Every March 8, International Women’s Day, Public Debate Tends to Focus on Issues of Equality and Opportunities for Women in Society

By Lic. Kimberly Esquivel, Labor Management Manager

In many companies, the issue of equality between men and women at work is usually addressed from the institutional discourse or as part of social responsibility policies. However, in business practice, the issue usually appears in much more concrete aspects: compensation, access to leadership positions, and promotion criteria within organizations.

In Costa Rica, labor legislation establishes the principle of equality in employment. Nevertheless, in business practice, differences in compensation or access to certain positions may arise due to historical, cultural, or structural reasons within organizations. For companies, reviewing these issues not only responds to principles of fairness, but also to criteria of modern talent management and legal compliance.

Equal Pay in Labor Legislation

The principle of equal pay is recognized in the Costa Rican legal system. Legislation establishes that equal work must correspond to equal remuneration, without discrimination based on sex or other personal conditions. This principle is supported by the Political Constitution, the Labor Code, and various international conventions ratified by Costa Rica, particularly the conventions of the International Labour Organization (ILO) related to equal remuneration and non-discrimination in employment.

In practical terms, this means that companies must ensure that workers performing equivalent functions receive similar compensation, regardless of gender.

Access to Positions and Development Opportunities

Beyond compensation, another relevant aspect is access to leadership positions and professional development opportunities within companies.

In many organizations, differences do not necessarily arise at the initial hiring stage, but rather in internal processes such as:

• promotions to management positions,

• assignment of strategic responsibilities,

• access to training or professional development.

Companies that periodically review their organizational structures and promotion criteria usually identify more clearly whether there are informal barriers that may limit the professional development of certain groups within the organization.

From a business perspective, equality in compensation and opportunities also has practical implications for talent management. Organizations that maintain clear and transparent criteria to define salaries, promotions, and performance evaluations usually generate greater trust among workers and reduce potential labor conflicts.

In addition, in an increasingly competitive labor market, companies that demonstrate consistent organizational practices tend to attract and retain talent more easily.

Differences in salary or access to positions do not necessarily arise from deliberate decisions, but from historical practices that have remained over time.

For this reason, some organizations have begun to review aspects such as:

• salary structures by position,

• evaluation and promotion criteria,

• internal human resources policies.

These reviews make it possible to identify potential inconsistencies and strengthen transparency within the organization. Equality in compensation and access to employment opportunities should not be understood only as a legal or social principle.

In a competitive business environment, organizations that manage to establish rules for compensation and professional development tend to strengthen both their organizational culture and their long-term sustainability.

In this context, International Women’s Day also represents an opportunity for organizations to reflect on their labor practices and continue moving toward more equitable and sustainable business structures.

Legal References

Political Constitution of Costa Rica, Article 33 (principle of equality).

Costa Rican Labor Code, provisions on equality and non-discrimination in employment.

Law for the Promotion of the Social Equality of Women (Law No. 7142).

ILO Convention 100, equal remuneration.

ILO Convention 111, discrimination in employment.