{"id":4093,"date":"2024-03-06T16:45:09","date_gmt":"2024-03-06T16:45:09","guid":{"rendered":"https:\/\/ww2.haymanwoodward.com\/nao-categorizado\/dia-internacional-da-mulher-de-2024-inspirando-a-inclusao\/"},"modified":"2024-03-06T16:45:09","modified_gmt":"2024-03-06T16:45:09","slug":"dia-internacional-da-mulher-de-2024-inspirando-a-inclusao","status":"publish","type":"post","link":"https:\/\/ww2.haymanwoodward.com\/pt-br\/insights\/dia-internacional-da-mulher-de-2024-inspirando-a-inclusao\/","title":{"rendered":"Dia Internacional da Mulher de 2024: inspirando a inclus\u00e3o"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><br>Antes do Dia Internacional da Mulher, na sexta-feira, 8 de mar\u00e7o de 2024 &#8211; o evento global anual que celebra as conquistas das mulheres e um chamado \u00e0 a\u00e7\u00e3o para acelerar a igualdade das mulheres -, analisamos os principais temas deste ano, \u00e0 medida que continuamos a &#8220;inspirar a inclus\u00e3o&#8221; e a trabalhar em prol de um local de trabalho mais equitativo e inclusivo.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/ww2.haymanwoodward.com\/wp-content\/uploads\/2024\/03\/portrait-smiling-girl-sitting-wheelchair-with-tablet-computer-hands-looking-camera-1024x683.jpg\" alt=\"\" class=\"wp-image-4056\"\/><figcaption class=\"wp-element-caption\">Retrato de uma garota sorridente sentada em uma cadeira de rodas com um computador tablet nas m\u00e3os, olhando para a c\u00e2mera<\/figcaption><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Nos \u00faltimos 12 meses, o n\u00facleo &#8220;Think Women&#8221; <a href=\"https:\/\/thinkglobalpeople.com\/\">da comunidade Think Global People<\/a> vem promovendo <a href=\"https:\/\/www.relocatemagazine.com\/think-womens-40-outstanding-global-women-2023\">40 Mulheres Globais de Destaque<\/a> em uma s\u00e9rie de fun\u00e7\u00f5es internacionais. Suas hist\u00f3rias s\u00e3o inestim\u00e1veis para qualquer pessoa que queira perseguir seu objetivo, ter sucesso e causar impacto em seu campo escolhido. Iniciativas como essa para inspirar a inclus\u00e3o e destacar as conquistas das mulheres s\u00e3o vitais. Eles destacam a interseccionalidade da desigualdade, incluindo ra\u00e7a e defici\u00eancia, por exemplo. Eles tamb\u00e9m ajudam a mudar suposi\u00e7\u00f5es antigas e estere\u00f3tipos de lideran\u00e7a, mostram aos outros caminhos para o sucesso e informam  <a href=\"https:\/\/www.relocatemagazine.com\/men-stepping-forward-how-men-can-become-change-makers-for-diversity-and-inclusion-in-organisations-marianne-curphey-0224\">homens como aliados<\/a>  O Dia Internacional da Mulher de 2024 \u00e9 uma \u00f3tima oportunidade para fortalecer essas conex\u00f5es e fazer um balan\u00e7o de onde estamos hoje &#8211; e para onde estamos indo.<\/p>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_84 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Alternar tabela de conte\u00fado\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/ww2.haymanwoodward.com\/pt-br\/insights\/dia-internacional-da-mulher-de-2024-inspirando-a-inclusao\/#A_importancia_da_alianca\" >A import\u00e2ncia da alian\u00e7a<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/ww2.haymanwoodward.com\/pt-br\/insights\/dia-internacional-da-mulher-de-2024-inspirando-a-inclusao\/#Barreiras_ao_progresso\" >Barreiras ao progresso<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/ww2.haymanwoodward.com\/pt-br\/insights\/dia-internacional-da-mulher-de-2024-inspirando-a-inclusao\/#Promover_a_igualdade_salarial\" >Promover