Equidade de gênero e aumento do número de mulheres motoristas em transportadoras: uma proposta de implementação

Abstract

The sustainability of businesses depends on a number of factors, including companies acting responsibly towards the planet and society. Promoting actions to develop society generates benefits for people and companies; the inclusion and diversification of genders, cultures, ethnicities, sexual orientations and people with disabilities have become competitive advantages for companies. Organizations that have formed diverse teams and implemented inclusion reap the rewards, including human capital with skills and experiences that generate creativity and productivity. In this context, data shows that the participation of women in operational areas of transportation is below that of other sectors, and does not reflect the diversity of the society in which they operate; there is also a notable shortage of operational workers for the transportation sector, which is not very attractive to new generations, and is one of the major challenges for companies in this sector. The guiding problem of this work was how to help companies in the road freight transportation sector in Brazil to attract and retain potential female workers for the position of drivers; The aim was to develop a proposal as a tool to prepare transportation companies to achieve the aforementioned objective. The aim is to promote the inclusion and increased participation of women in the job market, attract and develop talent, contribute to gender equality, and fill the gap in operational labor in the sector. To this end, bibliographical and descriptive research was conducted to analyze, among other things, the inclusion of women in the transportation market; identify the main difficulties for inclusion in this market; and assess the perception of drivers and managers of road freight transportation companies in Brazil regarding this issue. Major challenges were identified for attracting and retaining female drivers, including: a high incidence of prejudice and harassment (moral and sexual), difficulties with infrastructure (bathrooms, restroom stops, etc.), and others; on the other hand, good practices were identified in the benchmarks. With this, key elements were categorized and culminated in six pillars, which, finally, with the knowledge acquired, a Guidance Manual (MG) was prepared in favor of attracting and retaining women drivers in road freight transport companies in Brazil.