Mobbing: O contexto histórico-social de gênero e a cultura organizacional como coadjuvantes na ocorrência de assédio contra as mulheres nas decisões judiciais

Abstract

Despite being as old as work itself, studies on mobbing in labor relations and its denunciation have been seen as something new and still little explored. The aim of this study was therefore to present discussions about the occurrence of mobbing in the workplace, based on the social and historical context of gender and organizational culture. To achieve this objective, we sought to analyze three dimensions that guided this work, which were gender, mobbing, and organizational culture, where it was possible to see how culture as part of a process of subject formation is responsible for propagating engendered discourses that often condition the role of women in society and organizations through stereotypes, directly interfering in the insertion and permanence of women in the Brazilian job market, as well as creating barriers to them reaching senior positions and the intersectional issue of the fading presence of non-white women in management positions. The qualitative study was based on a content analysis of court decisions by the Regional Labor Court of Minas Gerais (TRT 3rd region), which showed that women are the main victims of mobbing, especially sexual harassment, with men as the main harassers. The analysis also made it possible to identify elements of the corporation's organizational culture that contribute to maintaining stereotypes that impose limits on how far women can progress in their careers through the concept of the "glass ceiling". Lastly, by analyzing the main instruments used by corporations to curb discriminatory practices and mobbing in their environment, it was possible to see points that show improvement or were not present at all, such as the reception of victims of mobbing who report it and controversies over the penalties applied to the aggressor. The study contributes to informing society about the existence of a process that is seen as insignificant, but which with its longevity can lead to serious health risks and the permanence of the person (victim) in their job. In addition, it draws the attention of organizations to a problem previously seen as new, which can happen at all hierarchical levels.