The relationship between diversity, leadership, and competitiveness was the main topic at the event “Equity and Leadership as a Competitive Advantage,” organized by the Uruguayan Chamber of Information Technology (CUTI) with support from the Uruguayan Technology Laboratory (LATU), according to a Mar. 25 announcement.
The event brought together representatives from both public and private sectors, as well as international organizations, to discuss how gender diversity can influence business performance and investment attraction. The panel “Women’s Leadership, Sustainable Performance, and Business Competitiveness” included Lucía Monteiro of ANII, Sylvia Chebi of URUCAP, Mariana Ferreira of Uruguay XXI, and was moderated by Inés Jakubovski of Willin. Another panel focused on evidence and opportunities for women in information technology.
Mariana Ferreira, executive director of Uruguay XXI, said that diversity is now considered an important factor for attracting investment. “International investors increasingly value environmental, social, and governance (ESG) criteria, and gender equality is part of these standards,” Ferreira said. She added that companies with diverse decision-making structures not only perform better but also improve their reputation internationally: “Having organizations aligned with these criteria strengthens the country’s reputation and improves its international standing.”
Ferreira also addressed ongoing challenges for women in foreign trade. “Only 6.4% of Uruguayan exporting companies are majority-owned by women, and just 13% of general management positions are held by women,” she said while referencing a study conducted by Uruguay XXI along with CINVE and UN Women.
A report presented at the event showed that although nearly 79% of surveyed female leaders perceive equal opportunities to access leadership roles in technology companies, more than half reported their companies lack formal gender equity policies. Women make up about one-third of employment in the sector but hold only 22% of executive positions.
Participants identified several persistent challenges including work-life balance issues, lack of female role models in leadership roles, and ongoing gender biases within organizations.
