Mulheres em posição de liderança: obstáculos e expectativas de gênero em cargos gerenciais

Abstract

Resumo A representatividade da mulher em altos cargos vem aumentando ao longo dos anos, mas as dificuldades ainda persistem. O objetivo deste artigo é identificar os obstáculos que se apresentam ao longo da carreira da mulher brasileira e entender como ela se reconhece na posição de líder, quais são seus principais desafios e como ela pode superá-los para atingir a igualdade - não apenas no trabalho, mas também no lar. Trata-se de uma pesquisa de campo. Selecionamos, por meio de rede social própria, 15 mulheres que atuavam como líderes em organizações públicas e privadas no Rio de Janeiro, entre 2014 e 2016. Os resultados mostraram que essas mulheres tinham uma noção mais andrógina de liderança do que a sugerida pela literatura e que elas se viam como merecedoras desse papel, apesar de sofrerem vários tipos de preconceito em suas trajetórias.

Your home, my refuge: being a refugee in Brazil

“…Hence, the workforce desired attributesand valued by the market -such as aggressiveness, competition and rationality are masculine (Kimmel, 1994), what is a disadvantage per se for women. This sexist perspective prevails in most of Latin America, including Brazil (Olivius, 2016); thus, as well as local citizens, who face invisible barriers to entry and rise in the labor market (Hryniewicz & Vianna, 2018), immigrant and refugee women do not share the same opportunities and privileges as their male peers (Pereira & Abreu, 2016), due to the patriarchal construction of the society in question (Knappert, Kornau & Figengül, 2018).…”

The Female and the Male Professional: Gender, Career and Expatriation Interfaces in Trajectory for Female Expatriates

“…In affirming universal values, as manifested in the American liberal feminist movement, they focus primarily on the interests of white, heterosexual, and middle / upper class women. This perspective, propagated and corroborated by organizational discourse and, in many cases, by women themselves (Hryniewicz & Vianna, 2018), does not discuss gender relations and is critically viewed by research that indicates the urgency of progress (Souza, Corvino, & Lopes, 2013;Rodriguez & Ridgway, 2019).…”

Mobilities in the Labyrinth: Pressuring the Boundaries of Women’s Careers

“…Organizational studies have analyzed the gender issue both at the international level (MCKIE, BIESE and JYRKINEN, 2013;FERNANDO and COHEN, 2014;LEUZE and STRAUß, 2016;KOSSEK, SU and WU, 2017) and at the national level (SOUZA, CORVINO and LOPES, 2013;SOUZA, BIANCO and JUNQUILHO, 2015;HRYNIEWICZ and VIANNA, 2018). Given the sexual segregation of work (HIRATA, 2018) and gender pay gap (IBGE, 2018;IPEA, 2019), 'gender' as a category of analysis continues to ignite heated debates in the field.…”

“…In Brazil, research in organizations are very close to liberal feminism, which is an a-historical perspective of women, focused on their profile as executives (SOUZA, CORVINO and LOPES, 2013). By affirming universal values -as manifested in the American feminist movement -this research reinforces the interests of white, heterosexual, and middle/upper-class women (HRYNIEWICZ and VIANNA, 2018). Therefore, disseminated and validated by the organizational discourse (and, in many cases, by the women themselves), it does not discuss and/or problematize the need to advance in the debate on gender relations in workplaces and organizations.…”