This research focuses on understanding the causes of labor inequality, with the main objective of learning how it affects the manufacturing industries in Aguascalientes, especially in companies such as Nissan, Excedy, and Minth. Although there have been years of struggle for gender equality, this factor continues to be seen in aspects of daily life, one of which is the workplace, where women continue to fight for fair treatment, equal opportunities, and wages commensurate with their work, emonstrating that there is no gap in their skills.
To better understand and address the issue, different perspectives on this concept were drafted, as well as the background of the problem and other concepts that arise from it, in order to gain an in-depth understanding of the issue, see its variants, and its repercussions. In addition, 98 surveys were conducted in which we can clearly see the perspectives of both men and women.
Using the state of Aguascalientes as a context and with the help of the surveys conducted, we were able to detect the inequality that still exists within industries, while also recognizing its normalization and packaging, making recommendations so that each company's business model leans even more toward equality within its areas.
GENERAL INDEX
DEDICATIONS
ACKNOWLEDGMENTS
SUMMARY
ABSTRACT
SCHEDULE OF ACTIVITIES
Source: Own work (2025)
INTRODUCTION
CHAPTER I
1.1 Statement of the problem
1.2 Research question
1.3 Hypothesis
1.4 Study variables
1.4.1 Dependent variable
1.4.2 Independent variable
1.5 Justification
1.6 General objective
1.7 Specific objectives
CHAPTER II
2.1 Concept of gender inequality in the workplace
2.1.1 Concept of gender and sex
2.1.2 Gender equity and substantive equality
2.2 Theory on gender inequality
2.2.1 Liberal feminism
2.2.2 Intersectionality
Source: Sánchez et al. (2023)
2.2.3 Gender gap in the labor market
2.2.3.1 Wage gap
2.2.3.2 Glass ceiling
2.3 Background of gender inequality in the manufacturing industry
2.4 Cultural and institutional causes of gender inequality in the manufacturing industry
2.4.1 Organizational culture and gender biases
2.4.1.1 Unconscious biases in hiring and promotion
2.4.1.2 Masculinization of leadership
CHAPTER III
3.1 Manufacturing industries at the global level
3.2 Manufacturing industries in Mexico
3.3 Manufacturing industries in Ags
3.4 Minth, Nissan, and Exedy Dynax
3.5 State of the art
3.6 Project standardization
CHAPTER IV
4.1 Type of research
4.2 Population
4.3 Sample
4.4 Instrument
4.5 Data collection procedure
4.6 Data processing
CHAPTER V
5.1 Interpretation of demographic data
5.2 Interpretation of perceptions of the work environment
5.3 Interpretation of perceptions of opportunities and promotions
5.4 Interpretation of perceptions of pay equity and challenges
CHAPTER VI
6.1 Project conclusions
CHAPTER VII
7.1 Project recommendations
BIBLIOGRAPHY
APPENDICES
Appendix 1. Surveys administered to workers in manufacturing industries in
Aguascalientes
Appendix 1. Video of the final project
INDEX OF TABLES
Table 1: Concepts of labor inequality
Table 2: Examples of intersectionality
Table 3: Wage Gap
Table 4: Glass Ceiling
Table 5: Concepts of Labor Inequality
Table 6: State of the art
Table 7: State of the art
Table 8. Percentage of age ranges
Table 9. Percentages of educational levels
Table 10. Percentages of perceived work environment
Table 11. Percentages of perceived discriminatory behavior
Table 12. Percentages of perceived promotion opportunities for women and men
Table 13. Percentages of perceived training opportunities
Table 14. Percentages of perceived wage differences
Table 15. Percentages of perceived causes of the wage gap
INDEX OF ILLUSTRATIONS
Illustration 1. Schedule of activities
Illustration 2. Intersectionality wheel
Illustration 3: How do gender income gaps differ across countries?
Illustration 4: Global Wage Report 2024-2025
Illustration 5: Hiring criteria
Illustration 6: Manufacturing industries in Mexico
Illustration 7: Manufacturing industries in Ags
Illustration 8: Gender filter section
Illustration 9: Part 1 of the structure of the survey applied
Illustration 10: Part 2 of the structure of the survey applied
Illustration 11: Part 3 of the structure of the survey applied
Illustration 12: Part 4 of the survey structure applied
Illustration 13: Part 5 of the structure of the survey applied
DEDICATIONS
I dedicate this project to my daughter Meledi Isseth, my main source of inspiration and motivation to keep growing every day. I also want to dedicate this achievement to my parents, Alfredo López and Mayela Franco, for always supporting me throughout my life. Thank you for allowing me to become who I am today. To my husband, Luis Lozano, for his unconditional help and for always giving me his support.
To my siblings Citlali López and Luis López, for their love and support, and likewise to Diana Mares for her enormous support in this research, and to my teachers at the Technological Institute of Aguascalientes for sharing their knowledge and experience. Finally, to the Technological Institute of Aguascalientes for providing us with the tools and guidance necessary to achieve our goals.
ACKNOWLEDGMENTS
I would like to thank MCA Alan Joshua Coronel Medina and the teachers at the Technological Institute of Aguascalientes who guided and supported me by providing me with research tools and guiding my research toward a better result, always exceeding my expectations and providing me with answers, imparting essential knowledge and giving me the best possible tools to carry out and complete my own research.
To Diana Mares for being an important part of the research, thanking her for her participation and effective work as a research partner, giving her all to obtain research supported by knowledge and tools.
To the Technological Institute of Aguascalientes for giving me the educational foundation to carry out important and relevant projects and for supporting us as students.
I would also like to thank myself for the effort, dedication, time, and work invested in carrying out this research process, always striving to make the sources a great tool that will be reflected in the results.
