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Os planos para a igualdade nas empresas do setor empresarial do estado : do cumprimento legal ao potencial transformador
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Resumo(s)
Apesar dos alicerces legais existentes em matéria de igualdade de género, as assimetrias entre mulheres e homens, em particular nas organizações, tendem a subsistir. A literatura sobre género e mudança organizacional tem defendido a integração de uma perspetiva de género, através de um diagnóstico interno e da adoção de uma estratégia para a igualdade consubstanciada plano de ação de modo a reduzir os efeitos dessas assimetrias. Para que a mudança seja efetiva, os planos devem permitir alcançar uma efetiva igualdade entre mulheres e homens nas respetivas organizações.
O presente estudo foi impulsionado pelo atual quadro normativo, que determina que as empresas cotadas em bolsa e as empresas do setor público empresarial (setor empresarial do Estado e setor empresarial local) estão obrigadas a divulgar anualmente os seus planos para a igualdade. A investigação realizada incide exclusivamente sobre o setor empresarial do Estado e propõe-se verificar se as empresas cumprem com este requisito legal e se os planos divulgados se revestem de potencial de mudança. Pretende-se ainda relacionar a divulgação desses documentos com o nível de equilíbrio entre mulheres e homens nos órgãos de governo das empresas do segmento em estudo. Conclui-se que a grande maioria das empresas não cumpre com os dispostos legais em vigor, além de a generalidade dos planos se revestir de um potencial transformador reduzido a moderado. Concluímos ainda não existir relação entre a sua elaboração/divulgação e o nível de equilíbrio entre mulheres e homens nos órgãos de governo das empresas.
Despite the current legal foundation in the field of gender equality, the gap between women and men within organizations seems to persist. The literature on gender and organizational change have been advocating the presence of a gender perspective which should begin by an internal diagnosis followed by the adoption of an equality driven strategy which is to be backed by an action plan. To achieve the effective equality between women and men, this plan needs to be able to enable actual change. The present study was driven by the current legal framework, which dictates that all listed companies and public companies in the business sector (state and local) are to share their plans for equality on an annual basis. The research was solely carried out on the state's business sector, and it intended to ascertain if companies are following these legal requirements, as well as to assess the potential for change of these strategic documents. It was also our goal to check for a correlation between the development and disclosure of these strategic documents and the gender balance within the governance bodies of these companies. We have come to the conclusion that the vast majority of companies do not comply with the legal requirements, and that most of the plans for equality have a moderate to low potential for change. In addition, it is possible to confirm that there is no correlation between the creation/disclosure of the plan and the gender balance in the governance bodies of the researched companies.
Despite the current legal foundation in the field of gender equality, the gap between women and men within organizations seems to persist. The literature on gender and organizational change have been advocating the presence of a gender perspective which should begin by an internal diagnosis followed by the adoption of an equality driven strategy which is to be backed by an action plan. To achieve the effective equality between women and men, this plan needs to be able to enable actual change. The present study was driven by the current legal framework, which dictates that all listed companies and public companies in the business sector (state and local) are to share their plans for equality on an annual basis. The research was solely carried out on the state's business sector, and it intended to ascertain if companies are following these legal requirements, as well as to assess the potential for change of these strategic documents. It was also our goal to check for a correlation between the development and disclosure of these strategic documents and the gender balance within the governance bodies of these companies. We have come to the conclusion that the vast majority of companies do not comply with the legal requirements, and that most of the plans for equality have a moderate to low potential for change. In addition, it is possible to confirm that there is no correlation between the creation/disclosure of the plan and the gender balance in the governance bodies of the researched companies.
Descrição
Mestrado em Ciências Empresariais
Palavras-chave
Planos para a igualdade entre mulheres e homens representação equilibrada mudança organizacional Lei n.º62/2017 setor empresarial do Estado Gender equality plans gender balanced organizational change Law n.º62/2017 state's business sector
Contexto Educativo
Citação
Ramos, Sara Isabel Pulga (2020). "Os planos para a igualdade nas empresas do setor empresarial do estado : do cumprimento legal ao potencial transformador". Dissertação de Mestrado. Universidade de Lisboa. Instituto Superior de Economia e Gestão.
Editora
Instituto Superior de Economia e Gestão