Syftet med vår studie är att undersöka hur kulturella normer och värderingar stödjer eller hindrar förändringar, för att ta reda på varför det inte är jämställt på chefspositioner. Vidare vill vi undersöka hur organisationer kan förändra dessa kulturella normer och värderingar och hur jämställdhetsplanen kan användas som ett förändringsverktyg i arbetet mot ökad jämställdhet på chefspositioner. Utifrån en kvalitativ metod har vi intervjuat fem arbetstagare inom polisen i Karlskrona, då det är en organisation som inte är jämställd på chefspositioner, trots aktiva åtgärder. Vi har utgått från organisationskultur som teoretisk utgångspunkt, då vi anser att det är relevant för vår studie. Några av slutsatserna i studien är att det finns olika åsikter angående hur kulturella normer och värderingar stödjer eller hindrar arbetet för förändring mot ökad jämställdhet på chefspositioner och hur organisationer kan förändra dem kulturella normer och värderingar som utgör hinder för kvinnor att avancera samt hur jämställdhetsplanen kan användas som ett förändringsverktyg för att påverka jämställdhetsarbetet. Trots olika åsikter bland respondenterna går det att konstatera att kulturella normer och värderingar utgör hinder som påverkar kvinnors vilja att avancera genom att de påverkar individerna inom organisationer på olika sätt. Vidare tyder vår studie på att det går att förändra kulturella normer och värderingar till viss del genom ökad medvetenheten samt ny kunskap om problemet med bristande jämställdhet. Vi kan även konstatera att jämställdhetsplanen kan användas som ett förändringsverktyg trots att den många gånger tenderar till att endast bli ett pappersarbete. / The aim of this study was to investigate how cultural norms and values support or restrict changes to find out why it is not equal in management positions. The study also examines how organizations can change those cultural norms and values and how the gender equalityplan can be used as a tool for change in the work towards gender equality in management positions. With a qualitative approach five workers within the police in Karlskrona were interviewed, because it is an organization, which is not equal in management positions, despite active measures. The theoretical approach that was used is organizational culture. Some of the study’s conclusions are that there are different opinions about how cultural norms and values support or restrict the work of change towards gender equality in management positions and how organizations can change the cultural norms and values that constitute barriers to women's advancement and how the equalityplan can be used as a tool for change to affect gender equality. Despite different opinions, we can establish that cultural norms and values obstruct women's willingness to advance. Furthermore, our study also concludes that it is possible to change cultural norms and values to some extent by increased awareness and knowledge about the problem of gender inequality. We can also observe that the equality plan can be used as a tool for change even though it often tends to be a paper work.

Submitted by Daniele Santos (danielesantos.htl@gmail.com) on 2017-02-22T17:37:53Z No. of bitstreams: 1 Elizabeth Rojas.pdf: 1624527 bytes, checksum: b5f7bc8eba2184b3778dbd4c4d06b39d (MD5) / Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2017-02-23T17:48:18Z (GMT) No. of bitstreams: 1 Elizabeth Rojas.pdf: 1624527 bytes, checksum: b5f7bc8eba2184b3778dbd4c4d06b39d (MD5) / Made available in DSpace on 2017-02-24T17:49:09Z (GMT). No. of bitstreams: 1 Elizabeth Rojas.pdf: 1624527 bytes, checksum: b5f7bc8eba2184b3778dbd4c4d06b39d (MD5) Previous issue date: 2016-12-19 / As women make wide strides in labor participation in both, business and politics, a staggering reality is that the progress is rather minimal at the top of decision-making. In Nordic nations, which rank among the top five in the world for gender equality, women fare far worse than their American counterparts in the upper echelons of large corporations. For the Chief Executive Officer (CEO) position, the number one leadership and decision-making role in a company, women held 4.6% of CEO positions in S&P 500 companies in the US, while they held zero positions in large cap companies in Finland (Catalyst, 2015). The objective of this study is to gain an in-depth understanding of how women are disproportionally represented at the top decision-making position, the CEO post, in corporations. It also seeks to investigate the key factors that impact women’s career pathway to the CEO position in corporations and recommendations from participants to change the course. This study uses an exploratory framework employing a case study of the telecommunications industry, and compares the experiences of a Nordic country, Finland, with the United States, with an eye on the so-called Nordic Mystery (The Economist, 2014). Data was collected by conducting interviews with 11 participants in both countries, including CEOs and chief government decision-makers in the industry and leading experts in academia, business and international executive-search firms. This exploratory study poses limitations: a small number of participants in the sample, a reduced geographical context, short period of time for data collection, and findings applicable solely to the largest publicly traded firms. Contrary to most quantitative studies, however, this qualitative approach of interviewing current top decision-makers deepens the understanding of this phenomenon and serves as a starting point for future research of women CEOs.

