![\"Andreia](\"https:\/\/cdn.xl.pt\/conteudos\/uploads\/sites\/12\/2022\/05\/01-andreia-1920x1200.jpg\")
Andreia Diogo, a General Service Technician at Biotek<\/strong><\/strong>, believes that discrimination against women has decreased over the last few decades. \u201cFinally, the myths about it not being possible to reconcile family and career have been debunked.\u201d She is of the opinion that barriers have been broken down over time, making it easier for females to access education and the employment market, although she feels some inequality remains in terms of equal pay and access to leadership positions. \u201cYou often come across articles in the media with titles like: \u2018Portugal has one of the widest gender pay gaps\u2019 or \u2018Why are there so few women in the boardroom?\u2019\u201d Reflecting on these issues, the reporting head of Biotek\u2019s General Service department believes that the core problem lies within the social sector, the sector where wages are very low compared with other sectors. \u201cIn our society, we associate women\u2019s roles with education, and although we are increasingly seeing female graduates and more women completing doctorates than men, society at large seems \u2013 in my opinion – to be a problem.\u201d<\/p>\n\n\n\n Raquel Campos Rosado, Head of Quality and Safety and Project Coordination at Altri Florestal<\/strong><\/strong>, says \u201cwe are the result of various different influences as people and as women\u201d, and she justifies this statement by highlighting that \u201cthe family and society that surround us and with which we establish different relationships both play a pivotal role, as well as the upbringing and individual growth which we all go through independently, in the decisions and choices we make throughout our lives.\u201d<\/p>\n\n\n Raquel Campos Rosado\u2019s inspiration has been and still remains the example set by the women in her family who have had the greatest impact on her development, because they focus on responsible freedom, encouraging curiosity and an understanding of the world from different human perspectives. \u201cBeing exposed to multiple and sometimes opposing opinions helped me to grow and to make my own choices as a woman.\u201d<\/p>\n\n\n\n This Altri Florestal manager hopes that in the same way the women around her have been a point of reference and source of inspiration, so too will she convey to her children the values of respect, tenacity and tolerance, regardless of gender.<\/p>\n\n\n\n \u00c2ngela Fernandes, <\/strong><\/strong>the head of Caima<\/strong>\u2019s Department of Health and Safety at Work<\/strong><\/strong>, believes that way to empower women is to give them the same opportunities that are given to men in leadership positions. \u201cIt means not discriminating against women with small children, because society needs children in order to grow.\u201d She tells us about endowing women with new skills and giving them the same opportunity to further their careers to level up with men\u2019s salaries. \u201cAll this means that women are increasingly able to find success in managerial roles within companies.\u201d<\/p>\n\n\n Education is of vital importance in promoting equality and empowering women to take up leadership roles, according to Daniela Rocha<\/strong>, the Head of the Management Systems sector at Celbi<\/strong>. She feels that in school, at home and within organisations themselves, the message that must be conveyed is that women are as capable as men when it comes to leadership. \u201cThe faster we get this message across, the faster we can change people\u2019s mindsets.\u201d<\/p>\n\n\n As an industrial engineer, she is saddened that girls have historically been brought up to be wives and mothers and to take care of the home. \u201cThis message instils in women the idea that they can\u2019t fulfil their role as demanded by society if they want to have a successful career. As well as this, those women who do try to do both (career and family) at the same time often find out that the job market isn\u2019t very flexible.\u201d<\/p>\n\n\n\n Change therefore involves shedding social stereotypes relating to male and female roles and to family life, in education, in schools and at home. \u201cIt\u2019s important to convey the message that more inclusive societies benefit from women participating in work, social and political life, thereby increasing societal development and creating wealth.\u201d <\/p>\n\n\n\n Daniela Rocha believes that educating people within organisations must involve demonstrating the advantages of female leaders, since it has been proven that this kind of leadership impacts companies\u2019 profitability and competitiveness. \u201cIn addition, it is crucial to demand that leaders implement clear gender equality policies which stimulate and motivate women to take up leadership positions.\u201d<\/p>\n\n\n\n Diana Machado, Celbi<\/strong>\u2019s Salaries and Benefits Coordinator<\/strong><\/strong>, is in no doubt that the path towards empowering women to take up positions of leadership is the path followed by the Altri Group. \u201cWe are aware that we work in a company that respects and values women for their skills and abilities, that recognises the importance and value of having a good gender balance. We work in a Group where we understand that we have options for professional growth, where people are given jobs based on merit, skill and responsibility.\u201d<\/p>\n\n\n And although Diana thinks we still live in a sexist society, she says it is up to each and every one of us to do our bit every day to break down these ideas. \u201cFemale leadership means having faith in ourselves, regarding difficulties as challenges and facing them head-on. It means creating our purpose.\u201d <\/p>\n\n\n\n In her testimonial, Celbi<\/strong>\u2019s Process Technician Joana Ferreira<\/strong>, classifies being a female leader as \u201cchallenging\u201d \u2013 she sees leadership as a cross between aptitude and attitude. \u201cAptitudes can be learnt and honed over time, and organisations must therefore guarantee equal opportunities, but attitude depends entirely on each person.\u201d According to Joana, the biggest hurdles are how women themselves and society tend to look at the \u201cmother figure\u201d as being more vulnerable. \u201cI think that with skill, dedication, a proactive attitude and a good decision-making ability, we can keep chipping away consistently to overcome this barrier.\u201d<\/p>\n\n\n\n Leadership is neither male nor female, according to Altri Florestal<\/strong>\u2019s Forest Technician, Maria Jo\u00e3o Loureiro<\/strong>. In her opinion, to be a leader is to be a role model, to be genuine, to listen and to be able to motivate others and cooperate with them. It also means being consistent and flexible with people, goals and challenges, respecting differences and stimulating the richness of human diversity, and this requires commitment and creativity. In the words of Maria Jo\u00e3o, leadership means constant humility balanced against strength of character, and is a challenge to both personal development and the development of the teams worked with.<\/p>\n\n\n Regarding the professional and personal characteristics which are an advantage for women, her belief is that \u201cequality assumes that there are no differences between men and women other than the inherent biological aspects\u201d, and she points to differentiating factors such as technical skills, commitment to the organisation to which they belong, responsibility, honesty, flexibility, entrepreneurship, cooperation, team spirit and social skills.<\/p>\n\n\n\n The testimony given to us by Biotek<\/strong>\u2019s Maintenance Engineer, Rita Rodrigues da Silva<\/strong>, highlights the fact that gender equality is an issue which is increasingly coming to the fore, whether in the news, social media or in our workplace, through internal awareness campaigns such as the Altri 2022 Equality Plan. \u201cBut do we really know what it actually means? Or why we are still fighting for equality when our Constitution recognises that men and women have the same rights?\u201d<\/p>\n\n\n\n This female engineer believes that some work has been done in Portugal to achieve gender parity, but \u201c(in)equality is still reflected in less access for women to managerial positions, greater difficulty in juggling work and family, and lower salaries. These are some of the main obstacles to a fairer and more egalitarian society.\u201d<\/p>\n\n\n Sofia Reis Jorge, the Director of Sustainability, Risk and Communication at Altri<\/strong>, also feels that leadership has no gender. \u201cA leader is very easy to recognise in an organisation, regardless of gender, even if there is no one else in the hierarchical relationship.\u201d Indeed, she insists that leadership is not linked with hierarchy. \u201cOn the contrary, a leader is someone who has an influence even if unconsciously, someone who inspires behaviours and who is in some way a role model. We all have examples of great leaders around us, whether at home or at work.\u201d Sofia Reis Jorge says she can recognise a leader as someone who, when with others, conveys confidence, has a tendency to take risks and sometimes fail, is open to listening to and motivating the team. \u201cIt\u2019s also very important to make space to allow other leaders to grow. It\u2019s true that women generally possess some characteristics which set them apart, such as being more people-orientated, their ability to manage several different issues at once, a predisposition to change, and a greater focus on emotions and inclusion.\u201d<\/p>\n\n\n\n According to Sofia, the Altri Group has been making great strides, of which it should be proud. One of its commitments for 2030 is to double the number of women in leadership positions. \u201cIt might seem a little ambitious, but taking into account the fact that our core business activity is industrial and that it has historically been a male-dominated sector, it\u2019s a commitment which requires long-term planning and focusing on hiring young females who could be the leaders of tomorrow with the same opportunities as their male peers.