In conclusion, I would like to thank each and every person who influenced the completion of this project, whose contributions were of great importance in enabling us to meet our own expectations.
SUMMARY
This research focuses on understanding the causes of labor inequality, with the main objective of learning how it affects the manufacturing industries in Aguascalientes, especially in companies such as Nissan, Excedy, and Minth. Although there have been years of struggle for gender equality, this factor continues to be seen in aspects of daily life, one of which is the workplace, where women continue to fight for fair treatment, equal opportunities, and wages commensurate with their work, demonstrating that there is no gap in their skills.
To better understand and address the issue, different perspectives on this concept were drafted, as well as the background of the problem and other concepts that arise from it, in order to gain an in-depth understanding of the issue, see its variations, and its repercussions. In addition, 98 surveys were conducted in which we can clearly see the perspectives of both men and women.
Using the state of Aguascalientes as a context and with the help of the surveys conducted, we were able to detect the inequality that still exists within industries, while also recognizing its normalization and packaging, making recommendations so that each company's business model leans even more toward equality within its areas.
ABSTRACT
This research focuses on understanding the causes of labor inequality, with the main objective of learning how it affects the manufacturing industries in Aguascalientes, especially in companies such as Nissan, Excedy, and Minth. Although there have been years of struggle for gender equality, this factor continues to be seen in aspects of daily life, one of which is the workplace, where women continue to fight for fair treatment, equal opportunities, and wages commensurate with their work, demonstrating that there is no gap in their skills.
To better understand and address the issue, different perspectives on this concept were drafted, as well as the background of the problem and other concepts that arise from it, in order to gain an in-depth understanding of the issue, see its variants, and its repercussions with . In addition, 98 surveys were conducted in which we can clearly see the perspectives of both men and women.
Using the state of Aguascalientes as a context and with the help of the surveys conducted, we were able to detect the inequality that still exists within industries, while also recognizing its normalization and packaging, making recommendations so that each company's business model leans even more toward equality within its areas.
Illustrations are not included in the reading sample
Illustration 1. Schedule of activities
Source: Own elaboration (2025)
INTRODUCTION
Gender inequality in manufacturing industries is a problem that has existed for decades within manufacturing industries at the national and international levels. It is relevant and has attracted the attention of entire groups in society, who have sought improvement strategies to bring about change.
Although significant progress has been made in gender equality within the manufacturing industries of Aguascalientes in different areas, differences, gaps, and impossibilities continue to exist.
Throughout history, the manufacturing sector has been dominated by men, who occupy the vast majority of positions within the industries. Although inclusion has been a long and very slow process, policies have been implemented to generate equality and equity of opportunity and to promote non-discrimination in order to create a balance. However, notable gaps persist in different areas such as opportunities for promotion, salaries, and representation in management positions.
Inequality has been triggered since ancient times when gender stereotypes and roles were very marked within society, where men were assigned roles associated with factory work, while women were solely dedicated to the home and family. This has caused cultural obstacles, creating conditions that favor men. In addition, policies and the low presence of women in leadership roles are factors that hinder the reduction of inequality.
CHAPTER I.
1.1 Statement of the problem
Gender inequality in the manufacturing industries of Aguascalientes remains a very important issue despite the progress that has been made in society to achieve equality. The difference in participation between women and men continues to be very noticeable. Certain social behaviors, such as gender roles and gender-based activities, increase women's responsibilities at home, which prevents them from having flexible time and schedules.
The current situation not only limits job opportunities, but also hinders economic growth in Aguascalientes, which leads us to the need to identify and address the causes of inequality in Aguascalientes' manufacturing industries.
1.2 Research question
What are the main causes of gender inequality in the manufacturing industry?
1.3 Hypothesis
Ho. There is no gender inequality in the manufacturing industries of Aguascalientes
H1. There is gender inequality in the manufacturing industries of Aguascalientes
1.4 Study variables
1.4.1 Dependent variable
Female gender
1.4.2 Independent variable
Inequality in the manufacturing industry
1.5 Justification
We will study how gender differences are present in the distribution of jobs, as well as in opportunities and monetary rewards within industries in Aguascalientes, in order to raise awareness among managers and senior executives of organizations in Aguascalientes focused on the manufacturing industry, as well as identifying the lack of equity in areas such as wages, salaries, working conditions, jobs, and opportunities.
1.6 General objective
To identify the main causes of gender inequality in the manufacturing industry in Aguascalientes.
1.7 Specific objectives
1. Identify the job growth opportunities available to women and men.
2. Identify whether there are policies within industries that promote equity.
3. Identify the wage differences between women and men in the manufacturing industry.
CHAPTER II.
2.1 Concept of gender inequality in the workplace
Gender inequality refers to all actions, conduct, and behaviors that may lead to discrimination against a person based on their gender, which in turn creates a difference in opportunities and privileges in social and work settings. This phenomenon has been known and studied over the years by authors from different perspectives, allowing us to understand the point of view and make it a simpler and easier topic to digest.
Table 1 below shows different perspectives on various definitions of gender inequality in the workplace that have emerged from different authors over time.
Illustrations are not included in the reading sample
Table 1. Concepts of labor inequality
Source: Own elaboration, referenced in: Castro Romero & Martín Barroso 2024
According to the above, the term labor inequality could be defined as the different opportunities that women have in the workplace compared to men. This inequality can be present in several aspects, including the wage gap, working conditions, and promotion opportunities, among others (own elaboration).
According to Garrido Lastra & Tapia Marchina (2022), the division of groups according to gender in higher education is a key clue to understanding in greater depth and with more the causes of inequality between men and women in the labor market.
Gender segmentation at the higher education level is very noticeable and marked, as it is believed that certain careers are "only for men" and others "only for women," a belief that has been ingrained in society and passed down from generation to generation.
