‘Não Importa se é Mulher ou Homem’: Uma Análise da Generificação das Políticas e práticas de Gestão de Pessoas nas Organizações

Larissa Nardes do Nascimento; Shalimar Gallon; Aline Mendonça Fraga

doi:10.5020/2318-0722.2025.31.e15909

Authors

Larissa Nardes do Nascimento State University of Maringá, Maringá, Paraná, Brazil https://orcid.org/0000-0003-1109-7728
Shalimar Gallon Federal Technological University of Paraná, Pato Branco, Paraná, Brazil https://orcid.org/0000-0002-8830-4433
Aline Mendonça Fraga Federal University of Paraná, Curitiba, Paraná, Brazil https://orcid.org/0000-0002-4240-464X

DOI:

https://doi.org/10.5020/2318-0722.2025.31.e15909

Keywords:

gendering, policies and practices, human resources management, gender, women

Abstract

Some companies claim to have Human Resources Management (HRM) policies and practices in favor of gender equality; however, the neutrality of these policies and the superficiality of their actions do not contribute to building equal workplaces for men and women. This study aimed to analyze gender bias in HRM policies and practices in the organizational environment. For this, a qualitative-descriptive study was conducted with the participation of 14 women of different ages, working in various areas and organizations. The results highlighted that HRM policies and practices, although formulated under the logic of neutrality, assume a gendered condition, being structured from frameworks that privilege male trajectories. It is evident that these practices implicitly reproduce gender inequalities, especially in recruitment and selection processes, development, career advancement, and policies related to parenthood. Furthermore, the meritocratic discourse, by disregarding historical and social inequalities, contributes to the naturalization of these asymmetries. The results point to the need to problematize not only the explicit elements, but also the subtle and silenced mechanisms that underpin organizational sexism, to foster the construction of more inclusive and sensitive HR policies and practices that address gender inequalities.

Downloads

Download data is not yet available.

Author Biographies

Larissa Nardes do Nascimento, State University of Maringá, Maringá, Paraná, Brazil

Ph.D. student in Business Administration at the State University of Maringá, in the Organizational Studies and Society research track, and a CAPES scholarship recipient. Master in Business Administration from Atitus Educação as a CAPES scholar, in the Contemporary Organizational Studies research track, and Bachelor's degree in Business Administration from Atitus Educação.

Shalimar Gallon, Federal Technological University of Paraná, Pato Branco, Paraná, Brazil

Ph.D. in Business Administration from the Federal University of Rio Grande do Sul (UFRGS). Professor and researcher in the Department of Business Administration at the Federal Technological University of Paraná (UTFPR) - Pato Branco Campus.

Aline Mendonça Fraga, Federal University of Paraná, Curitiba, Paraná, Brazil

Ph.D. in Business Administration from the Federal University of Rio Grande do Sul (UFRGS). Professor and researcher in the Professional Education Sector at the Federal University of Paraná (SEPT/UFPR).

References

Acker, J. (1990). Hierarchies, jobs, bodies: A theory of gendered organizations. Gender & Society, 4(2), 139-158. https://doi.org/10.1177/089124390004002002

Acker, J. (2006). Inequality regimes: Gender, class, and race in organizations. Gender & Society, 20(4), 441-464. https://doi.org/10.1177/0891243206289499

Ali, M. (2015). Impact of gender-focused human resource management on performance: The mediating effects of gender diversity. Australian Journal of Management, 41(2), 376–397. https://doi.org/10.1177/0312896214565119

Azungah, T. (2018). Qualitative research: Deductive and inductive approaches to data analysis. Qualitative Research Journal, 18(4), 383–400. https://doi.org/10.1108/QRJ-D-18-00035

Bardin L. (2011). Análise de conteúdo. Edições 70.

Carrieri, A. de P., Diniz, A. P. R., Souza, E. M., & Menezes, R. S. S. (2013). Gender and work: Representations of femininities and masculinities in the view of women brazilian executives. BAR - Brazilian Administration Review, 10(3), 281-303. https://doi.org/10.1590/S1807-76922013005000002

Clark, S., McGrane, A., Boyle, N., Joksimovic, N., Burke, L., Rock, N., & O'Sullivan, K. (2020). "You're a teacher, you're a mother, you're a worker": Gender inequality during COVID‐19 in Ireland. Gender, Work & Organization, 28(4), 135–143. https://doi.org/10.1111/gwao.12611

Collins, C., Landivar, L. C., Ruppanner, L., & Scarborough, W. J. (2020). COVID‐19 and the gender gap in work hours. Gender, Work & Organization, 28(S1), 101–112. https://doi.org/10.1111/gwao.12506

Daniel, C. (2011). O trabalho e a questão de gênero: A participação de mulheres na dinâmica do trabalho. O Social em Questão, 14(25/26), 323–344. https://osocialemquestao.ser.puc-rio.br/media/17_osq_25_26_daniel.pdf

Duarte, E. R., & Gallon, S. (2022). “Não, eu não sofro com isso”: a análise da manipulação da subjetividade da mulher executiva na ascensão da carreira. Brazilian Business Review, 19(1), 78-95. https://doi.org/10.15728/bbr.2022.19.1.5

Eagly, A. H., & Carli, L. L (2007). Women and the Labyrinth of Leadership. Harvard business review, 85(9), 62-71.

