Melo, C. de O., & Roos, C. (2024, April). Desenhando organizações com equidade: Inovações de gênero para além do 50:50. Computação Brasil. https://doi.org/10.5753/compbr.2021.44.4436
This article examines the limitations of gender parity approaches in organizational contexts, arguing that numerical targets such as the “50:50” model are insufficient to achieve substantive gender equity. Drawing on empirical data from the Brazilian technology sector and interdisciplinary research on gender and work, the article demonstrates how structural barriers emerge across the entire career pipeline, from early socialization and education to hiring, retention, and advancement, resulting in persistent inequalities despite formal commitments to diversity. The analysis highlights how organizational cultures, recruitment practices, and evaluation systems often reproduce gender biases, contributing to exclusionary environments that disproportionately affect women, particularly those from marginalized backgrounds. It engages with the concept of gendered innovations to propose a shift toward redesigning organizational structures and processes through an intersectional lens, incorporating diverse lived experiences into decision-making and institutional design. The article further emphasizes the role of transparency, accountability, and public policy frameworks, such as gender mainstreaming, in fostering more sustainable and systemic change. It concludes that advancing gender equity requires coordinated efforts across organizations, ecosystems, and governance structures, moving beyond symbolic representation toward transformative institutional redesign.