For example, engineering careers are often associated with a rough and masculine image, which leads us to associate them with men in the workplace. This point of view limits women's employment opportunities, and as a result, they face greater job scarcity, fewer opportunities for growth, and fewer leadership positions.
2.1.1 Concept of gender and sex
It is very common to confuse the words gender and sex, as they are both different and similar. However, Pachano Zurita & Molina Torres (2022) explain that, on the one hand, the word gender refers to the way society classifies us according to our sexual differences, which leads us to identify that the word sex focuses on our biological differences, characteristics with which we were born and which are genetically impossible to change.
Taking both concepts into account, we can assimilate and conclude that the concept of gender leads to the stereotyping of activities such as roles in the home, at work, and, going deeper, colors and clothing.
As mentioned by Pachano Zurita & Molina Torres (2022): "Classification begins to exist based on patterns of behavior in society, where men are framed in terms of strength, toughness, and character, while women are categorized in a context of weakness, insecurity, and fragility" (p. 181).
All these characteristics mentioned by the author make it clear how society has constructed a division between the two genders, which limits opportunities and diminishes the value of women's work.
2.1.2 Gender equity and substantive equality
The concepts of equity and equality can be confused with each other, although they are actually completely different. On the one hand, equity refers to providing each person with what they need to have the same opportunities as others; on the other hand, the concept of substantive equality refers to giving everyone the same, regardless of the advantages they may have.
According to Arango et al. (2022), equity goes beyond equality because this concept goes hand in hand with the concept of justice, and in turn, the concept of justice is given a very high value, one could say unattainable, while equality is offering the same opportunities in terms of access, opportunities, success, and learning for everyone, regardless of abilities or conditions.
With the above, we can assume that what we seek to obtain from companies is precisely equality, where regardless of gender, companies can provide equal opportunities based on merit and talent and not on gender distinctions and ingrained stereotypes.
It is important to highlight that "equity implies an approach that brings into play not only material but also formal resources, so that equal opportunities are not arithmetic but proportional to the needs identified" (Arango et al., 2022). In reality, this means that equity involves recognizing the contexts and differences of each individual or social group, as the case may be. Beyond offering the same means, the aim is to provide a fair distribution of positions, as well as opportunities, to reduce existing gender gaps and allow for full development according to the context.
2.2 Theory on gender inequality
Below, we will discuss and explore the theory of inequality that will be used to provide more context and follow-up for the project in order to determine our perspective and the starting point we are taking.
2.2.1 Liberal feminism
Liberal feminism is a concept that seeks to focus on freedom, equality, individuality, and rationality. The goal of this concept is for women to receive the same rights and opportunities as men in all aspects. According to Mallmann (2023), liberal feminism "argues in favor of the ideas of autonomy, freedom, rationality, and equality," as we can consider this necessary for the proper development of humans and full participation in society.
According to Mallmann (2023), one of the main authors of liberal feminism was Mary
Wollstonecraft, who in 1792 published a book called "A Vindication of the Rights of Women," a work that explains how the exclusion of women affects their education and public life. This book argues that women are human beings and should therefore have the same opportunities for education and decision-making as men. This idea later became the basis of this movement.
This theory seeks to achieve equal opportunities and rights between men and women in public and working life, while also giving women autonomy and removing the barriers that limit women's freedom to develop.
According to Lisa Schwartzman (2006), cited by Mallmann (2023), in response to comments that the movement is too abstract, individualistic, and neglects emotions, it incorporates profound feminist values such as dignity and freedom of choice, and it is emphasized that this approach does not seek to impose a male model of reason, but rather to offer women tools so that they can think about their well-being and freedom from their autonomy and their own criticism.
2.2.2 Intersectionality
This theoretical tool is highly relevant as it helps us to comprehend and understand the different ways in which discrimination and gender inequality can arise, although the term may be general as it also applies to race, social class, age, and sexual orientation. This concept seeks to analyze how society has the power to look at only one perspective and, based on this, normalize a situation without any foundation.
In the words of Pérez (2021), this concept was introduced by Kimberlé Crenshaw in 1989, who gave rise to it by arguing that black women suffer double discrimination, based on gender and race. This concept seeks to focus on the different and multiple forms of discrimination that can exist and affect the same person at the same time, which has an impact beyond gender as a factor.
With this concept in mind, we can assume that intersectionality may also be present in the workplace when analyzing the conditions of discrimination that affect women and that, when combined with other factors, can be more severe, as they can occur due to status, hierarchical level, age, religion, etc. Although barriers are present for most women workers in the manufacturing industries of the state of Aguascalientes, not all face the same ones. A female factory worker does not face the same barriers as a female engineer, a female supervisor, etc. It can be intuited that the higher the position, the more difficult the barriers are to overcome due to the demands and the vast majority of positions being held by men.
According to Pérez (2021), intersectionality-based perspectives are part of power relations, and strategies can be designed to address inequality "from the bottom up," that is, starting with the most vulnerable groups in each sample. In this way, intersectionality not only takes place theoretically, but also plays a role as a social tool that supports the transformation of cultures that promote inequality. Figure 4 presents the wheel of intersectionality in order to understand a little more about how it manifests itself:
La interseccionalidad
Privilegios / Normas sociales
cuerpo-mente "normativo” Titulada joven
Illustrations are not included in the reading sample
Andana . Diversidad fune lo nal/mental
Analfabeta
Opresión
Illustration 2. Intersectionality wheel
Source: Sánchez et al. (2023)
The horizontal axis reflects the inequality that divides the upper part from the lower part, with the upper part reflecting privileges and the lower part reflecting those characteristics that can subject us to discrimination by society.
