{"id":2488,"date":"2025-01-31T11:35:07","date_gmt":"2025-01-31T15:35:07","guid":{"rendered":"https:\/\/copant.org\/?p=2488"},"modified":"2025-01-31T12:01:03","modified_gmt":"2025-01-31T16:01:03","slug":"webinar-sobre-inclusion-de-genero-y-normas-sensibles-al-genero-copant","status":"publish","type":"post","link":"https:\/\/copant.org\/en\/webinar-sobre-inclusion-de-genero-y-normas-sensibles-al-genero-copant\/","title":{"rendered":"Webinar sobre Inclusi\u00f3n de G\u00e9nero y Normas Sensibles al G\u00e9nero – COPANT"},"content":{"rendered":"

Webinar sobre Inclusi\u00f3n de G\u00e9nero y Normas Sensibles al G\u00e9nero – COPANT<\/strong><\/h3>\n

El 26 de noviembre de 2024, la Comisi\u00f3n Panamericana de Normas T\u00e9cnicas (COPANT) llev\u00f3 a cabo el webinar titulado \u201cInclusi\u00f3n de G\u00e9nero y Normas Sensibles al G\u00e9nero\u201d, reuniendo a 72 participantes de los siguientes 21 pa\u00edses: Argentina, Bolivia, Brasil, Canad\u00e1, Chile, Colombia, Cuba, Ecuador, Estados Unidos, Francia, Italia, Jamaica, M\u00e9xico, Panam\u00e1, Paraguay, Per\u00fa, Rep\u00fablica Dominicana, Suiza, Trinidad & Tobago, Uruguay y St. Vincent & the Grenadines.<\/p>\n

Este evento cont\u00f3 con la participaci\u00f3n de representantes de organismos de normalizaci\u00f3n, metrolog\u00eda, acreditaci\u00f3n, evaluaci\u00f3n de la conformidad, expertos internacionales y otros actores clave en la infraestructura de calidad.<\/p>\n

\u00a0<\/p>\n

El webinar tuvo como prop\u00f3sito principal explorar c\u00f3mo integrar la perspectiva de g\u00e9nero en los procesos de normalizaci\u00f3n e infraestructura de calidad, permitiendo que las normas t\u00e9cnicas sean m\u00e1s inclusivas, equitativas y representativas. Este encuentro se destac\u00f3 por ofrecer un espacio de di\u00e1logo donde expertos internacionales compartieron experiencias, mejores pr\u00e1cticas y estrategias innovadoras para abordar los desaf\u00edos actuales en materia de g\u00e9nero.<\/p>\n

\u00a0<\/strong><\/p>\n

Desarrollo del Evento: Una Agenda Integral<\/strong><\/p>\n

La agenda del webinar fue dise\u00f1ada para abordar los temas m\u00e1s relevantes sobre g\u00e9nero en la normalizaci\u00f3n, estructurada en bloques tem\u00e1ticos que abarcaron desde perspectivas globales hasta experiencias locales. Se presentaron casos de estudio, an\u00e1lisis t\u00e9cnicos y propuestas concretas para futuros pasos.<\/p>\n

\u00a0<\/strong><\/p>\n

Apertura e Introducci\u00f3n<\/strong><\/p>\n

    \n
  1. Introducci\u00f3n al Tema:<\/strong> Kory Eguino, Secretaria Ejecutiva de COPANT<\/a>, inaugur\u00f3 el evento destacando la importancia de integrar la perspectiva de g\u00e9nero en las normas t\u00e9cnicas y su impacto en la infraestructura de calidad. Su intervenci\u00f3n estableci\u00f3 el contexto global y regional, enfatizando los avances logrados hasta la fecha y los retos a\u00fan pendientes para alcanzar una mayor equidad.<\/li>\n<\/ol>\n

    \u00a0<\/p>\n

    Bloque 1: Estrategias Globales y Normas Sensibles al G\u00e9nero<\/strong><\/p>\n

      \n
    1. Estrategia de G\u00e9nero de ISO (Rachel Miller, ISO<\/a>):<\/strong><\/li>\n<\/ol>\n

      Rachel Miller present\u00f3 la evoluci\u00f3n de la Estrategia de G\u00e9nero<\/a> y el Plan de Acci\u00f3n de ISO, implementado desde 2019. Subray\u00f3 la relevancia de recopilar datos<\/a> que permitan analizar la participaci\u00f3n de las mujeres en los comit\u00e9s t\u00e9cnicos, quienes actualmente constituyen aproximadamente el 30% de los normalizadores a nivel global. Adem\u00e1s, destac\u00f3 los esfuerzos de ISO para sensibilizar a las comunidades t\u00e9cnicas sobre la importancia de integrar la perspectiva de g\u00e9nero en las normas y promover una representaci\u00f3n m\u00e1s equitativa en todos los niveles de liderazgo t\u00e9cnico y organizacional.<\/p>\n

