<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>2007-7467</journal-id>
<journal-title><![CDATA[RIDE. Revista Iberoamericana para la Investigación y el Desarrollo Educativo]]></journal-title>
<abbrev-journal-title><![CDATA[RIDE. Rev. Iberoam. Investig. Desarro. Educ]]></abbrev-journal-title>
<issn>2007-7467</issn>
<publisher>
<publisher-name><![CDATA[Centro de Estudios e Investigaciones para el Desarrollo Docente A.C.]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2007-74672024000200749</article-id>
<article-id pub-id-type="doi">10.23913/ride.v15i29.2120</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Las mujeres y el acceso al liderazgo]]></article-title>
<article-title xml:lang="en"><![CDATA[Women and access to leadership]]></article-title>
<article-title xml:lang="pt"><![CDATA[Mulheres e acesso à liderança]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Hernández Herrera]]></surname>
<given-names><![CDATA[Claudia Alejandra]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Instituto Politécnico Nacional  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>México</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>12</month>
<year>2024</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>12</month>
<year>2024</year>
</pub-date>
<volume>15</volume>
<numero>29</numero>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_arttext&amp;pid=S2007-74672024000200749&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_abstract&amp;pid=S2007-74672024000200749&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_pdf&amp;pid=S2007-74672024000200749&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen El objetivo de este artículo es analizar las percepciones de mujeres y hombres sobre las razones por las que hay menos mujeres líderes que hombres, considerando factores como la discriminación y los prejuicios, los roles de género, las oportunidades de crecimiento, las posibles estrategias que los empleadores podrían implementar para impulsar a las mujeres a ocupar puestos de liderazgo, y el equilibrio entre el trabajo y la vida personal. A través de este análisis, se pretende proporcionar una comprensión más profunda de los obstáculos a los que se enfrentan las mujeres. Este es un estudio cualitativo en el que se utilizó un cuestionario para recabar los puntos de vista de los participantes. La recolección de datos se realizó de manera digital a través de redes sociales, obteniendo un total de 392 respuestas. El muestreo empleado fue por conveniencia. Los resultados muestran que las mujeres reconocen su falta de presencia en puestos de liderazgo debido a que las oportunidades laborales son mayores para los hombres, además de que persiste la creencia de que las mujeres son incapaces de liderar. También enfrentan barreras como los techos de cristal, los sistemas patriarcales, la emocionalidad, y la minimización de su trabajo y habilidades. Por otro lado, los hombres señalaron que hay pocas mujeres líderes porque a ellas se les exige mucho más que a los hombres para llegar a estas posiciones, sumado a los roles y estereotipos de género que retrasan o bloquean su acceso a puestos de decisión, como las responsabilidades domésticas y la maternidad. Se concluye que las organizaciones deben tener la voluntad de implementar estrategias orientadas a atraer y retener talento femenino, desarrollar programas de capacitación sobre liderazgo, y fomentar la flexibilización de los horarios laborales, la igualdad de género, y la erradicación del acoso y el hostigamiento sexual.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract The objective of this article is to analyze the perceptions of women and men regarding why there are fewer women leaders than men, considering factors such as discrimination and prejudice, gender roles, growth opportunities, potential strategies employers could implement to promote women into leadership positions, and the balance between work and personal life. Through this analysis, the aim is to provide a deeper understanding of the obstacles women face. This is a qualitative study that utilized a questionnaire to gather participants' viewpoints. Data collection was conducted digitally via social media, resulting in 392 responses. The sampling method used was convenience sampling. The results indicate that women recognize their lack of presence in leadership positions due to greater employment opportunities for men, as well as the persistent belief that women are incapable of leading. They also face barriers such as glass ceilings, patriarchal systems, emotional stereotypes, and the minimization of their work and abilities. On the other hand, men expressed that there are few women leaders because they are held to much higher standards than men to reach these positions, in addition to gender roles and stereotypes that delay or block their access to decision-making positions, such as domestic work and motherhood. The conclusion is that organizations must be willing to implement strategies aimed at attracting and retaining female talent, developing leadership training programs, and promoting flexible working hours, gender equality, and the eradication of sexual harassment and abuse.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo O objetivo deste artigo é analisar as percepções de mulheres e homens sobre por que há menos mulheres líderes do que homens, considerando fatores como discriminação e preconceito, papéis de gênero, oportunidades de crescimento, possíveis estratégias que os empregadores poderiam implementar para promover as mulheres a cargos de liderança, e o equilíbrio entre trabalho e vida pessoal. Por meio desta análise, pretende-se fornecer uma compreensão mais profunda dos obstáculos enfrentados pelas mulheres. Este é um estudo qualitativo que utilizou um questionário para coletar as opiniões dos participantes. A coleta de dados foi realizada digitalmente por meio de redes sociais, resultando em 392 respostas. O método de amostragem utilizado foi por conveniência. Os resultados indicam que as mulheres reconhecem sua falta de presença em posições de liderança devido a maiores oportunidades de emprego para os homens, bem como à crença persistente de que as mulheres são incapazes de liderar. Elas também enfrentam barreiras como tetos de vidro, sistemas patriarcais, estereótipos emocionais e a minimização de seu trabalho e habilidades. Por outro lado, os homens expressaram que há poucas mulheres líderes porque elas são submetidas a padrões muito mais elevados do que os homens para alcançar essas posições, além de papéis e estereótipos de gênero que atrasam ou bloqueiam seu acesso a cargos de tomada de decisão, como o trabalho doméstico e a maternidade. A conclusão é que as organizações devem estar dispostas a implementar estratégias voltadas para atrair e reter talentos femininos, desenvolver programas de capacitação em liderança, e promover horários de trabalho flexíveis, igualdade de gênero e a erradicação do assédio e abuso sexual.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[liderazgo femenino]]></kwd>
<kwd lng="es"><![CDATA[roles de género]]></kwd>
<kwd lng="es"><![CDATA[estereotipos de género]]></kwd>
<kwd lng="es"><![CDATA[techos de cristal]]></kwd>
<kwd lng="es"><![CDATA[mercado laboral]]></kwd>
<kwd lng="en"><![CDATA[Female leadership]]></kwd>
<kwd lng="en"><![CDATA[gender roles]]></kwd>
<kwd lng="en"><![CDATA[gender stereotypes]]></kwd>
<kwd lng="en"><![CDATA[glass ceilings]]></kwd>
<kwd lng="en"><![CDATA[labor markert]]></kwd>
<kwd lng="pt"><![CDATA[liderança feminina]]></kwd>
<kwd lng="pt"><![CDATA[papéis de gênero]]></kwd>
<kwd lng="pt"><![CDATA[estereótipos de gênero]]></kwd>
<kwd lng="pt"><![CDATA[tetos de vidro]]></kwd>
<kwd lng="pt"><![CDATA[mercado de trabalho]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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