives to determine the competency level of each employee in relation to the established framework. Overcoming challenges in performance evaluation Despite the benefits of an in-house performance appraisal, HR departments face several challenges in executing it. Challenges that hold back performance analysis include resistance to change, lack of objectivity or difficulty in providing constructive feedback. Of these, resistance to change is perhaps the most difficult to combat because employees may be uncomfortable with changes in the way their performance is evaluated. To overcome this resistance it is important to communicating the benefits of evaluations and how this new way of measuring performance will enable improve professional development and skills managementand the possibility of incorporating the employee into the succession plans for different positions, which will not only contribute to increasing business productivity, but also to improving employee well-being.
Keys to competency-based selection in Human Resources
Competency-based selection has become a vital tool for HR departments in an environment where the talent crisis has become one of the biggest challenges facing organizations. Discover how competency-based selection can transform your hiring process and raise the quality of talent in your company. When applying a competency-based selection When applying a competency-based selection, human resources managers focus on the professional skills and capabilities of candidates, beyond their academic credentials, to identify those who are best equipped to perform in a specific position. One of the biggest advantages of implementing a strategy based on competency identification is that through it, HR managers can ensure that new employees are not only qualified, but also aligned with the company’s culture and objectives. The evaluation of competencies is also one of the keys to the development of talent and the detection of new skills in the employees that make up a company. Define relevant competencies In order to establish a strategy that allows the competency assessment to be correctly defined, it is necessary to focus on the skills that will be most relevant. In some cases, more value will be placed on experience, in others on skills or knowledge, while for other companies, depending on their needs, it will be more important to focus on the way of being or on experience, both for new candidates and for employees already working in the organization. The goal is that, based on data, HR departments create competency profiles that allow for a 360-degree assessment. The fact is that competency-based selection makes it possible to carry out a performance performance evaluation and capabilities of people. The key to establishing such a strategy is that the human resources manager can focus on analyzing whether, for example, a candidate who is applying for a certain position has the necessary qualities to perform that job. This competency analysis makes it possible to identify candidates with skills that are in line with the company’s objectives and culture. In this way, the company can determine that the new candidate will adapt to the company’s culture, which will improve both productivity and the work environment. Use reliable evaluation tools Successful competency-based recruiting requires the right tools and solutions to conduct a complete and successful potential assessment. Platforms such as BesTalent by aggity, developed to optimize and deploy a talent management and HR strategy, are essential to map competencies, obtain a correct assessment of potential or establish competency profiles. Thanks to the use of such a solution, which makes use of technologies such as artificial intelligence, automation and analytics, the HR department can better develop its functions since it has at its disposal information as an objective basis for decision makingThe company has been able to put itself at the same level as other operational departments. Evaluate in an objective and consistent manner In the end, these tools are intended to detect key competencies that allow them to evolve and improve the productivity of the business. Thanks to them, more standardized selection processes can be established. Thus, when competency-based interviews are being conducted, subjectivity in the evaluation of candidates is reduced by defining clear evaluation criteria and scales that ensure an objective and consistent evaluation. Consider cultural adjustment Finally, it is not only necessary to focus on technical competencies or behavioral competencies, but it is also essential to consider cultural fit when making a competency-based selection. It is not just a matter of finding the most competent candidates for a given task, but also of selecting people who fit with the company’s culture and values.