      \u00a0<\/p>\n

      En este contexto, Miller introdujo la Gu\u00eda ISO\/IEC Orientaci\u00f3n sobre Normas con Perspectiva de G\u00e9nero<\/a><\/em>, dise\u00f1ada para garantizar que las Normas Internacionales beneficien por igual a todos los g\u00e9neros y que los comit\u00e9s t\u00e9cnicos eval\u00faen las posibles implicaciones de g\u00e9nero en su trabajo. Tambi\u00e9n enfatiz\u00f3 la incorporaci\u00f3n de terminolog\u00eda inclusiva<\/a>, un requisito establecido en las Directivas ISO\/IEC, que promueve el uso de un lenguaje accesible e inclusivo en los documentos normativos de ISO e IEC. Para avanzar en este aspecto, se form\u00f3 un Grupo Consultivo Estrat\u00e9gico Conjunto sobre Normas con Perspectiva de G\u00e9nero (ISO\/IEC JSAG on GRS) que aborda terminolog\u00eda inclusiva en temas de g\u00e9nero, accesibilidad, raza y situaci\u00f3n econ\u00f3mica, entre otros.<\/p>\n

      \u00a0<\/p>\n

        \n
      1. Norma ISO 53800 (Petra Sevcikova, AFNOR<\/a> y Gestora del Comit\u00e9 ISO\/PC 337<\/a>):<\/strong><\/li>\n<\/ol>\n

        Petra Sevcikova present\u00f3 una descripci\u00f3n detallada de la nueva norma ISO 53800:2024<\/a> – Directrices para la Promoci\u00f3n y la Aplicaci\u00f3n de la Igualdad de G\u00e9nero y el Empoderamiento de las Mujeres<\/em>, destacando su importancia como una herramienta clave para fomentar la igualdad de g\u00e9nero en organizaciones p\u00fablicas y privadas. Esta norma<\/a> proporciona directrices claras, herramientas pr\u00e1cticas y buenas pr\u00e1cticas dise\u00f1adas para ser adaptables a diversos contextos organizacionales y niveles de madurez en temas de g\u00e9nero.<\/p>\n

        \u00a0<\/p>\n

        Subray\u00f3 el car\u00e1cter preventivo y flexible de la norma, que busca facilitar su aplicaci\u00f3n independientemente del tama\u00f1o o tipo de organizaci\u00f3n. Aunque actualmente no es certificable, se est\u00e1n explorando posibles desarrollos futuros que incluyan m\u00e9tricas espec\u00edficas para medir y evaluar su impacto. La norma representa un paso significativo hacia la integraci\u00f3n de la perspectiva de g\u00e9nero en los sistemas de gesti\u00f3n y las estrategias organizacionales a nivel global.<\/p>\n

        \u00a0<\/p>\n

        Bloque 2: Casos de Estudio Nacionales<\/strong><\/p>\n

          \n
        1. Italia (Elena Mocchio, UNI<\/a>):<\/strong><\/li>\n
        2. Elena Mocchio present\u00f3 el modelo italiano de certificaci\u00f3n en igualdad de g\u00e9nero, sustentado en la norma UNI\/PdR 125<\/a>, Directrices sobre el sistema de gesti\u00f3n de la igualdad de g\u00e9nero, que prev\u00e9 la adopci\u00f3n de indicadores clave de rendimiento (KPI) espec\u00edficos relativos a las pol\u00edticas de igualdad de g\u00e9nero en las organizaciones,<\/em> la cual establece 33 indicadores clave que abarcan \u00e1reas fundamentales como gobernanza, igualdad salarial, conciliaci\u00f3n laboral y cultura organizacional. Mocchio destac\u00f3 c\u00f3mo este sistema se ha consolidado como un referente internacional en la promoci\u00f3n de la equidad de g\u00e9nero en el \u00e1mbito empresarial y organizacional. Hasta la fecha, m\u00e1s de 4,900 organizaciones han adoptado y obtenido esta certificaci\u00f3n, evidenciando su efectividad y alcance en la mejora de pr\u00e1cticas inclusivas y sostenibles.<\/li>\n<\/ol>\n