\u201d <\/p>\n\n\n\n Throughout her 25-year career in Altri Group companies, Sofia Reis Jorge insists she never really felt different because of being a woman. \u201cI grew as a person and as a professional always looking ahead and enthusiastically accepting the challenges presented to me. Sometimes I fell and would always get back up stronger and with a renewed desire to carry on.\u201d<\/p>\n\n\n\n Rita Rodrigues da Silva, who works in Biotek\u2019s Maintenance department, is currently the only woman in the area. Why is that? \u201cI think that engineering is traditionally a male area, and it\u2019s only in the last few decades that women have started to take the necessary courses and training for industry. Although it is advantageous to have mixed-sex teams, the employment market has difficulty in recruiting women in order to bridge this gap within companies.\u201d<\/p>\n\n\n\n She goes on to explain that children learn by mimicking what they see and hear. \u201cThe basic human characteristic of language is developed through imitation. A child hears a word and repeats it. Similarly, children also explore movement and learn to walk by following the example of others. In Europe, women represent 34% of management positions, 28% of board members and 18% of senior directors. In maintenance departments the figure drops down to around 3%. As the saying goes, you have to see it to believe it, but it\u2019s time to start thinking that to you have to see it to want it. <\/p>\n\n\n\n According to Rita, rather than investing in plans we have to invest in people, because it is only through (re)education that we can mitigate prejudice, which is often unconscious, and change mindsets. \u201cIn order to change the paradigm, we also need to internalise the fact that gender equality is an issue that touches everyone, not just women. How can we change the world when only half of us are invited to the table?\u201d<\/p>\n\n\n Speaking on the same subject of professional and personal characteristics which are an advantage for women, Raquel Almeida, <\/strong>the Industrial director at Caima<\/strong>, highlights focusing on people and the team. \u201cWomen are sociable, expressive, communicative and close, which is very beneficial to securing a commitment from within the organisation and thereby achieving our goals, without forgetting to focus on people, always with the aim of guiding them and enhancing their professional development.\u201d She adds that generally \u201cwomen tend to want everyone to participate in order to find the best solutions, and thus harness teamwork.\u201d<\/p>\n\n\n\n Another aspect emphasised by Caima\u2019s industrial director is multitasking, \u201cthis innate ability to think and act in different directions or on different subjects simultaneously\u201d, which is a great advantage when it comes to making decisions. Raquel Almeida views female leadership as being able to manage people, to make them fall in love with their job and teach them to fly solo.<\/p>\n\n\n\n The question arises: what\u2019s the greatest obstacle to gender equality in an organisation or in society?<\/p>\n\n\n Patr\u00edcia Cardoso<\/strong>, the Head of the Integrated Management Systems Department at Biotek<\/strong>, starts off by stating that Portugal\u2019s freedoms were suppressed for several decades. \u201cThe Portuguese were restricted – in the true sense of the word \u2013 in their day-to-day lives, since they lacked freedom of choice, of expression and even of movement. Whether governed by the monarchy or the dictatorship, women\u2019s contributions were always undervalued in favour of the dominant male influence.\u201d There is no doubt in her mind that this spirit still persists, \u201creflecting an ageing population which lived through and resulted from the Estado Novo period – an authoritarian, conservative, nationalist and corporatist regime.\u201d And although the Constitution enshrines gender equality and equal opportunities, Patr\u00edcia believes that this hasn\u2019t come to pass, at least not at the speed in which most modern societies evolve, and that society still has a psychological barrier regarding the role of women. <\/p>\n\n\n\n But the present doesn\u2019t just hinge on the past. According to Patr\u00edcia, \u201cOver the last few years, the fight has intensified and we keep on beavering away to break paradigms, just a little at a time, but hopeful of smashing the glass ceiling.\u201d She also reminds us that the world\u2019s most recognised organisations have already turned their attention to this issue, with specific goals. \u201cThere are more women today in leadership roles, and it is clear that efforts are being made to ensure a society which is evolved, fair and equitable for all.\u201d<\/p>\n\n\n\n Altri<\/strong>\u2019s Legal Director, Raquel Rocha Carvalho<\/strong>, is sure of one thing: she has never faced any impediment to gender equality. \u201cIt\u2019s up to us women to adopt an attitude of leadership in our daily lives\u201d, and she affirms that women\u2019s competence is the best way to empower them to fill managerial positions.<\/p>\n\n\n Lawyer Raquel says that she has never felt gender discrimination in her personal, academic or professional life, and she cites eclecticism and adaptability as two professional and personal characteristics which set women apart.<\/p>\n\n\n\n In fact, when she was hired as the legal director for the Altri Group in 2014, she was reaching the end of her pregnancy, and this in no way hindered her from being hired for the position. This clearly reflects the culture in place at Altri in this regard.<\/p>\n\n\n\n If she were CEO for a day, the measure she would suggest to improve gender equality at Altri would be \u201cfor everyone to be CEO for a day\u201d so that everyone could experience the difficulty of decision-making, but also apply their vision to the organisation. On the matter of gender quotas in companies, Raquel Rocha Carvalho affirms that listed companies such as Altri are already subject to the law on gender quotas. \u201cSometimes the law has to pave the way to normalise something that society doesn\u2019t yet recognise as normal. I think that after that, the next step is \u2013 just – meritocracy\u201d.<\/p>\n\n\n\n In her view, female leadership is all about \u201cmarrying competence and adaptability, strength and sensitivity, focus and multitasking.\u201d<\/p>\n\n\n The Production Director at Celbi, Sofia Rebola<\/strong>, believes that women\u2019s roles in Portuguese companies are becoming more highly valued. Nevertheless, she states that progress has been slow and that there\u2019s still a long way to go. \u201cFrom my point of view, women possess qualities that are vital to good leadership: generosity and harmony, women foster team communication, we lead in a more participative and cooperative way, less focused on the leader, and we have a great capacity for negotiation and problem-solving based on empathy and rationality.\u201d <\/p>\n","protected":false,"raw":"\n[lead]Altri is a company which genuinely cares about and is committed to the principles of equal opportunities and ending discrimination - be it gender or any other type of discrimination - and which truly values the role of women in leadership positions. Altri regards diversity as a differentiating factor which contributes towards ensuring its decisions are balanced, and since they reflect all points of view, they are not only balanced but also sound. There is still a long way to go, but we are making strides. The issue of gender diversity did not arise within Altri merely as a result of legal gender quotas. For many years ALTRI\u2019s top management has believed that within a diverse and plural organisation diversity is key, and the company has therefore been bringing women into its management bodies from as far back as 2009. Women comprised one third of the board which took office in 2014, although this was not required by law. Altri is proud to be treading this path, particularly because it started to do so before gender diversity became a core issue of political and social discourse, and especially since Altri operates in a traditionally male-dominated industrial sector.<\/p>\n\n\n\n In 2021, the Altri Group took new steps towards strengthening its commitment to gender equality by signing up to the Target Gender Equality initiative, a programme by the United Nations Global Compact. Altri currently has a Plan for Gender Equality in force, which under applicable legal provisions is reviewed annually. The Group\u2019s root-and-branch review in 2021 resulted in a significant strengthening of its commitments with initiatives which foster further gender equality, always very much in line with the latest national and international guidelines, namely those issued by the Commission for Equality in Labour and Employment.<\/p>\n\n\n\n Altri\u2019s aims in reinforcing these measures are clear: increasingly to encourage effective equal treatment and equal opportunities for men and women, to promote the eradication of gender-based discrimination and thereby achieve a healthy work\/life balance, which is so vital to everyone\u2019s physical and emotional wellbeing. <\/p>\n\n\n\n What do the women who work in an industry which is so heavily populated by men have to tell us? We can\u2019t tell the stories of all 115 women who work at Altri, so we\u2019ve chosen 12 who represent the faces of change in this sector. Here are their accounts.<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4883\"]\n\n\n\n Andreia Diogo, a General Service Technician at Biotek<\/strong><\/strong>, believes that discrimination against women has decreased over the last few decades. \u201cFinally, the myths about it not being possible to reconcile family and career have been debunked.\u201d She is of the opinion that barriers have been broken down over time, making it easier for females to access education and the employment market, although she feels some inequality remains in terms of equal pay and access to leadership positions. \u201cYou often come across articles in the media with titles like: \u2018Portugal has one of the widest gender pay gaps\u2019 or \u2018Why are there so few women in the boardroom?