{"id":5180,"date":"2025-06-16T11:02:00","date_gmt":"2025-06-16T16:02:00","guid":{"rendered":"https:\/\/panamcham.rewind10.com\/pay-gap-and-return-to-the-office-the-two-great-talent-challenges-of-2025\/"},"modified":"2025-06-16T11:02:00","modified_gmt":"2025-06-16T16:02:00","slug":"pay-gap-and-return-to-the-office-the-two-great-talent-challenges-of-2025","status":"publish","type":"post","link":"https:\/\/panamcham.rewind10.com\/en\/pay-gap-and-return-to-the-office-the-two-great-talent-challenges-of-2025\/","title":{"rendered":"Pay Gap and Return to the Office: The Two Great Talent Challenges of 2025"},"content":{"rendered":"\n

Author:<\/strong> Liz Kinkead – Chair of the Organizational Development Committee \/Senior Consultant \u2013 Michael Page<\/p>\n\n\n\n

Michael Page presents the results of its most recent Talent Trends LATAM 2025 report, titled \u201cCompeting on Clarity\u201d<\/strong>, based on a survey of 11,120 professionals<\/strong> in Latin America. The study analyzes key topics such as salary negotiation, emerging work models, the integration of artificial intelligence and inclusion in the workplace.<\/p>\n\n\n\n

Over the past five years, workplace dynamics have changed profoundly. The pandemic accelerated a realignment of professional priorities: while a good salary and growth opportunities were long the main motivators, today factors such as flexibility, purpose and organizational culture are taking on greater weight.<\/p>\n\n\n\n

Twelve months on, the conversation has evolved: talent is in wait-and-see mode. After phenomena such as the \u201cGreat Resignation\u201d and the rapid rise in salaries, the market is now showing a pause. Decisions to change jobs are being postponed, and highly qualified profiles are scarcer and harder to attract.<\/p>\n\n\n\n

Among the report\u2019s main findings is the perception of a pay gap<\/strong>: 1 in 3 Panamanians believes this difference persists, especially at the most senior levels within organizations.<\/p>\n\n\n\n

The disparity in perception by gender is striking: while 48% of women<\/strong> believe a pay gap exists, only 16% of men<\/strong> acknowledge it. This difference points to the need for greater transparency in negotiations, since reaching fair agreements is difficult without clear benchmarks.<\/p>\n\n\n\n

As for work models, the hybrid arrangement<\/strong> has stabilized in the region: today, 45% of professionals in Latin America enjoy this benefit. In countries such as Panama, the figure rises to 45% versus 40% in 2024.<\/strong> Work-life balance remains one of the top priorities for talent.<\/p>\n\n\n\n

In recent months, however, large multinationals have begun to implement return-to-office policies, either partial or full, which could put at risk the balance that workers value so highly. At the same time, there is a growing willingness to change jobs if flexibility conditions are affected.<\/p>\n\n\n\n

This new scenario presents both advantages and challenges for organizations: moving from a hybrid model to a fully on-site one could cause disengagement among certain profiles, and even lead to resignations.<\/p>\n\n\n\n

In parallel, what seemed futuristic not long ago is now part of everyday work: artificial intelligence has rapidly gained ground<\/strong>, especially over the past 12 months. 46% of professionals<\/strong> in the region say they use AI in their work, and 82%<\/strong> use it at least once a week, pointing to its positive effects on productivity and work quality.<\/p>\n\n\n\n

Talent Trends 2025 makes clear that there is a direct connection between organizational transparency and the confidence of talent. Our findings underscore priority areas that require immediate attention: workplace flexibility, the adoption of artificial intelligence and the strengthening of organizational trust. These elements are key to attracting and retaining talent in a corporate environment that demands clear and consistent positions.<\/p>\n\n","protected":false},"excerpt":{"rendered":"

Michael Page presents the results of its most recent Talent Trends LATAM 2025 report, titled \u201cCompeting on Clarity,\u201d based on a survey of 11,120 professionals in Latin America. The study analyzes topics\u2026<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[],"comite":[10],"class_list":["post-5180","post","type-post","status-publish","format-standard","hentry","category-noticias","comite-desarrollo-organizacional"],"acf":[],"_links":{"self":[{"href":"https:\/\/panamcham.rewind10.com\/en\/wp-json\/wp\/v2\/posts\/5180","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/panamcham.rewind10.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/panamcham.rewind10.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/panamcham.rewind10.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/panamcham.rewind10.com\/en\/wp-json\/wp\/v2\/comments?post=5180"}],"version-history":[{"count":0,"href":"https:\/\/panamcham.rewind10.com\/en\/wp-json\/wp\/v2\/posts\/5180\/revisions"}],"wp:attachment":[{"href":"https:\/\/panamcham.rewind10.com\/en\/wp-json\/wp\/v2\/media?parent=5180"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/panamcham.rewind10.com\/en\/wp-json\/wp\/v2\/categories?post=5180"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/panamcham.rewind10.com\/en\/wp-json\/wp\/v2\/tags?post=5180"},{"taxonomy":"comite","embeddable":true,"href":"https:\/\/panamcham.rewind10.com\/en\/wp-json\/wp\/v2\/comite?post=5180"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}