          \u00a0<\/p>\n

          Adem\u00e1s, subray\u00f3 la importancia de las nuevas normas de la UE<\/a> sobre transparencia salarial como herramienta para combatir la discriminaci\u00f3n salarial en el \u00e1mbito laboral y reducir la brecha salarial de g\u00e9nero, que en promedio alcanza el 13% en la Uni\u00f3n Europea. La falta de transparencia en los salarios ha sido identificada como uno de los principales obst\u00e1culos para alcanzar la igualdad salarial, con un impacto a largo plazo en la calidad de vida de las mujeres, su riesgo de pobreza y la brecha en las pensiones, que se sit\u00faa en un 30% en la UE (datos de 2018). Estas medidas buscan empoderar a las trabajadoras para hacer valer su derecho a un salario igual por trabajo de igual valor, contribuyendo as\u00ed al cierre de estas brechas hist\u00f3ricas.<\/p>\n

          \u00a0<\/p>\n

            \n
          1. Argentina (Anal\u00eda Purita, IRAM<\/a>):<\/strong><\/li>\n
          2. Anal\u00eda Purita comparti\u00f3 la experiencia de Argentina con la norma IRAM 57001<\/a>, un sistema de gesti\u00f3n dise\u00f1ado para promover la equidad de g\u00e9nero en las organizaciones, alineado con la ISO 53800. Destac\u00f3 los avances logrados en su implementaci\u00f3n, como la certificaci\u00f3n de empresas que han adoptado esta norma para garantizar igualdad de oportunidades, equilibrar la vida personal y laboral, y establecer pr\u00e1cticas que fomenten el bienestar organizacional. Argentina tambi\u00e9n ha contribuido al desarrollo global de la ISO 53800 mediante la inclusi\u00f3n de ejemplos locales en el Anexo C, como el Programa de Formaci\u00f3n Micaela<\/em>, una iniciativa que obliga a la capacitaci\u00f3n en g\u00e9nero y prevenci\u00f3n de violencia para todos los niveles del sector p\u00fablico, fomentando cambios estructurales hacia la igualdad.<\/li>\n<\/ol>\n

            \u00a0<\/p>\n

            Adem\u00e1s, Purita explic\u00f3 el compromiso de IRAM con su Plan de Acci\u00f3n de G\u00e9nero (GAP), que busca evaluar la situaci\u00f3n actual del pa\u00eds en materia de equidad, identificar oportunidades de mejora e integrar sistem\u00e1ticamente la perspectiva de g\u00e9nero en las normas y su desarrollo. Este enfoque demuestra c\u00f3mo la normalizaci\u00f3n puede ser una herramienta estrat\u00e9gica para transformar las din\u00e1micas culturales y organizativas, contribuyendo a un progreso sostenible y equitativo en toda la regi\u00f3n.<\/p>\n

            \u00a0<\/p>\n

            Purita resalt\u00f3 c\u00f3mo estas contribuciones han enriquecido el desarrollo global de la norma, posicionando a Argentina como un referente en la integraci\u00f3n de la perspectiva de g\u00e9nero en los sistemas de gesti\u00f3n a nivel internacional, gracias a casos de \u00e9xito y pr\u00e1cticas innovadoras.<\/p>\n

            \u00a0<\/p>\n

              \n
            1. Ecuador (Carla Gordon, INEN<\/a>):<\/strong><\/li>\n
            2. Carla Gordon present\u00f3 el Plan de Acci\u00f3n de G\u00e9nero desarrollado por el Servicio Ecuatoriano de Normalizaci\u00f3n (INEN), destacando las iniciativas clave para fomentar la inclusi\u00f3n de mujeres en los comit\u00e9s t\u00e9cnicos y el establecimiento de c\u00f3digos de conducta organizacionales. Este plan tambi\u00e9n incluye programas de capacitaci\u00f3n interna, la incorporaci\u00f3n sistem\u00e1tica de la perspectiva de g\u00e9nero en los sistemas de gesti\u00f3n y un monitoreo continuo del progreso en la representaci\u00f3n femenina dentro de los comit\u00e9s t\u00e9cnicos. Estas acciones reflejan el compromiso de Ecuador con la equidad de g\u00e9nero y la mejora de la infraestructura de calidad en el pa\u00eds.<\/li>\n<\/ol>\n