\u2019\u201d Reflecting on these issues, the reporting head of Biotek\u2019s General Service department believes that the core problem lies within the social sector, the sector where wages are very low compared with other sectors. \u201cIn our society, we associate women\u2019s roles with education, and although we are increasingly seeing female graduates and more women completing doctorates than men, society at large seems \u2013 in my opinion - to be a problem.\u201d<\/p>\n\n\n\n Raquel Campos Rosado, Head of Quality and Safety and Project Coordination at Altri Florestal<\/strong><\/strong>, says \u201cwe are the result of various different influences as people and as women\u201d, and she justifies this statement by highlighting that \u201cthe family and society that surround us and with which we establish different relationships both play a pivotal role, as well as the upbringing and individual growth which we all go through independently, in the decisions and choices we make throughout our lives.\u201d<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4886\"]\n\n\n\n Raquel Campos Rosado\u2019s inspiration has been and still remains the example set by the women in her family who have had the greatest impact on her development, because they focus on responsible freedom, encouraging curiosity and an understanding of the world from different human perspectives. \u201cBeing exposed to multiple and sometimes opposing opinions helped me to grow and to make my own choices as a woman.\u201d<\/p>\n\n\n\n This Altri Florestal manager hopes that in the same way the women around her have been a point of reference and source of inspiration, so too will she convey to her children the values of respect, tenacity and tolerance, regardless of gender.<\/p>\n\n\n\n \u00c2ngela Fernandes, <\/strong><\/strong>the head of Caima<\/strong>\u2019s Department of Health and Safety at Work<\/strong><\/strong>, believes that way to empower women is to give them the same opportunities that are given to men in leadership positions. \u201cIt means not discriminating against women with small children, because society needs children in order to grow.\u201d She tells us about endowing women with new skills and giving them the same opportunity to further their careers to level up with men\u2019s salaries. \u201cAll this means that women are increasingly able to find success in managerial roles within companies.\u201d<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4889\"]\n\n\n\n Education is of vital importance in promoting equality and empowering women to take up leadership roles, according to Daniela Rocha<\/strong>, the Head of the Management Systems sector at Celbi<\/strong>. She feels that in school, at home and within organisations themselves, the message that must be conveyed is that women are as capable as men when it comes to leadership. \u201cThe faster we get this message across, the faster we can change people\u2019s mindsets.\u201d<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4892\"]\n\n\n\n As an industrial engineer, she is saddened that girls have historically been brought up to be wives and mothers and to take care of the home. \u201cThis message instils in women the idea that they can\u2019t fulfil their role as demanded by society if they want to have a successful career. As well as this, those women who do try to do both (career and family) at the same time often find out that the job market isn\u2019t very flexible.\u201d<\/p>\n\n\n\n Change therefore involves shedding social stereotypes relating to male and female roles and to family life, in education, in schools and at home. \u201cIt\u2019s important to convey the message that more inclusive societies benefit from women participating in work, social and political life, thereby increasing societal development and creating wealth.\u201d <\/p>\n\n\n\n Daniela Rocha believes that educating people within organisations must involve demonstrating the advantages of female leaders, since it has been proven that this kind of leadership impacts companies\u2019 profitability and competitiveness. \u201cIn addition, it is crucial to demand that leaders implement clear gender equality policies which stimulate and motivate women to take up leadership positions.\u201d<\/p>\n\n\n\n Diana Machado, Celbi<\/strong>\u2019s Salaries and Benefits Coordinator<\/strong><\/strong>, is in no doubt that the path towards empowering women to take up positions of leadership is the path followed by the Altri Group. \u201cWe are aware that we work in a company that respects and values women for their skills and abilities, that recognises the importance and value of having a good gender balance. We work in a Group where we understand that we have options for professional growth, where people are given jobs based on merit, skill and responsibility.\u201d<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4895\"]\n\n\n\n And although Diana thinks we still live in a sexist society, she says it is up to each and every one of us to do our bit every day to break down these ideas. \u201cFemale leadership means having faith in ourselves, regarding difficulties as challenges and facing them head-on. It means creating our purpose.\u201d <\/p>\n\n\n\n In her testimonial, Celbi<\/strong>\u2019s Process Technician Joana Ferreira<\/strong>, classifies being a female leader as \u201cchallenging\u201d \u2013 she sees leadership as a cross between aptitude and attitude. \u201cAptitudes can be learnt and honed over time, and organisations must therefore guarantee equal opportunities, but attitude depends entirely on each person.\u201d According to Joana, the biggest hurdles are how women themselves and society tend to look at the \u201cmother figure\u201d as being more vulnerable. \u201cI think that with skill, dedication, a proactive attitude and a good decision-making ability, we can keep chipping away consistently to overcome this barrier.\u201d<\/p>\n\n\n\n Leadership is neither male nor female, according to Altri Florestal<\/strong>\u2019s Forest Technician, Maria Jo\u00e3o Loureiro<\/strong>. In her opinion, to be a leader is to be a role model, to be genuine, to listen and to be able to motivate others and cooperate with them. It also means being consistent and flexible with people, goals and challenges, respecting differences and stimulating the richness of human diversity, and this requires commitment and creativity. In the words of Maria Jo\u00e3o, leadership means constant humility balanced against strength of character, and is a challenge to both personal development and the development of the teams worked with.<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4898\"]\n\n\n\n Regarding the professional and personal characteristics which are an advantage for women, her belief is that \u201cequality assumes that there are no differences between men and women other than the inherent biological aspects\u201d, and she points to differentiating factors such as technical skills, commitment to the organisation to which they belong, responsibility, honesty, flexibility, entrepreneurship, cooperation, team spirit and social skills.<\/p>\n\n\n\n The testimony given to us by Biotek<\/strong>\u2019s Maintenance Engineer, Rita Rodrigues da Silva<\/strong>, highlights the fact that gender equality is an issue which is increasingly coming to the fore, whether in the news, social media or in our workplace, through internal awareness campaigns such as the Altri 2022 Equality Plan. \u201cBut do we really know what it actually means? Or why we are still fighting for equality when our Constitution recognises that men and women have the same rights?\u201d<\/p>\n\n\n\n This female engineer believes that some work has been done in Portugal to achieve gender parity, but \u201c(in)equality is still reflected in less access for women to managerial positions, greater difficulty in juggling work and family, and lower salaries. These are some of the main obstacles to a fairer and more egalitarian society.\u201d<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4901\"]\n\n\n\n Sofia Reis Jorge, the Director of Sustainability, Risk and Communication at Altri<\/strong>, also feels that leadership has no gender. \u201cA leader is very easy to recognise in an organisation, regardless of gender, even if there is no one else in the hierarchical relationship.\u201d Indeed, she insists that leadership is not linked with hierarchy. \u201cOn the contrary, a leader is someone who has an influence even if unconsciously, someone who inspires behaviours and who is in some way a role model. We all have examples of great leaders around us, whether at home or at work.\u201d Sofia Reis Jorge says she can recognise a leader as someone who, when with others, conveys confidence, has a tendency to take risks and sometimes fail, is open to listening to and motivating the team. \u201cIt\u2019s also very important to make space to allow other leaders to grow. It\u2019s true that women generally possess some characteristics which set them apart, such as being more people-orientated, their ability to manage several different issues at once, a predisposition to change, and a greater focus on emotions and inclusion.\u201d<\/p>\n\n\n\n According to Sofia, the Altri Group has been making great strides, of which it should be proud. One of its commitments for 2030 is to double the number of women in leadership positions. \u201cIt might seem a little ambitious, but taking into account the fact that our core business activity is industrial and that it has historically been a male-dominated sector, it\u2019s a commitment which requires long-term planning and focusing on hiring young females who could be the leaders of tomorrow with the same opportunities as their male peers.\u201d <\/p>\n\n\n\n Throughout her 25-year career in Altri Group companies, Sofia Reis Jorge insists she never really felt different because of being a woman. \u201cI grew as a person and as a professional always looking ahead and enthusiastically accepting the challenges presented to me. Sometimes I fell and would always get back up stronger and with a renewed desire to carry on.