Effective management and development of human talent
The management and development of human talent is one of the priorities of almost all human resources departments. Establishing a well-defined strategy and having the right tools in place allows companies to build employee loyalty. Discover how to optimize human talent management and development with modern strategies. In a world in constant change and with technological advances impacting the labor market, the management and development of human talent is essential to the success of any organization. HR and talent management managers are challenged to attract, develop and retain professionals professionals who drive innovation and help keep the company who drive innovation and contribute to maintaining the company’s competitiveness. In this context, it is critical to address digital skills, organizational culture, and employee well-being. This article explores key strategies and technological tools that can strengthen human talent management, promoting a work environment that favors professional development and adaptation to change. Training and development plans As in any business strategy, the human resources department must manage and develop human talent through the development of training and development plans. One of the current problems affecting almost all companies, regardless of the sector in which they operate, is the lack of talent to fill specific positions. Faced with this situation, HR departments must promote strategies with the dual objective of attracting the right profiles and retaining the talent they already have in their organizations. In order to develop these training plans, solutions such as BesTalent IA by aggity allow the managers of these departments to optimize and deploy a well-defined Talent Management strategy since it covers from the most basic to the most advanced needs in the People Analytics layer. HR Technology Human Resources is one of the departments that has invested the most in innovation in recent years. Most of the technologies aimed at these departments are focused on improving the processes of contractingmentoring and coaching programs that will allow for improving the professional and personal development of employees, establish reconciliation policies or to promote a continuous feedback culture where employees can receive and give regular feedback on their professional development, skills or assessment of their work environment. In short, based on objective data, the aim is to continuously improve the management and development of human talent in the organization and, consequently, the production processes. Incentives and recognition But it’s not just about having a talent management platform. The key lies mainly in being accompanied by a partner such as aggity to help the HR department design a well-defined HR strategy. Because the work of this department is no longer focused only on managing payrolls or registrations and cancellations. Employees want to be offered new incentives and recognition that make them feel important within the company. These incentives do not necessarily have to be financial, they can also be training plans, development of policies that promote the mental and physical health of employees or improvements in work formulas. All of this will enable companies to build loyalty among their employees, especially the most valuable ones. Job rotation Given the existing talent crisis, companies need to find that talent quickly to fill specific positions. Usually the search is outside the organization when, on many occasions, talent can be found within the company itself. Therefore, establishing job rotation is a strategy that HR departments are increasingly implementing. Job rotation allows employees to experience different roles within the organization and to acquire a variety of skills and perspectives, so that companies can discover that the professional dedicated to a given task is the one with the most appropriate qualifications to fill the profile they were looking for.
What is rage applying and how to deal with it?
«Rage applying» is a growing trend that is manifesting itself among workers who enter into a state of frustration and anger with their current employment. What are the keys to avoid it? The phenomenon of rage applying affects both workers and organizations. Each of them must take measures to prevent it from appearing. Until not so long ago, the search for a new job occurred when an employee was laid off, when he saw that the situation of a company was not positive or when he saw that promotion within a company was going to be difficult. What is rage applying Recently, however, a new term has begun to gain prominence , denoting a change in the reasons why workers seek new employment. This is «rage applying». The term made sense when a TikTok user uploaded a video to the social network in which he had applied for 15 different jobs, fed up as he was with the one he had. In the end he got another one that had better conditions and a much higher salary. Since then, the phenomenon, which is mostly associated with burnout syndrome and work-related stress, has been analyzed. The also called «rage application» manifests itself when candidates, in a state of frustration and anger with their current job, start sending job applications in an almost desperate manner. In fact, in many cases, they do not care if they are qualified for a particular offer, but send resumes to all kinds of companies and apply for all kinds of positions in order to change jobs. Rage applying, detrimental to all The problem with this impulsive behavior is that it hurts both employees and companies. For people in this situation, the main problem will come because, when they apply for positions where they do not meet all the requirements, they will be rejected; which will cause their feelings of anger and frustration to grow. For their part, human resources departments, with this trend, receive a greater number of applications, so they may require more time to select those that are suitable and there is a slowdown in the selection processes. In this regard, those companies that employ platforms such as BesTalent by aggity will have an easier time avoid overload due to «rage applying».By making use of process automation, you will be able to reject those applications that do not meet the requirements quickly and without the need to saturate the HR department. Solving the rage applying The emergence of phenomena such as the rage applyingThe problem of employees wanting to leave one job for another because they are dissatisfied with what their company is offering them, should be of concern for companiesespecially at a time when the talent management and talent retention is vital. According to different reports, 64% of employees admit to having sent their resumes in bulk after having suffered a bad experience at work. Among the main reasons for doing so are excessive workloads, lack of equal opportunities, non-compliance with salary improvements or the absence of associated benefits such as flexible remuneration. To avoid this situation, it is necessary for candidates to be thoughtful and analyze job opportunities before applying for a job. They need to see that your skills match those requested in a job. Companies facing the rage application For their part, organizations can combat rage applying with a clear model of organizational structure, taking care of aspects that matter to the employee, such as mental health or work-life balance. Likewise, in any selection process, companies should provide as much information as possible about the position being offered, including requirements, tasks to be performed, promotion possibilities or salary. In this way, candidates will be able to better select the offers and the workload of the HR department will be reduced since fewer applications will be submitted and they will also be more in line with the company’s demands.