Submitted by Francesco La Masa (francesco.lamasa@gmail.com) on 2018-02-04T14:34:13Z No. of bitstreams: 1 Final_Version_MPGI_Thesis_Francesco_LaMasa.pdf: 3095454 bytes, checksum: 455145849671e371373d737d617bd305 (MD5) / Rejected by Josineide da Silva Santos Locatelli (josineide.locatelli@fgv.br), reason: Dear Francesco, Please, see below the corrections you need to do on your thesis: Page 2: In “Knowledge Field” must to be your adviser field: Gestão e Competitividade em Empresas Globais; Page 3: Without the title of the page, must to be just the “Ficha Catalográfica” on the end the page, but it’s missing the number, you need to ask to Library like the step 1; Page 4: In “Knowledge Field” must to be your adviser field: Gestão e Competitividade em Empresas Globais, in “Approval Date” you can put your presentation date: 08/01/2018, Page 6: Please, without it, because it’s in white; Page 7: Without your name and put the title “ABSTRACT” in CAPITAL letters; Page 8: Without your name and put the title “RESUMO” in CAPITAL letters; on 2018-02-05T11:05:01Z (GMT) / Submitted by Francesco La Masa (francesco.lamasa@gmail.com) on 2018-02-06T17:06:15Z No. of bitstreams: 1 Final_Version_MPGI_Thesis_Francesco_LaMasa.pdf: 3082485 bytes, checksum: 5d3bf85b1170bcce354f938c03755298 (MD5) / Approved for entry into archive by Josineide da Silva Santos Locatelli (josineide.locatelli@fgv.br) on 2018-02-06T17:12:47Z (GMT) No. of bitstreams: 1 Final_Version_MPGI_Thesis_Francesco_LaMasa.pdf: 3082485 bytes, checksum: 5d3bf85b1170bcce354f938c03755298 (MD5) / Made available in DSpace on 2018-02-08T11:08:28Z (GMT). No. of bitstreams: 1 Final_Version_MPGI_Thesis_Francesco_LaMasa.pdf: 3082485 bytes, checksum: 5d3bf85b1170bcce354f938c03755298 (MD5) Previous issue date: 2018-02-04 / This paper is designed to explore existing initiatives to develop a diverse workplace and propose additional measures to achieve and exploit the power of an empowered diversity, without unsettling the corporate culture. In particular, the benefits of diversity, and gender diversity are explored. The paper, thanks to the use of the literature review on the topic will first show the ethical and performance driven reasons of why diversity is desirable. Successively, in this study we focus on gender diversity and analyse existing best practices to finally develop a set of proposals for companies to support their efforts to achieve gender equality and unlock the potential of women. The final outcome are five measures for flattening gender disparity and break the glass ceiling since the recruitment phase, to implement in order to achieve a more balanced workforce, avoiding to reversely discriminate the dominant groups and fostering an institutional change towards gender equality. / Este artigo se destina a explorar iniciativas existentes para desenvolver um local de trabalho diversificado, além de propor medidas adicionais para alcançar e explorar o poder de uma diversidade fortalecida, sem perturbar a cultura corporativa. Em particular, são explorados os benefícios da diversidade cultural como também de gênero. O artigo, desenvolvido com base em literatura sobre o tema, mostra, em primeiro lugar, os motivos éticos que demonstram que a diversidade é uma condição desejável. Em seguida, o estudo foca na diversidade de gênero, analisando as melhores práticas existentes para que as empresas alcancem a igualdade de gênero e elevar o potencial das mulheres. O resultado final são cinco medidas para reduzir a disparidade de gênero e quebrar esses limites desde a fase de recrutamento. Através deste método, contrói-se uma força de trabalho mais equilibrada, evitando discriminações ao avesso dos grupos dominantes e promovendo uma mudança institucional em relação à igualdade de gênero.

