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Abstract(s)
A presente dissertação de Mestrado tem como principal objetivo a realização e discussão de um Diagnóstico Organizacional de Género Autárquico e desta forma, potenciar o autoconhecimento da instituição sobre as suas potencialidades e fraquezas relativamente à temática da igualdade de género bem como a reflexão científica sobre estas práticas.
A metodologia utilizada foi a metodologia mista, que resulta da análise documental, da aplicação de inquéritos por questionário aos/às funcionários/as, da realização de entrevistas a cargos de vereação, direção e chefia e ainda da observação informal realizada num contexto de estágio curricular. Assim, a partir da recolha e análise de dados, compreendida em três dimensões de análise: estrutura e funcionamento, estratégia e cultura organizacional, os resultados obtidos evidenciaram que, apesar de um esforço notório em investir e trabalhar na temática, a autarquia apresenta ainda assimetrias entre aquilo que a lei prevê e as práticas organizacionais e obstáculos à plena implementação e concretização da igualdade de género no seu contexto laboral, muito particularmente, ao nível da formação, progressão na carreira e conciliação da vida pessoal, familiar e profissional.
Concluiu-se, portanto, que terá de existir, da parte da Câmara Municipal da Covilhã, uma mudança organizacional com a capacidade de transformar as fraquezas em virtudes e definir metas tangíveis porque, no caso, a nível profissional, o direito a Ser, deve ser livre, aceite e respeitado de igual forma nas sua diversidade. Ou seja, o direito a Ser profissionalmente, deve privilegiar as competências profissionais de cada um /a ao invés de características físicas como o sexo e/ou de personalidade como a identidade de género.
This master’s degree dissertation has as the main objective the development of the Organizational Gender Diagnose for the city council of Covilhã by that, allowing the self-knowledge of the autarchy about its own potentials and weaknesses about this theme of gender equality as well as the scientific reflection about their practices. The methodology used was the mixed methodology, which results from the documentary analysis, the application of surveys to the employees, interviews to management, direction and leadership positions, as well as informal observation in a context of a curricular internship. Thus, from the collection and analysis of data, comprised of three dimensions of analysis: structure and function, strategy and organizational culture, the obtained results showed that, despite a notable effort to invest in and work on the subject. The autarchy also has asymmetries between what the law foresees and organizational practices and obstacles to the full implementation and realization of gender equality in their work context, particularly in terms of training, career progression and conciliation of personal, family and professional life. It was therefore concluded that there will have to be, on the part of the Covilhã City Council, an organizational change with the capacity to transform the weaknesses into virtues and define tangible goals because, in the case, at the professional level, the right to be, must be free, accepted and respected equally in its diversity. That is, the right to be professional should privilege the professional competences of each one instead of physical characteristics such as gender and/or personality such as gender identity.
This master’s degree dissertation has as the main objective the development of the Organizational Gender Diagnose for the city council of Covilhã by that, allowing the self-knowledge of the autarchy about its own potentials and weaknesses about this theme of gender equality as well as the scientific reflection about their practices. The methodology used was the mixed methodology, which results from the documentary analysis, the application of surveys to the employees, interviews to management, direction and leadership positions, as well as informal observation in a context of a curricular internship. Thus, from the collection and analysis of data, comprised of three dimensions of analysis: structure and function, strategy and organizational culture, the obtained results showed that, despite a notable effort to invest in and work on the subject. The autarchy also has asymmetries between what the law foresees and organizational practices and obstacles to the full implementation and realization of gender equality in their work context, particularly in terms of training, career progression and conciliation of personal, family and professional life. It was therefore concluded that there will have to be, on the part of the Covilhã City Council, an organizational change with the capacity to transform the weaknesses into virtues and define tangible goals because, in the case, at the professional level, the right to be, must be free, accepted and respected equally in its diversity. That is, the right to be professional should privilege the professional competences of each one instead of physical characteristics such as gender and/or personality such as gender identity.
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Keywords
Administrações Públicas Locais Diagnóstico Organizacional de Género Igualdade de Género Mainstreaming de Género