a igualdade salarial<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/ww2.haymanwoodward.com\/pt-br\/insights\/dia-internacional-da-mulher-de-2024-inspirando-a-inclusao\/#Vinculacao_entre_gerenciamento_de_desempenho_e_equidade_salarial\" >Vincula\u00e7\u00e3o entre gerenciamento de desempenho e equidade salarial<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\" id=\"h-a-importancia-da-alianca\"><span class=\"ez-toc-section\" id=\"A_importancia_da_alianca\"><\/span>A import\u00e2ncia da alian\u00e7a<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Instant\u00e2neos da representa\u00e7\u00e3o feminina em n\u00edvel de diretoria, como o estudo da Russell Reynolds Associates <a href=\"https:\/\/www.russellreynolds.com\/en\/insights\/reports-surveys\/global-ceo-turnover-index\" target=\"_blank\" rel=\"noreferrer noopener\">\n  <strong>The Next CEO: \u00cdndice global de rotatividade de CEOs<\/strong>\n<\/a>da Russell Reynolds Associates, mostram a escala cont\u00ednua do desafio de trazer a equidade totalmente para o local de trabalho. A an\u00e1lise da consultoria sobre a posi\u00e7\u00e3o de lideran\u00e7a nos principais \u00edndices do mercado de a\u00e7\u00f5es do mundo mostra que 2023 e 2022 tiveram a maior propor\u00e7\u00e3o registrada de mulheres CEOs nomeadas para as maiores empresas do mundo. No entanto, esse n\u00famero foi de apenas 12%. Das pessoas indicadas para liderar empresas globais, apenas 22 eram mulheres, em compara\u00e7\u00e3o com 156 homens. Esses n\u00fameros destacam a import\u00e2ncia da alian\u00e7a e a pertin\u00eancia da palestra principal do nosso evento deste ano.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Da forma como est\u00e1, a Russell Reynolds Associates calcula que a representa\u00e7\u00e3o equilibrada de g\u00eanero s\u00f3 ocorrer\u00e1 nas empresas FTSE250 no ano de 2198, na S&amp;P\/TSX Composite em 2174 e nas empresas FTSE100 em 2141. Muito mais animador \u00e9 o fato de que a STI da economia em expans\u00e3o de <strong><a href=\"https:\/\/ww2.haymanwoodward.com\/pt-br\/servicos\/visto-e-residencia\/cingapura\/\" target=\"_blank\" rel=\"noreferrer noopener\">Cingapura<\/a><\/strong> dever\u00e1 ser equilibrada em termos de g\u00eanero j\u00e1 em 2034. Para a consultora e especialista em a\u00e7\u00f5es, Joy Burnford, palestrante principal do nosso <a href=\"https:\/\/www.relocatemagazine.com\/active-events-think-global-women-inspire-inclusion-event-2024\"><br>  <strong>Dia Internacional da Mulher do Think Global People<\/strong><br><\/a> no IoD, esse fato ressalta a import\u00e2ncia da alian\u00e7a. &#8220;Nas empresas em que os homens desempenham um papel ativo na igualdade de g\u00eanero, 96% relataram progresso, em compara\u00e7\u00e3o com 30% nas que n\u00e3o o fizeram&#8221;, diz ela. &#8220;Se n\u00e3o conseguirmos que as pessoas que est\u00e3o no poder se posicionem e pensem no que podem fazer para apoiar as mulheres em suas organiza\u00e7\u00f5es, nada acontecer\u00e1.