Editorial - Exclusion Factors

Abstract

Individualized professional projections or organizational career plans recognize the existence of processes – operational or structural – that are discriminatory. Career evolution is often marked by situations of exclusion built by obstacles that inhibit ascent, both to decision-making nuclei, and to equal opportunities. And, both, in a very notorious way. Exclusion scenarios are, in fact, differentiated. But, complementary. The first of these scenarios, the most significant, involves the gender factor. Discriminatory practices, especially in relation to women, but not only, do not appear only in relation to underrepresentation at the hierarchical level of the organization. Also, the areas of greatest perspective, such as the digitization of value chains, are largely male domains. This domain also appears in social networks for new work opportunities. Without forgetting, of course, the maternity issue. Other exclusion factors also deserved attention from academic research: the format of performance evaluations, including in the public sector, the profile of HR practices and policies, and even questions of values and the origin of training. In this context, first recognizing the limits to understanding the complex world of discrimination scenarios and, taking into account the different possibilities for academic research to address the topic, the difficult reality involving exclusion factors in career development has been transformed in the thematic axis of the articles that make up the first issue of Volume 12 of Revista de Carreira e Pessoas.