TCU reveals that female participation in leadership is not egalitarian and highlights the need for equity policies
The TCU (Federal Court of Audit) made an inspection to evaluate ODS-5 target 5.5 (objective of sustainable development), which seeks to promote gender equality, focusing on the occupation of leadership positions in the executive branch, considering gender and race.
Under the rapporteur of Minister Aroldo Cedraz, the work aimed to identify existing initiatives to meet the goal and barriers that prevent gender equality in the federal administration. The audit was motivated by the realization that Brazil has not yet reached an equitable representation of women in leadership positions.
The work was conducted by the TCM (Municipal Court of Auditors) of São Paulo, with the participation of several state courts, besides the TCU. The action is part of the 2024 Annual Working Plan of the Integral Network. Here (PDF – 3 MB).
The data indicate that Brazil is in the 133rd global position in female representation in politics, being the last among the countries of Latin America. In Congress, women represent less than 20% of congressmen, while in municipal and state executive positions female occupation is 12% and 7.4%, respectively. These numbers show gender inequality in the country.
Minister Aroldo Cedraz states that:
“The main findings of this work clarify that there are punctual efforts and advances still incipient in the institutionalization of practices aimed at encouraging and promoting female participation in the high leadership positions of the federal public administration, which remains markedly unequal in terms of occupation, compared to the proportion of men. This reinforces the existence of invisible but real barriers, which prevents the rise of women from leadership positions and decision -making positions.”.
The inspection report showed that, although the percentage of employees increased from 2008 to 2024, female occupation in high leadership positions fell from 44.2% to 41.5%, with a lower presence in special positions.
The analysis also showed that black women face additional barriers, resulting in a sub-representation in leadership positions. In DAS-6 positions, for example, 3.3% are occupied by black women compared to 70.9% by white men.
According to the report, several studies show factors that contribute to this sub-representation, including gender stereotypes, prejudice, salary disparities, triple working hours and greater impact of family responsibilities on women.
“The data reinforce the need for actions directed to overcome structural and cultural barriers that still restrict female rise in positions of leadership in the public sphere, including those of the highest level,” said the rapporteur.
The work revealed that policies and practices to promote female rise in government leadership positions are still immature. Many organs need training programs and formal structures to promote gender equality, and existing initiatives to balance gender distribution in leadership positions are largely initial and fragmented.
TCU decisions
To advance gender equality, the report suggests that the executive branch adopts clear policies and training programs to develop leadership skills among women. Female sub-representation in high-leading positions affects the quality of decision-making processes, limiting the inclusion of diverse perspectives in the formulation of public policies.
The TCU proposed that the analyzes and conclusions of the report will be shared with the bodies and entities involved, such as subsidy to strengthen public policies aimed at gender equality. Continuous commitment to reducing historical inequalities is necessary to ensure that women have the same opportunities to lead in power spaces, especially in high leadership positions, ensuring that ODS-5 target 5.5 is reached.
TCU and gender equality
The TCU has implemented several measures to increase the presence of women in high leadership positions, especially from 2021. One of the main initiatives was the ordinance that establishes guidelines so that leadership functions reflect gender proportionality, with CTEDI (Technical Committee on Equity, Diversity and Inclusion) responsible for monitoring this occupation.
In addition, the Court has launched the Prointer (Exchange Program in Control and Public Management): women in leadership, promoting the exchange of experiences between female leaders from different countries. The Court also committed to the gender equality policy and non-discrimination of Olacefs (Latin American and Caribbean organization of superior control institutions), reviewing internal norms to ensure gender parity.
In 2023, the Board of Policies for Equity and Human Rights was created, and by 2024 a strategy to incorporate gender equity into inspections. The TCU also joined the UNDP (United Nations Program for Development Program) seal, reinforcing its commitment to the promotion of gender equality.
With the information.