Below are examples of how intersectionality can impact the workplace:
Illustrations are not included in the reading sample
Table 2. Examples of Intersectionality
Source: Own elaboration
2.2.3 Gender gap in the labor market
Gender gaps are differences in opportunities, access, or treatment based on gender. In the words of Ocana Lara (2022), "talking about the gender gap means talking about inequality between men and women in any area, be it economic, social, cultural, health, education, etc." (p. 61). In the labor market, the gender gap can manifest itself in different ways, such as the wage gap, limited participation in leadership positions, difficulties in finding employment, or low-paying jobs. All of this can only reflect deeply rooted cultural ideas about gender roles.
2.2.3.1 Wage gap
The wage gap is a phenomenon derived from gender inequality in the workplace, which consists of a difference in wages based on gender for people who perform the same work activities. Table 3 shows some concepts of the gender gap that have developed over time:
Illustrations are not included in the reading sample
Table 3: Wage gap
Source: Own elaboration
The Mexican Institute for Competitiveness (IMCO, 2022) has stated that women tend to earn less than men for their work worldwide and that the difference varies depending on the sector. In 2022, it was determined that Mexico has only a 14% wage gap, making it the second lowest. Figure 3 below shows the wage gaps in some countries:
Illustrations are not included in the reading sample
Figure 3: How do gender income gaps differ across countries?
Source: IMCO, 2022
The wage gap continues to be negative for women, although the percentage varies between -4.9%, which represents the lowest inequality, and 32.7%, which is the highest. This indicates that inequality does not affect all countries in the same way, as each country has a different society, working conditions, policies, and culture, which are determining factors that directly influence the marked difference. In the case of Mexico, the gap is becoming increasingly non-existent, which shows us progress towards gender equity and equality. However, problems still exist in the workplace.
2.2.3.2 Glass ceiling
The glass ceiling is the name given to the problem faced by women when they encounter obstacles in their attempts to move up the career ladder. These are barriers that companies themselves have put in place to limit women's participation. However, it is important to note what research has defined as the glass ceiling.
Illustrations are not included in the reading sample
Table 4: Glass Ceiling
Source: Own elaboration
Valencia Contrera & Orellana Yanez created a case study which mentions that there is a notable case of glass ceiling in Mexican companies, as only 16 of the 500 most important companies are led by women, which leads us to suggest that this concept is indeed present within companies and, as it is a quantitative concept, it can in turn reflect the extent or dimension of inequality that exists within them.
Figure 4 shows the wage gap presented by the International Labor Organization (ILO, 2025).
Illustrations are not included in the reading sample
Figure 4: Global Wage Report 2024-2025
Source: ILO, 2025
The graph not only represents a wage gap, highlighting that men are those with higher- paying jobs and women occupy more low-wage jobs, but it also shows us which gender currently occupies the highest-paying jobs and which occupies the lowest- paying jobs.
2.3 Background of gender inequality in the manufacturing industry
The background to this problem dates back to a time when women were only allowed to be housewives and take care of their families. In much of the world, they were not allowed to study or work, and there were laws that stipulated this. As society's mentality advanced, this began to change. Now they could study, but only basic education. Over time, they gained relevance and studied only the careers that were allowed to them, and because of this, it was impossible for them to get good jobs. This problem harmed women and prevented them from having the same opportunities as men in today's workplace.
In the wake of the feminist movement of the 1980s, "a massive influx of women into paid work was observed, along with an increase in their levels of professionalization" (Garrido Lastra & Tapia Marchina, 2022).
Among the most important background information, Garrido Lastra & Tapia Marchina (2022) point out that since the 2000s, the increase in women in the sector has remained stagnant in the vast majority of countries, which has also led to a clear decline in the number of women in higher education. This may be directly related to inequality in the labor market, gaps, and other factors that push women to take different paths.
Little by little, women have been gaining greater relevance in the sector and continue to do so, although they are still fighting and demonstrating for equal opportunities, rights, and pay as men, since such marked inequality can take a long time to disappear completely.
2.4 Cultural and institutional causes of gender inequality in the manufacturing industry
Some of the causes of these inequalities within manufacturing institutions, according to Pachano Zurita & Molina Torres (2022), may be the way in which men are seen and recognized as "distributors of resources," while women are seen as "delegates of the home." These roles were accepted and assigned by gender in the past, and they took on their delegated roles, which is why we have this image of women and men today, as society and the genders themselves delegated these tasks until they became a gender culture.
2.4.1 Organizational culture and gender bias
Gender bias refers to the inequality and gap between different genders, i.e., the difference in treatment, opportunities, and accessibility for each gender.
On the other hand, organizational culture refers to the values, beliefs, and practices that shape companies and guide the behavior of staff within the company. The culture of each company determines how things are done, policies, and who fits into which positions.
Going back to the background, Ramirez & Pérez (2025) emphasize that culturally, the role of women in society is mainly work within the home, which leads us to assume that social culture adheres to organizational culture, since the latter tends to be based on society, thoughts, prejudices, customs, and, as its name suggests, culture.
Goldin (2014), cited by Ramirez & Pérez (2025), states that women tend to work 25% fewer hours per week than men or than women who do not have families. This percentage stems from women taking maternity leave and increases due to the care that children require as they grow.
Gender bias within organizational culture is related to "the predominant gender stereotypical culture, a social construct that assigns different roles to women and men, creating particular demands and a social hierarchy" (Castro et al., 2024), which has led companies to adopt this thinking as part of their corporate culture.
According to Chiappa (2023), organizations and their hiring processes still unconsciously apply biases that could favor people with dominant traits, usually masculine ones. In manufacturing, men prevail in leadership and decision-making positions, while women face limitations when seeking promotion, due to an organizational culture based on prejudice and gender roles.