              \u00a0<\/p>\n

                \n
              1. M\u00e9xico (Maribel L\u00f3pez, MUSICA<\/a>):<\/strong><\/li>\n
              2. Maribel L\u00f3pez, Directora Ejecutiva de la Entidad Mexicana de Acreditaci\u00f3n (ema<\/a>) y Presidenta de MUSICA, la Asociaci\u00f3n de Mujeres en la Infraestructura de la Calidad, present\u00f3 las iniciativas de esta asociaci\u00f3n mexicana que promueve la participaci\u00f3n activa de las mujeres en la infraestructura de calidad. MUSICA, con m\u00e1s de 90 miembros, se ha consolidado como un referente en la regi\u00f3n a trav\u00e9s de programas de mentor\u00eda, capacitaciones especializadas y certificaciones en igualdad laboral. L\u00f3pez destac\u00f3 los logros de la asociaci\u00f3n, que incluyen el fortalecimiento de la inclusi\u00f3n y la equidad de g\u00e9nero en el sector.<\/li>\n<\/ol>\n

                \u00a0<\/p>\n

                Destac\u00f3 que COPANT es ahora miembro de MUSICA, organizaci\u00f3n con la cual se est\u00e1 trabajando en conjunto para impulsar la perspectiva de g\u00e9nero en la normalizaci\u00f3n, as\u00ed como otras actividades de intercambio y capacitaci\u00f3n.<\/p>\n

                \u00a0<\/p>\n

                Asimismo, subray\u00f3 la importancia de replicar este modelo exitoso en otros pa\u00edses de la regi\u00f3n panamericana, fomentando una infraestructura de calidad m\u00e1s inclusiva y equitativa.<\/p>\n

                \u00a0<\/p>\n

                Bloque 3: Iniciativas Regionales y Tem\u00e1ticas Espec\u00edficas<\/strong><\/p>\n

                  \n
                1. Prevenci\u00f3n de la Violencia de G\u00e9nero (Aline Faria, ABNT<\/a> y Project leader del ISO\/TC 309\/WG 12):<\/strong><\/li>\n<\/ol>\n

                  Aline Faria present\u00f3 los avances en el desarrollo de la norma ISO 37201<\/a>, liderada por el grupo de trabajo ISO\/TC 309\/WG 12, dise\u00f1ada espec\u00edficamente para prevenir y combatir la violencia contra las mujeres en las organizaciones. Esta norma proporciona un marco para implementar pol\u00edticas de prevenci\u00f3n, medidas de respuesta efectiva y mecanismos de apoyo para las v\u00edctimas, adapt\u00e1ndose a diferentes contextos y necesidades organizativas.<\/p>\n

                  \u00a0<\/p>\n

                  La norma busca guiar a las organizaciones en la mejora de su gobernanza y en la adopci\u00f3n de medidas proactivas para abordar la violencia de g\u00e9nero, considerando tanto su entorno como las expectativas de las partes interesadas relevantes. Actualmente, ISO 37201 se encuentra en su etapa de desarrollo WD1 y se prev\u00e9 que ser\u00e1 sometida a comentarios en el WG12 en diciembre de 2024. Este esfuerzo representa un paso significativo hacia la creaci\u00f3n de espacios laborales m\u00e1s seguros e inclusivos.<\/p>\n

                  \u00a0<\/p>\n

                    \n
                  1. Normas Sensibles al G\u00e9nero en Canad\u00e1 (Michelle Parkouda, SCC<\/a>):<\/strong><\/li>\n<\/ol>\n

                    Michelle Parkouda, del Consejo Canadiense de Normas (SCC), reflexion\u00f3 sobre el impacto positivo de la diversidad de g\u00e9nero en los comit\u00e9s t\u00e9cnicos, destacando c\u00f3mo esta diversidad impulsa la innovaci\u00f3n, mejora el desempe\u00f1o organizacional y genera beneficios financieros significativos. Adem\u00e1s, enfatiz\u00f3 la importancia de incorporar las diferencias de g\u00e9nero en cada etapa del desarrollo de Normas Internacionales, asegurando que estas sean inclusivas y respondan de manera equitativa a las necesidades de todos los grupos. Parkouda subray\u00f3 que considerar la perspectiva de g\u00e9nero no solo fortalece la calidad de las normas, sino que tambi\u00e9n promueve una mayor equidad y representatividad en el \u00e1mbito normativo global.<\/p>\n

                    \u00a0<\/strong>Bloque 4: Reflexiones y Discusi\u00f3n Final<\/strong><\/p>\n

                    Durante el panel de discusi\u00f3n final, los participantes analizaron estrategias para integrar la perspectiva de g\u00e9nero en los procesos de normalizaci\u00f3n, identificando desaf\u00edos clave como la recopilaci\u00f3n de datos, la sensibilizaci\u00f3n de las comunidades t\u00e9cnicas y la implementaci\u00f3n de pol\u00edticas inclusivas. La discusi\u00f3n gener\u00f3 propuestas concretas que delinean el camino hacia una normalizaci\u00f3n m\u00e1s equitativa:<\/p>\n

