The 12 months of ladies: 2023 may change the profile of company management

The 12 months of ladies: 2023 may change the profile of company management

The coming months should mark a change in leadership profile of the biggest companies in the world. The year 2023 is the deadline set by many companies as the maximum date for them to significantly increase the number of women in executive positions and achieve goals that, for many years, had no deadline to meet.

A survey carried out by the Human Resources consultancy ManpowerGroup heard 39 thousand people in 40 countries and concluded that 47% of the organizations established 2022 as the key year to bring more women to the top🇧🇷 And 35% have a goal by 2023 to change the gender balance at the top of the pyramid.

In Brazil, 37% of companies have internal programs for female development, according to the survey. In one of them, Sodexo, in the corporate benefits area, which already has 46% of leadership positions held by women, the goal of reaching 50% by 2025 led to the creation of the Acelera Mulheres program. “We identified professionals with high potential and who demonstrate ambition to assume new positions in a short period of time”, says Mônica Torquato, manager of training, development, recruitment and selection at Sodexo.

professionals are exhausted

To retain female talent in organizations, the foundation is on pay, healthy and safe working conditions, and leaders and teams they trust. In addition to valuing performance more than presence and offering flexible hours and days so that they can take care of the family. The study indicated that, in the post-pandemic world, 39% of women say they are overloaded, against 32% before the pandemic.

Behind only actions for PCDs, gender equality is the second cause with the highest proportion of policies implemented in companies around the world – 41.4% of companies have actions in this regard, according to a survey by the global consultancy Aon with 800 companies in Brazil.

Among the actions,

  • 27.3% of companies have specific hiring policies aimed at gender equality;
  • 27.4% have policies to support the career or leadership of women;
  • 63.1% promote or participate in events related to the theme;
  • 46.4% take a public position on the cause;
  • 53% have a theme content dissemination program;
  • 60.2% promote the application of training or open discussions to employees on gender equality;
  • 45% promote the application of training to leaders on how to manage the topic in teams.

See other initiatives by local companies to increase the percentage of female leaders:


Black women take 10 years longer than white women to occupy leadership positions, according to the HR and diversity consultancy EmpregueAfro. With that in mind, Avon developed the Minha Cor SA, a fictional company created to expand the connection between recruiters and self-described black professionals on LinkedIn. The idea is for people to use the page’s seal on their profiles and for a bank of black talent to be created to facilitate recruitment by companies. The certificate is valid until 2030, the year in which Avon has the goal of having 30% of black women in leadership and 50% of black professionals in the entire staff.


With the aim of increasing the number of black and female leaders, the digital commerce multinational VTEX opened an exclusive leadership program for black people, with 60% of vacancies reserved for female employees. The program is carried out in partnership with software consultancy ACCT Global, and has 40 scholarships.


B3 will promote the second edition of its mentoring program for women, with 50 spots available, 25 of which are for black women. The objective is to accelerate the careers of women in senior analyst and coordinator positions, who will participate in leadership development tracks. The selection of mentors will be made up of 70% women and 30% men who hold leadership positions at B3.


Achieving 40% of women in leadership positions – managers and above – is one of GPA’s commitments for 2025. Currently, there are 37% of women in these positions. Its female leadership program, aimed at all women in the company and which has already involved 700 employees since its first edition in 2019.

Air Liquide

The French company that operates in the industrial gases segment Air Liquide has more than 66,000 professionals in 75 countries. The goal is to increase the female presence to up to 35% of engineering positions by 2025, and create opportunities for more women in technical, operational areas and in leadership positions. In Brazil, the global target was surpassed: 42.5% of leadership and engineering positions are held by women.

Source: Forbes

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