&#8221;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-barreiras-ao-progresso\"><span class=\"ez-toc-section\" id=\"Barreiras_ao_progresso\"><\/span>Barreiras ao progresso<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Acad\u00eamica e autora <a href=\"https:\/\/www.relocatemagazine.com\/workplace-opportunities-for-all-women-how-organisational-structures-and-performance-measurement-is-hobbling-womens-path-to-success-marianne-curphey-0124\">\n  <strong>Patrizia Kokot-Blamey<\/strong>\n<\/a> pesquisou extensivamente sobre as estruturas organizacionais e sociais que impedem que as mulheres ocupem os cargos de lideran\u00e7a s\u00eanior mais altos em empresas de servi\u00e7os profissionais. Ela tamb\u00e9m se junta a n\u00f3s como palestrante, juntamente com a colega do CIPD <a href=\"https:\/\/www.relocatemagazine.com\/a-toolkit-to-empower-women-and-boost-career-prospects-marianne-curphey-amira-kohler-0224\">\n  <strong>Amira Kohler<\/strong>\n<\/a>consultora internacional de RH e mudan\u00e7as, em nosso evento Think Global People, no Institute of Directors, na sexta-feira, 8 de mar\u00e7o. &#8220;Se quisermos mais mulheres em cargos de lideran\u00e7a, precisamos tornar menos oneroso para elas chegarem l\u00e1&#8221;, diz Patrizia Kokot-Blamey. &#8220;Os atuais sistemas de gerenciamento de desempenho no Reino Unido s\u00e3o projetados para recompensar um funcion\u00e1rio que n\u00e3o tem outras responsabilidades. &#8220;Para criar redes, confian\u00e7a e familiaridade, \u00e9 necess\u00e1rio que haja um certo n\u00edvel de estrutura nas organiza\u00e7\u00f5es para apoiar as mulheres&#8221;, diz Amira Kohler. &#8220;Parte disso tem a ver com a cria\u00e7\u00e3o deliberada de oportunidades para que as pessoas se re\u00fanam, compartilhem hist\u00f3rias e criem confian\u00e7a, como, por exemplo, por meio de redes de empoderamento feminino ou eventos como este de 8 de mar\u00e7o&#8221;, diz ela.  <a href=\"https:\/\/www.relocatemagazine.com\/wellbeing-inclusive-wellbeing-managing-menopause-rholmes-1223\">\n  <strong>Campe\u00e3 da menopausa da for\u00e7a de trabalho do Reino Unido<\/strong>\n<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Reconhecendo que o caminho para os cargos de lideran\u00e7a mais altos geralmente coincide com os est\u00e1gios da vida, como a menopausa, ela disse aos delegados: &#8220;Acredito totalmente que passar pela perimenopausa e pela menopausa n\u00e3o \u00e9 hora de se afastar, recuar ou sair do local de trabalho, porque se os empregadores puderem apoi\u00e1-la bem durante esse per\u00edodo, as mulheres podem, sem d\u00favida, ter os melhores dez, 15, 20 anos de sua carreira ap\u00f3s a menopausa. A rotatividade das mulheres l\u00edderes \u00e9 maior do que a dos homens. A Russell Reynolds Associates tamb\u00e9m descobriu que as mulheres t\u00eam maior probabilidade de se aposentar por motivos pessoais, com 16% das mulheres citando esse fator contra 5% dos homens em 2023. As mulheres tamb\u00e9m t\u00eam maior probabilidade de serem demitidas do que os homens (34% contra 25%). &#8220;Minha opini\u00e3o \u00e9 que as CEOs mulheres s\u00e3o penalizadas mais severamente do que os homens na m\u00eddia por duas coisas: desempenho insuficiente (as CEOs mulheres s\u00e3o demitidas mais rapidamente por isso) &#8211; ou por qualquer arrog\u00e2ncia percebida ou busca de holofotes&#8221;, diz  <a href=\"https:\/\/www.russellreynolds.com\/en\/people\/consultant-directory\/laura-sanderson\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Laura Sanderson<\/strong><\/a>&#8220;Espera-se que os CEOs de hoje sejam mais do que nunca uma figura p\u00fablica, e a relativa escassez de CEOs do sexo feminino automaticamente lhes confere um grau maior de proemin\u00eancia. Se voc\u00ea \u00e9 uma mulher, est\u00e1 sob maior press\u00e3o para ter um desempenho visivelmente superior, e ai de voc\u00ea se for vista desfrutando demais do perfil da fun\u00e7\u00e3o de CEO.