{"id":11197,"date":"2025-12-09T15:41:23","date_gmt":"2025-12-09T13:41:23","guid":{"rendered":"https:\/\/www.maxins.sk\/?p=11197"},"modified":"2025-12-09T15:42:48","modified_gmt":"2025-12-09T13:42:48","slug":"zeny-vedu-projekty-aj-firmy-maju-talent-vzdelanie-i-vykon-potrebuju-len-ferove-podmienky-a-priestor-rast","status":"publish","type":"post","link":"https:\/\/www.maxins.sk\/en\/blog\/zeny-vedu-projekty-aj-firmy-maju-talent-vzdelanie-i-vykon-potrebuju-len-ferove-podmienky-a-priestor-rast\/","title":{"rendered":"\u017deny ved\u00fa projekty aj firmy. Maj\u00fa talent, vzdelanie i v\u00fdkon. Potrebuj\u00fa len f\u00e9rov\u00e9 podmienky a priestor r\u00e1s\u0165."},"content":{"rendered":"

Nie preto, \u017ee by nechceli vies\u0165, alebo nemali schopnosti. Pr\u00ed\u010dina je jednoduch\u0161ia a z\u00e1rove\u0148 nepohodlnej\u0161ia: syst\u00e9m s nimi st\u00e1le nepo\u010d\u00edta tak prirodzene, ako s mu\u017emi.<\/strong><\/p>\n

Realita v \u010d\u00edslach: v\u00fdkon m\u00e1me, zast\u00fapenie nie<\/h2>\n

\u010c\u00edsla hovoria jasnou re\u010dou. V Eur\u00f3pskej \u00fanii obsadzuj\u00fa \u017eeny pribli\u017ene 35 percent mana\u017e\u00e9rskyc<\/strong><\/p>\n

h poz\u00edci\u00ed<\/strong>. Region\u00e1lne rozdiely s\u00fa pritom v\u00fdrazn\u00e9 \u2013 vo \u0160v\u00e9dsku dosahuje zast\u00fapenie<\/p>\n

\u00a0\u017eien takmer 44 percent, zatia\u013e \u010do v Luxembursku<\/p>\n

\u00a0len nie\u010do vy\u0161e 22 percent.<\/p>\n

Slovensko sa pohybuje niekde uprostred<\/strong> tohto eur\u00f3pskeho spektra. \u017deny u n\u00e1s vynikaj\u00fa najm\u00e4 v HR, marketingu, \u0161kolstve, zdravotn\u00edctve \u010di slu\u017eb\u00e1ch \u2013 v t\u00fdchto sektoroch ich prirodzene vid\u00edme vo veden\u00ed \u010dastej\u0161ie. No v IT, energetike, priemysle \u010di stavebn\u00edctve s\u00fa st\u00e1le sk\u00f4r v\u00fdnimkou ne\u017e pravidlom.<\/p>\n

\"\u017deny<\/p>\n

Vzdelanie neznamen\u00e1 automaticky kari\u00e9rny rast<\/h3>\n

Paradox slovensk\u00e9ho trhu pr\u00e1ce je zrejm\u00fd: hoci vysoko\u0161kolsk\u00e9 vzdelanie m\u00e1 na Slovensku dlhodobo viac \u017eien ne\u017e mu\u017eov, tieto \u010d\u00edsla sa do najvy\u0161\u0161\u00edch mana\u017e\u00e9rskych \u00farovn\u00ed nepretavili.<\/p>\n

\u017deny sa k vedeniu dost\u00e1vaj\u00fa pomal\u0161ie, \u010dasto o dva a\u017e tri roky nesk\u00f4r<\/strong> ne\u017e mu\u017ei s porovnate\u013en\u00fdm v\u00fdkonom a praxou. Nie preto, \u017ee by boli pomal\u0161ie alebo nerozhodn\u00e9, ale preto, \u017ee ich kari\u00e9ra \u010dastej\u0161ie nar\u00e1\u017ea na o\u010dak\u00e1vania rodiny, matersk\u00fdch povinnost\u00ed a zau\u017e\u00edvan\u00e9 predstavy o tom, ako m\u00e1 vyzera\u0165 \u201emana\u017e\u00e9rsky mu\u017esk\u00fd” v\u00fdkon.<\/p>\n

