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Abstract(s)
A pesquisa pretendeu discutir a temática da igualdade de género, tomando como objeto
de estudo os profissionais de Recursos Humanos (técnicos, gestores, etc.). Os principais
objetivos do estudo são: (i) explorar vivências laborais deste segmento profissional
específico (que inclui, considerando a Classificação Portuguesa de Profissões (2010),
"Especialistas em Recursos Humanos" (2423), "Especialistas em Formação e
Desenvolvimento de Recursos Humanos" (2424.0) e "Director de Recursos Humanos"
(1212.0); (ii) identificar elementos facilitadores da progressão na carreira; (iii) identificar
dificuldades sentidas na progressão da carreira, sem perder de vista potenciais
variabilidades em função da variável género.
Para a prossecução dos objetivos definiu-se uma metodologia eminentemente qualitativa,
assente na realização de entrevistas de cariz semiestruturado a 12 profissionais de RH (6
mulheres e 6 homens, integrantes das diferentes categorias e hierarquias em cima
identificadas), com enfoque nas suas vivências laborais, e perceções face a elementos
facilitadores e obstaculizadores das suas carreiras. Simultaneamente, analisou-se,
recorrendo à técnica de análise de conteúdo, um conjunto alargado de perfis de LinkedIn
(100 perfis), procurando tipificar as referidas vivências.
Os resultados desta investigação evidenciam que as vivências laborais dos profissionais
de recursos humanos entrevistados são de certa forma sentidas como desiguais entre
homens e mulheres, tendo sido identificados elementos que tendencialmente facilitam a
progressão, nomeadamente, as competências, o networking individual, a antiguidade e a
lei das quotas. Como elementos inibidores os profissionais de RH entrevistados
identificaram a maternidade, o género, a experiência profissional e a cultura da empresa.
The research aimed to discuss the issue of gender equality, taking Human Resources professionals (technicians, managers, etc.) as the object of study. The main objectives of the study are: (i) to explore the working experiences of this specific professional segment (which includes, according to the Portuguese Classification of Occupations (2010), "Human Resources Specialists" (2423), "Human Resources Training and Development Specialists" (2424.0) and "Human Resources Manager" (1212.0); (ii) to identify elements that facilitate career progression; (iii) to identify difficulties experienced in career progression, without losing sight of potential variability depending on the gender variable. In order to achieve these objectives, an eminently qualitative methodology was defined, based on semi-structured interviews with 12 HR professionals (6 women and 6 men, from the different categories and hierarchies identified above), focusing on their career paths and perceptions of the elements that facilitate and hinder their careers. At the same time, a wide range of LinkedIn profiles (100 profiles) were analyzed using the content analysis technique, in an attempt to typify these experiences. The results of this research show that the working experiences of the human resources professionals interviewed are felt to be somewhat unequal between men and women. Elements that tend to facilitate progression were identified, namely skills, individual networking, seniority and the quota law. As inhibitors, the HR professionals interviewed identified maternity, gender, professional experience and company culture.
The research aimed to discuss the issue of gender equality, taking Human Resources professionals (technicians, managers, etc.) as the object of study. The main objectives of the study are: (i) to explore the working experiences of this specific professional segment (which includes, according to the Portuguese Classification of Occupations (2010), "Human Resources Specialists" (2423), "Human Resources Training and Development Specialists" (2424.0) and "Human Resources Manager" (1212.0); (ii) to identify elements that facilitate career progression; (iii) to identify difficulties experienced in career progression, without losing sight of potential variability depending on the gender variable. In order to achieve these objectives, an eminently qualitative methodology was defined, based on semi-structured interviews with 12 HR professionals (6 women and 6 men, from the different categories and hierarchies identified above), focusing on their career paths and perceptions of the elements that facilitate and hinder their careers. At the same time, a wide range of LinkedIn profiles (100 profiles) were analyzed using the content analysis technique, in an attempt to typify these experiences. The results of this research show that the working experiences of the human resources professionals interviewed are felt to be somewhat unequal between men and women. Elements that tend to facilitate progression were identified, namely skills, individual networking, seniority and the quota law. As inhibitors, the HR professionals interviewed identified maternity, gender, professional experience and company culture.
Description
Keywords
Profissão Género Desigualdades Profissionais de recursos humanos Profession Human resources professionals Gender Inequalities