                      \n
                    1. Desarrollo de Indicadores Regionales:<\/strong><\/li>\n
                    2. Se plante\u00f3 la posibilidad de que COPANT lidere la creaci\u00f3n de m\u00e9tricas espec\u00edficas para medir el impacto de la norma ISO 53800 en la infraestructura de calidad de los pa\u00edses miembros, con el fin de evaluar avances y oportunidades de mejora.<\/li>\n
                    3. Fortalecimiento de la Colaboraci\u00f3n Regional:<\/strong><\/li>\n
                    4. Se acord\u00f3 trabajar de manera conjunta con organizaciones clave como MUSICA, COPANT, SIM<\/a> e IAAC<\/a> para desarrollar iniciativas que impulsen la igualdad de g\u00e9nero en la regi\u00f3n panamericana, fomentando sinergias y compartiendo buenas pr\u00e1cticas.<\/li>\n
                    5. Talleres y Capacitaciones Continuas:<\/strong><\/li>\n
                    6. COPANT organizar\u00e1 actividades de formaci\u00f3n y talleres a lo largo del a\u00f1o, dise\u00f1ados para mantener un di\u00e1logo constante sobre g\u00e9nero y normalizaci\u00f3n entre los miembros, promoviendo la actualizaci\u00f3n y el intercambio de experiencias.<\/li>\n<\/ol>\n

                      \u00a0<\/p>\n

                      Esta discusi\u00f3n cerr\u00f3 el evento con un fuerte llamado a la acci\u00f3n, destacando la importancia de un enfoque colaborativo para superar los retos y consolidar avances en la equidad de g\u00e9nero dentro de la normalizaci\u00f3n en la regi\u00f3n.<\/p>\n

                      Ver la grabaci\u00f3n en<\/p>\n

                      Grabaci\u00f3n<\/a><\/p>\n

                      Passcode: X07ZYjj+<\/p>\n

                      _____________________________________________________<\/p>\n

                      Webinar on Gender Inclusion and Gender-Sensitive Standards – COPANT<\/strong><\/em><\/span><\/h3>\n

                      On November 26, 2024, the Pan American Standards Commission (COPANT) held a webinar entitled \u201cGender Inclusion and Gender-Sensitive Standards\u201d, bringing together 72 participants from the following 21 countries: Argentina, Bolivia, Brazil, Canada, Chile, Colombia, Cuba, Dominican Republic, Ecuador, France, Italy, Jamaica, Mexico, Panama, Paraguay, Peru, Switzerland, Trinidad & Tobago, United States, Uruguay and St. Vincent & the Grenadines. This event was attended by representatives of standardization, metrology, accreditation, conformity assessment bodies, international experts and other key players in the quality infrastructure.<\/em><\/span><\/p>\n

                      \u00a0<\/p>\n

                      The main purpose of the webinar was to explore how to integrate the gender perspective in the standardization and quality infrastructure processes, allowing technical standards to be more inclusive, equitable and representative. This meeting provided a space for dialogue where international experts shared experiences, best practices and innovative strategies to address current gender challenges.<\/em><\/span><\/p>\n

                      \u00a0<\/strong><\/em><\/span><\/p>\n

                      Development of the Event: A Comprehensive Agenda<\/strong><\/em><\/span><\/p>\n

                      The agenda of the webinar was designed to address the most relevant topics on gender in standardization, structured in thematic blocks that ranged from global perspectives to local experiences. Case studies, technical analysis and concrete proposals for future steps were presented.<\/em><\/span><\/p>\n

                      \u00a0<\/strong><\/em><\/span><\/p>\n

                      Opening and Introduction<\/strong><\/em><\/span><\/p>\n

                        \n
                      1. Topic Introduction:<\/strong> Kory Eguino, Executive Secretary of COPANT<\/a>, opened the event by highlighting the importance of integrating the gender perspective in technical standards and their impact on quality infrastructure. Her intervention established the global and regional context, emphasizing the progress achieved to date and the challenges still pending to achieve greater equity.<\/em><\/span><\/li>\n<\/ol>\n

                        \u00a0<\/strong><\/em><\/span><\/p>\n

                        Block 1: Global Strategies and Gender-Sensitive Standards<\/strong><\/em><\/span><\/p>\n

