*By Claudia Perazio
The representation of women in the job market is an issue increasingly present on companies' diversity agenda. Often, however, it ends up being tied only to speeches and highlights the lack of practical actions, which is especially accentuated in relation to the absence of black women in senior positions. This is what the Black Women in Leadership 2023 study points out, carried out by the 99Jobs platform in partnership with the UN Global Compact in Brazil. According to the survey, 60% of those interviewed stated that in the companies where they work there are no other black women in leadership positions.
It is necessary to emphasize that representation in the workplace is not just about meeting quotas, but also providing an environment that values and respects diversity of experiences, perspectives and talents. And companies that offer opportunities for black women to occupy prominent positions enrich decision-making and boost their innovation, in addition to which representation inspires other black women to believe in the possibility of achieving their professional goals. In fact, the Trama do Pertencimento survey, carried out by the consultancy Bain & Company, showed that more than 70% of black women who work in companies in Brazil believe that the sense of inclusion in the company they work for has increased due to discussions about diversity and inclusion in last years.
And, as we all already know, unfortunately, Black women's journey into the workforce is often marked by additional challenges, as racial and gender discrimination persists, making it more difficult for them to advance in their careers. Not to mention, stereotypes and prejudices still influence employer perceptions, often leading to limited opportunities and overlooked promotions. Furthermore, the lack of role models and specific support networks can create a feeling of isolation for these women. My trajectory in leadership, for example, was lonely for many years, as there were no other black colleagues with whom I could share all the situations I experienced daily, as command spaces in Brazil have always been predominantly white.
I believe that the human resources area can have the mission of raising awareness among company leaders and ensuring their development of policies and practices that address specific challenges faced by black women, such as: diversity in hiring, professional development, culture of inclusion, combating discrimination, awareness with communication, among others.
According to data from the Continuous National Household Sample Survey (PnadC) 2022, carried out by IBGE, the Brazilian population is made up of 29% of black women, but only 3% of them occupy leadership positions, which correspond to manager level or higher, which highlights the lack of opportunities in most companies.
Another excerpt that highlights one of the reasons why black women often do not get opportunities is that made by Dieese, in which of the 38 million households headed by women, 21.5 million were led by black women with responsibility for domestic work, which makes access to the job market difficult.
On the other hand, I would like to state that, despite so many difficulties, some black women have achieved notable career achievements, as we have examples of successful leaders, entrepreneurs and professionals in many sectors. To achieve this, it is important that black women inspire other people with their journeys. It is important that these achievements are celebrated and shared to serve as an example and inspiration.
Greater representation of black women in the job market is an urgent issue. To achieve this, it must no longer be seen as only useful for operational tasks. To achieve true equity in the workplace, it is essential that companies commit to policies and practices that promote diversity and inclusion. So, someday, we can build a reality in which all women, regardless of their race or origin, have the opportunity to thrive and shine in the professional world.
*Claudia Perazio is human resources manager for Brazil at ADP
Notice: The opinion presented in this article is the responsibility of its author and not of ABES - Brazilian Association of Software Companies
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