2.4.1.1 Unconscious biases in hiring and promotion
Unconscious biases are those that have the greatest impact on decisions in the workplace, since regardless of equality policies, they violate them. Chiappa (2023) emphasizes that many companies choose to ignore how these unconscious biases can affect hiring processes, thus creating complicated work environments for selecting and recognizing women, until they become only a minority in the company.
Within manufacturing industries, biases are present in the preferential selection of men for decision-making or management positions, under the guise of masculinization and the belief that their profile is more suitable for operating machinery. On the other hand, it is believed that women are less committed and, as homemakers, are thought to have less time available to work, which also affects their opportunities for promotion.
Women face a greater risk of a wage gap and fewer opportunities for promotion. Research by Rodríguez Pérez & German Soto (2021) describes how the unintentional biases that assign productive roles to men continue to exist, creating inequality in decisions within the organization. Despite having a good education and very similar skills, negative perceptions persist.
Chiappa (2023) emphasizes that hiring biases are hidden in the lack of transparency in the hiring process. Hiring decisions are influenced by external networks and personal relationships of the personnel in charge, giving priority to the male side. This form of hiring is seen in many manufacturing companies in Aguascalientes, where hiring is based on seniority or the trust of the supervisor or person in charge. As a result, women are limited to operational or administrative roles. She suggests making selection processes more professional to reduce bias, establishing criteria and promoting diversity in the workplace, and training staff to reduce unconscious bias.
In Figure 5, we can analyze the multiple hiring criteria listed by Chiappa (2023), noting that when demand is high, those chosen for positions are those who exceed the basic criteria and meet the criteria that differentiate them from others.
Illustrations are not included in the reading sample
Figure 5: Hiring criteria
Source: Chiappa, 2023
2.4.1.2 Masculinization of leadership
López et al. (2022) state that this concept refers to the association of the male gender with qualities such as power, decision-making, and strength, as these are believed to be traits belonging solely to that gender, creating masculinized industrial environments. Leadership is understood as competitiveness and firmness, which are not directly associated with women. Some of those who are already in leadership positions must prove these qualities and adapt to the entrenched leadership model not designed for them.
Within Mexican industries, the masculinization of leadership can be seen in the hierarchy of the organization, where men predominate in management and supervisory positions. According to Rodríguez Pérez & German Soto (2021), inequality is reflected in wage gaps and other issues such as low female representation.
According to Chiappa (2023), the masculinization of leadership appears in organizations that favor the male gender. Taking this into account, merit and loyalty can often be confused with each other, causing women to adapt to the environment and prompting them to imitate male behaviors in order to gain acceptance and reach higher positions.
However, after learning about this term, it is important and relevant to know that female leadership can bring great advantages to companies, such as creating innovation, improving communication, and creating an environment of equality. According to López et al. (2022), teams led by women are more collaborative, increase member commitment, and boost productivity. Within manufacturing industries, including women in leadership positions could change all the ingrained ideas of gender bias and noticeable gaps.
CHAPTER III.
3.1 Manufacturing industries globally
Industry is a fundamental source of employment for economic development, generating jobs to such an extent that it is the engine of global growth, although its weight varies by region. It also drives economic development and innovation.
According to Zahidi, S. (2025), women in the manufacturing sector account for only 30% of the workforce. This shows that although they represent a significant percentage of the global workforce, their participation in industry remains a minority.
Overall, women represent 41.2% of the global workforce across all sectors, but this figure drops to 28% when it comes to management positions, according to Zahidi, S. (2025).
Currently, there is no definitive figure for the number of manufacturing companies, as some countries do not keep track of both public and private companies, but it is estimated that there are around 27 million.
3.2 Manufacturing industries in Mexico
The manufacturing sector is a fundamental part of Mexico and its economy, as well as for job creation, since according to figures from the National Statistical Directory of Economic Units (DENUE, 2025), there are around 1,303,908 manufacturing industries ranging from small, medium, and large companies. This figure shows that this sector creates millions of formal jobs, covering industries such as automotive, chemical, electronics, etc.
It is also a major competitive driver in Mexico, as it is considered one of the leading exporters in terms of manufacturing. This large number of industries allows the country to attract investment from foreign companies.
Thus, Mexico's 1,303,908 manufacturing industries not only constitute one of the largest sectors, but also a pillar for the country's economic growth , giving us a global presence and helping the country's development.
Illustrations are not included in the reading sample
Illustration 6: Manufacturing industries in Mexico.
Source: DENUE, 2025
3.3 Manufacturing industries in Ags
According to figures from DENUE (2025), Aguascalientes has 6,355 companies that are mainly engaged in manufacturing, and their contribution is significant for the state's development. This number ranges from small businesses to large corporations specializing in the field, with the automotive sector predominating. This large number allows Aguascalientes to maintain a competitive economy with steady growth.
The impact of this sector on the state is evident in the thousands of people who depend on the activities of these industries, making it a foundation and key to stable family income. Constant investment and expansion generate greater demand for personnel, which in turn strengthens competition for these positions and enhances educational opportunities for technical and professional training in the state.
Illustrations are not included in the reading sample
Illustration 7: Manufacturing industries in Ags.
Source: DENUE, 2025
3.4 Minth, Nissan, and Exedy Dynax
When talking about manufacturing in Aguascalientes, three companies stand out for their significant impact on the state: Nissan Planta Aguascalientes 2, Minth México, and Exedy Dynax México, all specializing in the automotive sector, which is a major pillar of Mexico's economy. These companies were chosen for their significant importance and role in the economy, job creation, and impact at the national level. One common feature of these companies is that they all work with automated and standardized processes. Another is that they have more than 251 employees, which classifies them as large-scale companies.
The main characteristics of each company are presented below, based on data from DENUE (2025).
