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The female presence in middle management is already significant in Brazil. Yet, women hold only 7% of the board seats. Why are there so few women in corporative top ranks? Is it possible that prejudice and sexism work selectively, allowing women to ascend not beyond a certain point in corporate hierarchy? This paper rejects such a perspective and aims at understanding the dynamics that drive women against the executive suite. The premise beneath this research is that women are not victims, but autonomous individuals. In order to test the hypothesis of Brazilian women choosing not to ascend, the first step was to analyze Brazilian Institute of Geography and Statistics’ (IBGE) data on work force and employment. Thereafter, the research explores the possibility that organizational dynamics is a major factor for women to deal with work-life issues. Studies of scientific organizations show that flexibility helps conciliate work and life. The conclusion is: if corporations could emulate the scientific organizational environment, probably they would not only attract more women to the executive suite, but also adapt to a transforming society.

Why Brazilian Women Are Not on Top: The Work-Life Reconciliation Hypothesis