March 8 arrives and, like a well-tuned clock, companies rush to post tributes on social media. Flowers and chocolates in the office, motivational messages and emotional speeches about the importance of women in the workplace. But, past the date, what really changes? Wage inequality continues, the barriers to promotion remain strong and harassment persists like a ghost that many prefer not to see. The question is worth gold: where are we going wrong
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 leadership positions, according to the consulting firm Grant Thornton. In Brazil, female representation in companies has advanced, but still in small steps. Statistics can be misleading, because when we look closely, we noticed that most of these women are in areas like HR and marketing – 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 simply providing opportunity will solve everything. It's not that simple. Unconscious bias weighs. Studies show that, in the face of identical resumes, managers still tend to choose a man for leadership positions. AND, when they choose a woman, she needs to prove three times more than she deserves to be there
The invisible ties
There is much talk about a woman's choice to balance career and family, but little about the fact that this balance is a luxury for a few. The double journey – or triple – it is a reality that holds back many professionals. The market still does not understand that flexibility is not a favor, but need
Furthermore, moral and sexual harassment continues to be a brutal barrier. Despite the advances in reporting and punishment, the culture of silence still prevails. How many women do not hesitate to expose an abusive boss out of fear of retaliation or losing their job? Without structural changes, we keep going in circles
What really needs to change
We come to the central point:how to turn this game aroundSome changes are obvious, but they require real commitment from everyone. First, salary transparency. Companies that disclose their employees' salaries reduce the gap between men and women. Secondmentoring programsfocused on women, mainly in those areas where they are still a minority. Third, equal parental leaveas long as taking care of children is seen as "a mother's job", the woman will remain penalized in her career
AND, finally, but no less important, allied men. Gender equity is not a women's issue, but another business and economic challenge. It's not about "giving space", but to recognize that, without diversity, businesses lose innovation and competitiveness
March 8 can be more than just a day of beautiful posts and corporate clichés. It can be a moment of real reflection, with commitment and action. Want to honor the women in your company? Start by ensuring that they have a voice, opportunities and respect every day of the year. Otherwise, better not to buy the flowers
