MULHERES NAS CIÊNCIAS DO MAR: estudo de caso sobre o campo e sobre os programas de pós-graduação no Brasil
Data
2024-09-27
Autores
Lippi, Adriana 
Orientadores
Gonçalves, Leandra Regina
Tipo
Dissertação de mestrado
Título da Revista
ISSN da Revista
Título de Volume
Resumo
Em 2020, mulheres eram 33% das docentes de Programas de Pós-Graduação (PPGs) de Oceanografia, uma das áreas que compõem as Ciências do Mar (CM). A Década do Oceano da ONU se propõe também em fomentar uma ciência mais diversa, partindo da premissa que uma maior diversidade na ciência melhora a produção de conhecimento. Essa pesquisa busca compreender as barreiras e incentivos para a diversidade de gênero nas CM e o cenário de gênero nas CM no Brasil, a partir do recorte de PPGs, inovando em trazer métodos mistos para analisar o tema. A partir da revisão de literatura (protocolo PRISMA) foi identificado que a produção sobre mulheres nas CM têm crescido a partir de 2019 e é mais focada no Norte Global. As principais barreiras apontadas pela revisão são do tipo “Práticas e Processos”, “Sociais” e “Institucionais”. Dentre os incentivos descritos, os mais numerosos são “Institucionais” e “Sociais”. Analisando os PPGs de CM, as mulheres representam 28,6% dos docentes e 51% dos discentes. O Quociente de Inclusão de Gênero apresentou uma tendência de queda nos PPGs analisados. A partir de entrevistas com 11 docentes mulheres dos PPGs de CM coletamos diferentes experiências. As docentes com as maiores idades apresentam menor incômodo com as barreiras enfrentadas pelas mulheres e as com as menores idades mais incomodadas. A maioria das entrevistadas sofreu ou notou microagressões em espaços de gestão. Apenas 1 docente relatou não ter sofrido assédio nem microagressões ao longo de sua vida acadêmica. Das que sofreram assédios graves em ambiente acadêmico, nenhuma fez denúncia. O trabalho de cuidado se mostrou um dos principais fatores para a diminuição ou suspensão de trabalhos de campos ou embarcados de longa duração. A maioria das entrevistadas não foi contemplada por ações afirmativas ao longo de sua carreira e a minoria tinha proximidade com o conceito. As entrevistadas sugerem que as principais ações para a retenção das mulheres nas CM são “Institucionais” (suporte ao trabalho de cuidado, incentivo a mulheres em posições de liderança, políticas de acolhimento e cotas de contratação para mulheres), “Individuais” (premiar e aumentar a visibilidade de pesquisadoras, dar mais oportunidades para mulheres ocuparem cargos de liderança) e “Sociais” (diminuir a sobrecarga de mulheres na sociedade e conscientizar as mulheres sobre as barreiras). Esta pesquisa aponta para a necessidade de elaboração e implementação de políticas de diversidade de gênero nas instituições de CM que contribuam para a retenção de mulheres na carreira. As políticas devem focar em suporte ao trabalho de cuidado, combate a assédios e conscientização sobre diversidade de gênero. Questionar e expandir os conhecimentos existentes sobre o oceano, reexaminar as práticas científicas vigentes e construir melhores políticas pode contribuir para não apenas avançar no conhecimento técnico e científico, mas também promover uma ciência mais justa e equitativa, refletindo assim um verdadeiro deslocamento no paradigma das CM.
