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Quebrar o Teto de Vidro na Administração Pública Brasileira: o caso do Fundo Nacional de Desenvolvimento da Educação
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Orientador(es)
Resumo(s)
Esta dissertação resulta de estudo de caso que teve como objetivo conhecer as estratégias das
dirigentes do Fundo Nacional de Desenvolvimento da Educação para romper o Teto de Vidro.
Realizou-se o levantamento e análise de legislação aplicável e demais fontes documentais e
foram entrevistadas sete dirigentes do sexo feminino dirigentes naquela organização pública.
Os resultados permitem perceber a informalidade do recrutamento e seleção dos dirigentes,
baseando-se na confiança política, e que a presença feminina vai diminuindo à medida que os
cargos de direção são de nível hierárquico mais elevado. Os resultados revelaram também que
as servidoras da carreira própria da organização ocuparam a maioria dos cargos de menor
hierarquia, mas são o grupo menos representado nos cargos mais elevados, nos quais também
é significativo o percentual de ocupantes sem dependentes - filhou ou pais idosos -,
notadamente entre dirigentes mulheres. Para alcance dessas posições, as entrevistadas
referiram que se (auto) formaram como dirigente ao longo do percurso profissional e ocupação
de cargos de menor hierarquia; realçaram a longa permanência em uma mesma
área/instituição com forma de obter expertise técnica. A escassa presença feminina nos cargos
mais elevados, contudo, aliada a outros fatores, demanda que as profissionais adotem posturas
e comportamentos para manter-se nos cargos de direção, como apresentação de desempenho
superior aos pares masculinos, e de superarem as exigências do cargo direção. Estas pressões
sentidas pelas dirigentes entrevistadas contribuem para a sua progressão na carreira, mas
acarretam prejuízos como a necessidade abrir mão da vida privada e de projetos familiares.
No final são destacados quais os contributos para o estudo da segregação vertical e sugeremse medidas que favoreçam o derrube dos obstáculos que as mulheres sentem no acesso a
cargos de direção superior para que a organização aumente o nível de diversidade nos cargos
de gestão.
This research project focused on brazilian female senior civil servant’s strategies to break Glass Ceiling (vertical) segregation. To achieve this purpose a Case Study was conducted in Fundo Nacional de Desenvolvimento da Educação. National legislation that was applicable and internal documents were analysed. Interviews were also conducted to seven female senior civil servants from that public organization. Results allow us to realize how informal is the recruitment and selection process, for which political confidence is central, and the decrease of female presence in the higher management positions. The results also indicated that the career public servants of the organization occupied most of the lowest positions, but they are the least represented group in the highest positions, in which the percentage of occupants without dependents - children or elderly parents - is also significant, notably among female leaders. In order to climb the ladder, the female senior civil servants mentioned in the interviews that they learned all by themselves how to be a leader, along their professional career; those women emphasized that staying in the same area / institution for a long time allowed them to acquire technical experience. The scarce presence of women in the highest management positions, furthermore, among other factors, demands from female civil servant certain attitudes and behaviours in order to remain in management positions. In the interviews female top civil servants mentioned that they felt pressure to perform better than their male peers, and also to surpass the requirements of the management position. These pressures were relevant for these women to succeed in their career, besides caused losses such as the need to give up their private life and family projects. Finally, contributions to the study of vertical segregation due to gender are highlighted, and measures are suggested to remove obstacles that women feel in accessing senior civil servant positions and also for the organization to increase the level of diversity in management positions.
This research project focused on brazilian female senior civil servant’s strategies to break Glass Ceiling (vertical) segregation. To achieve this purpose a Case Study was conducted in Fundo Nacional de Desenvolvimento da Educação. National legislation that was applicable and internal documents were analysed. Interviews were also conducted to seven female senior civil servants from that public organization. Results allow us to realize how informal is the recruitment and selection process, for which political confidence is central, and the decrease of female presence in the higher management positions. The results also indicated that the career public servants of the organization occupied most of the lowest positions, but they are the least represented group in the highest positions, in which the percentage of occupants without dependents - children or elderly parents - is also significant, notably among female leaders. In order to climb the ladder, the female senior civil servants mentioned in the interviews that they learned all by themselves how to be a leader, along their professional career; those women emphasized that staying in the same area / institution for a long time allowed them to acquire technical experience. The scarce presence of women in the highest management positions, furthermore, among other factors, demands from female civil servant certain attitudes and behaviours in order to remain in management positions. In the interviews female top civil servants mentioned that they felt pressure to perform better than their male peers, and also to surpass the requirements of the management position. These pressures were relevant for these women to succeed in their career, besides caused losses such as the need to give up their private life and family projects. Finally, contributions to the study of vertical segregation due to gender are highlighted, and measures are suggested to remove obstacles that women feel in accessing senior civil servant positions and also for the organization to increase the level of diversity in management positions.
Descrição
Dissertação de Mestrado em Gestão e Políticas Públicas
Palavras-chave
Teto de Vidro Administração Pública Gênero Segregação Cargos de Direção, Mulheres Glass Ceiling Public Administration Gender Segregation Top Management Women
Contexto Educativo
Citação
Editora
Instituto Superior de Ciências Sociais e Políticas