\u201d<\/p>\n\n\n\n Rita Rodrigues da Silva, who works in Biotek\u2019s Maintenance department, is currently the only woman in the area. Why is that? \u201cI think that engineering is traditionally a male area, and it\u2019s only in the last few decades that women have started to take the necessary courses and training for industry. Although it is advantageous to have mixed-sex teams, the employment market has difficulty in recruiting women in order to bridge this gap within companies.\u201d<\/p>\n\n\n\n She goes on to explain that children learn by mimicking what they see and hear. \u201cThe basic human characteristic of language is developed through imitation. A child hears a word and repeats it. Similarly, children also explore movement and learn to walk by following the example of others. In Europe, women represent 34% of management positions, 28% of board members and 18% of senior directors. In maintenance departments the figure drops down to around 3%. As the saying goes, you have to see it to believe it, but it\u2019s time to start thinking that to you have to see it to want it. <\/p>\n\n\n\n According to Rita, rather than investing in plans we have to invest in people, because it is only through (re)education that we can mitigate prejudice, which is often unconscious, and change mindsets. \u201cIn order to change the paradigm, we also need to internalise the fact that gender equality is an issue that touches everyone, not just women. How can we change the world when only half of us are invited to the table?\u201d<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4904\"]\n\n\n\n Speaking on the same subject of professional and personal characteristics which are an advantage for women, Raquel Almeida, <\/strong>the Industrial director at Caima<\/strong>, highlights focusing on people and the team. \u201cWomen are sociable, expressive, communicative and close, which is very beneficial to securing a commitment from within the organisation and thereby achieving our goals, without forgetting to focus on people, always with the aim of guiding them and enhancing their professional development.\u201d She adds that generally \u201cwomen tend to want everyone to participate in order to find the best solutions, and thus harness teamwork.\u201d<\/p>\n\n\n\n Another aspect emphasised by Caima\u2019s industrial director is multitasking, \u201cthis innate ability to think and act in different directions or on different subjects simultaneously\u201d, which is a great advantage when it comes to making decisions. Raquel Almeida views female leadership as being able to manage people, to make them fall in love with their job and teach them to fly solo.<\/p>\n\n\n\n The question arises: what\u2019s the greatest obstacle to gender equality in an organisation or in society?<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4907\"]\n\n\n\n Patr\u00edcia Cardoso<\/strong>, the Head of the Integrated Management Systems Department at Biotek<\/strong>, starts off by stating that Portugal\u2019s freedoms were suppressed for several decades. \u201cThe Portuguese were restricted - in the true sense of the word \u2013 in their day-to-day lives, since they lacked freedom of choice, of expression and even of movement. Whether governed by the monarchy or the dictatorship, women\u2019s contributions were always undervalued in favour of the dominant male influence.\u201d There is no doubt in her mind that this spirit still persists, \u201creflecting an ageing population which lived through and resulted from the Estado Novo period - an authoritarian, conservative, nationalist and corporatist regime.\u201d And although the Constitution enshrines gender equality and equal opportunities, Patr\u00edcia believes that this hasn\u2019t come to pass, at least not at the speed in which most modern societies evolve, and that society still has a psychological barrier regarding the role of women. <\/p>\n\n\n\n But the present doesn\u2019t just hinge on the past. According to Patr\u00edcia, \u201cOver the last few years, the fight has intensified and we keep on beavering away to break paradigms, just a little at a time, but hopeful of smashing the glass ceiling.\u201d She also reminds us that the world\u2019s most recognised organisations have already turned their attention to this issue, with specific goals. \u201cThere are more women today in leadership roles, and it is clear that efforts are being made to ensure a society which is evolved, fair and equitable for all.\u201d<\/p>\n\n\n\n Altri<\/strong>\u2019s Legal Director, Raquel Rocha Carvalho<\/strong>, is sure of one thing: she has never faced any impediment to gender equality. \u201cIt\u2019s up to us women to adopt an attitude of leadership in our daily lives\u201d, and she affirms that women\u2019s competence is the best way to empower them to fill managerial positions.<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4910\"]\n\n\n\n Lawyer Raquel says that she has never felt gender discrimination in her personal, academic or professional life, and she cites eclecticism and adaptability as two professional and personal characteristics which set women apart.<\/p>\n\n\n\n In fact, when she was hired as the legal director for the Altri Group in 2014, she was reaching the end of her pregnancy, and this in no way hindered her from being hired for the position. This clearly reflects the culture in place at Altri in this regard.<\/p>\n\n\n\n If she were CEO for a day, the measure she would suggest to improve gender equality at Altri would be \u201cfor everyone to be CEO for a day\u201d so that everyone could experience the difficulty of decision-making, but also apply their vision to the organisation. On the matter of gender quotas in companies, Raquel Rocha Carvalho affirms that listed companies such as Altri are already subject to the law on gender quotas. \u201cSometimes the law has to pave the way to normalise something that society doesn\u2019t yet recognise as normal. I think that after that, the next step is \u2013 just - meritocracy\u201d.<\/p>\n\n\n\n In her view, female leadership is all about \u201cmarrying competence and adaptability, strength and sensitivity, focus and multitasking.\u201d<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4913\"]\n\n\n\n The Production Director at Celbi, Sofia Rebola<\/strong>, believes that women\u2019s roles in Portuguese companies are becoming more highly valued. Nevertheless, she states that progress has been slow and that there\u2019s still a long way to go. \u201cFrom my point of view, women possess qualities that are vital to good leadership: generosity and harmony, women foster team communication, we lead in a more participative and cooperative way, less focused on the leader, and we have a great capacity for negotiation and problem-solving based on empathy and rationality.\u201d <\/p>\n"},"excerpt":{"rendered":"","protected":false,"raw":""},"author":32,"featured_media":4871,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_pt_post_content":"\n[lead]A Altri \u00e9 uma empresa genuinamente preocupada e comprometida com princ\u00edpios de igualdade de oportunidades, e de inexist\u00eancia de comportamentos discriminat\u00f3rios - seja de g\u00e9nero ou de qualquer outra natureza - e atribui verdadeiro valor ao papel das mulheres em fun\u00e7\u00f5es de lideran\u00e7a. Para a Altri a diversidade \u00e9 um fator diferenciador, que contribui para o equil\u00edbrio das decis\u00f5es que, ao refletirem todos os pontos de vista, para al\u00e9m de equilibradas, ser\u00e3o assertivas. O caminho ainda \u00e9 longo, mas est\u00e1 a ser percorrido. O tema da diversidade de g\u00e9nero n\u00e3o surgiu na Altri por efeito ou consequ\u00eancia da lei das quotas. Desde h\u00e1 largos anos que a gest\u00e3o de topo da ALTRI tem vindo a considerar que a diversidade \u00e9 essencial a uma organiza\u00e7\u00e3o diversa e plural, pelo que, j\u00e1 desde 2009 que integra mulheres no seu \u00f3rg\u00e3o de gest\u00e3o e, j\u00e1 no mandato que se iniciou em 2014, contava com um ter\u00e7o de mulheres na composi\u00e7\u00e3o desse \u00f3rg\u00e3o, sem que houvesse qualquer imposi\u00e7\u00e3o legal a determin\u00e1-lo. A Altri orgulha-se deste caminho sobretudo porque o come\u00e7ou a trilhar numa \u00e9poca em que o tema da diversidade de g\u00e9nero n\u00e3o era um tema t\u00e3o central no debate pol\u00edtico e social e, ainda, num setor industrial onde historicamente predomina o g\u00e9nero masculino.<\/p>\n\n\n\n Em 2021, o Grupo Altri deu novos passos s\u00f3lidos no aprofundamento do seu compromisso com a igualdade de g\u00e9nero atrav\u00e9s da ades\u00e3o \u00e0 iniciativa Target Gender Equality, um programa da United Nations Global Compact. A Altri tem em vigor um Plano para a Igualdade que, nos termos legais aplic\u00e1veis, rev\u00ea anualmente. A revis\u00e3o levada a cabo em 2021 foi transversal e profunda, tendo resultado num refor\u00e7o significativo dos seus compromissos com iniciativas que promovam ainda mais a igualdade de g\u00e9nero, sempre de forma muito alinhada com as mais recentes guidelines, nacionais e internacionais, nomeadamente as emitidas pela Comiss\u00e3o para a Igualdade no Trabalho e no Emprego.<\/p>\n\n\n\n Os objetivos que a Altri preconiza com o aprofundamento das medidas s\u00e3o claros: fomentar cada vez mais uma efetiva igualdade de tratamento e de oportunidades entre mulheres e homens, promover a elimina\u00e7\u00e3o da discrimina\u00e7\u00e3o em fun\u00e7\u00e3o do g\u00e9nero e, com isso, alcan\u00e7ar a concilia\u00e7\u00e3o entre a vida pessoal, familiar e profissional, t\u00e3o essencial ao equil\u00edbrio f\u00edsico e emocional de todos n\u00f3s.<\/p>\n\n\n\n O que nos t\u00eam a dizer as mulheres que trabalham num setor de atividade industrial que est\u00e1 fortemente conotado com fun\u00e7\u00f5es geralmente atribu\u00eddas a homens? Como n\u00e3o \u00e9 poss\u00edvel ouvir neste espa\u00e7o as hist\u00f3rias das 115 mulheres que trabalham na Altri, demos voz a 12 mulheres que representam os rostos da mudan\u00e7a e que d\u00e3o o seu testemunho.