Gestão da diversidade: uma análise sobre gênero e raça na Defensoria Pública do Estado do Rio Grande do Norte

Abstract

The present monograph aims to identify and analyze the implementation of actions to promote diversity, specifically targeting women and Black individuals, within the Public Defender's Office of Rio Grande do Norte (DPE/RN). To achieve this purpose, the specific objectives include analyzing the perception of the Human Resources Coordination and female defenders regarding gender diversity management, through the analysis of the applied questionnaires. Additionally, the study seeks to evaluate the gender and race representation among defenders in the institution, as well as identify possible salary disparities among these groups. The research aimed to understand diversity management in the Public Defender's Office of RN, adopting an exploratory and descriptive approach. It used literature review, document analysis, and quantitative data collection, applying percentage techniques to analyze gender and race representation. Questionnaires were used to understand public servants' perception of diversity management. A document analysis was also conducted to examine salary equality. The final considerations reveal that the study identified significant challenges in gender diversity management in the Public Defender's Office of Rio Grande do Norte (DPE/RN). There is a disparity in perception between the Human Resources Coordination and female defenders, indicating a lack of formalized management, resulting in a lack of constant dialogue and fair opportunities for women in the institution. Although there are initiatives, such as participation in leadership positions, it is crucial to implement effective monitoring and inclusive decisions to avoid gender disparities. Regarding racial diversity management, the absence of data related to the race of defenders presents a significant challenge. Lack of information hinders the analysis of racial inequalities and makes it difficult to develop effective policies to promote inclusion and racial equality in the organization. The study emphasizes that effective diversity management not only encourages diversity but also recognizes and combats existing social inequalities.