This presentation was presented at the OECD's Conference on Business, Finance and Gender on 8 March 2017. More information: http://oe.cd/wmn

1. Cuenta Pública SBIF 2015:
Balan ce y Desafíos !
Gender Differences in the Chilean Banking System:
#BeBoldForChange
Eric Parrado H. (@eric_parrado)
Superintendent of Banks and Financial Institutions, Chile
OECD Conference on Business Finance and Gender
Paris, March 8, 2016

2. International Context
Global Gender Gap Index 2016 (Groups of countries)
Average
Low Income Lower Middle
Income
The boxes show the percentiles 25 and 75 of distribution
and lines of minimums and maximums.
Chile ranks 70 out of 144
countries of the Global
Gender Gap Index.
(World Economic Forum).
Upper Middle
Income
High Income
Chile0,5
0,6
0,7
0,8
0,9
1,0

3. The economic dimension is the weakest
Chile’s worst perfomance in the
Index is“Economic Participation”
Education
38
Health
39
Political
empowerment
39
Economic
participation
Position (nº)
in the World
Ranking
• Wage equality for similar work
• Estimated earned income
• Labor force participation
133
97
92
119

4. What can we do as an organization to foster
conscious bias in favor of women?
• Apply this bias within the organization, without affecting meritocracy
• Incorporate in the institutional information system a gender
approach:
Gender gap in access
to financial services
Gender gap in financial
labor markets

5. What are we trying to do?
• Chile is commited to
women’s data:
• Chile is the only country
in the world that has
consistently tracked
sex-disaggregated data
on its banking system
for over 15 years.

6. Issues covered in the report
Loans
Consumer
Mortgage
Commercial
Savings
On sight deposits
Time deposits
Cash management
Use of debit products
Integrity
Bounced checks
Nonperforming loans

7. Gender Gap: Loans
Numbers of debtors
• Average debt: For every US$ 100
owed by men, women owe US$ 59.
• Consumption: For every US$ 100
owed by men, women owe US$ 53.
US$ 59
DEBT
US$ 53
• Mortgages: For every 100
monetary units, the amount
assigned to mortgage funding
is: 57 men, 61 women.
women
men
2002
2014
2015
36%
47%
48%
64%
53%
52%
0
10
20
30
40
50
60
57
61
CONSUMPTION

8. 2% 0%
-17%
-25%
-20%
-15%
-10%
-5%
0%
5%
10%
Rate gap Term gap Amount gap
Gender Gap: Loans
Terms of credit related to mortgage loans
July 20012 / December 2013

9. Gender Gap: Loans
Terms of credit related to consumption loans
15%
-2%
-32%-40%
-30%
-20%
-10%
0%
10%
20%
Rate gap Term gap Amount gap

10. Gender gap: Loans
Terms of credit related to commercial loans
17%
28%
-41%-50%
-30%
-10%
10%
30%
50%
Rate gap Term gap Amount gap

11. Gender gap: Savings
Number of accounts by gender, 2002-2015
women men
46,4%
48,7%
56,2%
67,7%
53,6%
51,3%
43,8%
32,3%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
2002
2015
Voluntary pension savings accounts
Housing savings accounts
Term savings accounts
Time deposits
Voluntary pension savings accounts
Housing savings accounts
Term savings accounts
Time deposits
69,0%
37,7%
42,8%
46,2%
31,0%
62,3%
57,2%
53,8%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

12. Gender Gap: Cash Management
Number of Cash management accounts
(Checking accounts and sight deposits), 2002-2015
2015
2002
38%
62%
52%
48%

13. Gender Gap: Cash Management
Average deposit balance in cash management accounts
(US$ dollars*)
Women hold 26%
less than men
Women hold 31%
less than men
women
men
1.150
2.415
1.553
0,0
0,5
1,0
1,5
2,0
2,5
3,0
3,5
20152002
3.475
* Currency at the end of December of each year

14. Gender gap: Financial Integrity
Bounced checks for every 1.000
checks presented for payment
Non-performing loans, 90 days -1 year
(Amount of non performing loans as %
of total amount of debt)
women
men0
3
6
9
12
15
20152014
12,6 12,5
10,7 10,8
women
men0
3
6
9
12
15
12,6 12,5
10,7 10,8
1,0
1,5
2,0
20152014201320122011201020092008
1,75
1,63
1,37
1,30
1,10
1,08

15. Lessons
1. Seek internal buy in, particularly
from the top.
2. Balance information needs and
opportunity costs.
3. Data is not an end in itself. Think
about next steps.
4. Apply a conscious bias in favor of
women at all levels:
Within organizations.
Finding the gender dimension in their
actions and products.
The SBIF promotes gender equality using
data and internal policies and practices.