Illustrations are not included in the reading sample
Table 5. Concepts of labor inequality
Source: Own elaboration, referenced in: DENUE (2025)
3.5 State of the art
The following is the state of the art of documents with significant similarities to the present research
Illustrations are not included in the reading sample
Table 6. State of the art
Source: Own elaboration (2025)
3.6 Standardization of the project
There are currently many standards that promote equality and non-discrimination, which foster a fair and equitable work environment and form the basis for organizational culture and good management in every company.
There are currently various standards aligned with gender equality, but they are focused on the social environment. Table 7 below shows the standards that go hand in hand with this project, focusing on the work environment.
Table 6. State of the art
Source: Own elaboration (2025)
Illustrations are not included in the reading sample
CHAPTER IV.
This chapter details how this research was carried out, explaining step by step the procedure and approaches used.
4.1 Type of research
This is considered quantitative research, as numerical data was collected on how many people perceive inequality and unequal conditions. It is also descriptive, as this research does not seek to directly modify the environment or conduct experiments within companies, but rather focuses solely on analyzing and describing their current situation.
It cannot be defined as cross-sectional or experimental, as this information was collected at a single point in time without any background or precedents. The main point was to observe inequality and learn about the employees' experiences.
4.2 Population
The population consists of all persons employed by manufacturing industries in Aguascalientes, including women and men in different positions and areas.
It focuses on the automotive sector, which is one of the most prominent in the state of Aguascalientes, taking into account some of the most relevant companies such as Nissan Planta Aguascalientes 2 with approximately 2,000 employees, Minth Mexico with approximately 1,500 employees, and Exedy Dynax Mexico with approximately 400 employees, due to their large number of employees and their relevance within the sector.
4.3 Sample
The sample consists of 98 workers from the companies: Nissan Plant Aguascalientes 2, Minth Mexico, and Exedy Dynax Mexico who agreed to answer the questionnaire. No specific sample was determined at the beginning of the data collection process, as convenience sampling was chosen, which, according t , involves determining the sample based on the number of people who agreed to participate, as it can be compiled according to the type of company policies or standards.
4.4 Instrument
For data collection, a questionnaire was conducted in Google Forms, composed as follows:
A questionnaire was created for the gender filter section, which aimed to direct respondents to two questionnaire options consisting of the same questions and answers, with the only difference being that one was exclusively for females and the other exclusively for males. This allowed for better control of the results and better control of the respondents.
Illustrations are not included in the reading sample
Illustration 8: Gender filter section
Source: Own elaboration, 2025
The following surveys, aimed at men and women, included selected questions on demographics (3), work perception (3), development opportunities (3), and pay equity (3), all on a 5-point Likert scale, concluding with two open-ended questions on causes and conclusions. The structure of this survey focuses on facilitating clear and efficient communication, and open-ended questions were also included in order to understand their perspective a little better.
4.5 Data collection procedure
The data collection procedure consists of several stages. It began with the design of the questionnaire, followed by a review to ensure that the questions were useful for the research, and then moved on to the application of the questionnaire shown in subsection 4.4 of the ongoing research. This was made available both digitally via links and physically via QR codes, and 15 questions were established to ensure accurate and efficient information. The information was organized, which was another important step in maintaining the anonymity and confidentiality of the respondents when answering.
4.6 Data processing
Once the 98 responses were obtained during a month of searching for users for the survey, steps were taken to analyze the responses. Prior to its application, it was verified that all questions were mandatory in order to avoid incomplete surveys.
With all the responses recorded, an analysis of the pie charts obtained was carried out, which allowed the responses to be interpreted. This part allowed us to identify the differences between males and females in relation to salaries, discrimination, opportunities, and promotions.
Finally, an interpretation of the results was carried out, comparing our results with the hypothesis and the theoretical information previously compiled, offering a clearer view of the current situation of gender inequality in the manufacturing industries of Aguascalientes.
CHAPTER V.
5.1 Interpretation of demographic data.
For the research, 98 surveys were collected from workers in manufacturing industries in Aguascalientes, such as Minth, Nissan Planta Aguascalientes 2, and Exedy Dynax México, of which 46 were answered by men and 42 by women, allowing us to obtain more balanced responses on the subject.
Below is an interpretation of the demographic data from the workers' responses, which provides a little more insight into the context of their work area and conditions. The results obtained are as follows.
Illustrations are not included in the reading sample
Table 8. Percentages of age ranges
Source: Own elaboration referenced Google Forms (20225)
Table 6 shows that in manufacturing industries, a large proportion of workers are young and especially men, with 41.3% between the ages of 26 and 35 and 32.6% between the ages of 36 and 45, while 42.9% of women are between 15 and 25 years old, followed by 28.6% between 36 and 45 years old, which tells us that there are fewer women in manufacturing industries.
Illustrations are not included in the reading sample
Table 9. Percentages of education levels
Source: Own elaboration referenced Google Forms (20225)
The table shows that only 28.3% of the men surveyed who work in industry have a bachelor's degree/engineering degree, while 50% of women do. This shows that education does not always lead to job opportunities and highlights the presence of barriers that limit their growth in the workplace.
At this point in the research, we seek to gain insight into how employees perceive their environment in order to detect how they have or have not been affected by the presence of an inclusive or discriminatory environment.
According to the responses obtained in Table 7, 47.8% of men agree with the statement that there is an inclusive environment, while 47.6% of women do not agree. The results show significant differences between the genders, which may indicate a favorable situation for men, while the negative stance of women shows a clear gap in the possible working conditions offered to them.
Illustrations are not included in the reading sample
Table 10. Percentages of perceived work environment
Source: Own elaboration referenced in Google Forms (20225)
Opting for the majority who tended to point out the lack of an inclusive and free environment, Table 9 shows the results when asked if they had suffered or witnessed any type of discrimination. The experiences are similar between both genders, as the majority of responses were occasional, with 37% of men and 31% of women. This may indicate that both face situations of discrimination in different ways. Seeing that discrimination is frequently seen in the manufacturing sector would mean that it is necessary to implement internal policies to prevent and solve the problem.
