March 8th arrives, and like a well-tuned clock, companies rush to post tributes on social media. Flowers and chocolates in the office, motivational messages, and heartfelt speeches about the importance of women in the workplace. But, after the date, what really changes? The wage inequality continues, the promotion barriers remain firm, and harassment persists as 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 held 32% of leadership positions, according to consulting firm Grant Thornton. In Brazil, female representation in companies has advanced, but still at a slow pace. Statistics can be misleading, because when we look closely, we realize 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 offering opportunity is enough to solve everything. It's not that simple. The unconscious bias weighs. Studies show that, given 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 that she deserves to be there.
The invisible ties
There is much talk about women's choice to balance career and family, but little about the fact that this balance is a luxury for few. The double – or triple – shift is a reality that hinders many professionals. The market still does not understand that flexibility is not a favor, but a necessity.
Furthermore, moral and sexual harassment continue to be a brutal barrier. Despite advances in reporting and punishment, the culture of silence still prevails. How many women hesitate to expose an abusive boss for 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 around?Some changes are obvious, but they require real commitment from everyone. First,salary transparencyCompanies that disclose their employees' salaries reduce the gender gap. Segundo: mentoring programsfocused on women, especially in areas where they are still a minority. Third,equal parental leave: as long as taking care of children is seen as a “mother’s thing”, women will continue to be penalized in their careers.
And last but not least,allied men. Gender equity is not a women’s issue, but a business and economic challenge. It is not about “giving space”, but about recognizing that, without diversity, businesses lose innovation and competitiveness.
March 8th can be more than a day of pretty 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 they have a voice, opportunities and respect every day of the year.. Otherwise, it's better not to buy the flowers.