<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4883\"]\n\n\n\n Andreia Diogo, T\u00e9cnica de Servi\u00e7os Gerais na Biotek<\/strong>, acredita que, nas \u00faltimas d\u00e9cadas, foi poss\u00edvel observar uma diminui\u00e7\u00e3o da discrimina\u00e7\u00e3o contra o g\u00e9nero feminino. \u201cFinalmente, os mitos sobre a incapacidade de equilibrar a fam\u00edlia e a carreira foram desacreditados\u201d, diz. Andreia Diogo \u00e9 da opini\u00e3o que ao longo do tempo foram-se esbatendo ainda as barreiras de acesso ao ensino ou ao mercado de trabalho apesar de ainda se assistir, no seu entender, a uma desigualdade no acesso a remunera\u00e7\u00f5es id\u00eanticas ou acesso a cargos de lideran\u00e7a. \u201cN\u00e3o \u00e9 dif\u00edcil trope\u00e7armos em t\u00edtulos na comunica\u00e7\u00e3o social como: \u2018Portugal tem uma das maiores desigualdades salariais entre g\u00e9neros\u2019 ou \u2018Porque h\u00e1 poucas mulheres nos conselhos de administra\u00e7\u00e3o?\u2019. Refletindo sobre estas quest\u00f5es, a T\u00e9cnica de Servi\u00e7os Gerais na Biotek, acredita que o problema fulcral est\u00e1 no setor social, o setor em que se verificam sal\u00e1rios muito baixos quando comparados a outros setores. \u201cNa nossa sociedade, o papel da mulher est\u00e1 muito associado \u00e0 educa\u00e7\u00e3o e, apesar de haver cada vez mais mulheres licenciadas e mais mulheres a fazer doutoramentos do que homens a \u00e1rea em causa parece, na minha opini\u00e3o, ser um problema\u201d.<\/p>\n\n\n\n Raquel Campos Rosado, Respons\u00e1vel de Qualidade e Seguran\u00e7a e Coordena\u00e7\u00e3o de Projetos na Altri Florestal<\/strong>, refere que \u201csomos o resultado de influ\u00eancias v\u00e1rias enquanto pessoas e enquanto mulheres\u201d, e justifica a afirma\u00e7\u00e3o sublinhando que \u201ca fam\u00edlia e a sociedade que nos rodeia e com quem estabelecemos rela\u00e7\u00f5es de cariz diverso, desempenham um papel primordial, a par da forma\u00e7\u00e3o e crescimento individual que cada ser humano desenvolve autonomamente, nas escolhas e decis\u00f5es que tomamos ao longo da nossa vida\u201d.<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4886\"]\n\n\n\n O que serviu e serve de inspira\u00e7\u00e3o a Raquel Campos Rosado \u00e9 o exemplo das mulheres da fam\u00edlia que maior impacto tiveram no seu desenvolvimento, pelo facto de privilegiarem uma grande liberdade respons\u00e1vel, fomentando a curiosidade e a compreens\u00e3o do mundo nas diferentes formas de ser pessoa. \u201cO contacto com m\u00faltiplas e por vezes antag\u00f3nicas opini\u00f5es ajudaram-me a crescer e a construir as minhas op\u00e7\u00f5es enquanto mulher\u201d.<\/p>\n\n\n\n A respons\u00e1vel da Altri Florestal espera que da mesma forma que as mulheres que a rodeiam s\u00e3o uma refer\u00eancia e uma fonte de inspira\u00e7\u00e3o, tamb\u00e9m espera conseguir transmitir aos seus filhos os valores de respeito, tenacidade e toler\u00e2ncia, n\u00e3o obstante o g\u00e9nero.<\/p>\n\n\n\n \u00c2ngela Fernandes, respons\u00e1vel do Servi\u00e7o de Seguran\u00e7a e Sa\u00fade no Trabalho na Caima<\/strong>, acredita que o caminho para empoderar as mulheres \u00e9 dar-lhes as mesmas oportunidades que aos homens em cargos de lideran\u00e7a. \u201c\u00c9 n\u00e3o fazer discrimina\u00e7\u00e3o \u00e0s mulheres com filhos pequenos, pois a sociedade precisa de crian\u00e7as para crescer\u201d. A t\u00e9cnica superior fala em dar \u00e0s mulheres novas compet\u00eancias e a mesma oportunidade de progress\u00e3o na carreira atingindo os mesmos n\u00edveis de sal\u00e1rios que os homens. \u201cTudo isto possibilita que as mulheres cada vez mais ocupem com sucesso, cargos de lideran\u00e7a nas empresas\u201d.<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4889\"]\n\n\n\n Para Daniela Rocha, Chefe do setor de Sistemas de Gest\u00e3o na Celbi<\/strong>, a educa\u00e7\u00e3o \u00e9 um dos fatores fundamentais para a promo\u00e7\u00e3o da igualdade e para empoderar as mulheres a ocuparem cargos de lideran\u00e7a. Quer nas escolas, quer nos lares, quer dentro das pr\u00f3prias organiza\u00e7\u00f5es, Daniela Rocha entende que deve ser passada a mensagem que as mulheres s\u00e3o t\u00e3o v\u00e1lidas como os homens em posi\u00e7\u00f5es de chefia. \u201cQuanto mais depressa for passada esta mensagem, mais depressa se conseguir\u00e1 uma mudan\u00e7a de mentalidade\u201d.<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4892\"]\n\n\n\n A engenheira industrial lamenta que, historicamente, desde crian\u00e7as, as mulheres sejam educadas para desempenhar na sociedade os pap\u00e9is de esposa e m\u00e3e e respons\u00e1vel pelas tarefas dom\u00e9sticas do lar. \u201cEsta mensagem incute nas mulheres a ideia de que n\u00e3o conseguir\u00e1 cumprir com o papel que lhe \u00e9 exigido pela sociedade se pretender ter uma carreira de sucesso. Para al\u00e9m disso, aquelas que tentam realizar ambos os projetos (carreira e fam\u00edlia) de forma simult\u00e2nea, percebem muitas vezes que o mercado de trabalho \u00e9 pouco flex\u00edvel\u201d.<\/p>\n\n\n\n A mudan\u00e7a passa, assim, por eliminar os estere\u00f3tipos sociais ligados aos pap\u00e9is femininos e masculinos e \u00e0 organiza\u00e7\u00e3o da vida familiar na educa\u00e7\u00e3o, nas escolas e nos lares. \u201c\u00c9 importante passar a mensagem de que as sociedades mais inclusivas beneficiam com a participa\u00e7\u00e3o das mulheres na vida laboral, social, pol\u00edtica, aumentando o seu desenvolvimento e criando riqueza\u201d.<\/p>\n\n\n\n Daniela Rocha acredita, por isso, que a educa\u00e7\u00e3o nas organiza\u00e7\u00f5es passa por demonstrar as vantagens da lideran\u00e7a no feminino, visto estar comprovado que esta lideran\u00e7a tem impacto na rentabilidade e competitividade das empresas. \u201cPara al\u00e9m disso, \u00e9 fundamental exigir dos seus l\u00edderes, a implementa\u00e7\u00e3o de pol\u00edticas de igualdade de g\u00e9nero claras que estimulem e motivem as mulheres a ocuparem cargos de lideran\u00e7a\u201d.<\/p>\n\n\n\n Diana Machado, Coordenadora de Remunera\u00e7\u00f5es e Benef\u00edcios da Celbi<\/strong>, n\u00e3o tem d\u00favida que o caminho a seguir para empoderar as mulheres a ocuparem cargos de lideran\u00e7a \u00e9 o que se vive no Grupo Altri. \u201cSabemos que trabalhamos numa empresa que respeita e valoriza as mulheres pelas suas capacidades e compet\u00eancias, que reconhece a import\u00e2ncia e o valor do equil\u00edbrio dos g\u00e9neros nos postos de trabalho. Trabalhamos num Grupo onde percebemos que temos as mesmas possibilidades de crescimento profissional, onde a escolha \u00e9 feita por m\u00e9rito, compet\u00eancia e responsabilidade\u201d.<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4895\"]\n\n\n\n E apesar de considerar que ainda vivemos numa sociedade com pensamentos machistas, alerta que cabe a cada um de n\u00f3s fazer a sua parte para que esta \u201ceduca\u00e7\u00e3o\u201d se esbata dia ap\u00f3s dia. \u201cLiderar no feminino \u00e9 confiarmos em n\u00f3s pr\u00f3prias, aceitar as dificuldades como desafios e enfrent\u00e1-los. \u00c9 criar o nosso prop\u00f3sito\u201d.<\/p>\n\n\n\n No seu testemunho, Joana Ferreira, T\u00e9cnica de Processo da Celbi<\/strong>, classifica como \u201cdesafiante\u201d liderar no feminino \u2013 v\u00ea a lideran\u00e7a como a combina\u00e7\u00e3o entre aptid\u00e3o e atitude. \u201cAs aptid\u00f5es podem ser aprendidas e melhoradas com o tempo, devendo para isto a organiza\u00e7\u00e3o garantir oportunidades iguais, mas a atitude depende apenas de cada um\u201d. Quanto aos maiores entraves, diz continuarem a ser a postura e o modo como as pr\u00f3prias mulheres e a sociedade continuam tendencialmente a olhar para a \u201cfigura materna\u201d de forma mais vulner\u00e1vel. \u201cCom compet\u00eancia, dedica\u00e7\u00e3o, atitude pr\u00f3-ativa e capacidade de decis\u00e3o penso que essa barreira pode ser ultrapassada de forma consistente\u201d.<\/p>\n\n\n\n Liderar n\u00e3o tem feminino nem masculino, esclarece Maria Jo\u00e3o Loureiro, T\u00e9cnica Florestal<\/strong> da Altri Florestal. Liderar \u00e9, na sua opini\u00e3o, ser modelo, ser genu\u00edno, saber escutar e saber motivar e cooperar. \u00c9 ainda consist\u00eancia e ser flex\u00edvel perante pessoas, objetivos e desafios. \u00c9 respeitar as diferen\u00e7as e estimular a riqueza da diversidade humana, assim como \u00e9 um compromisso e criatividade. Nas palavras de Maria Jo\u00e3o, liderar \u00e9 a constante humildade em equil\u00edbrio com firmeza de car\u00e1cter, sendo um desafio ao desenvolvimento pessoal e das equipas com que se trabalha.<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4898\"]\n\n\n\n Quanto \u00e0s caracter\u00edsticas profissionais e pessoais que constituem uma mais-valia das mulheres, a T\u00e9cnica Florestal acredita que \u201ca igualdade pressup\u00f5e que n\u00e3o existem diferen\u00e7as entre homens e mulheres para al\u00e9m das que s\u00e3o inerentes \u00e0s devidas especificidades biol\u00f3gicas\u201d, aponta como fator de diferencia\u00e7\u00e3o as compet\u00eancias t\u00e9cnicas, o compromisso com a organiza\u00e7\u00e3o a que pertencem, responsabilidade, honestidade, flexibilidade, empreendedorismo, coopera\u00e7\u00e3o, esp\u00edrito de equipa e compet\u00eancias sociais.<\/p>\n\n\n\n Rita Rodrigues da Silva, Engenheira de Manuten\u00e7\u00e3o da Biotek<\/strong>, destacou no seu testemunho que a igualdade de g\u00e9nero \u00e9 um tema que est\u00e1 cada vez mais presente no nosso dia a dia, seja nas not\u00edcias, nas redes sociais ou nos nossos locais de trabalho, atrav\u00e9s de a\u00e7\u00f5es de sensibiliza\u00e7\u00e3o internas como o Plano para a Igualdade Altri 2022. \u201cMas ser\u00e1 que todos sabemos o que significa concretamente? Ou porque se continua a lutar pela igualdade quando a nossa Constitui\u00e7\u00e3o reconhece os mesmos direitos a homens e mulheres?\u201d.<\/p>\n\n\n\n Para esta engenheira, em Portugal, alcan\u00e7ar a paridade de g\u00e9nero \u00e9 um trabalho que tem vindo a ser desenvolvido, mas \u201ca (des)igualdade continua a traduzir-se no menor acesso por parte das mulheres a posi\u00e7\u00f5es de lideran\u00e7a, na maior dificuldade em compatibilizar a vida profissional e familiar e nos n\u00edveis salariais mais baixos, sendo estes alguns dos principais entraves ao caminho para uma sociedade mais justa e igualit\u00e1ria\u201d.