                          \n
                        1. ISO Gender Strategy (Rachel Miller, ISO<\/a>):<\/strong><\/em><\/span><\/li>\n<\/ol>\n

                          Rachel Miller presented the evolution of ISO’s Gender Strategy<\/a> and Action Plan, implemented since 2019. She stressed the relevance of collecting data<\/a> to analyze the participation of women in technical committees, who currently make up approximately 30% of standardizers globally. In addition, she highlighted ISO’s efforts to raise awareness in the technical communities of the importance of integrating a gender perspective into standards and promoting more equitable representation at all levels of technical and organizational leadership.<\/em><\/span><\/p>\n

                          \u00a0<\/strong><\/em><\/span><\/p>\n

                          In this context, Miller introduced the ISO\/IEC Guidance on Gender-Sensitive Standards<\/a>, designed to ensure that International Standards benefit all genders equally and that technical committees evaluate the potential gender implications of their work. She also emphasized the incorporation of inclusive terminology<\/a>, a requirement established in the ISO\/IEC Directives, which promotes the use of accessible and inclusive language in ISO and IEC standards documents. To advance in this aspect, a Joint Strategic Advisory Group on Gender Responsive Standards (ISO\/IEC JSAG on GRS) was formed to address inclusive terminology on issues of gender, accessibility, race and economic status, among others.<\/em><\/span><\/p>\n

                          \u00a0<\/p>\n

                            \n
                          1. ISO 53800 Standard (Petra Sevcikova, AFNOR<\/a> and Committee Manager of ISO\/PC 337<\/a>):<\/strong><\/em><\/span><\/li>\n<\/ol>\n

                            Petra Sevcikova presented a detailed description of the new ISO 53800:2024<\/a> – Guidelines for the Promotion and Implementation of Gender Equality and the Empowerment of Women, highlighting its importance as a key tool for promoting gender equality in public and private organizations. This standard provides clear guidelines, practical tools and best practices designed to be adaptable to diverse organizational contexts and levels of maturity in gender issues.<\/em><\/span><\/p>\n

                            \u00a0<\/p>\n

                            She emphasized the preventive and flexible nature of the standard, which seeks to facilitate its application regardless of the size or type of organization. Although it is not currently certifiable, possible future developments are being explored to include specific metrics to measure and evaluate its impact. The standard<\/a> represents a significant step towards the integration of the gender perspective into management systems and organizational strategies at a global level.<\/em><\/span><\/p>\n

                            \u00a0<\/p>\n

                            Block 2: National Case Studies<\/strong><\/em><\/span><\/p>\n

                              \n
                            1. \n
                                \n
                              1. Italy (Elena Mocchio, UNI<\/a>):<\/strong><\/em><\/span><\/li>\n<\/ol>\n<\/li>\n<\/ol>\n

                                Elena Mocchio presented the Italian gender equality certification model, based on UNI\/PdR 125<\/a>, Guidelines on the management system for gender equality which provides the adoption of specific KPIs (Key Performance Indicator) relating to gender equality policies in organizations, which establishes 33 key indicators covering key areas such as governance, equal pay, work-life balance and organizational culture. Mocchio highlighted how this system has become an international benchmark in the promotion of gender equity in the business and organizational sphere. To date, more than 4,900 organizations have adopted and obtained this certification, evidencing its effectiveness and scope in improving inclusive and sustainable practices.<\/em><\/span><\/p>\n

                                \u00a0<\/p>\n

                                She also stressed the importance of the new UE rules<\/a> on wage transparency as a tool to combat wage discrimination in the workplace and reduce the gender pay gap, which averages 13% in the European Union. Lack of pay transparency has been identified as one of the main obstacles to achieving equal pay, with a long-term impact on women’s quality of life, their risk of poverty and the pension gap, which stands at 30% in the EU (2018 data). These measures seek to empower women workers to assert their right to equal pay for work of equal value, thus contributing to the closing of these historical gaps.<\/em><\/span><\/p>\n

                                \u00a0<\/p>\n

                                  \n
                                1. \n
                                    \n
                                  1. Argentina (Anal\u00eda Purita, IRAM<\/a>):<\/strong><\/em><\/span><\/li>\n<\/ol>\n<\/li>\n<\/ol>\n

                                    Anal\u00eda Purita shared Argentina’s experience with IRAM 57001<\/a>, a management system designed to promote gender equity in organizations, aligned with ISO 53800. She highlighted the progress made in its implementation, such as the certification of companies that have adopted this standard to guarantee equal opportunities, balance personal and work life, and establish practices that promote organizational wellbeing. Argentina has also contributed to the global development of ISO 53800 by including local examples in Annex C, such as the Micaela Training Program, an initiative that mandates gender and violence prevention training for all levels of the public sector, fostering structural changes towards equality.<\/em><\/span><\/p>\n

