{"id":27795,"date":"2018-03-07T09:22:23","date_gmt":"2018-03-07T09:22:23","guid":{"rendered":"http:\/\/www.zemsania.com\/?p=17661"},"modified":"2022-12-23T09:55:25","modified_gmt":"2022-12-23T09:55:25","slug":"la-dona-al-mon-laboral","status":"publish","type":"post","link":"https:\/\/zemsaniaglobalgroup.com\/ca\/la-mujer-en-el-mundo-laboral\/","title":{"rendered":"Per qu\u00e8 les empreses han de reivindicar el paper de la dona aquest 8 de mar\u00e7"},"content":{"rendered":"<p>Avui \u00e9s el <strong>Dia Internacional de la Dona<\/strong> i, aprofitant aquesta data reivindicativa, volem reflexionar sobre el paper de la dona al m\u00f3n laboral. La discriminaci\u00f3 per sexe ha estat invisibilitzada al llarg de la hist\u00f2ria, per\u00f2 actualment ja \u00e9s de transcend\u00e8ncia p\u00fablica.<\/p>\n\n\n\n<p>A Zems\u00e0nia, com a experts en RRHH, creiem que la igualtat laboral \u00e9s un requisit fonamental en tota societat moderna.<\/p>\n\n\n\n<p>Segons l&#039;informe <a href=\"https:\/\/www.grantthornton.es\/perspectivas\/women-in-business-2018\/women-in-business-cumplir-o-liderar\/\" target=\"_blank\" rel=\"noopener noreferrer\">Women in Business: complir o liderar?<\/a> de Grant Thornton, <strong>nom\u00e9s el 27% de les dones a Espanya ocupen c\u00e0rrecs d&#039;alta direcci\u00f3<\/strong>. En aquest sentit, la Comunitat de Madrid \u00e9s la que presenta m\u00e9s dones a llocs directius, amb un 33%. El segueixen Catalunya i Val\u00e8ncia, amb un 26% en tots dos casos. Com veiem, els n\u00fameros s\u00f3n molt baixos en relaci\u00f3 amb el col\u00b7lectiu mascul\u00ed. A m\u00e9s, segons l&#039;INE hi ha una difer\u00e8ncia salarial anual de m\u00e9s de 5.000 euros entre homes i dones a favor dels primers.<\/p>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">\u00cdndex de continguts<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewbox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewbox=\"0 0 24 24\" version=\"1.2\" baseprofile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/zemsaniaglobalgroup.com\/ca\/la-mujer-en-el-mundo-laboral\/#Datos_sobre_la_mujer_en_el_mundo_laboral\" >Dades sobre la dona al m\u00f3n laboral<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/zemsaniaglobalgroup.com\/ca\/la-mujer-en-el-mundo-laboral\/#Valores_a_potenciar_para_asegurar_la_inclusion\" >Valors a potenciar per assegurar la inclusi\u00f3<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/zemsaniaglobalgroup.com\/ca\/la-mujer-en-el-mundo-laboral\/#Como_impulsar_la_igualdad_de_genero\" >Com impulsar la igualtat de g\u00e8nere<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/zemsaniaglobalgroup.com\/ca\/la-mujer-en-el-mundo-laboral\/#Que_opinan_los_directivos_espanoles\" >Qu\u00e8 opinen els directius espanyols<\/a><\/li><\/ul><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h2 class=\"has-ast-global-color-0-color has-text-color wp-block-heading\"><span class=\"ez-toc-section\" id=\"Datos_sobre_la_mujer_en_el_mundo_laboral\"><\/span>Dades sobre la dona al m\u00f3n laboral<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Tot i que a Espanya&nbsp;<strong>les dones formen el 51% de la poblaci\u00f3<\/strong>, hi ha una desigualtat laboral important. Segons dades de l&#039;Institut de la Dona, el CSIC i l&#039;INE, nom\u00e9s <strong>el 28% dels alts c\u00e0rrecs en administraci\u00f3 p\u00fablica s\u00f3n dones<\/strong>. Parlem a continuaci\u00f3 dels \u00e0mbits laborals que m\u00e9s destaquen:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Educaci\u00f3<\/strong>.