Gender inequality in the corporate world is a very dear topic that still generates many discussions. It was in this context that Julia Profeta, a former student of the School of Business Administration of São Paulo (FGV EAESP), with her successful trajectory, brought a unique perspective on this issue.

In an interview with FGV Notícias, the former student shared her experiences and reflections on the role of women in leadership, the importance of diversity, and the actions that can be taken to promote a more equitable work environment. In addition, it explored the relationship between profit and purpose, the importance of gender diversity in leadership, and the main market trends of social and environmental impact.

"Thus, I ended up becoming a gender activist, seeing so much inequality in so many industries relevant to the definition of our society and believing in the economic potential that balance brings. By changing my perception of what is important and necessary in the business world, I gained much more clarity and confidence to question and create, around me, strategies and teams in different contexts, rather than simply replicating the classic strategies developed by and for men," she said.

Find out how the interviewee's experience has made her an advocate for equity and sustainability, and also see top advice for those who want to work with impact investing and startups focused on social transformation.

See the full interview below.

How did your degree in Business Administration at FGV EAESP help shape your view on social and environmental impact?

The Business Administration course at FGV EAESP provided me with access to a wide variety of topics and extracurricular engagements that helped shape my view of business-related social and environmental impact. During my time at FGV EAESP, I had the chance to learn about possibilities beyond pure capitalism, volunteering, and philanthropy.

Having joined the Public Junior and taking courses such as the Triple Bottom Line at the World Bank Institute were my first experiences that showed the power of business logic to create impact at scale and the responsibility we have, through the second sector, to, in fact, create the world we want to live in.

How has your experience in graduation and throughout your career influenced your view of leadership and the importance of gender diversity in the business world?

Throughout my undergraduate studies, I was exposed to brilliant female professors and was fortunate to be in a class where the participation of women was probably about 40%. However, when I entered the professional world, first in the financial sector in general and later in the entertainment world, I began to notice that this balance was not maintained, especially in leadership positions.

It took many years for me to understand that so many problems and challenges for women were generated by the homogeneity of thought, due to male dominance. The lack of female role models who really embraced feminine characteristics, so necessary for the development of healthy professional environments, made me, for many years, try to "become more of a man" from a behavioral point of view in order to fit in, which was extremely exhausting. I had to find ways to differentiate myself and put myself on the same level as my male colleagues.

After several professional experiences, many of them toxic, I had the privilege of starting to interact with women in senior positions in the international context, which opened my eyes to gender inequality and the need to cultivate, in the business world, both feminine and masculine qualities. This resulted in my theory on gender balance, which goes beyond diversity. Diversity may not be representative and become a kind of "token", in which organizations think they are doing what needs to be done, but, due to the lack of relevance of diversity, they cannot see the positive effect it really brings. I talk more about this, including numbers, in an article I originally wrote for the BMW Foundation.

What is the top advice for leaders seeking to promote greater equity in their fields?

Make the effort to recruit women at all levels. On the one hand, you start to create examples and inspiration with (female!) women in leadership roles that will attract more women to the organization and contribute to the development of a culture not dictated by male conveniences. On the other, invest in recruiting more junior levels who can grow within the organization. Create conditions so that they can, in fact, develop and have opportunities for promotion.

Another very important aspect, which is much less talked about, is how to deal with the issue of the family for both women and men. Unfortunately, given the historical imbalance in home care, if men are fathers, this is seen as a bonus on the resume; On the other hand, if the woman is a mother, she is penalized (there are studies that prove this disparity). If we want to have more women at senior levels, we can't penalize them for wanting to have a family; quite the contrary. Thus, it is necessary to give benefits and create a culture in which men are encouraged and recognized for also playing the role of father, something similar to what happens in Scandinavia.

What are the main trends you see in the social and environmental scenario and how to take advantage of these opportunities?

For me, considering socio-environmental needs is the great economic opportunity we have, thinking about the long term. The big difference is the type of perspective we have when analyzing investment and business opportunities, given that socio-environmental transformations tend to take longer to demonstrate results. So many bad business decisions are made by the pressure to deliver quarterly, extreme short-term results.

A trend that has become increasingly strong over the last decade is, of course, the change in the ownership of capital, that is, who the new heirs are and what their values are. This has a very relevant impact on large capital allocations. The challenge here is to actually have assets across the investment spectrum (risk profiles) that meet minimum impact standards, i.e., both established and nascent companies that have a genuine intention for impact. There is a great opportunity for these companies to access this capital in transition.

On the other hand, in several countries, regulations are causing organizations to chase losses. Given the slow speed of change in conglomerates, we continue to see the expansion of startups focused on technologies that can revolutionize various socio-environmental aspects.

What I feel has happened in the last decade as well, especially in the developed countries with which I work much more, is the prioritization of the environmental issue, given the greater impact of these regions on the topic and the less apparently "imminent" need for social investments – which, in my opinion, cannot be ignored in any way.

It is a moment that can be "overwhelming" for many of us, "individuals", with so many "opportunities and needs", because it is extremely difficult to radically change our patterns of life, to live with a zero or negative carbon footprint, but it is an opportunity for us to rethink our habits and thus understand where new business opportunities are.

What tips would you give to professionals who want to work with impact investments and startups focused on social transformation?

This is still an emerging field, despite being around for almost 20 years, which means that "traditional" employment opportunities may still be limited, depending on the context. I see some potential paths like this:

1. Work in an established impact company.
2. Working in a startup created to generate impact.
3. Working in a company that is trying to make the transition and joining that transition, so that you can learn along the way.
4. Start your own initiative.

In any case, regardless of the professional level, it is necessary to educate and inform yourself. Many universities have started offering courses in a variety of areas related to impact, there is a lot of free online content available, and many events give special access to students. Events, in my view, especially face-to-face ones, are a great way to connect with people in the field of interest and thus discover opportunities.

Do a deep reflection on what kind of impact you would like your profession to generate. There are technical terms and strategies particular to impact companies, and the specific positions are limited, but all companies, at the end of the day, will need the most diverse functions, from accounting to branding, HR, logistics, operations, IT, and certainly this know-how coming from outside is always welcome. What they will test on you, in the end, is whether you are genuinely aligned with the organization's values, so that you contribute to its culture and growth in the proposed direction.

This article is part of the special series of FGV EAESP's 70th anniversary, which features interviews with former students who are highlights in the market.

See also the other article in the series:



70 years FGV EAESP: Former student stands out in Forbes Under 30 with vegan sandal brand | FGV Portal

To delve into the history of the School, visit the commemorative page and learn more.