                                    \u00a0<\/p>\n

                                    In addition, Purita explained IRAM’s commitment to its Gender Action Plan (GAP), which seeks to assess the country’s current situation in terms of equity, identify opportunities for improvement and systematically integrate the gender perspective into standards and their development. This approach demonstrates how standardization can be a strategic tool for transforming cultural and organizational dynamics, contributing to sustainable and equitable progress throughout the region.<\/em><\/span><\/p>\n

                                    \u00a0<\/p>\n

                                    Purita highlighted how these contributions have enriched the global development of the standard, positioning Argentina as a benchmark in the integration of the gender perspective in management systems at the international level, thanks to success stories and innovative practices.<\/em><\/span><\/p>\n

                                    \u00a0<\/p>\n

                                      \n
                                    1. \n
                                        \n
                                      1. Ecuador (Carla Gordon, INEN<\/a>):<\/strong><\/em><\/span><\/li>\n<\/ol>\n<\/li>\n<\/ol>\n

                                        Carla Gordon presented the Gender Action Plan developed by the Ecuadorian Standardization Service (INEN), highlighting key initiatives to promote the inclusion of women in technical committees and the establishment of organizational codes of conduct. This plan also includes internal training programs, systematic incorporation of the gender perspective into management systems, and continuous monitoring of progress in female representation on technical committees. These actions reflect Ecuador’s commitment to gender equity and improving the quality infrastructure in the country.<\/em><\/span><\/p>\n

                                        \u00a0<\/p>\n

                                          \n
                                        1. \n
                                            \n
                                          1. Mexico (Maribel Lopez, MUSICA<\/a>):<\/strong><\/em><\/span><\/li>\n<\/ol>\n<\/li>\n<\/ol>\n

                                            Maribel L\u00f3pez, Executive Director of the Mexican Accreditation Entity (ema<\/a>) and President of MUSICA, the Association of Women in Quality Infrastructure System, presented the initiatives of this Mexican association that promotes the active participation of women in quality infrastructure. MUSICA, with more than 90 members, has established itself as a benchmark in the region through mentoring programs, specialized training and certifications in labor equality. L\u00f3pez highlighted the association’s achievements, which include strengthening inclusion and gender equity in the sector.\u00a0<\/em><\/span><\/p>\n

                                            \u00a0<\/p>\n

                                            She noted that COPANT is now a member of MUSICA, an organization with which it is working together to promote the gender perspective in standardization, as well as other exchange and training activities.<\/em><\/span><\/p>\n

                                            \u00a0<\/p>\n

                                            She also stressed the importance of replicating this successful model in other countries of the Pan-American region, promoting a more inclusive and equitable quality infrastructure.<\/em><\/span><\/p>\n

                                            \u00a0<\/p>\n

                                            Block 3: Regional Initiatives and Specific Themes<\/strong><\/em><\/span><\/p>\n

                                              \n
                                            1. \n
                                                \n
                                              1. Prevention of Gender Violence (Aline Faria, ABNT<\/a> and Project leader of ISO\/TC 309\/WG 12):<\/strong><\/em><\/span><\/li>\n<\/ol>\n<\/li>\n<\/ol>\n

                                                Aline Faria presented the progress in the development of ISO 37201<\/a>, led by the ISO\/TC 309\/WG 12 working group, specifically designed to prevent and combat violence against women in organizations. This standard provides a framework for implementing prevention policies, effective response measures and support mechanisms for victims, adapting to different organizational contexts and needs.<\/em><\/span><\/p>\n

                                                \u00a0<\/strong><\/em><\/span><\/p>\n

                                                The standard seeks to guide organizations in improving their governance and taking proactive measures to address gender-based violence, considering both their environment and the expectations of relevant stakeholders. ISO 37201 is currently in its WD1 development stage and is expected to be submitted for comment at WG12 in December 2024. This effort represents a significant step towards creating safer, more inclusive workplaces.<\/em><\/span><\/p>\n

                                                \u00a0<\/p>\n

                                                  \n
                                                1. \n
                                                    \n
                                                  1. Gender Sensitive Standards in Canada (Michelle Parkouda, SCC<\/a>):<\/strong><\/em><\/span><\/li>\n<\/ol>\n<\/li>\n<\/ol>\n

