Em 2013, a Harvard Business School celebrou os cinquenta nos da admissão de Mulheres no Programa MBA o que incluiu um conjunto diversificado de iniciativas como se pode ver aqui. Delas faz parte o video inicial. Destaquemos, entre o muito que poderia ser sublinhado, a conferência Gender and Work: Challenging Conventional Wisdom -February 28 - March 1, 2013: os tópicos e os ensaios estão disponíveis neste endereço.
Um dos ensaios, de autora nuito conhecida - Rosabeth Moss Kanter: THE INTERPLAY OF STRUCTURE AND BEHAVIOR: How System Dynamics Can Explain or Change Outcomes by Gender or Social Category. Começa assim:
«The big mouthful of a title reflects a quest to make things more complex rather than simpler. In research designs, we often make things simpler than they actually are in the real world. But to make progress in both knowledge and action requires understanding the whole system—the interacting forces that shape social patterns and make society and the outcomes in society what they are—so that research can contribute to changing them for the better.
One goal of my journey toward change has been to make sure that research in a field like gender, work, and organizations does not make certain simplifying assumptions. When the
women’s movement triggered a wave of studies, one prominent simplifying assumption was to attribute outcomes to individuals—in essence, to blame the victim. Outcomes are a factor of people getting what they deserve because of their own shortcomings, one set of studies implied. A corollary for those who advocated for women was to blame the perpetrator, the oppressor—because if it weren’t for their behavior as individuals or their biases, things would be different, as though individuals willfully chose paths that disadvantaged themselves or others. That’s a pernicious simplifying assumption that fails to view the forces shaping behavior». Continue a ler.
Entretanto, na Harvard Business Review de DEZ 2014 o artigo
Rethink What You 'Know' about High-Achieving Women by R. Ely, Pamela Stone and Colleen Ammerman
O Resumo que pode ser lido aqui:
«On the occasion of the 50th anniversary of the admission of women to Harvard Business School's MBA program, the authors, who have spent more than 20 years studying professional women, set out to learn what HBS graduates had to say about work and family and how their experiences, attitudes, and decisions might shed light on prevailing controversies. What their comprehensive survey revealed suggests that the conventional wisdom about women's careers doesn't always square with reality. The survey showed, for instance, that 1) the highly educated, ambitious women and men of HBS don't differ much in terms of what they value and hope for in their lives and careers; 2) it simply isn't true that a large proportion of HBS alumnae have "opted out" to care for children; 3) going part-time or taking a career break to care for children doesn't explain the gender gap in senior management; and 4) the vast majority of women anticipated that their careers would rank equally with those of their partners. Many of them were disappointed. It is now time, the authors write, for companies to consider how they can institutionalize a level playing field for all employees, including caregivers of both genders. The misguided assumption that high-potential women are "riskier" hires than their male peers because they are apt to discard their careers after parenthood has become yet another bias for women to contend with».
O artigo está disponível online.
Para terminar, é sempre com grande interesse que vemos matérias em torno de género e das mulheres na investigação e nas revistas de Gestão. Muito das mudanças desejadas, é nossa convicção, passa pelas ORGANIZAÇÕES, pela sua atividade operacional e visão estratégica.
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