Submitted by Ronildo Prado (ronisp@ufscar.br) on 2016-09-14T19:22:57Z No. of bitstreams: 1 DissCCBC.pdf: 3507345 bytes, checksum: 7162f4f8f995edd47ce87542289cbf2d (MD5) / Approved for entry into archive by Ronildo Prado (ronisp@ufscar.br) on 2016-09-14T19:23:12Z (GMT) No. of bitstreams: 1 DissCCBC.pdf: 3507345 bytes, checksum: 7162f4f8f995edd47ce87542289cbf2d (MD5) / Approved for entry into archive by Ronildo Prado (ronisp@ufscar.br) on 2016-09-14T19:23:22Z (GMT) No. of bitstreams: 1 DissCCBC.pdf: 3507345 bytes, checksum: 7162f4f8f995edd47ce87542289cbf2d (MD5) / Made available in DSpace on 2016-09-14T19:23:34Z (GMT). No. of bitstreams: 1 DissCCBC.pdf: 3507345 bytes, checksum: 7162f4f8f995edd47ce87542289cbf2d (MD5) Previous issue date: 2016-02-16 / Não recebi financiamento / The woman´s access to higher education and academic career is na achievement. More and more women occupy the graduation chairs, getting to many areas of knowledge, occupying more than half of the places offered. But the number of women found in the highest scientific career positions remains low. What happened along this career path that prevents women able to ascend vertically? The glass ceiling assumption seems to define the force that keeps women in lower hierarchical positions. The glass ceiling is formed not by one, but by many barriers and obstacles that add up acting often in the loss of women throughout their careers. This work seeks to understand a little of the professional lives of researches who managed to get to a privileged elite of science, the "National Counsel of Technological and Scientific Development" – CNPq grant recipients in research, with the intention to diagnose the nature and impact of gender differences throughout the scientific career. From this point is possible to draw up suggestions for actions that seek to provide an institutional environment with equal opportunities for both genders. / O acesso feminino à educação superior e às carreiras acadêmicas é uma conquista. Cada vez mais mulheres ocupam as cadeiras da graduação, chegando, em muitas áreas do conhecimento, a ocupar mais da metade das vagas oferecidas. Mas o número de mulheres encontrado nos mais altos postos da carreira científica permanece reduzido. O que acontece ao longo desta trajetória profissional que impede que as mulheres consigam ascender verticalmente? O pressuposto do teto de vidro busca definir a força que mantém as mulheres em posições hierárquicas mais baixas. O teto de vidro é formado não por um, mas diversos entraves e obstáculos que se somam atuando muitas vezes na perda de mulheres ao longo de suas trajetórias. Menor representatividade em postos mais altos da carreira, dificuldade em se fazer reconhecer como pesquisadora o que se reflete na sua produção científica são algumas das manifestações do fenômeno do “teto de vidro”, metáfora que se refere à segregação vertical e aos obstáculos para a ascensão hierárquica das mulheres no mundo do trabalho, em função das intersecções entre a vida doméstica e a profissional. Este trabalho busca conhecer um pouco da vida profissional de pesquisadoras que conseguiram entrar para uma elite privilegiada da ciência, as bolsistas de produtividade em pesquisa do Conselho Nacional de Desenvolvimento Científico e Tecnológico - CNPq, com a intenção de diagnosticar a natureza e o reflexo das diferenças de gênero ao longo da carreira científica. A partir disso é possível elaborar sugestões de ações que busquem fornecer um ambiente institucional com igualdade de oportunidades para ambos os gêneros.

Nas duas últimas décadas, o Brasil experimentou profundas transformações sociais. De acordo com os dados da Pesquisa Nacional por Amostra de Domicílios (Pnad), do Instituto Brasileiro de Geografia e Estatística (IBGE), as mulheres tinham 5,2 anos de estudo em 1992, e passaram a ter 7,7 anos, em 2009, registrando-se um aumento de 48,1% (Ipea, 2010). Dados do Ministério do Trabalho e Emprego, divulgados no website Folha_Uol, (2015) demonstram que aumentou a participação feminina no mercado formal de trabalho, embora as mulheres com ensino superior recebessem o equivalente a 60% do salário masculino. Dados do Ipea (Pinheiro, Fontoura, Querino, Bonetti, & Rosa, 2008) demonstram a renda familiar per capita média nas famílias chefiadas por homem branco é de R$ 997,00, ao passo que naquelas chefiadas por mulher negra é de apenas R$ 491,00, ou seja, menos da metade. Algo bem na contramão da propalada democracia racial brasileira. Apesar do aumento do número de mulheres no mercado de trabalho, de acordo com Peggy, Dwyer e Roberts (2004), a agenda de gênero da profissão contábil ajuda o imperialismo, e, com isso \"tem facilitado o projeto imperial norte-americano, uma vez que permite a manutenção de mulheres a um baixo custo\" (p.176), relacionando esse fato com a ideologia da domesticidade. Ademais, Bebbington, Thomson e Wall (1997) concluem que os estudantes de contabilidade mostram uma tendência para um modelo masculino construído ou andrógino, em vez da identidade feminina; o que encontra amparo na teoria da performatividade de Butler (2012), objeto deste estudo. Isso resulta da manutenção de estereótipos, como a ideia de que a