O Teto de vidro na universidade pública federal brasileira: relatos de reitoras

Abstract

Although advances in the gender inequality agenda and its growing visibility in the media and public debate are undeniable, we still live in a society where equality between men and women is not complete. Female participation in positions of power remains limited, and male hegemony persists at the top of organizations. This inequality related to gender and women's access to high-ranking positions is defined by Steil (1997) as the glass ceiling phenomenon, being a subtle and transparent barrier, but strong enough to prevent women from rising to the highest levels in organizations, solely due to gender. In this context, starting from the question of how women who have reached the highest positions in Brazilian Federal Public Universities (positions of Rectors) perceive the barriers of the phenomenon in their careers and in their rise to the position, the study aimed to investigate the glass ceiling in these institutions, seeking, based on their accounts, to understand the perception of the existence of this barrier in their trajectories. To achieve the main objective of the study, we sought to identify the main barriers experienced by female deans in their careers; investigate whether the factors that constitute the glass ceiling affected their career development; describe how they perceived and faced the phenomenon; and indicate actions that can reduce its effects in the university environment. Methodologically, the research, of a qualitative nature, was based on semi-structured interviews, conducted via web conference. The analysis of the interviews revealed that the female deans love their profession and dedicate a large part of their lives to their studies and careers. Family support was identified as a crucial factor in their trajectories. However, these women faced numerous difficulties related to gender, such as the challenges of motherhood, unstable marital relationships, and gender discrimination. The study also highlighted the false idea of equality associated with public careers; gender discrimination is rooted in the public sector, manifesting itself through derogatory comments about female leadership capabilities. Another point revealed by the research was the overload caused by the double work shift and the difficulty in balancing personal and professional life, generating personal dilemmas, often accompanied by guilt. Through the suggestions of the rectors, the research presented actions that can mitigate the barriers faced by women in leadership positions, including: encouraging sisterhood, valuing female leadership and including selection criteria that promote gender balance. As a proposed intervention, the study suggested the implementation of a resolution that establishes gender equality in the occupation of Management positions, aiming not only to correct historical inequalities, but also to serve as a milestone in the fight against sexism that exists in society and also perceived in universities.