Why steel companies are hiring more women

If the entire private sector of Latin America and the Caribbean was one giant company, six out of ten of its employees would be men. And while you could find a somewhat larger number of women in some parts of that company such as Finance, Legal and Human Resources, other areas would almost entirely be made up of men.

Why steel companies are hiring more women


Nueve de cada diez trabajadores de Adelca son hombres. La empresa sabe que tiene que contratar a más mujeres para mantenerse competitiva.

Ecuadorean steel producer Adelca could be considered a unique case even among its male-dominated peers. Nine out of ten workers at the Quito-based company are male, as is its entire senior management team.

While steel manufacturing involves risky and hard work traditionally considered more suited for men, Adelca has recently been hiring more women across all business areas. In fact, the company has engaged in a full-scale program to better understand how to attract and retain more women in their workforce.

As Marco Oleas, Adelca’s Director of Integrated Management, explains, the company is tapping into a more diverse talent pool to increase its financial performance through human resources. Ultimately, the steel producer knows that women are an important part of the workforce the company just can’t afford to pass up if it wants to stay competitive.

To bring in more female workers, Adelca participated in the EDGE Global Gender Certification program, which helped the company assess how it was faring on five aspects considered central to creating a more balanced workforce: equal pay for equivalent work, recruitment and promotion, leadership development training and mentoring, flexible working and company culture.

[caption id="attachment_5232" align="alignnone" width="300"]Nine out of ten workers at Ecuadoran steel company Adelca are male Nine out of ten workers at Ecuadoran steel company Adelca are male[/caption]

By becoming EDGE certified, Adelca has turned into a leader on gender equality. It is the first company in Ecuador and the first in its sector to receive this certification. Adelca also joins the ranks of more than 100 of the most recognizable global brands that have taken the same route, including L’Oreal, Ikea, and Deloitte.

For Adelca, the certification process resulted in a concrete action plan designed to help them attract and retain more women. The company will:

1) Carry out systematic wage gap analysis on salaries, bonuses and other benefits each year to ensure that men and women are fairly compensated and that there is no unexplained gender pay gap.

2) Develop policies for gender equity practices in the hiring, promotion and compensation of employees to eliminate the possibility of discriminatory practices.

3) Establish goals and targets for a balanced composition in management teams and incorporate gender equality metrics in the performance evaluation of the management.

[caption id="attachment_5243" align="alignnone" width="300"]This is how Adelca is bringing more women into its workforce. This is how Adelca is bringing more women into its workforce.[/caption]

Marco Oleas believes that these investments will make Adelca a more attractive company for qualified women employees while ensuring the loyalty and well-being of all employees. As an industry giant, he feels his company has a special responsibility to lead on issues like gender equality. By placing the focus on its employees, the steel manufacturer hopes to provide an example for other companies and encourage them to change traditional patterns.

Throughout this process, Adelca has received support from the Inter-American Investment Corporation, a member of the IDB Group, and the government of Norway through the Gender and Diversity Multi-donor Fund. Leveraging its partnership with EDGE, the Corporation helps its clients reap the business benefits of gender equality in the workplace by examining their talent pipeline and implementing concrete measures to create more gender inclusive companies.


Sanola Daley

Sanola Daley trabaja en la Corporación Internacional Financiera (IFC). Anteriormente, se desempeñó como Especialista Senior de Liderazgo y Desarrollo

Financial Institutions

Related Posts

  • Image
    Open Banking in Latin America & the Caribbean: Here & Now

    Open banking, allowing third-party service providers to access financial data from financial institutions through APIs, is growing rapidly thanks to secular global trends and the region’s thirst for innovation.

  • Banner
    The Digitization of Financial Cooperatives, a Must for Inclusion

    The digitization of financial cooperatives, a fundamental component of the financial sector in the region, is accelerating. There are numerous examples of progress, from Ecuador to Jamaica, that provide grounds for optimism.

  • Banner
    The Rise of Patient Capital – Capital Markets and Private Credit in LAC

    So-called “patient” capital supports the expansion of mid-market enterprises, driving job creation and supporting modernization. It’s now becoming a fixture of private capital investment, which is soaring in the region as investors seek alternatives to the low returns typical of fixed-income assets.