Machine learning in human resources
The use of machine learning in human resources promises to definitively transform the way these departments operate. With its use, organizations can improve the relationship they have with their employees. Human resources management means collecting data from a large number of areas and machine learning allows for its analysis in a fast way. Data analysis is a fundamental element in any human resources strategy. In fact, it has been used for many years, but the analysis of the information held by these departments was done manually with the help of tools such as ERPs. However, the use of machine learning in human resources is changing the way these departments operate. Not so long ago, data collection and processing limited the time HR staff spent interpreting the data. But the use of machine learning is bringing about a radical transformation in the areas of HR and talent management.The use of this tool allows a more efficient response to the different scenarios that may arise within an organization, providing accurate and valuable data to accelerate decision making. Human resources and machine learning are two concepts that are becoming increasingly linked. Organizations are undergoing a real transformation. HR departments are no longer just in charge of payrolls or executing employee registrations or terminations. Manage remote work, implementing flexible remuneration and implementing work-life balance policies are just some of the tasks they are entrusted with. And to carry them out, artificial intelligence and machine learning which, although they are two different concepts, are analogous, make it possible to accelerate the processes. With these technologies, the work of the HR department has expanded so that it has become a value driver that helps the organization meet its key objectives. Machine learning to manage HR Human resource management means collecting data from a wide range of areas. A solution such as BesTalent IA by aggity makes use of the artificial intelligence and machine learning, to obtain information on employee attitudes and sentiments.The company’s management team is also responsible for the management of the organization’s talent, verifying training processes, managing compensation or dealing with relevant external developments, as well as retaining and attracting the talent the organization needs. cybersecurity. Use of machine learning More and more companies are taking advantage of the benefits that artificial intelligence and machine learning provide to human resources departments. Different reports indicate that around 60% of companies are already applying machine learning in their HR departments. However, its development is still at an early stage, as seven out of 10 companies using it consider that they are not yet getting all the benefits it can offer. Advantages of using machine learning in HR It seems clear, therefore, that the future of human resources and talent management lies in the application of machine learning. Fundamentally because its use allows HR professionals to move into more business-critical roles. The application of machine learning has numerous benefits and in the field of HR it allows, for example, that in a recruitment process it can automatically pre-select a set of resumes based on certain key criteria, thus facilitating the identification of the most suitable candidate. Machine learning can also predict movements such as an employee’s intention to leave the company. Thanks to the use of machine learning, the HR department can establish parameters to detect possible abandonment scenarios and make decisions so that the employee remains in the company since it can find out what is driving him/her to leave. All of this, will enable forward-looking strategies because, as the algorithm learns to predict employee flight risk more quickly, it can take preventative action long before an employee realizes they are on their way to their next job. The benefits extend to many more areas. There are numerous applications of machine learning in business environments that benefit from its application: building customer loyalty, increasing productivity or improving the supply chain are just some of them. And, without a doubt, human resources and talent management is one of the departments that derives the most value from its use.
