According to figures from the 2015 Second National Disability Study, women under this situation achieve a prevalence of 20.3% in people over the age of 2, compared to men who account for 12.9%. However, when talking about job inclusion, it is the male gender that has held the most jobs.
Namely, according to data from the same study mentioned above, female labour participation reached 37.2% versus 53.1% of men respectively. Currently, due to the entry into force of Law No. 21.015 in accordance with the report of administrative statistics of the Labour Directorate of July 2020, 19,506 contracts of persons in that condition are registered in this condition in relation to current employment, of which 6,973 correspond to women and 12,533 to men. Why is this happening? Discrimination? A gender issue?
Undoubtedly, women throughout history have often been listed as second-class citizens, as the song says, “un privileged”, which also positions them in a number of predetermined social roles. At present, it is not uncommon to find that in job interviews they are asked about whether they are mothers or whether they are pretensed to be. Moreover, the gap in wages between men and women leaves much to be desired and is something that has not yet been regulated and even less fiscalized. The same is true in senior officials, where a woman in charge is rarely seen.
In the area of disability, unfortunately things are not very different. According to some studies, the biggest problem for working women is the dual presence that permanently occupies their minds, often distracting them from their work obligations. It is clear that, being mothers, professionals and home owners, the multiplicity of roles becomes apparent and passes the account, and having a disability, this is not a distant reality. In this sense, domestic affairs can even become more relevant, as can the care of children and the staff the same. Having certain needs or difficulties, by often requiring assistance or support, these elements hinder the performance of women in a disability situation, however, it does not turn out to be a deciding reason to reduce their recruitment or employability.
Is it then a matter that could be awarded to the area of disability in particular? Or is it something that concerns society at large? Certainly, prejudices act quickly in the face of the staff selection instance, in the face of interviews, recruitment and other stages of the process itself of finding and obtaining a vacancy.
Is it a mere coincidence or something premeditated that women with any physical, psychic, sensory or mental limitation are less included at work than men in Chile? Women, in themselves, already have as mentioned above a number of social classifications, but women in a situation of disability must deal with twice or triple of these perceptions, where they are not only stripped of their decision-making capacity, but also of their ability to autonomy and even dignity.
The social construction of people with disabilities is fraught with prejudice, stigma and belief often founded on the ignorance dragged from generation to generation.
Thus, as evidenced in previous lines, an intersectionality of women’s reality is also juxtaposed with what also implies having some kind of limitation, which clearly creates different sociocultural and institutional gaps, which hinder their access and employability in the world of work.
They are capable, they are professionals, they can have a family, they can keep a job and respond to all the social demands demanded in the present. Women with disabilities also have a voice and
they find themselves prepared to take on the different personal and social challenges that life holds for them.
But how could we achieve gender equity in this area? How could we bridge these social gaps? It is our duty as a civil society to promote inclusive practices and cultures that point to the employability of more workers under this condition in Chile. It is for all this that it is essential to implement different training, training and accessibility strategies that resinternational treaties and Law No. 20.422 (establish rules on equal opportunities and social inclusion of persons with disabilities), so that gender equity in the field of disability becomes a reality and not a myth in the context of Labour Inclusion Act 21,015.
The content poured into this opinion column is the sole responsibility of its author, and does not necessarily reflect the editorial line or position of El Mostrador.
