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Caracterização das trajetórias profissionais das mulheres a partir da perspetiva de género: o caso da GRH
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Abstract(s)
O surgimento da família patriarcal está associado à opressão da mulher na sociedade, a qual
se baseava na ideia de que o homem era responsável pelas funções laborais que
asseguravam a sobrevivência económica da família e a mulher estava destinada às
responsabilidades familiares e domésticas. Entretanto, com o desenvolvimento da indústria,
foi necessária a entrada da mulher no mercado de trabalho devido às novas necessidades de
mão-de-obra. Foi nesse momento que a presença da mulher se começou a destacar no
mercado de trabalho e com isso passou a ver alguns direitos consagrados, embora se
confrontassem com uma persistente discriminação.
No caso do campo profissional da GRH, apesar de se verificar uma feminização desta área
profissional, as mulheres continuam a sentir dificuldades em progredir na carreira quando
comparadas com os homens, o que reflete as diferenças de género que continuam a existir.
Neste contexto, os objetivos do presente estudo focam-se na análise da trajetória profissional
das mulheres que exercem funções na área de GRH em Portugal e nas dificuldades com que
se confrontam na construção das suas carreiras profissionais. A metodologia qualitativa foi a
escolhida para a elaboração do estudo, visto que pretendemos atingir a compreensão deste
fenómeno social, através da realização de 10 entrevistas semiestruturadas a uma amostra
por conveniência, composta por mulheres com profissões na área da GRH, com uma
experiência profissional mínima de 5 anos. A técnica de tratamento dos dados utilizada foi a
análise de conteúdo categorial.
Os resultados principais indicam que as dificuldades de progressão são motivadas pela falta
de disponibilidade associada à parentalidade e pelas responsabilidades assumidas ao nível
da vida familiar, bem como à divisão do trabalho doméstico, que penalizam as mulheres ao
nível da sua vida profissional. Os resultados indicam também que a discriminação de género
presente no mercado de trabalho, consolidada pela permanência dos estereótipos de género
na sociedade atual faz com que as mulheres assumam papéis profissionais subalternos. Por
outro lado, constatamos que existem mulheres a desempenhar funções de direção, com
trajetórias profissionais ascendentes, mas são mulheres que têm uma experiência consistente
e prolongada no mercado e com menos dificuldades em conciliar a vida profissional com a
vida familiar/pessoal em virtude de terem menos responsabilidades familiares, dado já não
terem dependentes a cargo.
When the concept of the patriarchal family arose, so did the oppression of women in society. The man was responsible for the labor functions that ensured the economic survival of the family and the woman was assigned to family and domestic responsibilities. However, with the development of the industry, it was necessary for women to enter the labor market due to the new labor needs. It was at this time that the presence of women began to stand out in the labor market and with this they began to see some rights enshrined. Despite the feminization of the Human Resource Management field, women still experience difficulties in career advancement when compared to men, which reflects the gender differences that still exist. The main purpose of this study focuses on the analysis of the career path of women working in HRM in Portugal and the difficulties they face in building their professional careers. For this study, the methodology chosen was the qualitative method, since we intend to understand this social phenomenon by conducting 10 semi-directive interviews to a convenience sample, composed of women working in HRM, with a minimum of 5 years of professional experience. The data processing technique used was categorical content analysis. The main results indicate that the difficulties of progression are motivated by the lack of availability associated with parenthood and the responsibilities assumed family life level and the distribution of domestic work, which penalizes them at the level of their professional life and also the gender discrimination that continues to occur in the labor market founded by the permanence of gender stereotypes in today's society that causes women to assume subordinate professional roles. On the other hand, we found that there are women in management positions, with upward career paths, but they are women who have consistent and prolonged experience in the market and have fewer difficulties in reconciling professional life with family/personal life because they have fewer family responsibilities, since they no longer have dependents.
When the concept of the patriarchal family arose, so did the oppression of women in society. The man was responsible for the labor functions that ensured the economic survival of the family and the woman was assigned to family and domestic responsibilities. However, with the development of the industry, it was necessary for women to enter the labor market due to the new labor needs. It was at this time that the presence of women began to stand out in the labor market and with this they began to see some rights enshrined. Despite the feminization of the Human Resource Management field, women still experience difficulties in career advancement when compared to men, which reflects the gender differences that still exist. The main purpose of this study focuses on the analysis of the career path of women working in HRM in Portugal and the difficulties they face in building their professional careers. For this study, the methodology chosen was the qualitative method, since we intend to understand this social phenomenon by conducting 10 semi-directive interviews to a convenience sample, composed of women working in HRM, with a minimum of 5 years of professional experience. The data processing technique used was categorical content analysis. The main results indicate that the difficulties of progression are motivated by the lack of availability associated with parenthood and the responsibilities assumed family life level and the distribution of domestic work, which penalizes them at the level of their professional life and also the gender discrimination that continues to occur in the labor market founded by the permanence of gender stereotypes in today's society that causes women to assume subordinate professional roles. On the other hand, we found that there are women in management positions, with upward career paths, but they are women who have consistent and prolonged experience in the market and have fewer difficulties in reconciling professional life with family/personal life because they have fewer family responsibilities, since they no longer have dependents.
Description
Keywords
Gestão de Recursos Humanos Trajetórias Profissionais Igualdade de Género Conciliação Trabalho-Família Human Resource Management Career Paths Gender Equality Work-Life Balance