Cómo crear una verdadera equidad de género para distinguirla de una falsa equidad de género

Zulay Atagua-Díaz

doi:10.36881/ma.v3i1.950

Autores/as

Zulay Atagua-Díaz Universidad Central de Venezuela https://orcid.org/0000-0001-9724-6856

DOI:

https://doi.org/10.36881/ma.v3i1.950

Palabras clave:

equidad de género, falsa equidad de género, resistencia organizacional, prácticas de género superficiales, cambio cultural patriarcal

Resumen

La equidad de género ha ganado relevancia en las últimas décadas, particularmente en políticas públicas y en el ámbito empresarial. Sin embargo, con el aumento de la visibilidad del tema también surge la falsa equidad de género, cuando las acciones parecen igualitarias en la superficie pero no abordan las barreras sistémicas que mantienen la desigualdad. Este estudio se centra en identificar las diferencias entre la equidad de género auténtica y las prácticas organizacionales superficiales que aparentan ser equitativas. Utilizando un diseño cualitativo basado en el análisis documental y la técnica de análisis en progreso se observó que, a pesar de los avances en la representación femenina y las reformas estructurales, muchas organizaciones persisten en prácticas superficiales que simulan equidad de género sin implementar cambios culturales reales. Se concluye que, para una verdadera equidad de género, no bastan las políticas inclusivas y las reformas estructurales, sino un cambio cultural que desafíe las normas patriarcales y promueva nuevas masculinidades en el entorno laboral.

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