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As trajetórias profissionais e desafios das mulheres no acesso a cargos de liderança: um estudo exploratório
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Abstract(s)
Segundo a Comissão para a Igualdade no Trabalho e no Emprego (2023), as mulheres
representavam 60,7% dos estudantes do ensino superior, em 2022, em Portugal. Contudo,
essa predominância no ensino superior não é proporcional ao número de mulheres em cargos
de liderança. Por outras palavras, apesar das mulheres superarem os homens em termos de
escolaridade, esta vantagem não se traduz numa presença proporcional nos cargos de
liderança. Isto remete para a segregação vertical, sendo marcada pela predominância de
homens em cargos de liderança, enquanto as mulheres estão significativamente subrepresentadas (Longarela, 2017, como citado por Paço, 2019).
Com isto, a presente dissertação tem como objetivo principal compreender as trajetórias e
desafios das mulheres no acesso a cargos de liderança. Em relação aos objetivos específicos,
estes são caracterizar socio demograficamente as mulheres em cargos de liderança; analisar
as trajetórias escolares das mulheres em cargos de liderança; analisar as inserções
profissionais das mulheres em cargos de liderança; analisar as trajetórias profissionais das
mulheres em cargos de liderança; e identificar os desafios enfrentados pelas mulheres no
acesso aos cargos de liderança.
Quanto ao método utilizado, optou-se por um estudo qualitativo com o objetivo de
compreender o fenómeno em discussão (Fortin, 2009). A técnica de recolha de informação
escolhida foi a entrevista semiestruturada, tendo sido realizadas 13 entrevistas, a uma
amostra por conveniência e adotando a técnica “bola de neve”, a mulheres em várias posições
de liderança em diferentes setores e contextos (Quivy e Campenhoudt, 2013; Bockorni e
Gomes, 2021). Os dados foram tratados através da análise de conteúdo categorial (Bardin,
2011).
É possível concluir que, apesar dos avanços no acesso das mulheres a cargos de liderança,
ainda persistem vários obstáculos, como a discriminação de género, tanto explícita como
implícita, e a ausência de políticas eficazes de conciliação entre vida pessoal, familiar e
profissional. As disparidades salariais e as pressões adicionais, como a necessidade de
demonstrar constantemente as suas competências e disponibilidade, continuam a afetar as
trajetórias femininas na liderança. Assim, é fundamental que as organizações adotem
medidas para criar um ambiente mais inclusivo, promovendo a igualdade salarial, maior
flexibilidade no trabalho e políticas que permitam uma conciliação mais equilibrada entre as
responsabilidades pessoais e profissionais, garantindo oportunidades iguais para todos.
According to the Comissão para a Igualdade no Trabalho e no Emprego (2023), women would represent 60.7% of higher education students in Portugal in 2022. However, this predominance in higher education is not proportional to the number of women in leadership positions. In other words, although women outnumber men in terms of education, this advantage does not translate into a proportional presence in leadership positions. This refers to vertical segregation being marked by the predominance of men in leadership positions, while women are significantly under-represented (Longarela, 2017, as cited by Paço, 2019). With this in mind, the main objective of this dissertation is to understand women's trajectories and challenges in accessing leadership positions. The specific objectives are to characterize the socio-demographics of women in leadership positions; to analyze the educational trajectories of women in leadership positions; to analyze the professional insertions of women in leadership positions; to analyze the professional trajectories of women in leadership positions; and to identify the challenges faced by women in accessing leadership positions. As for the method used, we opted for a qualitative study with the aim of understanding the phenomenon under discussion (Fortin, 2009). The information-gathering technique chosen was the semi-structured interview. 13 interviews were carried out with a convenience sample and using the “snowball” technique, with women in various leadership positions in different sectors and contexts (Quivy and Campenhoudt, 2013; Bockorni and Gomes, 2021). The data was processed using categorical content analysis (Bardin, 2011). It can be concluded that, despite progress in women's access to leadership positions, there are still several obstacles, such as gender discrimination, both explicit and implicit, and the lack of effective policies for reconciling personal, family and professional life. The pay gap and additional pressures, such as the need to constantly demonstrate their skills and availability, continue to affect women's trajectories in leadership. It is therefore essential that organizations adopt measures to create a more inclusive environment, promoting equal pay, greater flexibility at work and policies that allow for a more balanced balance between personal and professional responsibilities, guaranteeing equal opportunities for all.
According to the Comissão para a Igualdade no Trabalho e no Emprego (2023), women would represent 60.7% of higher education students in Portugal in 2022. However, this predominance in higher education is not proportional to the number of women in leadership positions. In other words, although women outnumber men in terms of education, this advantage does not translate into a proportional presence in leadership positions. This refers to vertical segregation being marked by the predominance of men in leadership positions, while women are significantly under-represented (Longarela, 2017, as cited by Paço, 2019). With this in mind, the main objective of this dissertation is to understand women's trajectories and challenges in accessing leadership positions. The specific objectives are to characterize the socio-demographics of women in leadership positions; to analyze the educational trajectories of women in leadership positions; to analyze the professional insertions of women in leadership positions; to analyze the professional trajectories of women in leadership positions; and to identify the challenges faced by women in accessing leadership positions. As for the method used, we opted for a qualitative study with the aim of understanding the phenomenon under discussion (Fortin, 2009). The information-gathering technique chosen was the semi-structured interview. 13 interviews were carried out with a convenience sample and using the “snowball” technique, with women in various leadership positions in different sectors and contexts (Quivy and Campenhoudt, 2013; Bockorni and Gomes, 2021). The data was processed using categorical content analysis (Bardin, 2011). It can be concluded that, despite progress in women's access to leadership positions, there are still several obstacles, such as gender discrimination, both explicit and implicit, and the lack of effective policies for reconciling personal, family and professional life. The pay gap and additional pressures, such as the need to constantly demonstrate their skills and availability, continue to affect women's trajectories in leadership. It is therefore essential that organizations adopt measures to create a more inclusive environment, promoting equal pay, greater flexibility at work and policies that allow for a more balanced balance between personal and professional responsibilities, guaranteeing equal opportunities for all.
Description
Keywords
Liderança Trajetória Desafios Segregação vertical Leadership Trajectory Challenges Vertical segregation