Eccel, C. S., & Grisci, C. L. I. (2011). Trabalho e gênero: A produção de masculinidades na perspectiva de homens e mulheres. Cadernos EBAPE.BR, 9(1), 57–78. https://doi.org/10.1590/S1679-39512011000100005

Feng, Z., & Savani, K. (2020). Covid-19 created a gender gap in perceived work productivity and job satisfaction: Implications for dual-career parents working from home. Gender in Management: An International Journal, 35(7/8), 719–736. https://doi.org/10.1108/GM-07-2020-0202

Fraga, A. M., Gallon, S., & Vaz, E. R. D. (2021). Estereótipo, preconceito e assédio nas trajetórias de expatriadas brasileiras. Revista Pensamento Contemporâneo em Administração 15(1), 165-179. https://doi.org/10.12712/rpca.v15i1.46524

Fraga, A. M., & Rocha-de-Oliveira, S. (2020). Mobilidades no labirinto: Tensionando as fronteiras nas carreiras de mulheres. Cadernos EBAPE.BR, 18(spe), 757-769. https://doi.org/10.1590/1679-395120190141

Fraga, A. M., Antunes, E. D. D., & Rocha-de-Oliveira, S. (2020). O/A profissional: As interfaces de gênero, carreira e expatriação na construção de trajetórias de mulheres expatriadas. Brazilian Business Review, 17(2), 192–210. https://doi.org/10.15728/bbr.2020.17.2.4

Glick, P., & Fiske, S. T. (1996). The ambivalent sexism inventory: Differentiating hostile and benevolent sexism. Journal of Personality and Social Psychology, 70(3), 491-512. https://doi.org/10.1037/0022-3514.70.3.491

Glick, P., & Fiske, S. T. (2001). An ambivalent alliance: Hostile and benevolent sexism as complementary justifications for gender inequality. American Psychologist, 56(2), 109-118. https://doi.org/10.1037/0003-066X.56.2.109

Heikkinen, S., & Lämsä, A. M. 2017. Narratives of spousal support for the careers of men in managerial posts. Gender, Work and Organization, Wiley Blackwell, 24(2), 171-193. https://doi.org/10.1111/gwao.12157

Hirata, H., & Kergoat, D. (2007). Novas configurações da divisão sexual do trabalho. Cadernos de Pesquisa, 37(132), 595–609. https://doi.org/10.1590/S0100-15742007000300005

Hryniewicz, L. G. C., & Vianna, M. A. (2018). Mulheres em posição de liderança: Obstáculos e expectativas de gênero em cargos gerenciais. Cadernos EBAPE.BR, 16(3), 331-344. https://doi.org/10.1590/1679-395174876

Instituto Brasileiro de Geografia e Estatística. (2024). Estatísticas de gênero: Indicadores sociais das mulheres no Brasil. https://www.ibge.gov.br/estatisticas/multidominio/genero/20163-estatisticas-de-genero-indicadores-sociais-das-mulheres-no-brasil.html?=&t=resultados

Knights, D. (2019). Gender still at work: Interrogating identity in discourses and practices of masculinity. Gender, Work, and Organization, 26(1), 18-30. https://doi.org/10.1111/gwao.12338

Lee, J., & Parpart, J. L. (2018). Constructing gender identity through masculinity in CSR reports: The South Korean case. Business Ethics: A European Review, 27(4), 309–323. https://doi.org/10.1111/beer.12191

Lei nº 15.371, de 31 de março de 2026. (2026). Altera a legislação para dispor sobre as novas diretrizes do Poder Executivo. Presidência da República. https://www.planalto.gov.br/ccivil_03/_ato2023-2026/2026/lei/l15371.htm

Sahgal, P. (2007). Gender discrimination: Beliefs and experiences: A comparative perspective of women and men in the Delhi Police. Journal of International Women's Studies, 9(1), 135–152. https://vc.bridgew.edu/jiws/vol9/iss1/9/

Schnurr, S., Zayts, O., Schroeder, A., & Coyte-Hopkins, K. L. (2019). “It's not acceptable for the husband to stay at home”: Taking a discourse analytical approach to capture the gendering of work. Gender, Work, and Organization, 27(3), 414-434. https://doi.org/10.1111/gwao.12408

Sheerin, C., & Linehan, M. (2018). Gender performativity and hegemonic masculinity in investment management. Gender in Management: An International Journal, 33(7), 561–576. https://doi.org/10.1108/GM-10-2017-0122

Shortland, S., & Perkins, S. J. (2020). Women’s expatriate careers: Losing trust in organisational equality and diversity policy implementation? Journal of Global Mobility, 8(2), 183-208. https://doi.org/10.1108/JGM-01-2020-0007

Solnit, R. (2017). Os homens explicam tudo para mim. Cultrix.

Staniscuaski, F., Kmetzsch, L., Soletti, R. C., Reichert, F., Zandonà, E., Ludwig, Z. M. C., Lima, E. F., Neumann, A., Schwartz, F. P., Mello-Carpes, P. B., Tamajusuku, A. S. K., Werneck, F. P., Ricachenevsky, F. K., Infanger, C. B., Seixas, A., Staats, C. C., & Oliveira, L. (2021). Gender, race and parenthood impact academic productivity during the COVID-19 pandemic: From survey to action. Frontiers in Psychology, 12, artigo 663252. https://doi.org/10.3389/fpsyg.2021.663252

Sullivan, S. E, & Mainiero, L. (2008). Using the kaleidoscope career model to understand the changing patterns of women’s careers: Designing HRD programs that attract and retain women. Developing Human Resources, 10(1), 32-49. https://doi.org/10.1177/1523422307310110

United Nations. (n.d.). Goal 5: Achieve gender equality and empower all women and girls. Sustainable Development Goals. https://www.un.org/sustainabledevelopment/gender-equality/

Webber, G. R., & Giuffre, P. (2019). Women's relationships with women at work: Barriers to solidarity. Sociology Compass, 13(6), 1-13. https://doi.org/10.1111/soc4.12698

Woodhams, C., & Lupton, B. (2006). Does size matter? Gender-based equal opportunity in UK small and medium enterprises. Women in Management Review, 21(2), 143-169. https://doi.org/10.1108/09649420610650710