A recent survey showed that they are in 38% of leadership positions, while in 2019 this number was 25%
Leadership positions in companies slowly begin to change hands in companies. Women, who were historically withdrawn from this right, have gained more space in these environments. Among the companies heard by the report, the executives already occupy about 40% of the command positions.
Considering the Brazilian demographic data, released by the IBGE, this percentage is lower than it should be. Recent information from the 2022 National Demographic Census Test indicates that the Brazilian population is mostly female, with 51.7%.
However, they reflect a movement that has expanded. According to research carried out by Grant Thornton, women will occupy 38% of leadership positions in Brazil in 2022, a percentage much higher than the 2019 figure, which was 25%.
At Locaweb, for example, women today represent 41% of the entire group. Simony Morais, director of people and management of the company, explains that the diverse increase brings many gains.
“Since the initiative began, we have maintained the objective of creating a safe place for each person to be who they are and today we already have recognition of this culture on a daily basis”, he says.
She says that the guidelines have been increasingly strengthened, as soon as they became signatories of the Global Compact at the end of last year. In addition, the group’s next step is to adhere to the UN Women’s Empowerment Principles.
“[vamos] Reinforce the actions we have already taken and be an active force for the transformation of society”. The objective, according to her, is to make inclusion and diversity part of all business structures.
This is also the objective of the digital agency Racoon.Monks, where women represent 42% of the leaders. HR manager Carol Morimoto says that the digital agency carried out a census, from which it intends to define goals, indicators and deadlines to monitor diversity within the agency.
“It is hoped that with the increase in diversity, it is also possible to increase employee satisfaction and happiness, in addition to an environment with a large number of ideas. We understand that for the organization it is important to attract and maintain diversity, and to include all people in the best possible way”, he explains.
At Rocky.Monks, with 38% of the total number of female leaders, partner and director Daniela Gebara says that the company plans to double the number of leaders by December this year and expand diversity, especially in relation to women. “It is not an easy goal, as I believe this is a structural issue, which we need to ‘correct’ from the ground up and we are focusing on that”.
Pmweb, martech with marketing and CRM services, has 34 women in leadership positions, corresponding to 50% of the total number of leaders. “We believe that this is a value that was created naturally, as we have always understood that a more diverse team and a more inclusive company bring benefits to our employees and to society”, says Grazielle Sbardelotto, partner and VP of marketing at Cloud.
For Let’s Marketing, a consultancy focused on Legal Marketing, which has 66% of its leaderships occupied by women, there is also an evolution in the behavior of clients and partners in relation to diversity in law firms.
“Today, we already see those who prioritize hiring black people for legal positions, in order to include them in Business Law. This is a stance that still divides opinions among boards. There are still those that rely solely on meritocracy. Fortunately, we see more and more decision makers open to discussing effective and inclusive actions in hiring professionals, for example”, highlights Amanda Pacola, partner and head of the Legal Rankings area.
In the case of GhFly Network, the percentage of female leaders already exceeds the male numbers, with 59.3%, according to Souzanne Dupont, the company’s Chief People Officer (CPO). She claims to see countless gains with diversity practices, such as giving people a voice and spaces to be what they want, in addition to being able to contribute to the evolution of the agenda before society.
“Our goal now is to increase ethnic representation as well as intersectionality by considering other diversities, both in leadership roles and in our companies as a whole.” According to her, the goals are being defined.
Diversity is lacking in diversity
Despite the progress with the presence of more women in leadership positions, this process is not equanimous and has imperfections when the numbers are observed from an ethnic point of view. The GhFly Network has 18.8% of pardas. At locaweb, only 6% of leadership positions are held by black women, a percentage that drops to 0.35% at Racoon.Monks. Pmweb, Let’s Marketing and Rocky.Monks do not have black representatives in these positions.
“That’s why our collective has a project focused on education for black people in the field of technology. In this way, we believe that we can invest in people who are interested in this area, encourage them to seek specializations and, later, provide access to this job market”, says Sbardelotto, from Pmweb.
According to the executive, Coletivo+, created in June 2020, has as its first mission to work on the pillar of education, within Social Responsibility, and Racial, within diversity.
According to Gebara, from Rocky.Monks, the company is working to change this reality. “Rocky.Monks trains its professionals from the internship and they have an accelerated career here. Of the total number of leaders we have, more than 70% started at the company as an intern. We are working hard on attracting talent and selective processes focused on black women and men in order to train them and change this reality”, he concludes.