atuação contábil é eminentemente voltada para os homens. Com base no exposto, as mulheres podem até estar ganhando o \'jogo de números\', para tanto, arcam com um custo que implica a eliminação ou não evidenciação das características do gênero feminino. Ou seja, cresceu a participação feminina no mercado de trabalho, mas ainda há muitas barreiras, em boa medida subjetivas, estabelecidas via processos de fechamento, conforme foi visto, e que se impõem no percurso de uma mulher que almeja alcançar êxito em espaços de prestígio, independentemente do seu nível de qualificação. O fenômeno conhecido como \"teto de vidro\" representa as várias barreiras simbólicas, impostas sutilmente - por isso ditas transparentes -, mas suficientemente fortes para impossibilitar a ascensão de mulheres aos mais altos postos da hierarquia organizacional. Se observado em termos de mercado, o fenômeno pode ser constatado em diferentes países. Esse cenário leva a acreditar que nesse processo de transformação social, em que são requeridos novos papéis, faz-se necessário revisitar perspectivas sobre identidade sexual, bem como rever a produção e manutenção dos discursos de gênero que dão sustentação a essas novas identidades. No Brasil, conforme dados já relatados, embora tenhamos avançado em termos de qualificação, a mulher ainda sofre restrições para acesso profissional e enfrenta condições desiguais de trabalho e remuneração. Parece existir um conjunto de barreiras reais e simbólicas que impedem as mulheres de ascender profissionalmente. Na área de contabilidade, as mulheres são expostas a discursos e práticas eminentemente machistas. Esses discursos estruturam práticas e reificam a leitura da mulher como incapaz de assumir funções de mais responsabilidade. Diante do exposto, e de um quadro de não acesso das mulheres a cargos de liderança, acredita-se que, em um processo de violência psíquica, o \"discurso contábil\" nega, particularmente à mulher negra - que ao longo de sua vida sofre três tipos específicos de discriminação: por ser mulher, por ser pobre, em sua maioria, e por ser negra - sua identidade como profissional habilitada para o exercício de suas funções, particularmente em espaços de poder e prestígio. Assim, o estudo teve por objetivo investigar se o fenômeno conhecido como \"teto de vidro\" (glass ceiling) está presente nas interações cotidianas, por meio de processos de sexualização e racialização enfrentados durante a trajetória acadêmica de mulheres negras, em contabilidade, no Brasil. Trata-se de uma pesquisa de abordagem qualitativa, a partir de um posicionamento pós-estruturalista, para a qual foram utilizadas técnicas autoetnográficas e de história oral, com dados coletados por meio de entrevistas semiestruturadas, realizadas em profundidade, com professoras egressas de programas de pós-graduação, analisados sob a perspectiva interpretativista. Os resultados encontrados demonstram que o fenômeno conhecido como \"teto de vidro\" também está presente na contabilidade, o que resulta em barreiras específicas do campo. Para chegar a esse resultado, foi preciso superar algumas limitações, sendo a principal a falta de incentivo para o desenvolvimento do estudo, dado o caráter inovador da proposta, em uma área de conhecimento e em um lócusem que os estudos interdisciplinares ainda são a exceção. Obras sobre gênero e raça, até aqui, não foram objeto de estudos na contabilidade no Brasil. No entanto, espera-se que esta pesquisa possa funcionar como uma abertura para novos estudos nessa temática. Com isso, a contabilidade estará agindo diretamente para a promoção da igualdade, rompendo com fechamentos estabelecidos, e, portanto, para a transformação social. / Through the last two decades, our society has experienced profound social changes. According to data from the Brazilian Statistics Bureau (IBGE)\'s Pesquisa Nacional por Amostra de Domicílios (PNAD, the National Household Sampling Survey), women had an average 5,2 years of study in 1992 which grew to 7,7 years in 2009, rising 47% (IBGE apud Ipea, 2010). Data from the Ministry of Labor (MTE, 2013) shows that female participation in the formal job market rose, yet women with higher education degrees still receive only 60% of men\'s salaries as remuneration. Ipea (2011) data on income show that the per capita family income of a family headed by a white man is 997 Brazilian Reais (R$), while for a family headed by an black women is only R$ 491 - that is, less than half that of a white man\'s family, running counter to the oft-heralded Brazilian \'racial democracy\'. In spite of the increase in the number of women in the job market, according to Peggy, Dwyer and Roberts (2004) the gender agenda of the accounting profession facilitates the north-american imperialist project by enabling firms to employ competent female workers at minimal cost; this would be related to the domesticity ideology, that is, the idea that domestic life is the ideal life for women. Further studies such as that of Bebbington, Thomson and Wall (1997) conclude that accounting students tend to express their gender through masculine or androgynous identities rather than feminine, in accordance to Butler\'s (2012) theory