Equidade de gênero: desafios na retenção da liderança feminina nas empresas

Abstract

Much has been discussed in recent times about the role and importance of women in the labor market. Companies have been making a strong effort to hire and promote this audience to leadership positions. It is believed that female participation in management positions brings several strategic and even financial advantages to organizations such as increased diversity, strengthening, increased profitability, among others. However, women still face barriers in the labor market, which generates inequality and low retention of this public due to several factors. When collecting data on a company in the railroad sector, it is noticed that there is a high rate of contraction and internal promotion, however, the percentage of loss is very high and there is no increase in the percentage of participation of this public in the organization. The present work aims to raise the main difficulties encountered by women in management positions that lead them to leave organizations, so the guiding problem of this study was: How to promote the inclusion of women in leadership positions in the freight rail segment in Brazil ? And the general objective was to develop a model that promotes the inclusion and retention of women in leadership positions in a general cargo railway company in Brazil. The inclusion of women in all segments of the job market and leadership are increasingly highlighted, it is identified that investing in affirmative policies that value diversity and increase the number of women leaders can help generate more sales and also throughout the process that involves brand loyalty, hence the importance of this study for the scientific community, organizations and society in general, as it is understood that employees engaged in activities that integrate diversity, inclusion and retention yield the best results. In order to carry out this application project, the bibliographic study was adopted as a methodology, which is a literary review on the developed theme, readings and studies of authors and thinkers of Administration and People Management and a field study analysis with interviews were sought. to support and promote the proposal for a solution that involves the creation of policies and procedures that aim, in addition to increasing women in its staff, at reverse mentoring as a tool to support diversity and to create a truly inclusive culture, working hard on training for generate real opportunities for growth, in addition to being remunerated equally.