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Publication
Desigualdade de Género no Mundo Empresarial
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Advisor(s)
Abstract(s)
A presença de mulheres nas organizações tem aumentado gradualmente ao longo dos
anos. Contudo, alcançar os níveis mais altos da hierarquia empresarial continua a ser
um desafio significativo. Surge, então, a pergunta: por quê?
Como metodologia, foi utilizada uma análise baseada em dados secundários,
recorrendo ao podcast “O CEO é o limite”, de liderança e carreira, do Expresso,
conduzido pela jornalista Cátia Mateus. O podcast apresenta entrevistas com homens
e mulheres que ocupam posições de CEO ou outros altos cargos hierárquicos,
explorando quemsão os gestores portugueses, como iniciaram suas trajetórias e como
alcançaram a gestão de topo.
Os resultados obtidos revelam que, apesar de uma evolução considerável ao longo dos
anos em termos de igualdade de género nas organizações, ainda persistem barreiras
significativas para as mulheres nos níveis mais altos da hierarquia. Enquanto o acesso
inicial ao mercado de trabalho é relativamente equilibrado, a ocupação de cargos de
gestão de topo permanece predominantemente masculina.
Na presente dissertação, a análise de dados baseou-se na Análise de Conteúdo de
Bardin, resultando na identificação de cinco categorias principais: Autoconhecimento
e Confiança. Esta categoria destaca a importância de as líderes reconhecerem as suas
competências, limitações e dificuldades, como parte essencial do desenvolvimento
pessoal e profissional. As entrevistadas evidenciaram a busca contínua por
crescimento no ambiente de trabalho, aliada a uma forte exigência pessoal,
frequentemente traduzida em pressão para atingir altos níveis de desempenho nas
suas carreiras. Desigualdade de Género no Mundo Empresarial: Nesta categoria, foram
analisados os preconceitos e a discriminação enfrentados pelas mulheres no ambiente
corporativo. Foi enfatizado como essas desigualdades restringem as oportunidades de
ascensão feminina e reforçam estereótipos de género, criando desafios adicionais para
que as mulheres alcancem posições de liderança. Desafios Emocionais: Esta categoria abordou o impacto do stress e da necessidade de equilíbrio emocional
enfrentados pelos gestores em função das elevadas exigências profissionais e pessoais.
No caso das mulheres, a maternidade foi destacada como um fator que intensifica as
dificuldades, especialmente no que diz respeito à conciliação entre responsabilidades
familiares e profissionais, um obstáculo que muitas continuam a enfrentar. Liderança
e Inclusão no Ambiente de Trabalho: Aqui, foi explorada a importância da inclusão e da
diversidade na liderança. A categoria sublinhou a necessidade de uma representação
diversificada nos processos de decisão, reforçando o valor da pluralidade para
organizações mais equitativas e inovadoras. Quotas de Género: Esta última categoria
analisou a implementação de quotas como estratégia para garantir a representação
feminina nas organizações. Discutiu-se o papel das quotas como uma solução
temporária, necessária até que a cultura organizacional evolua para proporcionar
igualdade de oportunidades de forma natural.
The presence of women in organizations has gradually increased over the years. However, reaching the highest levels of the corporate hierarchy remains a significant challenge. This raises the question: why? As a methodology, an analysis based on secondary data was carried out, using the podcast “O CEO é o limite”, focused on leadership and careers, by Expresso, hosted by journalist Cátia Mateus. The podcast presents interviews with men and women who hold CEO positions or other high-ranking roles, exploring who Portuguese managers are, how they began their journeys, and how they achieved top management roles. The results obtained reveal that, despite considerable progress over the years in terms of gender equality in organizations, significant barriers persist for women at the highest levels of the hierarchy. While initial access to the job market is relatively balanced, the occupation of top management positions remains predominantly male. In this dissertation, data analysis was based on Bardin’s Content Analysis, resulting in the identification of five main categories: Self-awareness and Confidence. This category highlights the importance of leaders recognizing their skills, limitations, and challenges as an essential part of personal and professional development. The interviewees emphasized the continuous pursuit of growth in the workplace, coupled with high personal expectations, often translated into pressure to achieve high levels of performance in their careers. Gender Inequality in the CorporateWorld: This category analyzed the biases and discrimination faced by women in the corporate environment. It was emphasized how these inequalities restrict opportunities for women’s advancement and reinforce gender stereotypes, creating additional challenges for women to achieve leadership positions. Emotional Challenges: This category addressed the impact of stress and the need for emotional balance faced by managers due to high professional and personal demands. In the case of women,motherhood was highlighted as a factor that intensifies difficulties, especially regarding the reconciliation of family and professional responsibilities, an obstaclemany continue to face. Leadership and Inclusion in the Workplace: Here, the importance of inclusion and diversity in leadership was explored. The category emphasized the need for diverse representation in decision-making processes, reinforcing the value of plurality for more equitable and innovative organizations. Gender Quotas: This final category analyzed the implementation of quotas as a strategy to ensure female representation in organizations. The role of quotas as a temporary solution was discussed, deemed necessary until organizational culture evolves to provide equal opportunities naturally.
The presence of women in organizations has gradually increased over the years. However, reaching the highest levels of the corporate hierarchy remains a significant challenge. This raises the question: why? As a methodology, an analysis based on secondary data was carried out, using the podcast “O CEO é o limite”, focused on leadership and careers, by Expresso, hosted by journalist Cátia Mateus. The podcast presents interviews with men and women who hold CEO positions or other high-ranking roles, exploring who Portuguese managers are, how they began their journeys, and how they achieved top management roles. The results obtained reveal that, despite considerable progress over the years in terms of gender equality in organizations, significant barriers persist for women at the highest levels of the hierarchy. While initial access to the job market is relatively balanced, the occupation of top management positions remains predominantly male. In this dissertation, data analysis was based on Bardin’s Content Analysis, resulting in the identification of five main categories: Self-awareness and Confidence. This category highlights the importance of leaders recognizing their skills, limitations, and challenges as an essential part of personal and professional development. The interviewees emphasized the continuous pursuit of growth in the workplace, coupled with high personal expectations, often translated into pressure to achieve high levels of performance in their careers. Gender Inequality in the CorporateWorld: This category analyzed the biases and discrimination faced by women in the corporate environment. It was emphasized how these inequalities restrict opportunities for women’s advancement and reinforce gender stereotypes, creating additional challenges for women to achieve leadership positions. Emotional Challenges: This category addressed the impact of stress and the need for emotional balance faced by managers due to high professional and personal demands. In the case of women,motherhood was highlighted as a factor that intensifies difficulties, especially regarding the reconciliation of family and professional responsibilities, an obstaclemany continue to face. Leadership and Inclusion in the Workplace: Here, the importance of inclusion and diversity in leadership was explored. The category emphasized the need for diverse representation in decision-making processes, reinforcing the value of plurality for more equitable and innovative organizations. Gender Quotas: This final category analyzed the implementation of quotas as a strategy to ensure female representation in organizations. The role of quotas as a temporary solution was discussed, deemed necessary until organizational culture evolves to provide equal opportunities naturally.
Description
Keywords
Mulheres Hierarquia Desigualdade de Género Organização. Women Hierarchy Gender Inequality