<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4901\"]\n\n\n\n Tamb\u00e9m Sofia Reis Jorge, Diretora de Sustentabilidade, Risco e Comunica\u00e7\u00e3o da Altri<\/strong>, \u00e9 da opini\u00e3o que a lideran\u00e7a n\u00e3o tem g\u00e9nero. \u201cUm l\u00edder, independentemente do g\u00e9nero, \u00e9 muito facilmente reconhecido numa organiza\u00e7\u00e3o, mesmo n\u00e3o tendo pessoas na sua depend\u00eancia hier\u00e1rquica\u201d. Ali\u00e1s, a diretora diz mesmo que a lideran\u00e7a n\u00e3o est\u00e1 ligada \u00e0 hierarquia. \u201cPelo contr\u00e1rio, um l\u00edder \u00e9 quem influencia ainda que inconscientemente, quem inspira comportamentos e quem \u00e9 de alguma forma um modelo. Todos temos exemplos de excelentes l\u00edderes \u00e0 nossa volta, seja em casa ou no trabalho\u201d. Sofia Reis Jorge diz que reconhece um l\u00edder quando, entre outros, o mesmo transmite confian\u00e7a, margem para arriscar e por vezes errar, tem disponibilidade para ouvir e motivar a equipa. \u201cMuito importante tamb\u00e9m \u00e9 dar espa\u00e7o para outros l\u00edderes crescerem. \u00c9 verdade que, as mulheres na generalidade, t\u00eam algumas caracter\u00edsticas que lhes d\u00e3o alguma diferencia\u00e7\u00e3o, nomeadamente a orienta\u00e7\u00e3o para as pessoas, a capacidade de gerir temas diversos ao mesmo tempo, a predisposi\u00e7\u00e3o \u00e0 mudan\u00e7a, o predom\u00ednio do emocional e da inclus\u00e3o\u201d.<\/p>\n\n\n\n No Grupo Altri, Sofia Reis Jorge defende que tem vindo a ser feito um caminho do qual se devem orgulhar, sendo um dos compromissos para 2030 duplicar o n\u00famero de mulheres em cargos de lideran\u00e7a. \u201c\u00c0 partida parece pouco ambicioso, mas tendo em conta que a nossa atividade core \u00e9 industrial e historicamente com grande preval\u00eancia de colaboradores do g\u00e9nero masculino, \u00e9 um compromisso que exige um planeamento a longo prazo e um foco grande na contrata\u00e7\u00e3o de jovens do g\u00e9nero feminino que possam ser as l\u00edderes de amanh\u00e3 com as mesmas oportunidades dos seus pares do g\u00e9nero masculino\u201d.<\/p>\n\n\n\n No decorrer da sua carreira, j\u00e1 de 25 anos em empresas do Grupo Altri, Sofia Reis Jorge garante nunca se ter sentido verdadeiramente diferente por ser mulher. \u201cCresci como pessoa e como profissional sempre a olhar para a frente e agarrando com \u00e2nimo os desafios que me foram sendo colocados, fui caindo e fui-me levantando sempre com mais for\u00e7a e vontade de continuar\u201d. <\/p>\n\n\n\n Em rela\u00e7\u00e3o \u00e0 Biotek, Rita Rodrigues da Silva, que desempenha fun\u00e7\u00f5es no departamento de Manuten\u00e7\u00e3o, \u00e9, neste momento, a \u00fanica mulher. Porqu\u00ea? \u201cAcredito que sendo a engenharia uma \u00e1rea tradicionalmente mais masculina, apenas nas \u00faltimas d\u00e9cadas as mulheres come\u00e7aram a ingressar em cursos e forma\u00e7\u00f5es necess\u00e1rios no \u00e2mbito industrial. Apesar das vantagens das equipas mistas serem uma realidade, o pr\u00f3prio mercado de trabalho sente dificuldades em recrutar mulheres de forma a combater esta lacuna nas empresas\u201d.<\/p>\n\n\n\n Ali\u00e1s, a engenheira explana que enquanto crian\u00e7as aprendemos atrav\u00e9s do que vemos e ouvimos. \u201cA caracter\u00edstica b\u00e1sica humana, a linguagem, \u00e9 desenvolvida atrav\u00e9s da imita\u00e7\u00e3o. Uma palavra \u00e9 dita e a crian\u00e7a repete. Paralelamente, exploramos tamb\u00e9m o movimento e atrav\u00e9s do exemplo aprendemos a andar. Na Europa, as mulheres representam 34% dos cargos de gest\u00e3o, 28% dos membros de dire\u00e7\u00e3o e 18% dos administradores seniores. Nos departamentos de manuten\u00e7\u00e3o a percentagem aproxima-se de 3%. Costuma dizer-se que temos de \u201cver para crer\u201d mas \u00e9 tempo de pensar que tamb\u00e9m temos de ver para querer\u201d.<\/p>\n\n\n\n Por isso, continua Rita Rodrigues da Silva, mais do que investir em planos \u00e9 necess\u00e1rio investir nas pessoas porque s\u00f3 atrav\u00e9s da (re)educa\u00e7\u00e3o se pode mitigar o preconceito, muitas das vezes inconsciente, e mudar mentalidades. \u201cPara que possamos alterar o paradigma tamb\u00e9m \u00e9 necess\u00e1rio interiorizarmos que a igualdade de g\u00e9nero \u00e9 um problema de todos, n\u00e3o apenas das mulheres. Como poderemos mudar efetivamente o mundo quando apenas metade de n\u00f3s somos convidados a participar neste debate?\u201d, questiona.<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4904\"]\n\n\n\n Raquel Almeida, Diretora Industrial na Caima<\/strong>, sobre a mesma tem\u00e1tica das caracter\u00edsticas profissionais e pessoais que constituem uma mais-valia das mulheres, destacou o foco nas pessoas e na equipa. \u201cAs mulheres s\u00e3o soci\u00e1veis, expressivas, comunicadoras e pr\u00f3ximas, o que \u00e9 muito favor\u00e1vel para conseguirmos o compromisso das pessoas dentro da organiza\u00e7\u00e3o e assim alcan\u00e7armos os objetivos, sem nunca descurar o foco nas pessoas, sempre com preocupa\u00e7\u00e3o em orient\u00e1-las e potenciar o seu desenvolvimento profissional\u201d. Em geral, salienta Raquel Almeida, \u201cas mulheres tendem a procurar que todos participem para encontrar as melhores solu\u00e7\u00f5es, e assim potenciar o trabalho em equipa\u201d.<\/p>\n\n\n\n Outro aspeto enfatizado pela diretora industrial da Caima foi o multitasking, \u201cesta capacidade inata de pensar e agir em muitas dire\u00e7\u00f5es ou temas ao mesmo tempo, representa uma grande vantagem no momento de tomar decis\u00f5es. Para Raquel Almeida, liderar no feminino \u00e9 saber gerir pessoas, faz\u00ea-las apaixonar-se pelo seu trabalho e ensin\u00e1-las a voar sozinhas.<\/p>\n\n\n\n A pergunta imp\u00f5e-se: qual \u00e9 o maior entrave \u00e0 Igualdade de g\u00e9nero numa organiza\u00e7\u00e3o ou na sociedade?<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4907\"]\n\n\n\n Patr\u00edcia Cardoso, Chefe do Servi\u00e7o de Sistemas Integrados de Gest\u00e3o na Biotek<\/strong>, come\u00e7a por comentar que Portugal viveu durante d\u00e9cadas um sistema oprimido no que respeita \u00e0 liberdade. \u201cNa verdadeira ace\u00e7\u00e3o da palavra, os portugueses encontraram-se condicionados nas mais diversas tarefas di\u00e1rias, seja pela falta de liberdade de escolha, express\u00e3o ou at\u00e9 de movimento. Tanto em per\u00edodos de monarquia, como de ditadura, toda e qualquer interven\u00e7\u00e3o da mulher foi sempre menosprezada em detrimento da influ\u00eancia dominante do homem\u201d. Neste momento, a t\u00e9cnica n\u00e3o tem d\u00favidas que ainda se sente esse esp\u00edrito, \u201creflexo de uma sociedade envelhecida que assistiu e resultou dos tempos do Estado Novo - um regime autorit\u00e1rio, conservador, nacionalista e corporativista\u201d. E apesar da Constitui\u00e7\u00e3o prever a igualdade de g\u00e9nero e de oportunidades, \u00e9 da opini\u00e3o que tal n\u00e3o se tem verificado, pelo menos \u00e0 velocidade que as sociedades mais modernas evoluem, persistindo ainda uma barreira psicol\u00f3gica na sociedade sobre o papel da mulher.<\/p>\n\n\n\n Mas nem s\u00f3 do passado se prende o presente, diz Patr\u00edcia Cardoso. \u201cAo longo dos \u00faltimos anos, tem-se verificado um aumento da luta feminina que teima em quebrar todos os paradigmas, ainda que pouco a pouco, mas esperan\u00e7osamente alcan\u00e7\u00e1vel\u201d. A t\u00e9cnica relembrou ainda que as organiza\u00e7\u00f5es mais reconhecidas a n\u00edvel mundial j\u00e1 come\u00e7aram a atentar sobre este aspeto, tendo j\u00e1 objetivos bastante espec\u00edficos. \u201cHoje, j\u00e1 existem mais mulheres em cargos de lideran\u00e7a, sendo not\u00f3rio o esfor\u00e7o de uma sociedade evolu\u00edda, justa e equitativa para todos\u201d.<\/p>\n\n\n\n De uma coisa Raquel Rocha Carvalho, Diretora Jur\u00eddica da Altri<\/strong><\/strong>, parece estar certa: nunca sentiu qualquer entrave \u00e0 igualdade de g\u00e9nero. \u201cCabe-nos a n\u00f3s, mulheres, adotar uma atitude de lideran\u00e7a no dia-a-dia\u201d, disse a advogada, que admite que a compet\u00eancia das mulheres \u00e9 o melhor caminho para empoderar as mesmas a ocuparem cargos de lideran\u00e7a.<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4910\"]\n\n\n\n A advogada, que diz nunca ter sentido discrimina\u00e7\u00e3o de g\u00e9nero nem no seu percurso pessoal e acad\u00e9mico, nem profissional, aponta como caracter\u00edsticas profissionais e pessoais que representam a mais-valia das mulheres, o ecletismo e a adaptabilidade.<\/p>\n\n\n\n Destaca, ali\u00e1s, que quando foi contratada para assumir a dire\u00e7\u00e3o jur\u00eddica do Grupo Altri, em 2014, estava gr\u00e1vida, no termo da gravidez e esse facto n\u00e3o representou qualquer entrave ou sequer dificuldade \u00e0 contrata\u00e7\u00e3o, o que espelha de forma clara a cultura intr\u00ednseca da Altri nesta mat\u00e9ria.<\/p>\n\n\n\n Se fosse CEO por um dia, a medida que sugeria para melhorar a igualdade de g\u00e9nero na Altri seria \u201ctodos serem CEO por um dia\u201d para todos experimentarem as dificuldades da decis\u00e3o mas tamb\u00e9m poderem aplicar a sua vis\u00e3o para a organiza\u00e7\u00e3o. Na quest\u00e3o das quotas de g\u00e9nero nas empresas, Raquel Rocha Carvalho esclareceu que nas sociedades cotadas, como a Altri, j\u00e1 existem quotas impostas por lei. \u201cPor vezes a lei tem que abrir caminho para tornar normal uma realidade que a sociedade ainda n\u00e3o reconhece como tal. Penso que a partir da\u00ed o passo seguinte seja, como tem que ser - apenas - o da meritocracia\u201d.<\/p>\n\n\n\n Para a Diretora Jur\u00eddica, liderar no feminino \u00e9 \u201cassociar a compet\u00eancia \u00e0 adaptabilidade, a firmeza \u00e0 sensibilidade e o foco ao multitasking\u201d.