SETOR ENERGÉTICO E DIVERSIDADE

O PROGRAMA BRASILEIRO PRÓ-EQUIDADE DE GÊNERO E RAÇA ESTÁ FAZENDO DIFERENÇA?

Abstract

The Pro-Gender and Racial Equity Program (PPEGR), created in 2005, is a public policy aimed at promoting equal opportunities in the world of work through the voluntary participation of organizations and the implementation of action plans. This study analyzes the performance of the PPEGR in the Brazilian energy sector, based on a qualitative, exploratory, and documentary approach, examining its operationalization in companies such as Eletrobras, Petrobras, CEPEL, and Bahiagás. The results indicate that the initial participation of large companies was associated with political factors, particularly the institutional context of the program’s first edition, while the continued participation of these organizations over time suggests institutional continuity, despite the limited inclusion of new participants. It is observed that, although equity actions have been implemented, quantitative indicators—such as the proportion of women in leadership positions—predominate, with limited incorporation of qualitative approaches and structural changes in power relations. Additionally, smaller companies, especially family-owned businesses, often do not recognize gender equity as a relevant issue, highlighting the need for specific strategies to expand the program’s reach. The lack of more robust guidelines and impact evaluation mechanisms reduces the PPEGR’s pedagogical and transformative potential. It is concluded that, although the program represents progress in the institutionalization of the equity agenda, its effectiveness depends on strengthening indicators, incorporating qualitative approaches, and creating mechanisms capable of revealing structural transformations within organizations, otherwise risking that equity remains at a symbolic level.