<b> <\/b>La majoria de rectors s\u00f3n homes, les dones queden en un 13%. Al m\u00f3n catedr\u00e0tic nom\u00e9s hi ha un 22% de dones i, als equips de les Reials Acad\u00e8mies, un 11%.<\/li>\n\n\n\n<li><strong>Pol\u00edtica i economia<\/strong>. Les ambaixadores a governs estrangers formen un 13%. A nivell de governan\u00e7a, a Espanya nom\u00e9s hi ha un 19% d&#039;alcaldesses. Una dada tamb\u00e9 preocupant \u00e9s que el 37% dels c\u00e0rrecs executius dels principals partits s\u00f3n dones.<\/li>\n\n\n\n<li><strong>\u00c0mbit judicial<\/strong>. Al m\u00f3n judicial la dona gaudeix de m\u00e9s rellev\u00e0ncia, ja que hi ha un 52% de jutges i magistrades. A m\u00e9s, el 43% dels membres del Consell General del Poder Judicial s\u00f3n dones.<\/li>\n\n\n\n<li><strong>Ocupaci\u00f3 dom\u00e8stica<\/strong>. El col\u00b7lectiu femen\u00ed t\u00e9 el 98% de llocs de treball d&#039;aquest sector. En relaci\u00f3 amb aix\u00f2, cal no oblidar que les feines de la llar solen recaure en la dona, que normalment tamb\u00e9 s&#039;encarrega de cuidar els fills o persones dependents. Per aix\u00f2, de vegades han de demanar exced\u00e8ncies, cosa que redueix encara m\u00e9s la seva capacitat adquisitiva.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"has-ast-global-color-0-color has-text-color wp-block-heading\"><span class=\"ez-toc-section\" id=\"Valores_a_potenciar_para_asegurar_la_inclusion\"><\/span>Valors a potenciar per assegurar la inclusi\u00f3<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Assegurar <strong>la inclusi\u00f3 de la dona al m\u00f3n laboral genera cohesi\u00f3 a l&#039;empresa<\/strong>. Per aconseguir-ho, Jennifer Thorpe Moscon, doctora en comportaments de lideratge i pr\u00e0ctiques organitzacionals inclusives, explica que hi ha quatre conductes de lideratge que fomenten la inclusi\u00f3:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Empoderament<\/strong>. Es basa a permetre que l&#039;equip exploti el talent i que superin les expectatives amb \u00e8xit.<\/li>\n\n\n\n<li><strong>Rendici\u00f3 de comptes<\/strong>. Delegaci\u00f3 de responsabilitats en els \u00e0mbits que cada professional controli. Aix\u00f2 demostra confian\u00e7a a la plantilla.<\/li>\n\n\n\n<li><strong>Valentia<\/strong>. Consisteix a impulsar els treballadors a parlar de forma directa i clara. Aix\u00ed, el professional apr\u00e8n a assumir els riscos necessaris.<\/li>\n\n\n\n<li><strong>Humilitat<\/strong>. Explotaci\u00f3 dels errors com a oportunitats per aprendre. Es tracta de la capacitat d&#039;admetre que no som perfectes i que de vegades caldr\u00e0 consultar altres professionals per combinar idees.<\/li>\n<\/ul>\n\n\n\n<p>Aquestes quatre iniciatives, aplicades al col\u00b7lectiu femen\u00ed, poden avivar la igualtat i el paper de la dona al m\u00f3n laboral. Atorgar llibertat i responsabilitats \u00e9s la millor manera d&#039;equilibrar la balan\u00e7a.<\/p>\n\n\n\n<h3 class=\"has-ast-global-color-0-color has-text-color wp-block-heading\"><span class=\"ez-toc-section\" id=\"Como_impulsar_la_igualdad_de_genero\"><\/span>Com impulsar la igualtat de g\u00e8nere<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Tot i que t\u00e9 m\u00e9s dificultats per assolir alts c\u00e0rrecs, el paper de la dona al m\u00f3n laboral \u00e9s tan important com el de l&#039;home. De fet, <a href=\"http:\/\/www.techexecutivesearch.es\/por-que-necesitamos-a-mas-mujeres-en-cargos-directivos\/\" target=\"_blank\" rel=\"noopener noreferrer\">impulsar el lideratge femen\u00ed \u00e9s positiu per a les empreses<\/a>.