Most companies do not have flexible hours or facilities to support women
Female entrepreneurship emerges as a catalyst for economic and social development in the world. Despite the increase in the number of women entrepreneurs and those exercising leadership in organizations, the speed of this progress is far from sufficient to promote structural change.
According to research conducted by Sebrae, more than 10 million women play a crucial role in the Brazilian business landscape. They are women who face common challenges such as lack of access to decision-making forums, financial resources and networks, as well as gender stereotypes that create significant barriers.
This reality influences the decision of many women, by choice or necessity, not to take on new roles and apply for new vacancies. Besides them, there is a whole other party out of the market by choice or lack thereof, which plays an undivided and unaccounted for role of domestic care and child rearing.
According to the Economic Commission for Latin America and the Caribbean (ECLAC), closing the gender gap in labor market participation could increase regional GDP by 6.9% if there was a better division of caregiving labor between 2016 and 2030.
Meanwhile, we observe organizations focused on short-term results, without a clear vision of their innovation horizons, market permanence and without understanding the correlation of these programs. This approach results in companies without coherent diversity plans, without experimenting with different working methods, still focused on indicators of commitment, not results.
Framework to support women
Most companies do not have flexible hours or structures to support women, they only calculate the immediate cost of maternity leave, neglecting the long-term cost (and opportunity) of having an innovative company.
According to McKinsey, diverse teams enable a 30% increase in problem solving and business innovation, as well as better results. The consultancy also points out that a gender diverse leadership team is 34% more likely to be profitable.
Thousands of Brazilians do not have the father’s name on the certificate and we do not have exact data on those who have this record, but do not participate in raising their children. For most companies, the idea of ​​family doesn’t align with work, even though everyone is a part of it. As a result, only 17% of Brazilian companies have women as presidents, and on the other hand, most small start-up businesses are set up by female entrepreneurs out of necessity.
This disparity reinforces the importance of policies and practices that promote gender equality in organizations. Initiatives that promote entrepreneurial education, inclusive public policies, female-led business acceleration projects, effective diversity inclusion programs at all levels of companies, investment funds and specific programs for women founders, as well as encouraging the creation of support networks.
Female entrepreneurship in Brazil and the presence of women in decision-making positions are driving forces for innovation and economic growth. Overcoming these challenges requires continuous efforts from all of society, including governments, businesses, the business community and today’s leaders. By creating a more inclusive environment, we can increase positive impact and drive lasting transformation.
This is a business strategy. We can start where we have data that proves it: having more women in leadership positions and running businesses. It’s more profitable. It’s more efficient. It is more prosperous.
Alline Goulart is director of innovation at Semente, a company that designs innovative solutions that enhance lives.
Source: Terra
Ashley is a professional author and journalist, working at 247 News Update. She writes on various topics from economy  news to general interest pieces, providing readers with relevant and informative content. She brings a unique perspective and in-depth analysis to her work.
