Women account for half the world’s population. However, the International Labour Organisation (ILO), a United Nations body specialising in employment issues, estimates that only 46.4% of women of working age have jobs, compared to 69.5% of men. In other words, that their effective participation in the workforce is far from being equivalent to that of men.
The ILO warns that, if the current rate of progress is maintained, it could take almost two centuries to achieve full equality in the global employment rates of men and women. It recalls that the employability gap has narrowed by only four percentage points over the last 30 years, from 27.1 points in 1991 to 23.1 points today.
These data reflect how, despite decades of policies promoting access to education and employment, barriers hindering the equitable incorporation of women into the labour market continue to exist. This structural imbalance is also reflected in income: in 2025, women earned 78 cents for every dollar earned by men, according to the data compiled by the above organisation.
Every 8 March, International Women’s Day positions a question that no longer accepts rhetorical answers centre stage in the public debate: are we really moving towards effective equality in the workplace and business? The latest figures suggest a dual reality. On the one hand, progress is undeniable. On the other, the pace remains insufficient in view of the transformational potential of full equality in economic, social and organisational terms.
Measures to achieve gender equality in the labour environment
If we examine the context we’re witnessing, one involving the energy transition, digitisation and the redefinition of production models, gender equality constitutes a key element when it comes to addressing the challenges that lie ahead. It’s no longer just another item on the to-do list. It’s become a strategic factor.
The companies committed to such equality are those that promote identifying women’s talent so as to incorporate and develop it. Thus, in addition to increasing their presence in the workforce, they also drive them to pursue careers with a real chance of development and access to management positions.
Enagás, for example, has an Equality Plan that guides all its initiatives to promote effective equality. It includes measures that range from guaranteeing progress on merit to promoting a work-life balance. The areas it works on include processes such as awareness-raising and communication, selection and recruitment, training, remuneration and so on.
The company’s Executive Committee provides proof that its commitments are reflected in action: 50% of its members are women. And the Board of Directors boasts 40% female representation.
Enagás has received several awards as a result of these kinds of initiatives. In 2025 it was the second best company in the world for gender equality and the best in its sector, according to Equileap’s Women’s Equality in the Workplace index.
The challenges facing gender equality in the business sector
Although the presence of women in entry-level positions has approached that of men, their representation decreases as they move up the corporate hierarchy. The Women in the Workplace 2025 report published by McKinsey & Company and LeanIn.org documents the following reality:
These data highlight the reality of the so-called broken rung in career progression, which is regarded as a major barrier to entry into management.
How is Spain progressing in terms of gender equality?
The situation in Spain reflects both progress and challenges to be overcome. The ClosinGap 2026 index, which evaluates multiple dimensions of equality, reveals that parity in Spain stands at 65.7%, a marginal improvement on the previous year, but one at a rate that indicates that it may still take more than 30 years to achieve full equality. The biggest gap can be found in work-life balance, followed by representation in private sectors.
Other data show that, if the current gaps are maintained, the Spanish economy could lose over 255 billion euros (around 17% of the GDP) and 2.9 million potential jobs for women. These figures demonstrate that expediting gender equality is an opportunity for real economic growth for Spain and any other advanced economy.
When women occupy decision-making positions, they not only broaden the representation, they also change the internal dynamics: new insights are introduced and more inclusive management is fostered. This transformation is particularly evident in strategic sectors such as energy, technology and infrastructure, in which diversity in decision-making drives more creative and sustainable solutions.
8 March is, therefore, a day for highlighting what’s been achieved and reaffirming the will to complete what still needs to be done. Spain has come a long way, but real progress is measured in terms of an inclusive culture and real opportunities. Current-day equality is an engine of transformation; it’s enhancing companies, it’s enriching the economy and, above all, it’s building a fairer society that’s consistent with the values we want to pass on to future generations.