<\/p>\n\n\n\n<p>Aconseguir la igualtat de g\u00e8nere a la feina \u00e9s un repte a causa de com est\u00e0 estructurada la societat. Tot i aix\u00f2, \u00e9s possible minimitzar aquestes difer\u00e8ncies seguint una s\u00e8rie de consells:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><b>Acceptaci\u00f3 de la diversitat <\/b><strong>de g\u00e8nere<\/strong>. Com m\u00e9s tipus de persones diferents hi hagi a l&#039;empresa, m\u00e9s enriquidor ser\u00e0 l&#039;ambient laboral. Aix\u00f2 s&#039;aplica al g\u00e8nere, per\u00f2 tamb\u00e9 a l&#039;\u00e8tnia, l&#039;origen o la classe social.<\/li>\n\n\n\n<li><strong>Destrucci\u00f3 de la bretxa salarial<\/strong>. Si fan la mateixa activitat laboral, les dones han de cobrar el mateix que els homes. No hi ha cap ra\u00f3 que pugui justificar el contrari.<\/li>\n\n\n\n<li><strong>Valoraci\u00f3 de la dona<\/strong>. Cal anar m\u00e9s enll\u00e0 dels factors econ\u00f2mics i valorar els \u00e8xits de les dones de la mateixa manera que els dels homes.<\/li>\n\n\n\n<li><strong>Elusi\u00f3 de mesures simb\u00f2liques<\/strong>. Les empreses han d&#039;oblidar les pol\u00edtiques pensades per donar \u00fanicament una bona imatge davant l&#039;esfera p\u00fablica.<\/li>\n\n\n\n<li><strong>Promoci\u00f3 del lideratge femen\u00ed<\/strong>. \u00c9s important analitzar i valorar les capacitats de les dones de lequip, normalment infravalorades.<\/li>\n\n\n\n<li><strong>Revisi\u00f3 de les comunicacions<\/strong>. Les empreses han de garantir que les comunicacions internes i externes de l&#039;empresa no siguin sexistes.<\/li>\n\n\n\n<li><strong>An\u00e0lisi de les pol\u00edtiques digualtat<\/strong>. Un cop aplicades les pol\u00edtiques digualtat, \u00e9s vital donar a con\u00e8ixer el benefici que han generat. Aix\u00ed, altres organitzacions imitaran el procediment.<\/li>\n<\/ul>\n\n\n\n<h4 class=\"has-ast-global-color-0-color has-text-color wp-block-heading\"><span class=\"ez-toc-section\" id=\"Que_opinan_los_directivos_espanoles\"><\/span>Qu\u00e8 opinen els directius espanyols<span class=\"ez-toc-section-end\"><\/span><\/h4>\n\n\n\n<p>Els directius espanyols tamb\u00e9 han parlat sobre les mesures per potenciar el paper la dona al m\u00f3n laboral. En aquest aspecte, <strong>m\u00e9s de la meitat dels empresaris rebutgen les auditories de bretxa salarial<\/strong>. El 60% s\u00ed que considera aquestes mesures efectives, per\u00f2 amb concessions. Consideren que cal un acord entre Govern, patronal i sindicats.<\/p>\n\n\n\n<p>Els empresaris tamb\u00e9 rebutgen la&nbsp;<strong>llei de quotes<\/strong>. En concret, el 79% dels directius no recolza aquesta llei, que penalitza les empreses amb menys del 40% de dones a l&#039;\u00f2rgan directiu. Grant Thornton tamb\u00e9 va preguntar per les barreres que impedeixen les pol\u00edtiques digualtat i&nbsp;<strong>el 66% dels empresaris va respondre que no existeixen<\/strong>.<\/p>\n\n\n\n<p>Tot i les dades anteriors, <strong>el 90% d&#039;empreses espanyoles apliquen pol\u00edtiques d&#039;igualtat salarial per a homes i dones<\/strong> que executin la mateixa activitat. A m\u00e9s, el 83% ja est\u00e0 aplicant pol\u00edtiques no discriminat\u00f2ries per contractar personal. Si b\u00e9 sembla que algunes empreses s&#039;estan movent per resoldre aquesta situaci\u00f3, caldria plantejar-se si ho estan aconseguint. Si no fos aix\u00ed, caldria replantejar les accions necess\u00e0ries per fomentar la igualtat d&#039;oportunitats.