&#8221;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-promover-a-igualdade-salarial\"><span class=\"ez-toc-section\" id=\"Promover_a_igualdade_salarial\"><\/span>Promover a igualdade salarial<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Embora existam muitos exemplos de mudan\u00e7as positivas, inclusive no Relocate e no Think Global People, organiza\u00e7\u00f5es premiadas como <a href=\"https:\/\/www.relocatemagazine.com\/editorial-think-womens-40-outstanding-global-women-2023-sonya-rees-blick-rothenberg-rholmes-0323\">\n  <strong>Blick Rothenberg<\/strong>\n<\/a>essas e outras estat\u00edsticas mostram que ainda h\u00e1 um caminho a percorrer. Entre as mais reveladoras est\u00e3o as novas descobertas do estudo do CIPD <a href=\"https:\/\/www.cipd.org\/uk\/knowledge\/reports\/pay-performance-transparency\/\" target=\"_blank\" rel=\"noreferrer noopener\">\n  <strong>Remunera\u00e7\u00e3o, Desempenho e Transpar\u00eancia 2024<\/strong>\n<\/a> do CIPD, com o apoio da <a href=\"https:\/\/uk.adp.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">\n  <strong>ADP<\/strong>\n<\/a>um provedor de solu\u00e7\u00f5es de gerenciamento de capital humano (HCM). Isso mostra que &#8220;um n\u00famero alarmante de empregadores n\u00e3o est\u00e1 conduzindo seus relat\u00f3rios de diferen\u00e7a salarial entre g\u00eaneros de acordo com as exig\u00eancias do governo&#8221;. Com a r\u00e1pida aproxima\u00e7\u00e3o do prazo de 4 de abril de 2024 para a divulga\u00e7\u00e3o das diferen\u00e7as salariais entre g\u00eaneros e, com isso, a exig\u00eancia legal de arquivar os principais dados salariais entre g\u00eaneros para grandes empresas, quase um quinto (17%) dos grandes empregadores (mais de 250 funcion\u00e1rios) na pesquisa do CIPD disse que &#8220;n\u00e3o realizou a divulga\u00e7\u00e3o das diferen\u00e7as salariais entre g\u00eaneros&#8221; e 18% disseram que &#8220;nem sabiam se suas organiza\u00e7\u00f5es haviam realizado a divulga\u00e7\u00e3o&#8221;.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Charles Cotton, consultor s\u00eanior de recompensas do CIPD, comentou: &#8220;A divulga\u00e7\u00e3o das diferen\u00e7as salariais \u00e9 uma parte importante da garantia de um local de trabalho justo, al\u00e9m de trazer benef\u00edcios comerciais claros, como atrair e reter talentos ao demonstrar um compromisso com as boas pr\u00e1ticas.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A divulga\u00e7\u00e3o das diferen\u00e7as salariais, juntamente com uma narrativa e um plano de a\u00e7\u00e3o eficazes, pode identificar e ajudar a combater as causas da desigualdade de g\u00eanero.&#8221; Sirsha Haldar, gerente geral da ADP para o Reino Unido, <strong><a href=\"https:\/\/ww2.haymanwoodward.com\/pt-br\/servicos\/visto-e-residencia\/irlanda\/\" target=\"_blank\" rel=\"noreferrer noopener\">Irlanda<\/a><\/strong> e \u00c1frica do Sul, acrescentou: &#8220;Sem essas ferramentas e um or\u00e7amento comprometido com a igualdade no local de trabalho, essa injusti\u00e7a pode perdurar, promovendo a diminui\u00e7\u00e3o do moral e da lealdade dos funcion\u00e1rios. As disparidades salariais podem afastar talentos femininos valiosos e manchar a reputa\u00e7\u00e3o de uma empresa, especialmente entre as gera\u00e7\u00f5es mais jovens, cada vez mais preocupadas com a igualdade salarial.