<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4913\"]\n\n\n\n J\u00e1 Sofia Rebola, Diretora de Produ\u00e7\u00e3o da Celbi<\/strong>, acredita que o papel da mulher nas empresas em Portugal tem vindo a ser mais valorizado. No entanto, enfatiza que este progresso foi lento, existindo ainda um longo percurso a percorrer. \u201cDo meu ponto de vista, as mulheres possuem atributos essenciais para uma boa lideran\u00e7a: generosidade, harmonia, promovem a comunica\u00e7\u00e3o com a equipa, lideram de forma mais participativa e cooperativa, e menos concentrada no l\u00edder, t\u00eam uma importante capacidade de negocia\u00e7\u00e3o e resolu\u00e7\u00e3o de problemas baseada na empatia e racionalidade\u201d. <\/p>\n","_pt_post_name":"mulheres-marcam-o-caminho-da-igualdade-na-altri","_pt_post_excerpt":"","_pt_post_title":"Mulheres marcam o caminho da igualdade na Altri","_en_post_content":"\n[lead]Altri is a company which genuinely cares about and is committed to the principles of equal opportunities and ending discrimination - be it gender or any other type of discrimination - and which truly values the role of women in leadership positions. Altri regards diversity as a differentiating factor which contributes towards ensuring its decisions are balanced, and since they reflect all points of view, they are not only balanced but also sound. There is still a long way to go, but we are making strides. The issue of gender diversity did not arise within Altri merely as a result of legal gender quotas. For many years ALTRI\u2019s top management has believed that within a diverse and plural organisation diversity is key, and the company has therefore been bringing women into its management bodies from as far back as 2009. Women comprised one third of the board which took office in 2014, although this was not required by law. Altri is proud to be treading this path, particularly because it started to do so before gender diversity became a core issue of political and social discourse, and especially since Altri operates in a traditionally male-dominated industrial sector.<\/p>\n\n\n\n In 2021, the Altri Group took new steps towards strengthening its commitment to gender equality by signing up to the Target Gender Equality initiative, a programme by the United Nations Global Compact. Altri currently has a Plan for Gender Equality in force, which under applicable legal provisions is reviewed annually. The Group\u2019s root-and-branch review in 2021 resulted in a significant strengthening of its commitments with initiatives which foster further gender equality, always very much in line with the latest national and international guidelines, namely those issued by the Commission for Equality in Labour and Employment.<\/p>\n\n\n\n Altri\u2019s aims in reinforcing these measures are clear: increasingly to encourage effective equal treatment and equal opportunities for men and women, to promote the eradication of gender-based discrimination and thereby achieve a healthy work\/life balance, which is so vital to everyone\u2019s physical and emotional wellbeing. <\/p>\n\n\n\n What do the women who work in an industry which is so heavily populated by men have to tell us? We can\u2019t tell the stories of all 115 women who work at Altri, so we\u2019ve chosen 12 who represent the faces of change in this sector. Here are their accounts.<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4883\"]\n\n\n\n Andreia Diogo, a General Service Technician at Biotek<\/strong><\/strong>, believes that discrimination against women has decreased over the last few decades. \u201cFinally, the myths about it not being possible to reconcile family and career have been debunked.\u201d She is of the opinion that barriers have been broken down over time, making it easier for females to access education and the employment market, although she feels some inequality remains in terms of equal pay and access to leadership positions. \u201cYou often come across articles in the media with titles like: \u2018Portugal has one of the widest gender pay gaps\u2019 or \u2018Why are there so few women in the boardroom?\u2019\u201d Reflecting on these issues, the reporting head of Biotek\u2019s General Service department believes that the core problem lies within the social sector, the sector where wages are very low compared with other sectors. \u201cIn our society, we associate women\u2019s roles with education, and although we are increasingly seeing female graduates and more women completing doctorates than men, society at large seems \u2013 in my opinion - to be a problem.\u201d<\/p>\n\n\n\n Raquel Campos Rosado, Head of Quality and Safety and Project Coordination at Altri Florestal<\/strong><\/strong>, says \u201cwe are the result of various different influences as people and as women\u201d, and she justifies this statement by highlighting that \u201cthe family and society that surround us and with which we establish different relationships both play a pivotal role, as well as the upbringing and individual growth which we all go through independently, in the decisions and choices we make throughout our lives.\u201d<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4886\"]\n\n\n\n Raquel Campos Rosado\u2019s inspiration has been and still remains the example set by the women in her family who have had the greatest impact on her development, because they focus on responsible freedom, encouraging curiosity and an understanding of the world from different human perspectives. \u201cBeing exposed to multiple and sometimes opposing opinions helped me to grow and to make my own choices as a woman.\u201d<\/p>\n\n\n\n This Altri Florestal manager hopes that in the same way the women around her have been a point of reference and source of inspiration, so too will she convey to her children the values of respect, tenacity and tolerance, regardless of gender.<\/p>\n\n\n\n \u00c2ngela Fernandes, <\/strong><\/strong>the head of Caima<\/strong>\u2019s Department of Health and Safety at Work<\/strong><\/strong>, believes that way to empower women is to give them the same opportunities that are given to men in leadership positions. \u201cIt means not discriminating against women with small children, because society needs children in order to grow.\u201d She tells us about endowing women with new skills and giving them the same opportunity to further their careers to level up with men\u2019s salaries. \u201cAll this means that women are increasingly able to find success in managerial roles within companies.\u201d<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4889\"]\n\n\n\n Education is of vital importance in promoting equality and empowering women to take up leadership roles, according to Daniela Rocha<\/strong>, the Head of the Management Systems sector at Celbi<\/strong>. She feels that in school, at home and within organisations themselves, the message that must be conveyed is that women are as capable as men when it comes to leadership. \u201cThe faster we get this message across, the faster we can change people\u2019s mindsets.\u201d<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4892\"]\n\n\n\n As an industrial engineer, she is saddened that girls have historically been brought up to be wives and mothers and to take care of the home. \u201cThis message instils in women the idea that they can\u2019t fulfil their role as demanded by society if they want to have a successful career. As well as this, those women who do try to do both (career and family) at the same time often find out that the job market isn\u2019t very flexible.\u201d<\/p>\n\n\n\n Change therefore involves shedding social stereotypes relating to male and female roles and to family life, in education, in schools and at home. \u201cIt\u2019s important to convey the message that more inclusive societies benefit from women participating in work, social and political life, thereby increasing societal development and creating wealth.\u201d <\/p>\n\n\n\n Daniela Rocha believes that educating people within organisations must involve demonstrating the advantages of female leaders, since it has been proven that this kind of leadership impacts companies\u2019 profitability and competitiveness. \u201cIn addition, it is crucial to demand that leaders implement clear gender equality policies which stimulate and motivate women to take up leadership positions.\u201d<\/p>\n\n\n\n Diana Machado, Celbi<\/strong>\u2019s Salaries and Benefits Coordinator<\/strong><\/strong>, is in no doubt that the path towards empowering women to take up positions of leadership is the path followed by the Altri Group. \u201cWe are aware that we work in a company that respects and values women for their skills and abilities, that recognises the importance and value of having a good gender balance. We work in a Group where we understand that we have options for professional growth, where people are given jobs based on merit, skill and responsibility.\u201d<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4895\"]\n\n\n\n And although Diana thinks we still live in a sexist society, she says it is up to each and every one of us to do our bit every day to break down these ideas. \u201cFemale leadership means having faith in ourselves, regarding difficulties as challenges and facing them head-on. It means creating our purpose.\u201d <\/p>\n\n\n\n In her testimonial, Celbi<\/strong>\u2019s Process Technician Joana Ferreira<\/strong>, classifies being a female leader as \u201cchallenging\u201d \u2013 she sees leadership as a cross between aptitude and attitude. \u201cAptitudes can be learnt and honed over time, and organisations must therefore guarantee equal opportunities, but attitude depends entirely on each person.\u201d According to Joana, the biggest hurdles are how women themselves and society tend to look at the \u201cmother figure\u201d as being more vulnerable. \u201cI think that with skill, dedication, a proactive attitude and a good decision-making ability, we can keep chipping away consistently to overcome this barrier.\u201d<\/p>\n\n\n\n Leadership is neither male nor female, according to Altri Florestal<\/strong>\u2019s Forest Technician, Maria Jo\u00e3o Loureiro<\/strong>. In her opinion, to be a leader is to be a role model, to be genuine, to listen and to be able to motivate others and cooperate with them. It also means being consistent and flexible with people, goals and challenges, respecting differences and stimulating the richness of human diversity, and this requires commitment and creativity. In the words of Maria Jo\u00e3o, leadership means constant humility balanced against strength of character, and is a challenge to both personal development and the development of the teams worked with.