of performativity which states that gender roles are performed as a result of social influences. This \'masculinization\' of accounting students results from the upkeep of stereotypes, such as the idea that accounting is eminently male. Based on this, Bebbington et al (1997) conclude that \"women may be winning the \'numbers game\' but at a cost--that cost being the elimination of feminine gender characteristics\". In other words, female participation in the job market has risen, but there are still many barriers - a significant part of which are subjective - established through closure processesand these barriers impose themselves on the path of women who desire to succeed in positions of prestige, regardless of those women\'s qualification level. The phenomenon known as \'glass ceiling\' represents the various symbolic barriers, imposed subtly - thus transparent, like glass - but strongly enough that they prevent women from rising to the higher positions of the organization hierarchy. Observed in market terms, the phenomenon can be found to happen in many different countries around the world. This scenario has led us to believe that in this process of social transformation, in which new roles are required, revising perspectives on gender identity is necessary, as well as reviewing the production and maintenance of the gender discourses that support these new identities. In Brazil, as per previously related data, in spite of the advances in terms of qualification, women still suffer with unequal work conditions and restrictions to professional access. There seems to exist a group of real and symbolic barriers that keep women from climbing the career ladder. In accounting, women are exposed to eminently machist discourses and practices; the former structure the latter and reify the image of women as being unable to assume positions of higher responsibility. In the face of this and of a scenario in which women are denied access to leadership positions, it is believed that black women are particularly denied by the \'accounting discourse\'; discriminated throughout their lives not only for being women, but also for being black and often poor, they are, through a process of psychological violence, denied their identity as professionals enabled to exercise their functions, especially in positions of power and prestige. Thus, the goal of this study is to investigate whether the phenomenon known as glass ceiling is present in day-to-day interactions, in the form of sexualization and racialization processes faced by black women along their academic trajectories in Brazilian accounting. The research follows a qualitative approach from a poststructuralist stance, using autoethnographic and oral history techniques; data was collected through semistructured interviews, realized in depth with PhD/Master professors and analyzed from the interpretivist perspective. The results found show that the glass ceiling phenomenon is also present in accounting, resulting in barriers specific to the field. To reach this result some limitations needed to be overcome, the main one being the lack of incentive to the development of the study given the innovative character of the proposal - especially in a field and in a locus in which interdisciplinary studies are still the exception. Studies on both gender and race have not, until now, been objects of study in Brazilian accounting. However, I hope this research may pave a way for future works in this theme. With this, accounting will be acting directly towards the promotion of equality, breaking through established closures and enabling social change.

Submitted by Ana Paula Morgado (apvitelli@gmail.com) on 2012-07-11T02:04:10Z No. of bitstreams: 1 Tese final_revisada.pdf: 2291001 bytes, checksum: 68ea98712f52828058069c44fa11c1d3 (MD5) / Approved for entry into archive by Suzinei Teles Garcia Garcia (suzinei.garcia@fgv.br) on 2012-07-11T12:19:54Z (GMT) No. of bitstreams: 1 Tese final_revisada.pdf: 2291001 bytes, checksum: 68ea98712f52828058069c44fa11c1d3 (MD5) / Made available in DSpace on 2012-07-11T12:32:05Z (GMT). No. of bitstreams: 1 Tese final_revisada.pdf: 2291001 bytes, checksum: 68ea98712f52828058069c44fa11c1d3 (MD5) Previous issue date: 2012-06-26 / Esta pesquisa teve por objetivo explorar os sentidos que a mulher gerente intermediária atribui a si própria e ao trabalho nesta posição hierárquica. Nos Estudos Organizacionais, existe uma ampla literatura que investiga a mulher, tratando das desigualdades, discriminações e desafios enfrentados por ela no contexto da empresa; existe também a bibliografia que trata da gerência intermediária e das particularidades desta posição na organização. No entanto, são poucos os estudos que tratam da mulher na gerência intermediária. Utilizamos a perspectiva teórica do construcionismo social, que nos permite dar voz ativa a essa mulher, para que ela descreva, explique e atribua sentido ao mundo em que ela vive e também a ela própria. O construcionismo pressupõe que a realidade é um processo de construção social que está contextualizado historicamente e culturalmente e, desta forma, o tempo histórico é fundamental para a compreensão do fenômeno estudado. Nesta