In 2020, women accounted for 33% of professors in Graduate Programs (GPs) in Oceanography, one of the areas that make up Marine Sciences (MS). The UN Ocean Decade also aims to promote more diverse science, based on the premise that greater diversity in science improves knowledge production. This research seeks to understand the barriers and incentives for gender diversity in MS and the gender scenario in MS in Brazil, focusing on the GPs, innovating by bringing mixed methods to analyze the theme. From the literature review (PRISMA protocol), it was identified that the production on women in MS has grown since 2019 and is more focused on the Global North. The main barriers highlighted by the review are of the <Practices and Processes=, <Social= and <Institutional= types. Among the incentives described, the most numerous are <Institutional= and <Social=. Analyzing the MS GPs, women represent 28.6% of the professors and 51% of the students. The Gender Inclusion Quotient showed a downward trend in the analyzed GPs. Based on interviews with 11 female professors from the MS GPs, we collected different experiences. The older professors were less bothered by the barriers faced by women, and the younger ones were more bothered. Most of the interviewees suffered or noticed microaggressions in management spaces. Only 1 professor reported not having suffered harassment or microaggressions throughout her academic life. Of those who suffered serious harassment in an academic environment, none filed a complaint. Care work proved to be one of the main factors for the reduction or suspension of long-term field or onboard work. Most of the interviewees were not included in affirmative action throughout their careers, and the minority was close to the concept. The interviewees suggest that the main actions for retaining women in marine sciences are <Institutional= (support for care work, encouragement of women in leadership positions, welcoming policies and hiring quotas for women), <Individual= (rewarding and increasing the visibility of female researchers, providing more opportunities for women to occupy leadership positions) and <Social= (reducing the burden on women in society and raising awareness among women about barriers). This research points to the need to develop and implement gender diversity policies in marine sciences institutions that contribute to the retention of women in the career. Policies should focus on supporting care work, combating harassment and raising awareness about gender diversity. Questioning and expanding existing knowledge about the ocean, reexamining current scientific practices and developing better policies can contribute not only to advancing technical and scientific knowledge, but also to promoting more fair and equitable science, thus reflecting a true shift in the marine sciences paradigm.
In 2020, women accounted for 33% of professors in Graduate Programs (GPs) in Oceanography, one of the areas that make up Marine Sciences (MS). The UN Ocean Decade also aims to promote more diverse science, based on the premise that greater diversity in science improves knowledge production. This research seeks to understand the barriers and incentives for gender diversity in MS and the gender scenario in MS in Brazil, focusing on the GPs, innovating by bringing mixed methods to analyze the theme. From the literature review (PRISMA protocol), it was identified that the production on women in MS has grown since 2019 and is more focused on the Global North. The main barriers highlighted by the review are of the <Practices and Processes=, <Social= and <Institutional= types. Among the incentives described, the most numerous are <Institutional= and <Social=. Analyzing the MS GPs, women represent 28.6% of the professors and 51% of the students. The Gender Inclusion Quotient showed a downward trend in the analyzed GPs. Based on interviews with 11 female professors from the MS GPs, we collected different experiences. The older professors were less bothered by the barriers faced by women, and the younger ones were more bothered. Most of the interviewees suffered or noticed microaggressions in management spaces. Only 1 professor reported not having suffered harassment or microaggressions throughout her academic life. Of those who suffered serious harassment in an academic environment, none filed a complaint. Care work proved to be one of the main factors for the reduction or suspension of long-term field or onboard work. Most of the interviewees were not included in affirmative action throughout their careers, and the minority was close to the concept. The interviewees suggest that the main actions for retaining women in marine sciences are <Institutional= (support for care work, encouragement of women in leadership positions, welcoming policies and hiring quotas for women), <Individual= (rewarding and increasing the visibility of female researchers, providing more opportunities for women to occupy leadership positions) and <Social= (reducing the burden on women in society and raising awareness among women about barriers). This research points to the need to develop and implement gender diversity policies in marine sciences institutions that contribute to the retention of women in the career. Policies should focus on supporting care work, combating harassment and raising awareness about gender diversity. Questioning and expanding existing knowledge about the ocean, reexamining current scientific practices and developing better policies can contribute not only to advancing technical and scientific knowledge, but also to promoting more fair and equitable science, thus reflecting a true shift in the marine sciences paradigm.
Descrição
Citação
LIPPI, Adriana. Mulheres nas Ciências do Mar: estudo de caso sobre o campo e sobre os programas de pós-graduação no Brasil. 2024. 141 f. Dissertação (Mestrado Interdisciplinar em Ciência e Tecnologia do Mar) - Universidade Federal de São Paulo, Instituto do Mar, Santos, 2024.