                                                    Michelle Parkouda of the Standards Council of Canada (SCC) reflected on the positive impact of gender diversity on technical committees, highlighting how this diversity drives innovation, improves organizational performance and generates significant financial benefits. She also emphasized the importance of incorporating gender differences at every stage of the development of International Standards, ensuring that they are inclusive and respond equitably to the needs of all groups. Parkouda stressed that considering the gender perspective not only strengthens the quality of the standards, but also promotes greater equity and representativeness in the global standards arena.<\/em><\/span><\/p>\n

                                                    \u00a0<\/strong><\/em><\/span><\/p>\n

                                                    Block 4: Reflections and Final Discussion<\/strong><\/em><\/span><\/p>\n

                                                    During the final panel discussion, participants analyzed strategies for integrating the gender perspective into standardization processes, identifying key challenges such as data collection, awareness-raising in technical communities and the implementation of inclusive policies. The discussion generated concrete proposals that outline the path towards more equitable standardization:<\/em><\/span><\/p>\n

                                                      \n
                                                    1. \n
                                                        \n
                                                      1. Development of Regional Indicators:<\/strong><\/em><\/span><\/li>\n<\/ol>\n<\/li>\n<\/ol>\n

                                                        The possibility was raised of COPANT leading the creation of specific metrics to measure the impact of ISO 53800 on the quality infrastructure of member countries, in order to assess progress and opportunities for improvement.<\/em><\/span><\/p>\n

                                                        \u00a0<\/p>\n

                                                          \n
                                                        1. \n
                                                            \n
                                                          1. Strengthening Regional Collaboration:<\/strong><\/em><\/span><\/li>\n<\/ol>\n<\/li>\n<\/ol>\n

                                                            It was agreed to work jointly with key organizations such as MUSICA, COPANT, SIM<\/a> and IAAC<\/a> to develop initiatives that promote gender equality in the Pan-American region, fostering synergies and sharing best practices.<\/em><\/span><\/p>\n

                                                            \u00a0<\/p>\n

                                                              \n
                                                            1. \n
                                                                \n
                                                              1. Workshops and Ongoing Training:<\/strong><\/em><\/span><\/li>\n<\/ol>\n<\/li>\n<\/ol>\n

                                                                COPANT will organize training activities and workshops throughout the year, designed to maintain a constant dialogue on gender and standardization among members, promoting updating and exchange of experiences.<\/em><\/span><\/p>\n

                                                                \u00a0<\/p>\n

                                                                This discussion closed the event with a strong call to action, highlighting the importance of a collaborative approach to overcome challenges and consolidate advances in gender equity within standardization in the region.<\/em><\/span><\/p>\n

                                                                \u00a0<\/h2>\n

                                                                Watch the recording at<\/em><\/span><\/p>\n

                                                                Recording<\/a><\/em><\/span><\/p>\n

                                                                Passcode: X07ZYjj+<\/em><\/span><\/p>","protected":false},"excerpt":{"rendered":"

                                                                Webinar sobre Inclusi\u00f3n de G\u00e9nero y Normas Sensibles al G\u00e9nero – COPANT<\/p>","protected":false},"author":1,"featured_media":2497,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_bbp_topic_count":0,"_bbp_reply_count":0,"_bbp_total_topic_count":0,"_bbp_total_reply_count":0,"_bbp_voice_count":0,"_bbp_anonymous_reply_count":0,"_bbp_topic_count_hidden":0,"_bbp_reply_count_hidden":0,"_bbp_forum_subforum_count":0,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[3],"tags":[],"class_list":["post-2488","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-noticias-copant"],"_links":{"self":[{"href":"https:\/\/copant.org\/en\/wp-json\/wp\/v2\/posts\/2488","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/copant.org\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/copant.org\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/copant.org\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/copant.org\/en\/wp-json\/wp\/v2\/comments?post=2488"}],"version-history":[{"count":2,"href":"https:\/\/copant.org\/en\/wp-json\/wp\/v2\/posts\/2488\/revisions"}],"predecessor-version":[{"id":2490,"href":"https:\/\/copant.org\/en\/wp-json\/wp\/v2\/posts\/2488\/revisions\/2490"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/copant.org\/en\/wp-json\/wp\/v2\/media\/2497"}],"wp:attachment":[{"href":"https:\/\/copant.org\/en\/wp-json\/wp\/v2\/media?parent=2488"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/copant.org\/en\/wp-json\/wp\/v2\/categories?post=2488"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/copant.org\/en\/wp-json\/wp\/v2\/tags?post=2488"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}