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Combate à desigualdade dos sexos face aos trabalho : impacto do número de mulheres no poder nas empresas dos Estados Membros da União Europeia
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Advisor(s)
Abstract(s)
As políticas de Recursos Humanos podem-se definir como o conjunto
de normas de conduta adoptadas por uma empresa que regem a sua
relação com os seus colaboradores.
Diversos estudos do género indicam que as mulheres têm uma forma
de actuar, comportar e gerir diferente da dos homens. Tendem a ser
menos propensas ao risco e a centrar-se mais sobre uma perspectiva
a longo prazo. Uma proporção maior de gestores do sexo feminino
parece equilibrar o comportamento mais propenso ao risco do seus
colegas masculinos.
Um estudo recente (Michel Ferrary (2009)) mostra que quanto maior
é o número de mulheres que uma companhia tem na sua
administração menor é a queda do valor das suas acções.
Na União Europeia, a igualdade entre os homens e as mulheres no
emprego é um dos princípios fundamentais inscrito no Tratado das
Comunidades Europeias (Artigo 2 e Artigo 3) que deve ser integrado,
como valor chave, em todas as políticas comunitárias. Este princípio
está também no centro da agenda europeia para o emprego,
crescimento e maior coesão social. O desenvolvimento sustentável da
UE impõe o cumprimento do princípio da igualdade entre as mulheres
e os homens.
Aumentar o número de gestores do sexo feminino é tanto um assunto
de responsabilidade social como de desempenho empresarial. As
políticas sociais empresariais tais como a diminuição da
discriminação, não são normalmente associadas ao desempenho
empresarial.
Desta forma, e como objectivo desta pesquisa, pretendeu-se verificar
se a diversidade do género suporta a eficiência da gestão,
influenciando positivamente o desempenho de um país através da
análise do coeficiente de correlação entre essas duas variáveis.
Desta forma, os dados necessários foram obtidos mediante uma
recolha efectuada das publicações do Eurostat, dos documentos de
5/138
trabalho da Comissão Europeia e dos inquéritos realizados às forças
de trabalho pela UE. Em seguida, foram aplicados os testes de
determinação e de correlação para se apurar a existência ou não de
relação entre as variáveis em estudo.
O presente estudo demonstrou que a igualdade do género no
processo decisório não foi ainda conseguida. Nenhum dos vinte e sete
estados da UE apresenta uma taxa superior a 50% e somente um
terço apresenta taxas superiores a 30%. Consequentemente, não foi
possível estabelecer uma relação clara e inequívoca entre o PNB per
capita e a percentagem de mulheres à frente dos negócios.
Conforme demonstrado ao longo deste trabalho, a igualdade jurídica
não conduz automaticamente à igualdade de facto. O estudo
pretende desta forma promover a consciencialização do actual
subaproveitamento do potencial das mulheres, para que se possam
fomentar as iniciativas e acções para agir com vista a alcançar uma
representação, entre as mulheres e os homens nas tomadas de
decisão, que se possa considerar equilibrada.
Human resources policies can be defined as a set of behaviour norms adopted by a company that rules the relation with its staff. Several gender studies have pointed out that women act; behave and manage differently from men. They tend to be more risk-averse and to focus more on a long-term perspective. A larger proportion of female managers appears to balance the risk-taking behaviour of their male colleagues. A recent study (Michel Ferrary (2009)) pointed out that the more women there were in a company's management, the less the share price fell in 2008. Gender diversity supports managerial efficiency by creating a more diverse culture and favouring the exploration of different business opportunities. At the European level, job equality between men and women are one of the basic principles foreseen in the EU Treaty (Article 2 and 3) and a key value in all the EU policies. This principle is also in the center of the European agenda for the job, growth and greater social cohesion. The sustainable development of the UE imposes the fulfilment of the principle of the equality between the women and the men. Increasing the number of female managers is both an issue of corporate social responsibility and business performance. Usually, socially oriented managerial practices such as reducing discrimination are not associated to business goals. The objective of this research is to verify if the diversity of gender supports the efficiency of the management and has a positive impact in the performance of the EU Member States. This way, the data used was collected from Eurostat publications and working documents of the Commission. Correlation tests were used to establish whether there is or not a relation between the variables identified. The present study showed that the gender equality in Business decision process has not yet been obtained. None of the twenty seven 7/138 EU Member States presents rates close or superior to 50% and only a third of the Member States presents rates superior to 30%. Thus, it was not possible to establish a clear relation between the PNB per capita of the EU Member States and the percentage of women lieder of businesses. Legal equal rights do not necessarily lead, as demonstrated in the present study, to gender equality in fact. The purpose of this paper is to promote the awareness of the underuse of womens potential, in order to promote initiatives and actions that aim to reach a percentage between women and men in business decision process that can be considered as balanced.
Human resources policies can be defined as a set of behaviour norms adopted by a company that rules the relation with its staff. Several gender studies have pointed out that women act; behave and manage differently from men. They tend to be more risk-averse and to focus more on a long-term perspective. A larger proportion of female managers appears to balance the risk-taking behaviour of their male colleagues. A recent study (Michel Ferrary (2009)) pointed out that the more women there were in a company's management, the less the share price fell in 2008. Gender diversity supports managerial efficiency by creating a more diverse culture and favouring the exploration of different business opportunities. At the European level, job equality between men and women are one of the basic principles foreseen in the EU Treaty (Article 2 and 3) and a key value in all the EU policies. This principle is also in the center of the European agenda for the job, growth and greater social cohesion. The sustainable development of the UE imposes the fulfilment of the principle of the equality between the women and the men. Increasing the number of female managers is both an issue of corporate social responsibility and business performance. Usually, socially oriented managerial practices such as reducing discrimination are not associated to business goals. The objective of this research is to verify if the diversity of gender supports the efficiency of the management and has a positive impact in the performance of the EU Member States. This way, the data used was collected from Eurostat publications and working documents of the Commission. Correlation tests were used to establish whether there is or not a relation between the variables identified. The present study showed that the gender equality in Business decision process has not yet been obtained. None of the twenty seven 7/138 EU Member States presents rates close or superior to 50% and only a third of the Member States presents rates superior to 30%. Thus, it was not possible to establish a clear relation between the PNB per capita of the EU Member States and the percentage of women lieder of businesses. Legal equal rights do not necessarily lead, as demonstrated in the present study, to gender equality in fact. The purpose of this paper is to promote the awareness of the underuse of womens potential, in order to promote initiatives and actions that aim to reach a percentage between women and men in business decision process that can be considered as balanced.
Description
Dissertação de Mestrado em Gestão/MBA na Área Científica de Gestão de Recursos Humanos apresentada à Universidade Aberta
Keywords
Estados membros Mulheres Emprego das mulheres Empresas Gestão Recursos humanos Liderança Género Discriminação sexual Igualdade de oportunidades União Europeia Human resources Gender Power PNB Equality
Citation
Torcato, Sílvia Mota - Combate à desigualdade dos sexos face ao trabalho [Em linha] : impacto do número de mulheres no poder nas empresas dos Estados Membros da União Europeia. [Lisboa : s.n.], 2009. 138 p.