Harassment, machination, lack of opportunities, low wages, impostor syndrome… These are just some of the obstacles that women face in different areas of the labor market. Despite progress in the fight for gender equality around the world, ceiling glass which prevents women from occupying leadership positions in companies and institutions is unfortunately still strong. The report Women at work 2021McKinsey consulting firm found out that the higher the position, the lower the presence of women. while white men make up 62% of corporate top management, white women only 20%. The percentage of black women is even lower at just 4%. And even the few who reach decision-making positions continue to face a host of challenges instilled by structural machismo. Leaders of various industries and companies reveal to KLUDIA the main challenges of the corporate environment.
Machismo prevails in any setting marked by underrepresentation of women. The overload of activities attributed to women by the society, the obstacles of the political-economic system, prejudices and devaluation of women often keep them away from leadership positions and even political candidacies. “Machismo is especially heavy in politics and today’s job market. It shouldn’t be, but the reality is that in order to stand out, a woman must be technically far more qualified than any man performing the same function and still have the guts to do double or even triple the work. hours,” he laments Larisa Deluca, CEO of Negócios Acelerados and Director of the Fundação Accelerated women.
the wage gap
“The difference between men’s and women’s salaries is an old topic of discussion and struggle in several fields. Despite this, this scenario is slowly changing, as it is still common to see the same job vacancy with completely different and lower salaries and benefits for women, especially in creative or management positions, even if it is revealed by the opening of a particular company. negotiations at the time of hiring,” he reveals Fernanda Ramoscommunications specialist and marketing director at Alpargatas SA In Los Angeles. He notes that there are frequent cases when men in companies earn 20% more than women.
There are many numbers that explain this reality. According to IBGE (Brazilian Institute of Geography and Statistics), in 2019 men’s average monthly income was 28.7% higher than women’s. While male professionals earned an average of R$2,555 (higher than the overall national average of R$2,308), women only earned R$1,985.
At least 72% of Brazilian women have already experienced some form of harassment in the workplace, the main one being sexual harassment, according to Aberje (Brazilian Association for Business Communication). “In this reality, I always believe that information and knowledge are our best allies as a society and as different teams that need to live, collaborate and grow together. In a corporate environment, it is necessary for women and men to come together to achieve the same goal, with broad management support, to implement safer ways of communication, counseling, reporting and consequences of these crimes,” she advocates. Fernanda:
lack of opportunities
A survey published by the Fundação Getulio Vargas Brazilian Institute of Economics (FGV-IBRE) showed that since 2012, the unemployment rate for women has been higher than for men. According to the study, the unemployment rate in 2021 was 16.45%, which is equivalent to more than 7.5 million women. The number is higher than the annual average unemployment rate, which was 13.20% last year, according to the same survey. “This is another consequence of the same cause. In addition to respecting and legitimizing women in any position, there is a need to understand that there is a historic deficit and that accelerating the solution involves thinking proactively about creating opportunities, developing structures, and opening up gender-equality-oriented vacancies. adds Fernanda.
how to turn the game
“When we find women in leadership positions within a company, we know their role will be key to creating a more creative and welcoming environment. In addition, female leaders also tend to have more empathetic and sensitive views of employees, which helps value recognition, both in recognizing employee value and directly influencing employee values. organization,” he says. Dani Verdugo, CEO of THE Group. To turn the game in our favor in the job market, he argues that spirituality is essential. “No leader is created alone. “When women believe in each other, support each other, and fight for prominent spaces every day, it serves to open doors for other women as well. The path is never easy, so when a woman occupies a prominent and leadership space in an organization, she tends to pull others with her to be part of this growth,” explains the CEO.
For Meite Carvalhoteacher, presenter and book author Dare to argue. assertive communication to make your voice heard (Planet), combating silence is another fundamental aspect for a gender-equal labor market. “Any type of debate can end spoke up, and it’s important to try to continue the discussion at another time, but we can’t stop talking. Silence is perverse and used by narcissists as a way to punish and shame the other person. We need to be careful and watch how we talk to others and how others talk to us. Each speech reveals an invisible dynamic of power and influence,” explains the specialist.