Gender pay gap v mana\u017emente: realita, ktor\u00fa mus\u00edme pomenova\u0165<\/h2>\n

Jednou z najvidite\u013enej\u0161\u00edch bari\u00e9r zost\u00e1v\u00e1 rozdiel v odme\u0148ovan\u00ed.<\/p>\n

\u201ePri rovnakom v\u00fdkone navy\u0161e \u017eeny st\u00e1le zar\u00e1baj\u00fa menej. Rozdiel v odme\u0148ovan\u00ed pri mana\u017e\u00e9rskych poz\u00edci\u00e1ch m\u00f4\u017ee presahova\u0165 20 a\u017e 25 percent. To nevypoved\u00e1 o kvalite pr\u00e1ce, sk\u00f4r o zvykoch a ment\u00e1lnych modeloch, ktor\u00e9 sa menia pomal\u0161ie, ne\u017e by si ekonomika zasl\u00fa\u017eila,”<\/strong> hodnot\u00ed Katar\u00edna Garajov\u00e1, gener\u00e1lna riadite\u013eka MAXIN’S Group.<\/p>\n

Tento rozdiel nie je len ot\u00e1zkou spravodlivosti \u2013 je to aj ekonomick\u00fd probl\u00e9m. Firmy, ktor\u00e9 nevyu\u017e\u00edvaj\u00fa pln\u00fd potenci\u00e1l svojich zamestnancov, str\u00e1caj\u00fa konkuren\u010dn\u00fa v\u00fdhodu.<\/p>\n

Matersk\u00e1 ako kari\u00e9rna brzda?<\/h2>\n

Slovensko m\u00e1 jednu z najdlh\u0161\u00edch matersk\u00fdch a rodi\u010dovsk\u00fdch dovoleniek v Eur\u00f3pe<\/strong> \u2013 be\u017ene trv\u00e1 a\u017e tri roky. Pre porovnanie, na severe Eur\u00f3py je \u0161tandard krat\u0161\u00ed, pribli\u017ene dev\u00e4\u0165 a\u017e \u0161trn\u00e1s\u0165 mesiacov, pri\u010dom rodi\u010dovsk\u00e1 dovolenka sa prirodzene del\u00ed medzi oboch rodi\u010dov. T\u00fdm p\u00e1dom nevznik\u00e1 dojem, \u017ee kari\u00e9ra \u017eeny je \u201eprest\u00e1vka”, z ktorej sa vracia s m\u00ednusov\u00fdm po\u010dtom bodov.<\/p>\n

\u010c\u00edm dlh\u0161ia absencia, t\u00fdm \u0165a\u017e\u0161\u00ed n\u00e1vrat<\/h3>\n

U n\u00e1s v\u0161ak plat\u00ed jednoduch\u00e1 realita: \u010d\u00edm dlh\u0161ie \u017eena vypadne zo syst\u00e9mu, t\u00fdm \u0165a\u017e\u0161ie je pokra\u010dova\u0165 tam, kde skon\u010dila.<\/strong><\/p>\n

Mnoh\u00e9 \u017eeny sa nevracaj\u00fa na rovnak\u00e9 poz\u00edcie \u2013 nie preto, \u017ee by ich nezvl\u00e1dli, ale preto, \u017ee medzi\u010dasom \u201eobsadil miesto \u017eivot”. A hoci n\u00e1vrat do pr\u00e1ce zvl\u00e1dnu, cesta sp\u00e4\u0165 na rastov\u00fa trajekt\u00f3riu b\u00fdva n\u00e1ro\u010dnej\u0161ia a pomal\u0161ia.<\/p>\n

\u201e\u017deny nechc\u00fa in\u00e9 podmienky. Chc\u00fa rovnak\u00e9. Chc\u00fa priestor robi\u0165 svoju pr\u00e1cu naplno, by\u0165 za \u0148u f\u00e9rovo ohodnoten\u00e9 a z\u00e1rove\u0148 ma\u0165 mo\u017enos\u0165 \u017ei\u0165 \u017eivot, nie len kari\u00e9ru. A pravda je jednoduch\u00e1. Mnoh\u00e9 \u017eeny u\u017e dnes ved\u00fa t\u00edmy, projekty aj cel\u00e9 firmy, len o nich menej po\u010dujeme, preto\u017ee \u010dastej\u0161ie ticho buduj\u00fa v\u00fdsledky, namiesto toho, aby ich hlasno oznamovali,”<\/strong> dod\u00e1va Katar\u00edna Garajov\u00e1.<\/p>\n

