Ángela Carolina, 32, worked for three years in a manufacturing company, in the accounting area. When she first joined, her expectations were high, since she had received good comments from the company. When she met her direct boss, she thought that they would understand each other very well because of her condition as women.
However, as the months went by, Ángela noticed that her workload was higher than her female or male peers with children. “At first she asked me if I had children and a partner, at that time I had a boyfriend, but I told her that I had no plans to have children, since I wanted to focus on professional life. After this, a series of behaviors and comments began that were not pleasant at all.”.
She says that she first began by always designating her to work on holidays. Because she was “new” she accepted it, but then she realized that that was not the reason. “Once I asked him why I was always the one who worked those days and he told me, directly, that it was because I had no family and that my colleagues needed to spend time with their children or wives.”.
Angela was surprised by this type of discrimination and inequality, since she never expected it from a woman. “For her, just being married and having children was having a family.”. He assures that her former boss “condemned” her for not wanting to have children and every time the subject of her was discussed, she referred to her as “damn millennial”, although he clarified it with jokes. Angela resigned.
Verónica Sevilla, former executive director of the Ecuadorian Business Committee and current business developer, is not surprised that women also have this type of macho behavior with their female peers in the workplace.
“These unconscious biases are due to historical social constructions that affect men and women equally. In other words, a woman can be as much or more sexist than a man and it all depends on how she was educated, what examples she had at home, what mentors and leadership she had. The important thing is to know that you can have these biases so that at the time of hiring, promotion or treatment decisions they do not affect a final decision”, he indicates.
For the executive, this type of behavior is already changing with the new generations that are more sensitive to gender issues and are beginning to seek equality among the employees of their companies.
However, there are still sexist practices that force a woman to change her planning, says labor expert Vanessa Velásquez. “Seeing that companies have a bias when hiring for the issue of pregnancies, women also weigh this factor to decide to rule out maternity or postpone it as long as possible”.
Although Ángela assures that her decision not to have children was not because she grew up in the labor field, but because she does not have a “maternal feeling”. She currently works in a pharmaceutical company and the treatment is very different from what she received in the manufacturing company.
“I also have a boss, but she has never asked me about my personal or love life. She hasn’t asked me about the children either. In addition, the work is divided by goals and each collaborator has their own, but I do not feel that one has more work than another. Quitting my other job was a reprieve and a good decision,” she says. (I)
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‘Being single and not having children gave me more work in relation to my married colleagues. She called me a damn millennial,’ says an Ecuadorian worker | Reports | News