Gender equality influences business competitiveness. Some of the benefits it brings include greater ability to attract and retain talent, a qualitative increase in innovation, creativity, and team productivity, as well as a substantial improvement in workplace climate, reputation, and trust among clients and suppliers.
However, according to the latest data available for Navarra, women represent only 13.55% of board members, 26.27% of management positions, and 24.3% of staff in industrial companies. In response to these figures, the region has launched a diagnostic initiative on gender equality within its industries, aiming to involve organizations from various sectors and sizes, regardless of whether they are led by men or women.
This initiative was presented on Friday during the event “New Challenges for Business Well-being,” attended by around 70 people from the business sector, professional and sectoral associations, consultants, and other entities. At the event, a selection process was announced for companies in Navarra—particularly in industry—interested in diagnosing and improving their talent recruitment and promotion processes, work-life balance, workplace climate, among other areas. Companies wishing to participate can contact Sodena (bblasco@sodena.com).
The proposal is part of the European project Debuting (Development Business Through Inclusiveness and Gender Awareness), which has already conducted a preliminary study on gender equality in Navarra’s industrial sector. A total of 364 local firms and 1,294 individuals participated in the study, including executives (364), middle managers (455), and employees (475). The findings provided insight not only into the figures but also the causes of inequality, organizational challenges, and the effectiveness of current measures—which this new diagnostic phase aims to address.
Debuting, involving Navarra and about ten other European regions, has a total budget of €2.4 million until 2026 and is 80% co-financed by the Interreg Europe interregional cooperation program. Alongside Navarra, participating regions include Värmland (Sweden), Lapland (Finland), North-Vest (Romania), Lower Austria (Austria), Hungary, Emilia-Romagna (Italy), Pomorskie (Poland), Grand Est (France), and Baden-Württemberg (Germany).
Navarra is represented in Debuting by the public company Sodena, with support from the Directorate General of Social Economy and Labor and the Navarra Institute for Equality (INAI). Other project collaborators include the Navarra Employment Service–Nafar Lansare (SNE-NL), the Directorate General for Vocational Training, Digitalization and Educational Services, the Public University of Navarra (UPNA), the Navarra Business Confederation (CEN), the Association of Women Entrepreneurs and Executives of Navarra (AMEDNA), the Spanish Association for Human Resource Management (Aedipe), and the clusters Enercluster and Functional Print. This group has met twice in the past six months to review existing equality initiatives and determine areas for improvement.
Additionally, two study visits have taken place in Strasbourg and Stuttgart, where partners explored strategies and initiatives in each region. The second planned training workshop was also held, focusing on corporate culture and structure.
TOOLS FOR PSYCHOLOGICAL WELL-BEING
Before the diagnostic announcement, Esteban Solano, director of Esolano Experts in Business Psychology, shared with attendees some tools for enhancing psychological well-being in the workplace. He lamented how little had been learned from the recent pandemic: “We’ve gone back to how things were before—working excessively, but so disorganized that we don’t allow ourselves to stop. And to think, you have to stop,” he said. This poor practice has led, among other consequences, to suicide once again becoming the leading external cause of death in Spain.
For this reason, Solano advocated creating what he called “psychological safety spaces” in companies, where people can consciously express their emotional state. He also proposed three types of strategies: preventive (redesigning job roles, schedules, and organizational culture), promotional (training leaders and certifying employees), and supportive (protocols to welcome and reintegrate affected individuals, avoiding stigma).
“The key is not just doing things, but understanding where they come from and why,” he emphasized. He advocated for integrating mental health into company culture as a crucial first step and ensuring actions are based on scientific evidence—urging businesses to “avoid fads.”
Third, Solano called for measuring outcomes and emphasized caring for groups most exposed to psychosocial risks, such as organizational leaders. Lastly, he stressed that all efforts should be rooted in diversity, “so people feel heard, can learn, and contribute,” he added.
EQUALITY AS A PATH FOR ALL
Edurne Jáuregui, Deputy Director of Citizenship, Empowerment, and Women’s Participation at the Navarra Institute for Equality (INAI), stated that equity is “a path all organizations must walk.” She acknowledged that much progress has been made since the approval of Organic Law 3/2007 and its subsequent regulations. However, she noted that challenges remain, including access to career advancement, equal pay for equal work, ensuring that motherhood, fatherhood, and caregiving are not seen as obstacles, and advancing social co-responsibility in caregiving. “At INAI, we are always open to supporting and promoting actions in this direction,” she affirmed.
The event closed with remarks from Iñigo Arruti, Director General of Business Development, who reaffirmed the Government of Navarra’s “clear commitment to working on gender equality in the workplace.” “It’s one of the topics that will be addressed in the Industry Roundtable,” he announced, adding that promoting equality is not only key to a just industrial transition but is also necessary to address the growing talent shortage.
According to Arruti, Navarra needs “a cultural shift in business to encourage more women to join the industrial sector.” “Through Sodena and as the Debuting project progresses, we’ll find the best way to tackle this challenge,” he concluded.
