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Abstract(s)
A igualdade de género é, nos dias de hoje, um imperativo social e um princípio fundamental para a vivência plena da cidadania. Apesar da relevância do conceito para a sociedade, e inclusivamente de todos os esforços e diretivas regulamentares publicadas, os resultados demonstram que as desigualdades subsistem ainda no mercado de trabalho.
No domínio da Gestão de Pessoas, estas desigualdades podem emergir logo num primeiro contacto entre o possível candidato e a empresa, como nas atividades atinentes ao recrutamento e seleção. Como tal, urge a necessidade de as organizações pensarem e reavaliarem o modo de atuação a todos os níveis perante os seus recursos humanos, (re)definindo os procedimentos pelos quais internamente se pautam.
Nessa atuação, a Economia Comportamental poderá constituir um meio viável e eficaz na prossecução de práticas de recrutamento e seleção mais justas e equitativas. O presente trabalho pretende promover o encontro entre a Economia Comportamental, e em especial dos nudges, na promoção e desenvolvimento da igualdade de género nas organizações. Através de uma análise aprofundada desta relação e da identificação dos pressupostos cientificamente validados, pretende-se que este seja um contributo na incorporação de ferramentas comportamentais no caminho para a igualdade nas organizações.
Gender equality is nowadays a social imperative and a fundamental principle for the full experience of citizenship. Despite the relevance of the concept to society, and even all publications of regulatory efforts and directives, the results show that inequalities still exist in the labor market. In the field of People Management, these inequalities can emerge soon on a first contact between the potential candidate and the company, such as in the recruitment and selection activities. Consequently, it is urgent for organizations to think and re-evaluate the way they act at all levels in relation to their human resources, (re)defining the procedures by which they are internally guided. In this action, Behavioral Economics can be a viable and effective way of pursuing fairer and more equitable recruitment and selection practices. The present work aims to promote the encounter between Behavioral Economics, and particularly the Nudges, in the promotion and development of gender equality in organizations. Through an in-depth analysis of this relationship and the identification of scientifically validated assumptions, this work is pretended to be a contribution in the incorporation of behavioral tools into the path to equality in organizations.
Gender equality is nowadays a social imperative and a fundamental principle for the full experience of citizenship. Despite the relevance of the concept to society, and even all publications of regulatory efforts and directives, the results show that inequalities still exist in the labor market. In the field of People Management, these inequalities can emerge soon on a first contact between the potential candidate and the company, such as in the recruitment and selection activities. Consequently, it is urgent for organizations to think and re-evaluate the way they act at all levels in relation to their human resources, (re)defining the procedures by which they are internally guided. In this action, Behavioral Economics can be a viable and effective way of pursuing fairer and more equitable recruitment and selection practices. The present work aims to promote the encounter between Behavioral Economics, and particularly the Nudges, in the promotion and development of gender equality in organizations. Through an in-depth analysis of this relationship and the identification of scientifically validated assumptions, this work is pretended to be a contribution in the incorporation of behavioral tools into the path to equality in organizations.
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Keywords
Nudges Igualdade de género Enviesamento Organizações Recrutamento e seleção Economia comportamental Gender equality Bias Organizations Recruitment and selection Behavioral economics