&#8221;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-vinculacao-entre-gerenciamento-de-desempenho-e-equidade-salarial\"><span class=\"ez-toc-section\" id=\"Vinculacao_entre_gerenciamento_de_desempenho_e_equidade_salarial\"><\/span>Vincula\u00e7\u00e3o entre gerenciamento de desempenho e equidade salarial<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.coachingonthego.co.uk\/speakers\/\" target=\"_blank\" rel=\"noreferrer noopener\">\n  <strong>Dr. Duncan Brown<\/strong>\n<\/a>consultor e pesquisador independente sobre recompensas e igualdade, com <a href=\"https:\/\/www.relocatemagazine.com\/talent-management-wellbeing-turbocharging-performance-creating-spaces-to-thrive-rholmes-0224\">\n  <strong>Amira Kohler, Dra. Jenny Robinson e Dr. Phil Renshaw<\/strong>\n<\/a>A equipe do Dr. Duncan Brown, consultor independente de recompensas e igualdade e pesquisador com Amira Kohler, Dra. Jenny Robinson e Dr. Phil Renshaw, explorar\u00e1 os v\u00ednculos entre gerenciamento de desempenho, gerenciamento de talentos, lideran\u00e7a e recompensa na <a href=\"https:\/\/thinkglobalpeople.com\/events\/turbochanging-performance-people-powered-leadership-to-maximise-talent\/\" target=\"_blank\" rel=\"noreferrer noopener\">\n  <strong>Masterclass de desempenho de turbocompress\u00e3o<\/strong>\n<\/a>  Ele concordou que a divulga\u00e7\u00e3o de diferen\u00e7as salariais por g\u00eanero &#8211; e tamb\u00e9m, por exemplo, por etnia e defici\u00eancia, que est\u00e3o atualmente na agenda para poss\u00edvel introdu\u00e7\u00e3o futura &#8211; \u00e9 crucial para uma remunera\u00e7\u00e3o e representa\u00e7\u00e3o mais justas para todos, citando as pesquisas mais recentes e pr\u00e1ticas inovadoras nessa \u00e1rea. &#8220;Todos os empregadores devem divulgar suas diferen\u00e7as salariais entre g\u00eaneros, se n\u00e3o divulgarem tamb\u00e9m as diferen\u00e7as salariais entre ra\u00e7as&#8221;, disse o Dr. Duncan Brown \u00e0 Relocate Global e ao Think Global People.  <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&#8220;Alguns estados dos EUA que foram os primeiros a implementar uma ou ambas as medidas observaram redu\u00e7\u00f5es significativas nas diferen\u00e7as salariais. Tamb\u00e9m precisamos considerar uma legisla\u00e7\u00e3o que pro\u00edba discuss\u00f5es sobre o hist\u00f3rico salarial durante o recrutamento e a publica\u00e7\u00e3o de faixas salariais. &#8220;As evid\u00eancias que temos dos EUA at\u00e9 o momento s\u00e3o realmente positivas sobre o efeito que a divulga\u00e7\u00e3o das diferen\u00e7as salariais est\u00e1 tendo. Se ainda n\u00e3o est\u00e3o divulgando as diferen\u00e7as salariais voluntariamente, os empregadores precisam se perguntar &#8220;por que n\u00e3o?&#8221;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Antes do Dia Internacional da Mulher, na sexta-feira, 8 de mar\u00e7o de 2024 &#8211; o evento global anual que celebra as conquistas das mulheres e um chamado \u00e0 a\u00e7\u00e3o para acelerar a igualdade das mulheres -, analisamos os principais temas deste ano, \u00e0 medida que continuamos a &#8220;inspirar a inclus\u00e3o&#8221; e a trabalhar em prol [&hellip;]<\/p>\n","protected":false},"author":8,"featured_media":4048,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[151],"tags":[],"class_list":["post-4093","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tips"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - 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