Certainly the relative weight of women in managerial positions and responsibility is quite low and in this sense Mrs. Gil proposes a reflection from four aspects: the vital trajectory of women (career versus personal life), self-exclusion (understood as the lower preference of many women to occupy management positions), visibility (as a mechanism to encourage other women to choose positions of responsibility) and the cultural perspective (which highlights the stereotypes often associated with gender, fortunately ).



In addition, in the course of the interview, Ms. Gil also puts on the table that "the feminization of the health professions at the university level is a verification and, therefore, the shortening of the" gap "of opportunities in high-level spaces. address can be a reality very soon. " Beyond gender, regarding the primary requirement for a managerial position speaks of "talent" and in this sense explains that health organizations must be able to know how to put forward the best skills to know "illusion and build".



In conclusion, Ms. Gil emphasizes the importance of gender diversity as an aspect of commitment "very serious and that must be an intrinsic part of the values ​​and culture of the entities". In this sense, qualifies that correct management of these aspects reverts in an organization that can inspire women to advance their professional trajectories towards positions of responsibility.



Apart from Mrs. Gil, the monographic newsletter of the UCH on women managers also incorporates the testimony of Marina Geli (health counselor from 2003 to 2010), Candela Calle (managing director of the ICS), Olga Pané (manager of the Parc de Salut Mar), Gemma Craywinckel (assistant director of the FGS of the Hospital of Sta. Cruz and San Pablo), Montse Artigas (corporate director of ICS care), Anna Ferrés (managing director of Althaia), Encarna Ramos (executive director of Primary Care of Parc Tauí) and Reyes Gualda (manager of the New Evangelical Hospital).