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Abstract(s)
O conceito “discriminação” é utilizado em diversas circunstâncias. Neste estudo será abordado a discriminação de género no mercado de trabalho, mais concretamente nos cargos de gestão de topo. Para Becker (1957) a discriminação no trabalho existe porque os diferentes agentes do mercado, sejam as entidades empregadoras, os respetivos colaboradores ou até mesmo os clientes possuem determinadas preferências que os fazem optar por um determinado grupo social. A dimensão género acarreta um determinado preconceito, em cargos estereotipados como masculinos, limitando muitas vezes o ingresso das mulheres nos mesmos.
Assim sendo, o presente estudo tem como objetivo perceber a dimensão destas dificuldades e qual o impacto das mulheres neste setor, concluindo se existem ou não, desigualdades de género.
Para tal, optou-se por uma metodologia quantitativa, recorrendo a inquéritos efetuados online. O tratamento dos dados foi orientando por uma análise estatística, selecionando 4 questões de investigação: (i) Discriminação de género na gestão de topo, (ii) Zona geográfica e a discriminação de género, (ii) Mentalidade existente em relação à discriminação de género e (iv) Discrepâncias salariais na gestão de topo.
No que concerne aos resultados obtidos, estes permitem verificar que os salários não são dependentes do género e que o principal motivo apontado para a pouca intervenção das mulheres nesta profissão é a escassez de incentivos e medidas que permita a presença mais ativa das mesmas.
The concept of "discrimination" is used in a huge variety of circumstances. In this study, gender discrimination in the job market will be addressed, more specifically in the top management positions. For Becker (1957), discrimination at work exists because different market agents, such as employing entities, employees or even customers can have certain preferences that force them to opt between several social groups. The gender dimension causes a certain prejudice, in positions stereotyped as masculine, often limiting the entry of women in them. Therefore, the present study aims to understand the dimensions of these difficulties and the impact of women in this sector, concluding about the existence of gender inequalities. For this, a quantitative methodology was applied, using surveys conducted online. The treatment of the data was guided by a statistical analysis, involving 4 research questions: (i) Gender discrimination in top management, (ii) Geographic zone and gender discrimination, (ii) Existing mentality regarding gender discrimination and (iv) Salary discrepancies in top management. Regarding the obtained results, these can be verified that the salaries are not dependent on gender and the main reason given for a decrease of women in this profession is the lack of incentives and measures that allow their more active presence.
The concept of "discrimination" is used in a huge variety of circumstances. In this study, gender discrimination in the job market will be addressed, more specifically in the top management positions. For Becker (1957), discrimination at work exists because different market agents, such as employing entities, employees or even customers can have certain preferences that force them to opt between several social groups. The gender dimension causes a certain prejudice, in positions stereotyped as masculine, often limiting the entry of women in them. Therefore, the present study aims to understand the dimensions of these difficulties and the impact of women in this sector, concluding about the existence of gender inequalities. For this, a quantitative methodology was applied, using surveys conducted online. The treatment of the data was guided by a statistical analysis, involving 4 research questions: (i) Gender discrimination in top management, (ii) Geographic zone and gender discrimination, (ii) Existing mentality regarding gender discrimination and (iv) Salary discrepancies in top management. Regarding the obtained results, these can be verified that the salaries are not dependent on gender and the main reason given for a decrease of women in this profession is the lack of incentives and measures that allow their more active presence.
Description
Keywords
Discriminação Género Preconceito Salários Escassez de Incentivos