pesquisa, consideramos três contextos relevantes: as questões que se apresentam à sociedade contemporânea, referentes à saturação social e à fragilidade da identidade; a história da mulher no contexto social e de trabalho, desde o início da industrialização e principalmente após meados do século XX; e os aportes do movimento feminista, que provocaram profundas transformações na vida da mulher e nos arranjos sociais, após a década de 1970. Os dados foram coletados por meio de entrevistas em profundidade com 42 profissionais que atuavam como gerentes intermediárias em organizações nacionais e multinacionais localizadas na cidade de São Paulo. A pesquisa revelou que as mulheres nesta posição hierárquica estão diante de um contexto de desaparecimento simbólico: desaparecem da esfera da casa, ao negarem este espaço que um dia lhes colocou em situação de desigualdade e lhes conferiu identidade e desaparecem da organização na gerência intermediária ao estarem imersas em um contexto do masculino, paradoxalmente, reforçando-o. Soma-se a isso um cotidiano de saturação, tanto no trabalho como na vida pessoal, ditado pelo ritmo intenso do trabalho. Neste cenário, essas profissionais parecem atuar em todos os lugares, mas, simultaneamente, parecem não estar em lugar algum. Mais que dizer que a mulher divide-se entre as tarefas da profissional que trabalha, da mãe, da esposa, da responsável pela casa, nossa pesquisa revelou que a mulher não está em nenhum desses lugares: na organização, ela desaparece como mulher; na casa, há o seu desaparecimento pela negação deste espaço que lhe conferiu identidade no passado; como esposa, ela não está com o seu marido; como mãe, ela fica pouco com os filhos e ainda não tem tempo para ela própria. Assim, diante desta multiplicidade de selves, a fragilidade da identidade parece ser o aspecto marcante da vida desta mulher na posição da gerência intermediária. Como forma de lidar com estas questões, essa mulher estabelece limites à sua trajetória profissional, buscando movimentações laterais e, mesmo, carreiras alternativas ao invés de crescer na hierarquia, evitando, assim, ainda mais comprometimento de seu escasso tempo. Nossa pesquisa, desta forma, traz outra perspectiva para se compreender o fenômeno do teto de vidro nas organizações. / This research aimed at exploring the meanings that women middle managers placed on themselves and on their work in this particular hierarchical position. In the Organizational Studies field, there is a vast literature that investigates sex segregation in organizations, looking for explanations why it continues to exist. There is also another set of bibliography that documents middle management particularities and how work is experienced by those in this position. However, there are few studies which focus on women as middle managers. The research was based on the social constructionist approach that is concerned with explaining the processes by which people come to describe and explain the world in which they live, including themselves. According to these ideas, reality is a process of social construction that is historically and culturally located; therefore, this research has considered relevant three historical contexts: contemporary society and its matters of social saturation as well as multiple and fragile identities; a brief history of women in society and work since the beginning of industrialization and mainly after the second half of the twenty century; and finally, the feminist movement issues which accounted for deep transformations in social arrangements after the 1970´s. The data was collected by interviewing 42 women middle managers who worked at national and multinational organizations based in São Paulo. The results revealed that women middle managers face a symbolic disappearance. They disappear from the private sphere of home when they wish to stay away from this place that means inequality although gave them a sense of identity in the past. They also disappear from the organization as a public sphere since it is a place where masculinities predominate and, paradoxically, are reinforced by women themselves. Adding to that, their daily lives are characterized by saturation, both at work and in personal life, dictated by the fast pace of work. In this context, this woman is everywhere, but at the same time seems to be nowhere. Although she is a manager, a mother, a wife, and she is responsible for the house, this research showed that she is not fully present in any of these places: in addition to her disappearance from home and from the public sphere of the organization, as a wife, she is not with her husband, as a mother, she is not with her kids and as a being has no time for herself. Thus, in view of this multiplicity of selves, the fragility of identity seems to be the outstanding feature of this woman´s life. As a way of dealing with these issues, this woman middle manager sets boundaries to her professional career, avoiding promotions to higher hierarchies and even setting plans for alternative careers as ways of managing her time constrains. These findings offer another view to understand the glass ceiling phenomenon in organizations.

