In Mexico , having a job doesn’t always guarantee stability , equity , or development . Although the conversation about workplace well-being , inclusion, and fair compensation has gained traction in recent years, the reality remains complex and, in many cases, unequal.

This was reflected in the new 2025 Salary Study , prepared by Worky , which analyzed more than 17 thousand records of collaborators from companies from different industries , sizes and regions , which gives an x-ray of the Mexican labor market that, far from showing a balance, highlights structural inequalities , organizational challenges and deep generational tensions .

From the persistent gender pay gap to the lack of female representation in management positions; from modest salaries in small and medium-sized enterprises (SMEs) to the high turnover of young talent , the study is an urgent call to rethink staff attraction , retention , and compensation strategies .

Gender pay gap

One of the most striking findings is the gender pay gap , which reached 25 percent. While men earn an average of 31,025 pesos per month, women earn 23,178 pesos, a difference that persists even in equivalent positions.

The phenomenon was not only observed in base salaries , but also reflected the low representation of women in leadership positions . At level 10 (national management) , men earn 302,285 pesos and women 265,160 pesos; while at level 11 (regional management) , the gap remains the same: 462,282 pesos versus 427,338 pesos.

Furthermore, roles traditionally associated with women, such as administrative assistant , customer service , or payroll and recruitment , continue to be among the lowest paid in the market, with monthly salaries ranging from 14,000 to 21,000 pesos.

“Structural bias is a cost factor,” the study noted, warning that gender segmentation in certain positions perpetuates wage inequalities and limits women’s access to career paths with better conditions.

SMEs, the heart of employment with salaries below the average

More than half (53.19%) of the companies included in the analysis have fewer than 30 employees, reflecting the central role that SMEs play  in job creation in Mexico .

However, it also revealed one of the main challenges of the labor ecosystem : SMEs tend to offer lower salaries and face greater difficulties competing for talent against industries with greater financial capacity.

Despite this, SMEs are key to the economy, “sustaining the labor market ,” the report noted, suggesting that these organizations need support to professionalize their compensation structures , adopt technology , and offer differentiating benefits beyond salary .

Young talent and high turnover

83.16% of the workers analyzed have less than five years of seniority in their position and one in four collaborators (26.11%) have been there less than a year.

This high turnover reflects a new work reality, in which young professionals seek environments where they can develop quickly, access challenging experiences and find a clear purpose .

According to the report, this dynamism places constant pressure on organizations to build attractive organizational cultures , establish clear career paths , and offer non-monetary benefits such as flexibility , mental health , or hybrid schemes .

At mid-level, he indicated, more than 50% of employees have less than five years of experience, and less than 5% in key positions have more than 20 years of experience, highlighting a senior leadership deficit that could affect strategic decision-making in many organizations.

In this context, the study proposes a series of concrete recommendations for companies to address the identified challenges, such as salary audits to detect and correct inequalities based on gender or seniority; female leadership programs to close the glass ceiling; stable hiring to improve retention and engagement; personalized career plans and benefits for young talent; and the use of data intelligence and technology to make more effective salary decisions aligned with the business.

He also highlighted the importance of adapting compensation strategies to regional differences .
For example, states like Mexico City , Nuevo León, and Jalisco have the highest salaries , while states like Chiapas , Oaxaca , and Colima have the lowest salaries in the country.

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El cargo Wage gap, turnover, and low salaries mark the labor market in Mexico. apareció primero en T21.

According to figures from the National Institute of Statistics and Geography (INEGI) , last year the participation of women in the transport sector was 27.4 percent . In turn, data from the Mexican Institute for Competitiveness (IMCO) detailed that Mexico occupies the 33rd place out of 146 countries, with a score of 76.3 for the gender gap, which is mainly driven by discrimination against women.

For its part, the Basic Statistics of Federal Auto Transport 2023 showed that of the 708,930 current license applications, 0.8% were requested by women . That is, according to data from the General Directorate of Federal Auto Transport (DGAF) , in Mexico, 5,450 current licenses were issued for female operators, of which 78.7% were requested for cargo vehicles, which was equivalent to 4,289 licenses, corresponding to 0.6% nationally.

In this context, during the Panel “Gender gap in the motor transport industry”, held at the First Forum of Women Leaders of Motor Transport 2024, Paola Moncada, president and co-founder of the Association of Women Cargo Vehicle Operators (AMO) , highlighted that the lack of job opportunities for women operators is an issue that must be addressed, since, despite the fact that they comply with the relevant training and have a driver’s license, few companies are those that bet on hiring them, because “they are a woman and have no experience.”

In this regard, she commented that it is important for more companies to join together so that opportunities are equal, defined by capabilities and performance. She added that unfortunately “there has always been sexism and negative comments, however, it is important not to validate the comments and focus on professionalization and continuous training ,” she said.

For her part, Montserrat González Amador, executive director of planning and development at the DGAF of the Secretariat of Infrastructure, Communications and Transport (SICT) , agreed with Moncada that one of the obstacles to women joining the workforce of freight transport companies is precisely their openness to female talent.

González Amador explained that one of the strategies that the DGAF has implemented to stimulate the training of female operators is to support the opening of training centers in the country , along with the dignification of the profession.

Although the numbers are low at the operational level of the units, they are on the rise at the business level. Claudia Sánchez Porras, general director of the National Chamber of Cargo Transport (Canacar) , explained that 11% of the members of the board of directors of the organization are women. “It may seem like a small amount, but it is a big step considering that in previous administrations there were almost no women,” she said.

Sánchez Porras recalled that according to data from the International Road Transport Union (IRU), there is a shortage of 56 thousand operators in the country, a fact that represents a challenge, but also an opportunity to promote the training of women.

In this regard, she highlighted the importance of private initiative and the government supporting training projects such as Conductoras Scania , which has promoted professionalization and the development of driving skills, programs that more companies have joined, for example, Volkswagen Truck and Bus with the Mujeres Transformando project .

This year, the Baja California government has launched a training project that aims to professionalize 100 women by the end of 2024.

Finally, the president and co-founder of AMO pointed out that some factors to encourage more women to join the profession of operators are: infrastructure in companies and distribution centers, promoting policies of respect and good practices, but above all having safety on the roads.

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El cargo Forum of Women Leaders in Auto Transport, a watershed to close the gender gap in auto transport apareció primero en T21.