\u010co potrebuj\u00fa firmy, aby \u017eeny neodch\u00e1dzali?<\/h2>\n

Rie\u0161enie nie je v kv\u00f3tach, ale v systematickom odstra\u0148ovan\u00ed bari\u00e9r<\/strong>. Firmy, ktor\u00e9 chc\u00fa udr\u017ea\u0165 talentovan\u00e9 \u017eeny, potrebuj\u00fa:<\/p>\n

1. F\u00e9rov\u00fa pr\u00edle\u017eitos\u0165 na strategick\u00fdch projektoch<\/h3>\n

\u017deny musia ma\u0165 pr\u00edstup k projektom, ktor\u00e9 buduj\u00fa kari\u00e9ru \u2013 nie len k administrat\u00edvnym \u00faloh\u00e1m.<\/p>\n

2. Mentoring a rozvoj<\/h3>\n

Systematick\u00e1 podpora kari\u00e9rneho rastu \u017eien mus\u00ed by\u0165 s\u00fa\u010das\u0165ou firemnej kult\u00fary, nie len marketingov\u00fdm sloganom.<\/p>\n

3. Flexibilita pre rodi\u010dov<\/h3>\n

Hybridn\u00fd model pr\u00e1ce, pru\u017en\u00fd pracovn\u00fd \u010das a podpora pri n\u00e1vrate z materskej nie s\u00fa benefit \u2013 s\u00fa nevyhnutnos\u0165.<\/p>\n

4. Prijate\u013en\u00e9 podmienky n\u00e1vratu z materskej<\/h3>\n

Firmy by mali ma\u0165 jasn\u00fd pl\u00e1n, ako integrova\u0165 \u017eeny sp\u00e4\u0165 do t\u00edmov bez straty kari\u00e9rneho momentu.<\/p>\n

\u201eAk nechceme prich\u00e1dza\u0165 o talent, mus\u00edme odstr\u00e1ni\u0165 bari\u00e9ry, nie nastavova\u0165 kv\u00f3ty. Pom\u00e1ha systematick\u00e1 podpora. F\u00e9rov\u00e1 pr\u00edle\u017eitos\u0165 pre \u017eeny z\u00fa\u010dastni\u0165 sa na strategick\u00fdch projektoch, mentoring, flexibilita pre rodi\u010dov a prijate\u013en\u00e9 podmienky n\u00e1vratu z materskej dovolenky. Talent sa nestrat\u00ed, ke\u010f mu nezavrieme dvere,”<\/strong> hovor\u00ed Katar\u00edna Garajov\u00e1, gener\u00e1lna riadite\u013eka MAXIN’S Group.<\/p>\n

Diverzita nie je gesto, je to strat\u00e9gia<\/h2>\n

Firmy, ktor\u00e9 pracuj\u00fa so \u017eensk\u00fdm talentom uvedomelo, z\u00edskavaj\u00ed:<\/p>\n

    \n
  • Stabilnej\u0161ie t\u00edmy<\/strong> s ni\u017e\u0161ou fluktu\u00e1ciou<\/li>\n
  • Vy\u0161\u0161iu lojalitu<\/strong> zamestnancov<\/li>\n
  • \u0160ir\u0161iu perspekt\u00edvu<\/strong> v strategickom rozhodovan\u00ed<\/li>\n
  • Lep\u0161ie v\u00fdsledky<\/strong> v\u010faka rozmanit\u00fdm poh\u013eadom<\/li>\n<\/ul>\n

    Diverzita nie je gesto vo\u010di \u017een\u00e1m \u2013 je to strategick\u00e1 v\u00fdhoda, ktor\u00e1 sa priamo odr\u00e1\u017ea na v\u00fdkonnosti firmy.<\/p>\n

