Understand how HR’s Responsibility can act in the appreciation and empowerment of women within your company in this article, which deals with women’s day and the main achievements of women’s struggle in the job market.Women’s Day is an important time for companies to understand women’s struggles, challenges and achievements. In addition, to understand how HR can participate in a movement of appreciation and recognition of the importance of women professionals.

After all, March 8 is considered the International Women’s Day worldwide. A great advance in the process of empowerment and valorization of women in society, in the job market and in their right to belong to the space they choose.

Certainly, this is a date that has undergone several changes over the years, in the most different nations, in search of honoring the various women who became an example, being martyrs or pioneers in something.Until in 1977, the UN (United Nations) defined this date as the one that would mark the fight of women for peace and defense of their rights.

Over decades of struggle, much has changed. Women have gained prominence in HR’s Responsibility society and the job market. She won awards for genius, generosity, and altruism. In addition to taking on jobs considered to be of male predominance and expertise.

In today’s article, taking advantage of the proximity of women’s day, we want to talk about the achievements and challenges of women, especially in the job market. And yet, the importance of the role of HR in the movement of empowerment and professional development of women.

Women’s Day: Where It All Began

It is not possible to specify the first woman to lead the fight for the right to be and do what she wants. But collectively, women’s day comes after years of battles, sacrifices and a lot of female overcoming.

In Brazil, some of the greatest achievements began in the 19th century, specifically in 1879, when women gained the right to attend universities. In 1887, Rita Lobato Velho Lopes became the first woman to graduate from the medical school.

Another great Brazilian female achievement was in 1932, when some women gained the right to vote. This was an important step towards women’s participation in the labor market, in the political and social world, which, however, only reached all women regardless of education or social class in 1945.

Today, in the 21st century, these are achievements that may seem small, but which have given women the necessary impetus to reach great spaces in the labor market.

From these achievements, others came. And the woman saw herself as a participant in spaces and places where the male figure predominated. Whether in science, economics, industry or even civil construction, women’s day highlights the role of women in their professional development.

obstacles To Overcome

Despite being present in almost all sectors of work, even where men still dominate, women face major obstacles in their professional growth.Senior leadership positions, with more strategic decision-making within organizations, are still in unequal numbers when compared between men and women.

Therefore, it is possible to affirm that, even though they are technically qualified to perform highly complex activities, the participation of women in strategic positions is still cadenced.

In addition, even occupying similar positions and presenting exponential results, women still face great difficulty in equal pay. Women’s remuneration is about 30% lower than men’s, considering the same hierarchical level and level of responsibility.

And it is here that the human resources sector needs to act strategically, to overcome these obstacles and promote an organizational environment of recognition and appreciation of women.

Women’s day, more than a symbolic and commemorative date, needs to be an opportunity for HR’s Responsibility to reflect and act in the fight against injustice and prejudice within companies. Thus allowing the rise and representation of women in the labor market and thus promoting gender equity in the corporate universe.

The Performance Of HR’s Responsibility

As the sector responsible for managing the organization’s human capital ,HR’s Responsibility has the challenge of promoting an organizational culture that values ​​human potential beyond gender differences within the company.

Thus, its processes need to be reassessed and, if necessary, redesigned, to promote a culture of equal rights and greater participation of women in strategic and leadership positions in the organization.

Therefore, we have prepared some tips to guide the sector’s actions in adapting its processes.

1 – Recruitment Funnel

First, regardless of the hierarchical position or level of responsibility of the vacancy disclosed, it is very important that the recruitment funnel is adjusted in order to encourage the participation of women in the recruitment and selection processes.

Therefore, it is necessary to eliminate prejudiced and limiting biases from the process. Thus, allowing the analyzes to be carried out taking into account the skills needed to carry out the activities and not the characteristics of gender of HR’s Responsibility.

And, on top of that, creating an environment of inclusion and diversity in the company.

2 – Position And Salary Plan

One of the ways to overcome the barriers imposed by the gender difference within organizations is to promote a pay equity plan.

For this, it is enough to adjust the job and salary plans, considering the promotion and salary increase requirements based on delivery, efficiency and professional excellence. These rules must be transparent and inhibit any type of differentiation on grounds of gender.

3 – Cultural Transformation

The organizational culture is one of the main responsible for the environment of appreciation and recognition. Therefore, it is a point of a lot of HR’s Responsibility tension. It is necessary to invest in the creation of an organizational environment that values ​​the well-being and participation of all, without differentiating between gender.

As a result, female leadership is seen more naturally, and resistance to it is more easily overcome.

And What Can’t HR’s Responsibility Do?

Often, it’s not just about doing the right thing. But avoid wrong situations and decisions. Therefore, it is necessary that the human resources sector be careful and understand what not to do, especially on women’s day. Or, at the very least, what to do differently.

After all, all the work of inclusion, recognition and appreciation can be annulled, in the face of the wrong celebration strategies.

Watch Out For Freebies:

In the first place, the struggle of women for professional recognition has already faced, among other obstacles, the need to escape from stereotypes of appearance, sexualization and even limiting the role of women to motherhood or home care.

Therefore, HR’s Responsibility must be careful when offering gifts and presents on women’s day, so as not to promote a regression to these stereotypes.

Offer A Listening Space:

The best tribute is to offer the women of the company a space to listen to their needs, challenges and achievements. And HR’s Responsibility doesn’t have to wait for women’s day to put this into practice.

It is possible to promote lectures throughout the month and even throughout the year. In this way, promoting knowledge, clarification and opportunities for reflection on the role of women in companies and in the job market.

Do Not Exclude Men In Debates:

Creating awareness of women’s challenges in the job market in men is extremely important. For this, it is necessary to include them in debates about harassment, pay equity and opportunities for female participation at work.

With this, it is possible to sensitize them to the relevance of women’s struggle and provide a more harmonious organizational culture.

Concluding

Women’s day is an excellent opportunity for the HR’s Responsibility sector to act strategically in people management. The struggle for the inclusion of women in all areas of the organization is continuous and depends on the support of this sector in order to be effective.

Despite great achievements, many challenges still need to be overcome. And the company, employees and leadership have a large share of responsibility in building a workspace that encourages the participation and protagonism of women. However, for HR’s Responsibility to act strategically on this agenda, it is necessary that other more bureaucratic and operational processes are automated and offer professionals in this sector the availability to create programs and processes suited to it.

Therefore, hiring technological solutions for people management allows HR’s Responsibility to focus its skills on integrating, developing and improving people.

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