International Women's Day: What's still missing in the corporate world?

march 8th arrives and, like a well-adjusted clock, companies rush to post tributes on social networks. Flowers and chocolates in the office, motivational messages and emotional speeches about the importance of women in the workplace. But, after the date, what really changes? The wage inequality continues, the barriers to promotion remain firm and the harassment persists as a ghost that many prefer not to see. The question is worth gold: where are we missing?

The false illusion of progress

The numbers even seem encouraging. The number of women in leadership positions has grown globally. In 2023, they occupied 32% of the leadership positions, according to consulting Grant Thornton. In Brazil, female representation in companies has advanced, but still at short steps. Statistics can be misleading, because when we look with a magnifying glass, we realize that most of these women are in areas such as HR and marketing ndo far from the centers of financial and strategic power. The top of the corporate pyramid is still a male stronghold.

Another myth? The belief that it is enough to offer opportunity that everything is solved. It is not so simple. The unconscious bias weighs. Studies show that, in the face of identical curricula, managers still tend to choose a man for leadership positions. And, when they choose a woman, she needs to prove three times more that she deserves to be there.

The invisible ties

There is much talk about the choice of women to balance career and family, but little about the fact that this balance is a luxury for few. The double or triple day IS a reality that holds many professionals back. The market still does not understand that flexibility is not a favor, but a necessity.

In addition, sexual and moral harassment remains a brutal barrier. Despite advances in denunciation and punishment, the culture of silence still prevails. How many women do not hesitate to expose an abusive boss for fear of reprisal or loss of employment? Without structural changes, we continue to turn in circles.

What really needs to change

We have reached the central point: how to turn this game around? Some changes are obvious, but they require real commitment from everyone, pay transparency. Companies that disclose the salaries of their employees reduce the difference between men and women. Second: mentorship programs focused on women, especially in those areas where they are still in the minority. Third, equal parental leave: as long as the care of children is seen as “thing of mother”, the woman will continue to be penalized in her career.

And last but not least, it, male allies. Gender equity is not a women's problem, but a business and economic challenge. It is not about “dar”, but about recognizing that without diversity, businesses lose innovation and competitiveness.

March 8 can be more than a day of beautiful posts and corporate cliches.It can be a moment of real reflection, with commitment and action. Want to honor the women of your company? Start by ensuring they have a voice, opportunities, and respect every day of the year. otherwise, better not even buy the flowers.