Equidade de gêneros em rankings para aferir clima organizacional: uma avaliação no contexto brasileiro
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Contemporary societies witness what can be considered as the period of greater integration and miscegenation of cultures in the history of humanity, with impacts on social behavior, driven by the internet and technological tools that have shrunk distances, facilitated access to knowledge and the obtaining and storage of data in quantity and speed hitherto impossible. New analyzes, studies, and comparisons have revealed, almost incontestably, some aspects of society itself that were previously at best perceptions or concepts of difficult proof, such as those pertinent to the corporate environment that have an impact on organizational culture: issues employee satisfaction and engagement. In this study, the author chose the gender cut, using the case study methodology, and analyzed the surveys with the greatest representation in the universe of companies in Brazil, which aim to measure organizational climate, satisfaction and employee engagement: 150 Best Companies to Work for (FIA / Revista Você SA), Best Companies to Work For (Revista Época), Best in Career Management (Mercer / Career Value Magazine) and Women's Research (Great Place to Work). It has been examined how gender equality in organizations is addressed, the existence of policies that encourage the inclusion and career advancement of women, and the perception of employees in general about these aspects. The analysis of these researches allows to conclude that gender equity is not treated with enough importance by them. Despite being a subject in evidence in society, organizations have slowly developed their actions towards it, even those that stand out as the best to work for in Brazil. Only one of the surveys (Women's Research), elaborated specifically for this purpose, is able to make explicit the employees' perception regarding the subject. Regardless of the methodological approach adopted, it is essential to clarify, through clear questions, what dimensions of gender equity one wishes to investigate. The inclusion of these issues, in an objective way, will enable companies to elaborate critical analysis and selfcriticism, in addition to obtaining a relevant diagnosis, to be able to elaborate short, medium and long-term action plans that effectively include the theme in the organizational culture, consistently, with positive impacts on society as a whole.