Why The Fight for Diversity, Equity, and Inclusion Must Continue in Brazil
Examining the Intersectionality of Race, Class, and Gender in Company Leadership
This blog post is a translation and adaptation of the original article entitled “Porque a luta por diversidade, equidade e inclusão deve continuar,” written by Cinthia Gherardi, Interim Co-Executive Director of Sistema B Brasil, and Adila Nascimento, Operations and Finance Manager of Sistema B Brasil.
Today, we can affirm that progress has been made toward a higher representation of women in company leadership positions. As of March 8, 2023, according to gender equity indices shared by the Brazilian Institute of Geography and Statistics (IBGE), women now occupy 39.3% of leadership roles in the public and private sectors.
While this progress is commendable, it’s crucial to pause and delve deeper into the nuances of the fight for gender rights. There is an essential need for focused discussions on the representation of Black, Trans, Indigenous, and Quilombola women in professional business spaces. The urgency of promoting effective actions for genuine progress becomes evident when we scrutinize the numbers.
Breaking It Down
According to the Ministry of Labor’s (MTE) first report on salary transparency, released on March 25 of this year, the disparity in compensation between men (both Black and non-Black) and Black women in executive and managerial positions is as high as 27.9%. While Black women represent nearly a third (29%) of Brazil’s population, according to the IBGE (PNAD, 2022), they hold less than 10% of leadership positions in Brazilian companies, as reported by the UN Global Compact in Brazil. Research further reveals that these women constitute only 16.9% of company payrolls (2.9 million). Notably, these figures flip for entry-level apprentice or trainee roles, which typically require fewer qualifications or less experience.
The law of the land on social optics, heavily influenced by race, social class, and gender — in that order — has shaped our perceptions to such an extent that inequalities pervade all facets of life. Given this conditioning, it is unsurprising to view the job market through a lens of systemic inequality. Discussions around inclusive affirmative action in companies are prevalent, yet we remain distant from achieving our ideals. Although many organizations are making concerted efforts to rectify these injustices, the corporate environment still faces challenges in making material progress, especially where race intersects with other factors…
To read the rest of this blog, go to https://www.enharmonicenc.com/essentials/why-the-fight-for-dei-must-continue-in-brazil.
Jeffrey D. Stewart is the Founder and Executive Director of Enharmonic Encounters LLC, a small, Black-owned business that builds bridges toward a more unified world through expansive expertise in world languages, conscious cross-cultural communication, and positive social and environmental impact consulting toward B Certification. Partnerships result in faithfully reporting on social and environmental stewardship while also reaching stakeholders on a more global scale.
Accompany Enharmonic Encounters on its journey in generating positive impact in the world by subscribing to receive news and updates.
