Almudena Sevilla: “Every girl who does not reach her potential is a lost of talent and a brake on economic growth”

Equality between women and men is not just a matter of justice, but also of economic and social progress. This is the view of Professor Almudena Sevilla (Valladolid, 1973), who has dedicated her career to researching economics and gender, as well as promoting the growth of female academics and the increase of professionals in this sector. In January 2025 she was honoured as a Commander of the Order of the British Empire, in recognition of her research work and her contributions to the betterment of society, an award for a commitment that began in the United States, where she studied for her doctorate thanks to a postgraduate fellowship from the ”la Caixa” Foundation.

What inspired you to study economics, a discipline in which women tend to be under-represented?

I’ve always been very good at maths, and I was advised to study Business Administration and Management (BAM), which at the time shared many subjects with Economics. In my first year I came across microeconomics, and it was love at first sight. It’s a very formal discipline, but at the same time deeply human, as it allows us to find solutions to real-world problems using data. At that moment I knew I wanted to research how economic decisions can improve society, so after finishing Business Administration I continued with Economics.

When did you realise that women were in the minority? 

At university, there were as many women as men, but that balance gradually disappeared as I progressed in my academic career. When I arrived at Brown University to do my PhD, thanks to a fellowship from the ”la Caixa” Foundation, I realised that there was only one female professor. That was when I started to take action, speaking with female students in pure sciences, who were already organised and had the university’s support. I clearly remember the look of surprise on the dean’s face when I pointed out that Economics was a male-dominated specialty – he immediately wanted to do something about it.

Your efforts have continued to the point of founding a network that supports women in economics. 

After 10 years working towards equality within the professional association of British economists, the Royal Economic Society, I realised that progress was very slow and that we needed a change in strategy. It wasn’t enough to highlight the problems, we had to create specific spaces where women could learn, support each other and move forward together. That’s why I founded the UK Women in Economics Network, with the idea of connecting economists across academia, the public sector and private enterprise. Our events are in much higher demand than our capacity allows, which shows that, despite progress in this field, there’s still a strong need for these spaces that go beyond simple networking and provide real opportunities for development and learning. 

You were recently appointed Commander of the Order of the British Empire. What does this distinction mean to you? 

Receiving this title has been a huge surprise and an incredible honour, especially as it’s an award given to great figures in the arts and sciences, such as Stephen Hawking, for example. It’s a recognition of both my academic work and my efforts towards women’s equality, and I’m absolutely delighted. At the same time, it also brings a sense of responsibility. On a social level, I believe these honours are important because they raise awareness of research in economics and gender, something essential to encouraging more women and men to pursue this field of study. 

In your research, you analyse structural barriers affecting women, such as gender stereotypes. 

Through our research we’ve shown that widely held beliefs, such as “girls are not good at maths” or “mothers should stay at home to look after the children”, contribute to gender gaps in education and the labour market. Even in countries with high levels of equality, there’s still a strong association between men and technical careers, and women and the humanities. These stereotypes are often subconscious, but they influence both the confidence and aspirations of girls and the expectations and decisions of families and teachers.

What economic impact do these stereotypes have? 

These preconceived ideas discourage girls from pursuing careers in science and technology, which hinders gender equality. They also come at an economic cost, since failing to nurture potential talent in these fields reduces innovation and productivity. Every girl who does not reach her full potential represents a loss of talent and a brake on economic growth. Equal opportunities are not just a matter of fairness and justice; they are also essential for making the most of valuable resources for society.

You have also researched factors that widen the gender gap in the workplace, such as sexual harassment. 

Sexual harassment is an extreme barrier in the labour market that forces many women to change sectors or leave their jobs, preventing them from working where they would be most productive. Our research has shown that 18 out of every 100 women have experienced unwanted physical contact at some point. Beyond the direct consequences for victims, which can include leaving their jobs or facing career setbacks, harassment contributes to occupational segregation, as women seek work environments with fewer men to feel safer. This not only limits their professional development, with serious economic consequences for women throughout their lives, but also reduces market efficiency by failing to make full use of available talent.

How can such behaviour be prevented?

It’s essential to establish an institutional framework to ensure that sexual harassment does not occur. Spain has made significant progress by moving from legislation that only acted after an incident had already happened to one that requires companies to prevent such situations. Businesses are now obliged to implement clear protocols, train their staff and take preventive measures. In the short term, these policies address the immediate problem, but their true impact is seen in the long term, as they also help to change attitudes. 

In your work, you talk about the “child penalty” and explain why having children contributes to the gender pay gap.

When children arrive, many mothers have to stop working or reduce their working hours, creating a domino effect that leads to slower career progression. Policies such as maternity leave or remote work can be a double-edged sword, as the people who take advantage of these benefits tend to be women. This can reinforce gender stereotypes and perpetuate workplace inequalities.

Can work-life balance measures be harmful?

Some of the decisions families make regarding childcare may be useful in the short term, but counterproductive in the long term, especially for women. The solution lies in ensuring that work-life balance measures are taken equally by both sexes and that companies are required to report any differences in their uptake. Spain has taken a major step by becoming the first country in the world to establish equal parental leave. This policy not only balances the domestic workload in the short term, but also gradually transforms gender roles.

It has also been shown that childcare extends well beyond early childhood and into adolescence. 

This is something I’ve observed with my own daughters, they’ve grown up but still require care, albeit of a different kind. Time-use survey data reveal that the hours mothers spend with their children do not decrease as they grow older, as they still need that time together. This is also because adolescence is increasingly recognised as a critical period in which parental involvement is essential. Until now, it was assumed that women who left the workforce did not return because they had lost experience or human capital, but we’ve demonstrated that it’s because the burden of care remains high.

The list of challenges you have researched is extensive. What do you think is the best way to approach equality policies?

Many of these issues are complex, and it’s difficult to find simple answers. The key is to combine interventions aimed at changing behaviours with structural policies. The former are necessary to shift attitudes and perceptions, creating inclusive environments with female role models that inspire confidence in women and girls. The latter involve establishing legal frameworks that adapt to modern society, with measures that support women and create incentives for environments where gender biases don’t exist. Policies help to correct certain imbalances while also contributing to changing culture and stereotypes.

What would you say to young women who are considering a career in economics today? 

I would tell them that it’s a beautiful science, a powerful tool for understanding and changing the world. It allows us to analyse social issues, design better policies and build a fairer and more prosperous future. Through economics we can reduce inequalities, improve people’s lives and give a voice to those who are not always heard. The discipline is evolving in this direction, and now is an ideal time to be part of it.