Flexible remuneration. Un factor clave en la estrategia de RRHH
Flexible compensation plans are a growing element in the HR strategies of organizations that are enabling them to effectively manage the talent and well-being of their employees. Flexible compensation plans will evolve from a generic model to a more individualized and personalized one thanks to the use of technology. Although the concept is an old one and was mainly applied by larger companies, flexible compensation has been gaining prominence in recent months, regardless of the size of the organization. Butwhat is flexible compensation? Flexible compensation is a form of compensation that goes beyond the mere monthly payroll income and is also used to pay for the work performed by an organization’s employees. For the employee, the advantage is that they use part of their salary to obtain products or services at a lower price than the market price. Why implement a flexible compensation plan? The current reality, in which high rates of inflation are hurting workers’ purchasing powerhas allowed the also known as the flexible compensation plan has become one of the most important main trends in HR. This steady rise in prices has caused employees to start demanding compensation from companies to enable them to meet the cost of the increase. The problem is that most organizations cannot offer a massive salary increase, so the implementation of a flexible compensation plan has been seen as the solution that satisfies both the company and the employee. Among the most common benefits that are part of a flexible remuneration system are some such as more flexible working hours or increased telecommuting hours, which are added to the more traditional ones such as restaurant vouchers, transportation assistance or health insurance. The incorporation of this series of benefits has therefore become a fundamental tool for the HR department to improve organizational structure, address the talent crisis and optimize company resources, in addition to improving employee well-being. For companies, several studies estimate that the implementation of a flexible compensation system provides a return of between 10 and 25 times the investment made compared to having to undertake a salary increase. The flexible remuneration of the future Despite the advantages provided by flexible compensation plans, the truth is that many employees do not see their expectations satisfied with them. This is because the needs of each of them are different, so the fact of granting generic benefits is starting not to be part of the human resources strategy of many companies. For example, a worker without children does not benefit from the childcare voucher, and a worker who lives a 15-minute walk from home does not need transportation assistance. Flexible compensation solutions As a result, HR and talent management departments are increasingly relying on solutions and platforms such as BesTalent IA by aggityThe use of technologies such as Artificial Intelligence, Big Data or Machine Learning to optimize your strategy and provide the necessary information to provide the worker with the necessary information to optimize his or her strategy. a flexible compensation plan that is fully individualized and tailored to your needs. These solutions will also analyze other data such as price increases and offer data-driven solutions for workers to mitigate this situation. In the end, what is achieved with the implementation of any flexible compensation system is that employees have the best possible working environment, which increases the feeling of belonging to the company and also raises their productivity ratios.
Women’s leadership and equal opportunities in the technology sector
Despite the degree of innovation enjoyed by the ICT sector, there is still a long way to go in terms of female leadership and equal opportunities. Despite progress, female leadership still faces many challenges. Aspects such as reaching management positions or enjoying equal opportunities and real wages are just some of the aspects in which companies need to evolve in order to support women’s leadership. Far from what might appear to be the case, the data corroborate several deficits. Although it is true that Spain is not one of the worst off EU countries, as it is not one of the worst off countries in the EU. ranks sixth in gender equality in organizationsbut the report ‘Women in the Workplace 2022′.conducted by McKinsey & Company in partnership with LeanIn.Org, certifies that only 6% of women hold general management positions, 17% are at a lower level and there are only 33% of female directors in Spanish organizations.. All of these figures are lower than the European average of 8%, 21% and 31%, respectively. What about the technology sector? Spain does have a strong female presence as CEO or general manager in many of the technology multinationals operating in the country. It may well be the exception that proves the rule when it comes to women’s leadership in business. women’s leadership in the companyThe presence of women in the rest of the layers of the organization’s organizational chart can be significantly improved. The challenge lies in the fact that the Spanish ICT sector does not have an example to follow: the lack of equal opportunities in the workplace also occurs in the rest of Western countries. Even in those countries that are supposed to be more advanced in terms of equal opportunities between men and women, such as the Nordic countries. According to data from the ‘Bloomberg Gender Equality Index 2023’, which evaluates female leadership opportunities, equal pay, inclusive culture, anti-sexual harassment policies and brand perception abroad, technology is the second best positioned sector. But there’s a catch: it does so thanks to the good score (72%) in the inclusive culture section, where only the financial sector and the telecommunications sector outperform it. In the rest of the sections the figures are more than improvable, especially with regard to female leadership and the channeling of talent, where it obtains 48%, which means that only the utilities and energy sectors are in a worse position. 11% lower salaries Nor can the ICT sector boast in terms of salaries. This figure is surprising given that this is an innovative sector that has carried out actions such as the promotion of teleworking, the provision of female leadership courses and the adoption of measures for work-life balance. But the reality is that the wage gap between men and women exists and, according to INE data, women working in the ICT sector earn on average 11% less than men in the same position. Above other sectors such as healthcare or industry, but far below the hospitality and education sectors. Keys to boost women’s leadership Addressing the keys to providing an impetus that guarantees equal rights and opportunities will not only have a positive impact on women, but also on the entire company due to, among other things, the resulting improvement in the work climate in the work environment. A platform such as BesTalent IA by aggity helps organizations to detect where mismatches in equal treatment in the workplace are occurring and to determine what the needs of all female employees and their expectations are. Based on this knowledge, the solution helps talent managers define the most appropriate career development opportunities and actions for women to reach positions of responsibility that drive female leadership.