Illustrations are not included in the reading sample
Table 11. Percentages of perceived discriminatory behavior
Source: Own elaboration referenced in Google Forms (20225)
5.2 Interpretation of the perception of opportunities and promotions
This section seeks to highlight the differences in opportunities based on respondents' own experiences, in order to identify the reasons for the existing gap between opportunities for men and women.
Table 10 below shows that there are similar perceptions on the subject. In each survey, more than 40% agreed that there is a perception of equal opportunities, but slightly less than half of the staff surveyed still notice differences in the availability of positions or promotions.
Illustrations are not included in the reading sample
Table 12. Percentages of perceptions of promotion opportunities for women and men
Source: Own elaboration referenced in Google Forms (20225)
The analysis of Table 11 shows us that training opportunities are positive for both genders, since the highest response rate is 4 and 5, which shows maximum satisfaction. However, in the graph for women, we can see that the percentages tend to lean more towards 4 and 3, meaning that their satisfaction based on the topic may be lower, which may be related to different experiences in the opportunities they have.
Illustrations are not included in the reading sample
Table 13. Percentages of perception of training opportunities
Source: Own elaboration referenced in Google Forms (20225)
5.3 Interpretation of perceptions of pay equity and challenges.
The analysis of this dimension focuses on perceptions of pay equity, presenting results on the issue and the challenges faced by both genders in the workplace, seeking to identify equitable activities or those that show gaps in access to fair conditions.
Table 12 shows a difference in perceptions, with 43.5% of men agreeing that there are no differences and 40.5% of women agreeing, although there are more responses indicating that there is no wage difference, a larger proportion indicate that such wage inequalities do exist. This leads us to conclude that although the majority do not perceive wage gaps, a large proportion of women are more inclined to respond that they do perceive them, which may be due to work experiences that differ from those of men.
Illustrations are not included in the reading sample
Table 14. Percentages of perceived wage differences
Source: Own elaboration referenced in Google Forms (20225)
Table 13 below shows opinions on the wage gap. It can be seen that 34.8% of men and 40.5% of women agree that wage inequalities are related to their skills, which shows that women relate the difference in wages to their skills, which may not be valued in the same way as those of men.
Illustrations are not included in the reading sample
Table 15. Percentages of perceptions of the causes of the wage gap
Source: Own elaboration referenced in Google Forms (20225)
CHAPTER VI
5.1 Project conclusions
The research carried out provided a better understanding of how both men and women experience situations of inequality within the manufacturing industries of Aguascalientes. After analyzing the 98 surveys conducted at plants such as Nissan, Minth, and Excedy Dynax, it was possible to identify the causes that may explain why women continue to experience more barriers than men. At the end of the project, it was possible to conclude that the main objective had been achieved, identifying the causes of labor inequality.
The research results show that men and women have different views of their workplace. Many men still see the work environment as respectful, inclusive, and free of stereotypes. On the other hand, many women continue to perceive attitudes and comments that make them feel that the work environment does not promote equality and that they continue to be at a disadvantage. This is in line with the conclusions of Garrido Lastra and Tapia Marchina (2022), who explained that gender roles and stereotypes continue to negatively influence the treatment people receive in the workplace and cause inequality, even when companies believe they are promoting equality.
Both genders reported having witnessed or experienced discrimination on at least one occasion. This means that, although it is not frequent, it occurs often enough to be considered a real problem within industries. This situation has also been pointed out by Pachano Zurita and Molina Torres (2022), who explained that discrimination continues to exist due to traditional ideas about how genders should be, which directly affects the treatment they receive.
The specific objectives were achieved. It was mainly verified that women have fewer opportunities for professional growth than men. It can also be shown that companies have policies that seek equality, although women reflect that in practice these policies are not applied as they should be to all people. According to Chiappa (2023), processes in industries still have unconscious biases that affect women. Finally, differences in salaries, although not everyone perceives them in the same way, indicate that wage inequality continues to be a real experience for women within industries.
The research highlights the importance of growth opportunities for both genders. Although some workers believe that equal opportunities exist, a significant proportion of women consider that promotions are easier for men. This coincides with a term addressed in "glass ceiling," which, in the words of Castro Romero and Martín Barroso (2024), are invisible barriers that hinder women's professional advancement. The responses obtained in the surveys indicate that these barriers still persist.
In conclusion, our initial hypothesis was correct in that gender inequality exists in the manufacturing industries of Aguascalientes, which is consistent with the results obtained. Therefore, the idea that inequality does not exist is rejected, as the experiences of both genders and the perceptions of workers show differences in their treatment, job opportunities, and work environment.
CHAPTER VII
6.1 Project recommendations
By analyzing the responses and conclusions of this project, recommendations can be suggested to improve the working environment in industries and thereby reduce gender inequality. The main proposal is that companies communicate and apply their equality rules and policies. It is important that companies clearly establish their standards and reinforce them periodically so that they are known and respected.
One of the most relevant recommendations is to provide effective training to staff in general so that they can identify behaviors that unconsciously promote inequality and may harm third parties. A work environment is needed where all people are respected, ignoring stereotypes and offensive comments, implementing effective communication for complaints and suggestions in a confidential manner so that possible injustices can be reported without fear of reprisals, as well as conducting frequent surveys for proposals for new improvements.
On the other hand, it is very important for industries to adopt fair recruitment processes, as a large proportion of women believe that men have more opportunities to receive more important positions, as well as promotions and other job opportunities. It is essential to clearly explain the requirements for promotion and ensure that they are applied fairly, fostering an environment of respect, free from stereotypes.