<\/p>\n\n\n\n<p>Les dones formen un dels col\u00b7lectius que m\u00e9s ha patit la precaritzaci\u00f3 laboral. Aconseguir una bona feina i assolir llocs de lideratge \u00e9s dif\u00edcil, per\u00f2 per a aquest sector pot ser una odissea. Per aix\u00f2, conscienciar-nos respecte a la discriminaci\u00f3 laboral \u00e9s m\u00e9s important que mai. Actualment hi ha molts moviments a favor de la igualtat d&#039;oportunitats, i \u00e9s per aix\u00f2 que \u00e9s el moment d&#039;impulsar-los.<\/p>","protected":false},"excerpt":{"rendered":"<p>Hoy es el D\u00eda Internacional de la Mujer y, aprovechando esta fecha reivindicativa, queremos reflexionar sobre el papel de la mujer en el mundo laboral. La discriminaci\u00f3n por sexo se ha invisibilizado a lo largo de la historia, pero actualmente ya es de trascendencia p\u00fablica. En Zemsania, como expertos en RRHH, creemos que la igualdad [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":27796,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"_uag_custom_page_level_css":"","footnotes":""},"categories":[2,14],"tags":[52,53,54,55],"class_list":["post-27795","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-noticias-zemsania","category-empresas-innovacion","tag-8-de-marzo","tag-dia-internacional-de-la-mujer","tag-empoderamiento","tag-papel-de-la-mujer"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>El papel de la mujer en el mundo laboral y las empresas | Zemsania<\/title>\n<meta name=\"description\" content=\"El n\u00famero de mujeres en altos cargos empresariales y p\u00fablicos es mucho m\u00e1s bajo que el de los hombres. Adem\u00e1s, la brecha salarial entre hombres y mujeres sigue vigente. En este contexto, es m\u00e1s necesario que nunca potenciar y valorar el papel de la mujer en el mundo laboral.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/zemsaniaglobalgroup.com\/ca\/la-dona-al-mon-laboral\/\" \/>\n<meta property=\"og:locale\" content=\"ca_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"El papel de la mujer en el mundo laboral y las empresas | Zemsania\" \/>\n<meta property=\"og:description\" content=\"El n\u00famero de mujeres en altos cargos empresariales y p\u00fablicos es mucho m\u00e1s bajo que el de los hombres. Adem\u00e1s, la brecha salarial entre hombres y mujeres sigue vigente. En este contexto, es m\u00e1s necesario que nunca potenciar y valorar el papel de la mujer en el mundo laboral.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/zemsaniaglobalgroup.com\/ca\/la-dona-al-mon-laboral\/\" \/>\n<meta property=\"og:site_name\" content=\"Zemsania Global Group\" \/>\n<meta property=\"article:published_time\" content=\"2018-03-07T09:22:23+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-12-23T09:55:25+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/zemsaniaglobalgroup.com\/wp-content\/uploads\/2019\/02\/la-mujer-en-el-mundo-laboral.