Days ago, we published in this blog an article on the factors that motivate Millennials at work. Essa é uma pauta extremamente relevante para quem se preocupa em garantir uma equipe diversa para a sua empresa, e nesta publicação estava elencado um fator muito importante: “Dê voz para a geração Millennials”. Uma das questões mais importantes para os millennials, e com toda razão, é a preocupação com uma relação igualitária entre homem e mulher no mercado de trabalho.
One of the most prominent issues for Millennials, and with good reason, is the concern for the real existence of an equal relationship between men and women in the workplace. And while this current issue is extremely relevant, the agenda that contemplates it has been marked by a struggle that dates back many years, which in some ways is a contradiction in terms, since women have always been the basis of any economy.
As mulheres em posição de poder ainda causam estranheza em algumas pessoas até os dias atuais, levando a redução de seu papel a questões sexualizadas ou apontando as suas falhas com desproporção aos seus acertos.
If we remember the movies about the Egyptian queen Cleopatra, she is always portrayed as the seductive woman and lover of Julius Caesar and Mark Antony.
However, what few people know is that she had a deep knowledge of Greek poetry, mathematics, philosophy, she could speak nine languages and was not intimidated by the powerful men around her.
This comparison is no different in the labor market, where women’s actions are often linked to aspects of their personal lives, something that almost never happens to men, who, moreover, often have an advantage in the huge pay gap in companies. In this regard, according to an analysis of the Global Gender Gap Report conducted in 2020 by the World Economic Forum, Brazil ranks 130th in terms of equal pay for men and women in similar roles.
The ranking includes 153 countries. In other words, we are currently among the main countries in the world where the wage gap between men and women is extremely marked, based on sexist and sexist concepts that perpetuate this culture.
Ensuring women’s rights with the Consolidation of Labor Laws
In 1943, the then president of Brazil, Getúlio Vargas, promoted the Consolidation of Labor Laws in the country. This was an especially important achievement for all workers in the nation, with rights that endure to this day, despite the modifications and adaptations that these laws have had over the years.
The CLT was the institutional instrument in charge of introducing specific norms for the protection of women’s labor, such as guaranteeing them free access to the labor market, legal protection, and prohibiting employers from considering sex, age, and race, for reward purposes, among other issues.
Even so, it was not until 1988, with the enactment of the Federal Constitution, as it reduces their role to sexualized tasks or causes their shortcomings to be pointed out disproportionately in relation to their successes.
Recently, in 2017, Michel Temer’s government approved the Labor Reform, under Law No. 13,467, modifying the CLT and changing protections for women in the labor market.
Among these changes, the rule aimed at pregnant and breastfeeding women, who companies were allowed to force them to work in unhealthy places, stands out.
Fortunately, in 2019, Judge Alexandre de Moraes of the Federal Supreme Court (STF) determined the suspension of the rule through an injunction (provisional court decision).
The reality of women in the labor market
Currently, in Brazil, the number of women in the labor market is growing. According to a survey by the Institute of Applied Economic Research (IPEA) , the presence of employed women between 17 and 70 years old as of 2015, was 61.6%, with a projection of 64.3% by 2030.
Still, the presence of sexist and even criminal actions against women in the workplace is worrying.
According to the Patrícia Galvão agency, a survey conducted in 2020 found that around 40% of women have been insulted or treated with shouting in their workplace, compared to only 13% of men, a disparity that simply shows the perpetuation of a macho and sexist culture.
To curb this situation, many companies began to invest in talks, dynamics, awareness-raising actions, and internal policies to promote diversity and inclusion.
The idea is to bring to your employees the importance of an equal relationship in the workplace on a series of issues. Doing with it, that many thoughts are changed and that women feel represented, protected, heard e inseridas no mercado de trabalho.
Participation is extremely important of women in the job market, This brings growth, efficiency and diversity to your company, and we at Actio can support this challenge with nossas soluções.
Actio Software has been in the market for more than 15 years, present in 7 countries, serving more than 100,000 users and more than 200 companies. Here you will find resources and solutions in the areas of "strategic management", risk management, Bonus and HR.
