Contributo da área de gestão do capital humano na promoção da igualdade e género

Pedro Gomes

Pedro Gomes Universidade Gregório Semedo

Palabras clave: : desigualdade de género, gestão do capital humano; políticas organizacionais; Recursos humanos.

Resumen

A elaboração e a implementação de políticas de igualdade de género não podem ser atribuídas isoladamente aos intervenientes estatais centrais a nível nacional. Contrariamente, há muito que as políticas são elaboradas a vários níveis territoriais. A urgência de abordar a desigualdade de género decorre das suas consequências sociais e económicas substanciais, sendo principalmente uma questão de justiça e que diz respeito ao bem-estar dos indivíduos. O conceito de género como socialmente construído tem dois temas principais, um é o género como processo, ou seja, as pessoas constroem o género para si próprias e para aqueles com quem interagem ao representa o género, e a outra, é o género como estrutura, regime ou instituição, as divisões de género e a organizaçao de género dos mundos sociais são janelas de ferro que permitem pouca resistência. O objectivo do presente trabalho é a análise do contributo da área de gestão do capital humano na promoção da igualdade e género. As causas mais profundas da desigualdade de género são o preconceito de género e as normas sociais que restringem os direitos das mulheres e as oportunidades, que juntamente com a preferência, vantagem comparativa entre os homens e as mulheres são as principais causas de disparidades de género. A interação entre os preconceitos de género/normas sociais e preferências/vantagens comparativas entre homens e mulheres com outros factores como o desenvolvimento, avanços tecnológicos e políticas públicas, na determinação de disparidades de género e desigualdade de género em diferentes áreas como a educação, mercado de trabalho e acesso financeiro

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