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1212\" \/>\n\t<meta property=\"og:image:height\" content=\"678\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"jmarin\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Escrit per\" \/>\n\t<meta name=\"twitter:data1\" content=\"jmarin\" \/>\n\t<meta name=\"twitter:label2\" content=\"Temps estimat de lectura\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minuts\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/zemsaniaglobalgroup.com\\\/la-mujer-en-el-mundo-laboral\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/zemsaniaglobalgroup.com\\\/la-mujer-en-el-mundo-laboral\\\/\"},\"author\":{\"name\":\"jmarin\",\"@id\":\"https:\\\/\\\/zemsaniaglobalgroup.com\\\/#\\\/schema\\\/person\\\/0725e5e5b51900fbf2d344a650e9b75c\"},\"headline\":\"Por qu\u00e9 las empresas deben reivindicar el papel de la mujer este 8 de marzo\",\"datePublished\":\"2018-03-07T09:22:23+00:00\",\"dateModified\":\"2022-12-23T09:55:25+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/zemsaniaglobalgroup.com\\\/la-mujer-en-el-mundo-laboral\\\/\"},\"wordCount\":1160,\"publisher\":{\"@id\":\"https:\\\/\\\/zemsaniaglobalgroup.com\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/zemsaniaglobalgroup.com\\\/la-mujer-en-el-mundo-laboral\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/zemsaniaglobalgroup.com\\\/wp-content\\\/uploads\\\/2019\\\/02\\\/la-mujer-en-el-mundo-laboral.png\",\"keywords\":[\"8 de marzo\",\"D\u00eda Internacional de la Mujer\",\"empoderamiento\",\"papel de la mujer\"],\"articleSection\":[\"Blog\",\"Empresas e Innovaci\u00f3n\"],\"inLanguage\":\"ca\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/zemsaniaglobalgroup.com\\\/la-mujer-en-el-mundo-laboral\\\/\",\"url\":\"https:\\\/\\\/zemsaniaglobalgroup.com\\\/la-mujer-en-el-mundo-laboral\\\/\",\"name\":\"El papel de la mujer en el mundo laboral y las empresas | Zemsania\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/zemsaniaglobalgroup.com\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/zemsaniaglobalgroup.com\\\/la-mujer-en-el-mundo-laboral\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/zemsaniaglobalgroup.com\\\/la-mujer-en-el-mundo-laboral\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/zemsaniaglobalgroup.com\\\/wp-content\\\/uploads\\\/2019\\\/02\\\/la-mujer-en-el-mundo-laboral.png\",\"datePublished\":\"2018-03-07T09:22:23+00:00\",\"dateModified\":\"2022-12-23T09:55:25+00:00\",\"description\":\"El n\u00famero de mujeres en altos cargos empresariales y p\u00fablicos es mucho m\u00e1s bajo que el de los hombres. 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En Zemsania, como expertos en RRHH, creemos que la igualdad&hellip;","_links":{"self":[{"href":"https:\/\/zemsaniaglobalgroup.com\/ca\/wp-json\/wp\/v2\/posts\/27795","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/zemsaniaglobalgroup.com\/ca\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/zemsaniaglobalgroup.com\/ca\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/zemsaniaglobalgroup.com\/ca\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/zemsaniaglobalgroup.com\/ca\/wp-json\/wp\/v2\/comments?post=27795"}],"version-history":[{"count":0,"href":"https:\/\/zemsaniaglobalgroup.com\/ca\/wp-json\/wp\/v2\/posts\/27795\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/zemsaniaglobalgroup.com\/ca\/wp-json\/wp\/v2\/media\/27796"}],"wp:attachment":[{"href":"https:\/\/zemsaniaglobalgroup.com\/ca\/wp-json\/wp\/v2\/media?parent=27795"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/zemsaniaglobalgroup.com\/ca\/wp-json\/wp\/v2\/categories?post=27795"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/zemsaniaglobalgroup.com\/ca\/wp-json\/wp\/v2\/tags?post=27795"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}