As barreiras que pautam a trajetória de mulheres na Engenharia de Produção e as práticas organizacionais para mitigá-las

Abstract

According to the World Economic Forum, we are still 202 years away from gender parity in the workplace. Although centuries away from equality, the contradiction is that diverse workplaces greatly impact a company's bottom line - and for the better. The present work aims to analyze the organizational practices that promote gender equity and help to mitigate the main barriers encountered by graduates of Industrial Engineering at UTFPR-PG throughout their professional trajectory. For this, a theoretical framework was built that sought to identify the most common practices and barriers in the literature. In addition, interviews were conducted with 19 graduates, which were recorded and later transcribed and inserted into the MAXQDA software for interpretation. As main results, it’s highlighted the identification of barriers: low expectations (from society and individuals), gender stereotype, noninclusive support for leadership development, traditionally masculine leadership management style and lack of authority. Also noteworthy is the identification of organizational practices, such as: the development of goals, employment opportunities, female quotas, positive perceptions of women leaders and leadership development programs exclusively for women. From this work, it was possible to observe that there is still a lot of work to be done by companies to reduce gender inequality and create a more welcoming environment for women.