Research reveals barriers and strategies to increase the presence of Black women in leadership positions in the public sector.
A study conducted as part of the professional master's program in Management and Public Policy at the São Paulo School of Business Administration (FGV EAESP) investigated the barriers faced by Black women in reaching high-level leadership positions in the Brazilian public sector.
The study conducted by Janiele de Paula, who holds a master's degree in Management and Public Policy from the School, combined a literature review with in-depth interviews with secretaries and heads of auditing who already hold positions of authority. She proposes 22 strategies organized into four dimensions to combat the underrepresentation of this group in positions of power.
The methodology prioritizes the voices of women in leadership positions.
The research methodology prioritized giving voice and visibility to the perspectives of professionals who have already broken through some of the barriers and reached high-level leadership positions in the public sector. In-depth interviews allowed for mapping not only the obstacles faced, but also the strategies for retention and advancement used by these women throughout their careers.
"Listening to secretaries and heads of auditing who are already in positions of authority is fundamental for us to think about effective strategies for the retention and advancement of Black women in senior leadership," the researcher points out.
Microaggressions and unconscious biases: patterns confirmed by literature and interviews.
In-depth interviews conducted during the research revealed that microaggressions in the workplace are recurrent, especially for brown and black women – a finding that confirms and deepens what the academic literature already indicated on the subject.
Furthermore, unconscious biases have been identified as a mechanism that leads managers to form homogeneous teams, perpetuating the predominance of white men in positions of power. "If today we have predominantly white men in power, it is much more likely that they will choose to compose their teams with the same phenotype," explains Janiele de Paula.
Lack of professional networks and wage disparity exacerbate inequality.
The research identified that the absence of networks and social capital represents a significant structural barrier, evidenced both in the literature and in the voices of the interviewees. This obstacle is aggravated by the impossibility for many women to participate in networking spaces due to the overload of double or triple work shifts related to family care.
"The burden of caregiving ends up intensifying this difficulty in integrating into very small and strategic groups for professional advancement," points out the researcher.
Another critical obstacle detected was the starting salary disparity, which prevents many of these professionals from adequately preparing for selection processes and public service exams – the main gateways to leadership positions in the Brazilian public sector. This salary inequality from the beginning of their careers creates a ripple effect that hinders investment in qualifications and preparation.
Four strategic dimensions and 22 proposals for structural transformation.
To address the barriers identified in the mapping, the FGV EAESP study developed 22 strategies distributed across four dimensions that directly address the challenge of the underrepresentation of Black women in high-level positions in the Brazilian public sector:
1. Awareness-raising and advocacy: strategies to place the underrepresentation of Black women at the center of the political agenda, increasing awareness of the problem and mobilizing key actors for change.
2. Leadership development: actions focused on empowering these professionals so that they can perform their leadership roles with increasing quality, strengthening the technical and political skills necessary for high-level public management.
3. Institutional, political, and cultural structures: creating a structural base to pave the way for legislation, decrees, and changes that need to be sustained over time, even in the face of changes in government. This dimension seeks to institutionalize the necessary transformations.
4. Networks, community, and sponsorship: establishing environments conducive to enabling Black women to thrive and realize their full potential in positions of authority. Ultimately, it is necessary to create communities of mutual support and sponsorship systems that facilitate the advancement and retention of these professionals.
Contributions to public policies on racial and gender equity.
The research developed at FGV EAESP offers a comprehensive diagnosis that combines qualitative data with analysis of specialized literature, in addition to proposing a concrete and multidimensional action plan. The 22 strategies presented can be adapted and implemented by different bodies of the Brazilian public administration, contributing to the construction of a more diverse, equitable and representative public sector of Brazilian society.
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