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Abstract(s)
Historicamente as mulheres têm enfrentado dificuldades acrescidas no acesso a posições de topo nas organizações, as quais constituem um domínio marcadamente masculino. Apesar da legislação em vigor e dos progressos que se têm verificado na redução das disparidades de género nas últimas décadas, estas são ainda significativas, nomeadamente em contexto laboral. A persistência de tais diferenças conhece diversas explicações, parecendo consensual a ideia de que se trata de um fenómeno complexo e multifacetado. Os estereótipos de género e a ideologia de género inerente à cultura organizacional são dos fatores sugeridos pela literatura para explicar a persistência das formas de discriminação a que as mulheres estão sujeitas. A mudança da cultura organizacional seria, neste contexto, um fator relevante para a superação das dificuldades que as mulheres enfrentam, quando incluem uma carreira profissional no seu projeto de vida. A presente revisão de literatura visou compreender de que forma é que os estereótipos de género ajudam a construir a sub-representação feminina em posições hierarquicamente superiores, bem como, verificar o que essa construção representa para as mulheres envolvidas em tais processos. A resposta à questão de investigação permitiu identificar três temas: (1) Conciliação entre trabalho e vida pessoal e familiar; (2) Discriminação de género; (3) Políticas de Recursos Humanos. Os resultados sugerem que a investigação mais recente tem procurado soluções no âmbito da GRH para contrariar a baixa representação de mulheres nas posições e topo nas organizações.
Women face increased difficulties when they aim to access to top positions in the organisational hierarchy, as such positions are still male dominated. In spite of legislation and all the progress tha has been made to reduce the gender gap in workplaces for the last two decades, gender inequalities are still significant. Persistence of such diferences has been explained in many ways. However, there seems to exist a degree of consensus around the idea that this is a complex phenomenon. Gender stereotypes and gender ideology which inform organisational culture are some factors that seem to explain, to a certain extent, persistence of discrimination forms that plague women. Changes in the organisational culture, then, might help overcome the difficulties women still face, when their life project includes a professional career. This systematic literature review sought to understand how gender stereotype help to set up female under-representation in top hierarchical positions, as well as how women see that set up. To answer the research question three main themes were identified: (1) Work-life balance; (2) Gender discrimination; (3) Human Resource Management (HRM) policies. Results suggest that recent research has been searching for solutions tha HRM may adopt to counteract the still low representation of women in top organisational positions.
Women face increased difficulties when they aim to access to top positions in the organisational hierarchy, as such positions are still male dominated. In spite of legislation and all the progress tha has been made to reduce the gender gap in workplaces for the last two decades, gender inequalities are still significant. Persistence of such diferences has been explained in many ways. However, there seems to exist a degree of consensus around the idea that this is a complex phenomenon. Gender stereotypes and gender ideology which inform organisational culture are some factors that seem to explain, to a certain extent, persistence of discrimination forms that plague women. Changes in the organisational culture, then, might help overcome the difficulties women still face, when their life project includes a professional career. This systematic literature review sought to understand how gender stereotype help to set up female under-representation in top hierarchical positions, as well as how women see that set up. To answer the research question three main themes were identified: (1) Work-life balance; (2) Gender discrimination; (3) Human Resource Management (HRM) policies. Results suggest that recent research has been searching for solutions tha HRM may adopt to counteract the still low representation of women in top organisational positions.
Description
Keywords
Disparidades de género Estereótipos de género Sub-representação feminina Gender gap Gender stereotype Female under-representation