Les femmes se heurtent, depuis leur intégration sur le marché du travail, à des barrières qui ralentissent leur évolution professionnelle, limitant leur accès au sommet des organisations. Le «plafond de verre» est l'appellation usitée pour faire référence à ces barrières invisibles. Ce travail doctoral propose d’apporter une contribution à son étude en le replaçant dans un cadre théorique intégrant ses antécédents et ses conséquences. Il se focalise en particulier sur l’impact des pratiques de Responsabilité Sociale des Entreprises (RSE) orientées vers le genre sur l’éclatement du plafond de verre et sur l’engagement des femmes cadres, dans un environnement culturel (le Maroc) et organisationnel (secteurs d’activité masculins) spécifique, par le biais d’une étude de cas. Celle-ci a porté sur deux entreprises industrielles marocaines, dont l’une est labellisée RSE, où des entretiens semi-directifs avec les salariés (femmes et hommes) et les représentants de la Direction ont été conduits. Les données issues des 64 entretiens réalisés ont été complétées par des observations et une analyse documentaire. Sur le plan théorique, nous nous inscrivons dans la nouvelle conceptualisation de l’engagement proposée par Klein et al. (2012, 2014) et adaptons leur modèle processuel d’engagement multi-cibles. La modélisation proposée souligne les effets contradictoires ou synergiques entre les cibles ou entre les types de liens (d’engagement ou relevant d’une autre nature). D’un point de vue managérial, les résultats de ce travail ouvrent des perspectives pour améliorer la gestion des ressources humaines et contrôler ses effets sur les attitudes et les comportements des salariés. / Since women have been integrated to the labor market, they encounter barriers which slow down their professional evolution and limit their access to top management. The« glass ceiling » is the expression used to refer to these invisible barriers. This doctoral work proposes a contribution to the study of these barriers by placing it within a theoretical framework which integrates its antecedents and its consequences. More specifically, this thesis focuses on the impact of gender oriented Corporate Social Responsibility (CSR) practices on the breaking of the glass ceiling and on executive women’s commitment, in a particular cultural (Morocco) and organizational environment (male-dominated sectors), through a case study. Semi-directive interviews were conducted, with employees (women and men) and management representatives in two different industrial Moroccan companies, one of them which was CSR certified. The data based on 64 interviews was complemented by observations and a documentary analysis. From a theoretical point of view, we fit into the new conceptualization of commitment suggested by Klein and al. (2012, 2014), by adapting their multi-target process model of commitment. The proposed modelling highlights the opposing or synergetic effects between targets or between bond types (either commitment or of a different nature). From the managerial viewpoint, the results of this work offer avenues to improve human resource management and the control of its impact on employee attitudes and behaviors.

Due to the continual constant battle women have to face in order to progress in the workplace, it has become necessary to assess the degree of transformational change within the workplace within South Africa to try to establish just what these barriers are and how it can be overcome. To examine the main problem, three sub-problems were identified. The first sub-problem that had been identified dealt with what the women’s rights in the new South Africa. It was investigated by evaluating the situation in the New South Africa and what has changed from the past. Is there more gender equality or not. The second sub-problem looked at the barriers that women face in the workplace. It is evident that sexual harassment, male chauvinism, trying to balance work and family as well as organisational structure and culture were among the top barriers that are a hindrance to women’s advancement in the workplace. Finally, the third sub-problem investigated what the glass ceiling effect is and the effect that this has on women in the workplace. The investigation evaluated, and emphasised the difficulties that women face in order to progress in the hierarchy of not only management but other occupations as well. Results have shown that most females and males believe that the glass ceiling is prevalent in the workplace. Most people believe that women can however break through the glass ceiling but now there is a new phenomenon, “The Glass Cliff” which allows women to break through the glass ceiling but only of organisations that are already in trouble.