Another recommendation is to provide sufficient support to women who want to better themselves and seek professional growth through companies, facilitating programs and training for their development and learning within companies, in order to guide them toward supervisory or leadership positions and thus create a more dispersed hierarchy, where one gender does not prevail, but rather both complement each other.
The recommendations in this section have a common goal, which is for manufacturing industries to be equitable and fair work environments. Despite the progress women have made in being heard and taken into account, the road to gender equality is long and there are still many barriers to break down.
BIBLIOGRAPHY
Arango Hernández, Yenisey, Sosa Castillo, Ana Margarita, Valdés, Pedro
Javier. (2022). Equity in higher education: a theoretical approach. Journal of
Social Development Studies: Cuba and Latin America, 10(1), . Epub April 1, 2022. Retrieved October 30, 2025, from http://scielo.sld.cu/scielo.php?script=sci arttext&pid=S2308-01322022000100014&lng=es&tlng=pt.
Chiappa, Roxana. (2023). How professionalized are the academic hiring processes in Chilean universities? Quality in Education, (58), 268-309. Retrieved November 1, 2025, from http://www.scielo.cl/scielo.php?script=sci arttext&pid=S0718- 45652023000100268&lng=es&tlng=en.
Castro Romero, L., Martín Barroso, V., & Santero Sánchez, R. (2024).
Women and the glass ceiling: regional differences in Spain through a synthetic indicator. Investigaciones Regionales - Journal of Regional Research, 59( ), 55-80. https://doi.org/10.38191/iirr-jorr.24.011
Garrido Lastra, M. I., & Tapia Marchina, S. (2022). From university to the labor market, gender inequality in Mexico. Journal of Gender Studies. La ventana, VI(56), 45-71.
Mexican Institute for Competitiveness. (2022, November 8). Gender wage gap. https://imco.org.mx/brecha-salarial-de-genero/
National Institute of Statistics and Geography. (2025) Interactive National Statistical Directory of Economic Units (DENUE). National Statistical Directory of Economic Units. DENUE
International Labour Organization. (2024). Global Wage Report 2024-2025:
Inequality is decreasing [PDF]. https://www.ilo.org/sites/default/files/2025-08/Spanish%20full%20report.pdf
López, M., Ramírez, J., & Gutiérrez, C. (2022). Female leadership in organizations: progress and challenges in gender equality. Ibero-American Journal of Business Studies, 8(2), 45-63. Autonomous University of the State of Mexico.
Mallmann, Rafaela Weber. (2023). Autonomy, rationality, and freedom: is liberal feminism bankrupt? Education and Philosophy, 37(79), 315-344. Epub
April 30, 2023. https://doi.org/10.14393/revedfil.v37n79a2023-65542
Ocaña Lara, G. A. (2022). Gender inequality in the workplace in Latin
American countries in academic gender journal studies over the last ten years [Master's thesis, Simón Bolívar Andean University, Ecuador Campus]. UASB- DIGITAL Institutional Repository. http://hdl.handle.net/10644/8599
Pachano Zurita, A. C., & Molina Torres, M. V. (2022). Gender discrimination in the workplace in Ecuador. Revista Metropolitana de Ciencias Aplicadas, 5(1), 179-186.
Pérez, M. (2021). Intersectionality. In Susana B. Gamba and Tania Diz, New Dictionary of Gender Studies and Feminisms. Buenos Aires (Argentina): Biblos.
RAMÍREZ-URIBE, M. D. L. Á., & PÉREZ, M. D. (2025). Human capital, regionalism, and feminist economics in explaining the gender wage gap in
Mexico: a review of the literature. Work and Society, 26(44), 435-452.
Rodríguez Pérez, Reyna Elizabeth, German-Soto, Vicente. (2021). Gender wage inequality and the economic cycle in Mexican manufacturing.
Economics: Theory and Practice, (54), 61-88. Epub July 2,
2021. https://doi.org/10.24275/etypuam/ne/542021/rodriguez
Sánchez, C. L., García, C. V., & Japan, J. M. S. (2022). Intersectionality: multiple discrimination from a gender perspective. Critical Review of the History of Labor Relations and Social Policy, (14), 71-81.
Valencia-Contrera, M. A., & Orellana-Yanez, A. E. (2022). The glass ceiling phenomenon in nursing: an integrative review. CUIDARTE Journal, 13(1), 111. https://doi.org/10.15649/cuidarte.2261
Zahidi, S. (2025). Global Gender Gap. https://reports.weforum.org/docs/WEF GGGR 2025.pdf
APPENDICES
Appendix 1. Surveys administered to manufacturing industry workers in Aguascalientes
Illustrations are not included in the reading sample
Illustration 9: Part 1 of the structure of the survey administered
Source: Own work, referenced in Google Forms 2025
Illustrations are not included in the reading sample
Illustration 10: Part 2 of the structure of the survey applied
Source: Own elaboration, referenced in Google Forms 2025
Illustrations are not included in the reading sample
Illustration 11: Part 3 of the structure of the survey administered
Source: Own work, referenced in Google Forms 2025
Illustrations are not included in the reading sample
Illustration 12: Part 4 of the structure of the survey applied
Source: Own work, referenced in Google Forms 2025
Illustrations are not included in the reading sample
Illustration 13: Part 5 of the structure of the survey applied
Source: Own work, referenced in Google Forms 2025
Comprar ahora
- Citar trabajo
- Lizbeth Guadalupe López Franco (Autor), Dr. Alan Joshua Coronel Medina (Autor), 2023, Gender inequality in the manufacturing industry in the state of Aguascalientes, Múnich, GRIN Verlag, https://www.grin.com/document/1682672