    \"\"<\/p>\n

    Syst\u00e9m sa mus\u00ed zmeni\u0165<\/h2>\n

    \u017deny maj\u00fa talent, vzdelanie, v\u00fdkon aj motiv\u00e1ciu vies\u0165. Ch\u00fdba im v\u0161ak syst\u00e9m, ktor\u00fd by s nimi po\u010d\u00edtal rovnako prirodzene ako s mu\u017emi.<\/p>\n

    Pokia\u013e firmy neprestan\u00fa vn\u00edma\u0165 materstvo ako kari\u00e9rnu brzdu a neza\u010dn\u00fa budova\u0165 prostredie, kde je talent hodnoten\u00fd f\u00e9rovo bez oh\u013eadu na pohlavie, budeme na\u010falej prich\u00e1dza\u0165 o polovicu na\u0161ej pracovnej sily na mana\u017e\u00e9rskych poz\u00edci\u00e1ch.<\/p>\n

    Zmena nepr\u00edde zo d\u0148a na de\u0148. Ale ka\u017ed\u00e1 firma, ktor\u00e1 za\u010dne akt\u00edvne odstra\u0148ova\u0165 bari\u00e9ry namiesto budovania v\u00fdhovoriek, rob\u00ed krok spr\u00e1vnym smerom.<\/p>\n

    \n

    Ak\u00fd je v\u00e1\u0161 n\u00e1zor na zast\u00fapenie \u017eien vo veden\u00ed firiem?<\/strong> M\u00e1te sk\u00fasenos\u0165 s n\u00e1vratom z materskej alebo s budovan\u00edm kari\u00e9ry v mu\u017eskom prostred\u00ed?<\/p>\n","protected":false},"excerpt":{"rendered":"

    Nie preto, \u017ee by nechceli vies\u0165, alebo nemali schopnosti. Pr\u00ed\u010dina je jednoduch\u0161ia a z\u00e1rove\u0148 nepohodlnej\u0161ia: syst\u00e9m s nimi st\u00e1le nepo\u010d\u00edta tak prirodzene, ako s mu\u017emi. Realita v \u010d\u00edslach: v\u00fdkon m\u00e1me, zast\u00fapenie nie \u010c\u00edsla hovoria jasnou re\u010dou. V Eur\u00f3pskej \u00fanii obsadzuj\u00fa \u017eeny pribli\u017ene 35 percent mana\u017e\u00e9rskyc h poz\u00edci\u00ed. Region\u00e1lne rozdiely s\u00fa pritom v\u00fdrazn\u00e9 \u2013 vo \u0160v\u00e9dsku […]<\/p>\n","protected":false},"author":22,"featured_media":11207,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[84],"tags":[],"class_list":["post-11197","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-maxins-news"],"acf":[],"yoast_head":"\n\u017deny ved\u00fa projekty aj firmy. Maj\u00fa talent, vzdelanie i v\u00fdkon. Potrebuj\u00fa len f\u00e9rov\u00e9 podmienky a priestor r\u00e1s\u0165. - MAXIN'S<\/title>\n<meta name=\"description\" content=\"\u017deny tvoria polovicu pracovnej sily a dosahuj\u00fa vy\u0161\u0161ie vzdelanie ne\u017e mu\u017ei, no v top mana\u017emente ich st\u00e1le vid\u00edme v\u00fdrazne menej. Pre\u010do syst\u00e9m s nimi nepo\u010d\u00edta? Anal\u00fdza reality\u017eensk\u00e9holid vo firm\u00e1ch.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.maxins.sk\/blog\/zeny-vedu-projekty-aj-firmy-maju-talent-vzdelanie-i-vykon-potrebuju-len-ferove-podmienky-a-priestor-rast\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u017deny vo veden\u00ed firiem: Talent m\u00e1me, syst\u00e9m me\u0161k\u00e1\u017deny ved\u00fa projekty aj firmy. Maj\u00fa talent, vzdelanie i v\u00fdkon. Potrebuj\u00fa len f\u00e9rov\u00e9 podmienky a priestor r\u00e1s\u0165.\" \/>\n<meta property=\"og:description\" content=\"\u017deny tvoria polovicu pracovnej sily a dosahuj\u00fa vy\u0161\u0161ie vzdelanie ne\u017e mu\u017ei, no v top mana\u017emente ich st\u00e1le vid\u00edme v\u00fdrazne menej. 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