Research question: How can JM Construction (sv. JM Entreprenad) work to encourage women to reach leading positions within the organization based on a management perspective? Purpose:                The purpose of this study is to describe how a male-dominated organization within the construction industry, from a management perspective, can work towards gender equality in leading positions within the organization. Method:                 The study was of a qualitative nature based on a deductive approach, which enables interaction between theories and empirical findings. The theoretical framework was based on scientific articles and books. Empirical data collection was conducted through 21 interviews, a focus group and meetings at JM Construction as well as reports and observations. Based on theoretical framework and empirical findings, a thematic analysis was conducted. Conclusion:            A male-dominated organization within the construction industry can, from a management perspective, work towards gender equality in leading positions by actively communicate and illustrate the importance of gender equality. An organization with few women in leading positions should work with increasing the representation of women in leading positions and exemplify female role models, because there may exist a glass ceiling in the construction industry. An organization that wants to implement gender equality in leading positions needs to formulate clear gender goals and strategies for gender quality and formulate a gender equality plan. It is important to consider gender equality as an organizational change. In order to promote women, specific support for women can be implemented, such as role models, encouragement, individual career plans and access to personal contacts through networks and mentoring programs. It is important that an organization in the construction industry considers structural capital alongside with personal qualities within a recruiting process. / Syfte:                          Syftet med denna studie är att beskriva hur en mansdominerad organisation inom byggbranschen, ur ett ledningsperspektiv, kan arbeta för att främja jämställdhet på ledande positioner inom organisationen. Metod:                        Studien var av kvalitativ karaktär med utgångspunkt i en deduktiv ansats, vilket möjliggjorde en interaktion mellan teori och empirisk datainsamling. Teorin var baserad på vetenskapliga artiklar och böcker. Empirisk datainsamling genomfördes via 21 intervjuer, en fokusgrupp och möten vid JM Entreprenad samt via rapporter och observationer. Utifrån teori och empiri genomfördes en tematisk analys.      Slutsats:                      En mansdominerad organisation inom byggbranschen kan, ur ett ledningsperspektiv, arbeta med att främja jämställdhet genom att aktivt kommunicera och belysa problematiken vikten av jämställdhet. En organisation med få kvinnor i ledande positioner bör arbeta med att öka representationen av kvinnor på ledande befattningar och lyfta kvinnliga förebilder, då ett glastak kan existera inom byggbranschen. En organisation som vill främja jämställdhet på ledande positioner bör utforma tydliga jämställdhetsmål och strategier samt formulera en jämställdhetsplan. Viktigt är att jämställdhetsarbete betraktas som en organisationsförändring. För att främja kvinnor kan specifika stöd riktade mot kvinnor implementeras, exempelvis förebilder, uppmuntran, individuella karriärplaner och tillgång till personliga relationer via nätverk och mentorskapsprogram. Det är viktigt att en organisation i byggbranschen väger strukturkapital mot personliga egenskaper vid rekrytering.

El objetivo general de este trabajo es analizar, revisar y unir la investigación encontrada hasta a la fecha, acerca de la existencia del fenómeno llamado techo de cristal, que limita el ascenso laboral a las mujeres dentro de las empresas. Además de explicar la existencia del fenómeno del techo de cristal, la historia, panorama pasado y actual de la mujer en el ámbito laboral, así como sus hallazgos más notables. También, destacaremos la presencia e importancia de los factores externos que fomentan el techo de cristal tales como, la cosmovisión patriarcal, la sociedad machista, los estereotipos, los prejuicios, la cooptación, la conciliación entre la vida personal y familiar de la mujer, etc. Todos estos son aspectos que dan vida a las barreras invisibles que detienen el óptimo desarrollo académico y laboral del género femenino en las organizaciones públicas y privadas alrededor del mundo. Si bien estas condiciones externas impiden a mujeres capaces y profesionales de alcanzar puestos de mando en las empresas, no se pueden pasar por alto los factores internos, como la baja autoestima, creencias propias instaladas en la mente de cada mujer, baja autoeficacia en temas masculinos, etc. Estos son también influyentes e importantes a tomar en cuenta. Es así, como inicia la búsqueda de los factores más relevantes que fomentan el techo de cristal en América Latina. Un sub objetivo es brindar una perspectiva fresca, completa y distinta de las causas más relevantes del origen de este fenómeno con la esperanza de poder generar aporte en esta disyuntiva que resulta francamente anacrónica para cualquier sociedad del siglo XXI. / The objective of this study is to analyze and review the actual investigation of the existence of the phenomenon named “techo de cristal”, that limits the promotion at work for the women. Furthermore, to explain the existence of this phenomenon, its history and the actual and previous situation of the woman in the labor market. Also, to emphasize the presence and importance of the external factors promoting the “techo de cristal”, such as patriarchal perspective, male-dominated society, stereotypes, prejudices, work-life balance, among other things. All of them, are invisible barriers which are hampering the optimal academic and labour development of the female in the public and private organizations around the world. On the other hand, it is true that these external conditions preventing smart women to obtain high positions in the companies, but it is important to recognize the existence of internal factors, such as low self-esteem, beliefs, among other things. These aspects must be also considered. In this way, this paper searches the main factors that promote the “techo de cristal” in Latin America. A secondary objective of this study is to offer a complete and different perspective of the causes more relevant of the origin of this phenomenon. Also, to contribute to resolve this dilemma, that is inconsistent with a modern society of the XXI century. / Trabajo de Suficiencia Profesional