Currently, CRAMER employs a total of 152 women, of which 52% work in Administration and 72% in Labs. Several have been with our company for many years, like Leticia González from Operations Customer Service, who just celebrated 40 years with us.

According to our Human Resources Manager Deborah Misraji, this happens because we have a gender-neutral retirement age of 65 years for everyone. She explains that this policy also extends to compensation, where we prioritize equity, regardless of gender, when the position and responsibilities are the same. The same happens with professional development opportunities. At CRAMER, a woman does not have to put her career on hold—or miss out on promotions to leadership roles—as a result of motherhood. She describes how this practice is extended to the work day, creating conditions for employees to handle the double burden of work and domestic responsibilities. At CRAMER, they can design a schedule that is compatible with their individual circumstances so they can be at peace at work and at home.

The balance between genders existed naturally at CRAMER since our company was founded, with women in roles traditionally occupied by men. One noteworthy example is management, where women account for 65%, while 47.4% of department heads are also female.

Our Chilean office has also incorporated many foreign women, specifically 38% of its personnel, demonstrating a time-tested, consolidated policy.

CRAMER Brazil is in a similar situation, with 41.1% of its staff made up by women, who hold 50% of management and department head positions. Although the Brazilian office has not hired a significant percentage of foreign women, a Chilean woman does lead its ranks as Country Manager.

The situation in Peru is even more balanced, with 50% of personnel being female and, just like Brazil, women in 50% of the highest-ranking positions.