<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4898\"]\n\n\n\n Regarding the professional and personal characteristics which are an advantage for women, her belief is that \u201cequality assumes that there are no differences between men and women other than the inherent biological aspects\u201d, and she points to differentiating factors such as technical skills, commitment to the organisation to which they belong, responsibility, honesty, flexibility, entrepreneurship, cooperation, team spirit and social skills.<\/p>\n\n\n\n The testimony given to us by Biotek<\/strong>\u2019s Maintenance Engineer, Rita Rodrigues da Silva<\/strong>, highlights the fact that gender equality is an issue which is increasingly coming to the fore, whether in the news, social media or in our workplace, through internal awareness campaigns such as the Altri 2022 Equality Plan. \u201cBut do we really know what it actually means? Or why we are still fighting for equality when our Constitution recognises that men and women have the same rights?\u201d<\/p>\n\n\n\n This female engineer believes that some work has been done in Portugal to achieve gender parity, but \u201c(in)equality is still reflected in less access for women to managerial positions, greater difficulty in juggling work and family, and lower salaries. These are some of the main obstacles to a fairer and more egalitarian society.\u201d<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4901\"]\n\n\n\n Sofia Reis Jorge, the Director of Sustainability, Risk and Communication at Altri<\/strong>, also feels that leadership has no gender. \u201cA leader is very easy to recognise in an organisation, regardless of gender, even if there is no one else in the hierarchical relationship.\u201d Indeed, she insists that leadership is not linked with hierarchy. \u201cOn the contrary, a leader is someone who has an influence even if unconsciously, someone who inspires behaviours and who is in some way a role model. We all have examples of great leaders around us, whether at home or at work.\u201d Sofia Reis Jorge says she can recognise a leader as someone who, when with others, conveys confidence, has a tendency to take risks and sometimes fail, is open to listening to and motivating the team. \u201cIt\u2019s also very important to make space to allow other leaders to grow. It\u2019s true that women generally possess some characteristics which set them apart, such as being more people-orientated, their ability to manage several different issues at once, a predisposition to change, and a greater focus on emotions and inclusion.\u201d<\/p>\n\n\n\n According to Sofia, the Altri Group has been making great strides, of which it should be proud. One of its commitments for 2030 is to double the number of women in leadership positions. \u201cIt might seem a little ambitious, but taking into account the fact that our core business activity is industrial and that it has historically been a male-dominated sector, it\u2019s a commitment which requires long-term planning and focusing on hiring young females who could be the leaders of tomorrow with the same opportunities as their male peers.\u201d <\/p>\n\n\n\n Throughout her 25-year career in Altri Group companies, Sofia Reis Jorge insists she never really felt different because of being a woman. \u201cI grew as a person and as a professional always looking ahead and enthusiastically accepting the challenges presented to me. Sometimes I fell and would always get back up stronger and with a renewed desire to carry on.\u201d<\/p>\n\n\n\n Rita Rodrigues da Silva, who works in Biotek\u2019s Maintenance department, is currently the only woman in the area. Why is that? \u201cI think that engineering is traditionally a male area, and it\u2019s only in the last few decades that women have started to take the necessary courses and training for industry. Although it is advantageous to have mixed-sex teams, the employment market has difficulty in recruiting women in order to bridge this gap within companies.\u201d<\/p>\n\n\n\n She goes on to explain that children learn by mimicking what they see and hear. \u201cThe basic human characteristic of language is developed through imitation. A child hears a word and repeats it. Similarly, children also explore movement and learn to walk by following the example of others. In Europe, women represent 34% of management positions, 28% of board members and 18% of senior directors. In maintenance departments the figure drops down to around 3%. As the saying goes, you have to see it to believe it, but it\u2019s time to start thinking that to you have to see it to want it. <\/p>\n\n\n\n According to Rita, rather than investing in plans we have to invest in people, because it is only through (re)education that we can mitigate prejudice, which is often unconscious, and change mindsets. \u201cIn order to change the paradigm, we also need to internalise the fact that gender equality is an issue that touches everyone, not just women. How can we change the world when only half of us are invited to the table?\u201d<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4904\"]\n\n\n\n Speaking on the same subject of professional and personal characteristics which are an advantage for women, Raquel Almeida, <\/strong>the Industrial director at Caima<\/strong>, highlights focusing on people and the team. \u201cWomen are sociable, expressive, communicative and close, which is very beneficial to securing a commitment from within the organisation and thereby achieving our goals, without forgetting to focus on people, always with the aim of guiding them and enhancing their professional development.\u201d She adds that generally \u201cwomen tend to want everyone to participate in order to find the best solutions, and thus harness teamwork.\u201d<\/p>\n\n\n\n Another aspect emphasised by Caima\u2019s industrial director is multitasking, \u201cthis innate ability to think and act in different directions or on different subjects simultaneously\u201d, which is a great advantage when it comes to making decisions. Raquel Almeida views female leadership as being able to manage people, to make them fall in love with their job and teach them to fly solo.<\/p>\n\n\n\n The question arises: what\u2019s the greatest obstacle to gender equality in an organisation or in society?<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4907\"]\n\n\n\n Patr\u00edcia Cardoso<\/strong>, the Head of the Integrated Management Systems Department at Biotek<\/strong>, starts off by stating that Portugal\u2019s freedoms were suppressed for several decades. \u201cThe Portuguese were restricted - in the true sense of the word \u2013 in their day-to-day lives, since they lacked freedom of choice, of expression and even of movement. Whether governed by the monarchy or the dictatorship, women\u2019s contributions were always undervalued in favour of the dominant male influence.\u201d There is no doubt in her mind that this spirit still persists, \u201creflecting an ageing population which lived through and resulted from the Estado Novo period - an authoritarian, conservative, nationalist and corporatist regime.\u201d And although the Constitution enshrines gender equality and equal opportunities, Patr\u00edcia believes that this hasn\u2019t come to pass, at least not at the speed in which most modern societies evolve, and that society still has a psychological barrier regarding the role of women. <\/p>\n\n\n\n But the present doesn\u2019t just hinge on the past. According to Patr\u00edcia, \u201cOver the last few years, the fight has intensified and we keep on beavering away to break paradigms, just a little at a time, but hopeful of smashing the glass ceiling.\u201d She also reminds us that the world\u2019s most recognised organisations have already turned their attention to this issue, with specific goals. \u201cThere are more women today in leadership roles, and it is clear that efforts are being made to ensure a society which is evolved, fair and equitable for all.\u201d<\/p>\n\n\n\n![\"Raquel](\"https:\/\/cdn.xl.pt\/conteudos\/uploads\/sites\/12\/2022\/05\/02-raquel-1920x1200.jpg\")
WE MUST URGENTLY ENSURE THAT EVERYONE HAS THE SAME OPPORTUNITIES<\/strong><\/strong><\/h3>\n\n\n\n
![\"\u00c2ngela](\"https:\/\/cdn.xl.pt\/conteudos\/uploads\/sites\/12\/2022\/05\/03-angela-1920x1200.jpg\")
![\"Daniela](\"https:\/\/cdn.xl.pt\/conteudos\/uploads\/sites\/12\/2022\/05\/04-daniela-1920x1200.jpg\")
THE ALTRI GROUP LEADS BY EXAMPLE<\/strong><\/strong><\/h3>\n\n\n\n
![\"Diana](\"https:\/\/cdn.xl.pt\/conteudos\/uploads\/sites\/12\/2022\/05\/05-diana-1920x1200.jpg\")
LEADERSHIP HAS NO GENDER<\/strong><\/strong><\/h3>\n\n\n\n
![\"Altri's](\"https:\/\/cdn.xl.pt\/conteudos\/uploads\/sites\/12\/2022\/05\/06-maria-1920x1200.jpg\")
![\"Sofia](\"https:\/\/cdn.xl.pt\/conteudos\/uploads\/sites\/12\/2022\/05\/07-sofia-1920x1200.jpg\")
A PROUD PATH<\/strong><\/strong><\/h3>\n\n\n\n
ENGINEERING STILL ATTRACTS MORE MEN<\/strong><\/strong><\/h3>\n\n\n\n
![\"Raquel](\"https:\/\/cdn.xl.pt\/conteudos\/uploads\/sites\/12\/2022\/05\/08-raquel-1920x1200.jpg\")
THE PRESENT DOESN<\/strong>\u2019T JUST HINGE ON THE PAST<\/strong><\/h3>\n\n\n\n
![\"Patr\u00edcia](\"https:\/\/cdn.xl.pt\/conteudos\/uploads\/sites\/12\/2022\/05\/09-patricia-1920x1200.jpg\")
ECLECTICISM AND ADAPTABILITY<\/strong><\/strong><\/h3>\n\n\n\n
![\"Altri's](\"https:\/\/cdn.xl.pt\/conteudos\/uploads\/sites\/12\/2022\/05\/10-raquel-1920x1200.jpg\")
![\"Production](\"https:\/\/cdn.xl.pt\/conteudos\/uploads\/sites\/12\/2022\/05\/11-sofia-1920x1200.jpg\")
\nNow more than ever, it\u2019s time to give women a voice!\n[\/lead]\n\n\n\nWE MUST URGENTLY ENSURE THAT EVERYONE HAS THE SAME OPPORTUNITIES<\/strong><\/strong><\/h3>\n\n\n\n
THE ALTRI GROUP LEADS BY EXAMPLE<\/strong><\/strong><\/h3>\n\n\n\n
LEADERSHIP HAS NO GENDER<\/strong><\/strong><\/h3>\n\n\n\n
A PROUD PATH<\/strong><\/strong><\/h3>\n\n\n\n
ENGINEERING STILL ATTRACTS MORE MEN<\/strong><\/strong><\/h3>\n\n\n\n
THE PRESENT DOESN<\/strong>\u2019T JUST HINGE ON THE PAST<\/strong><\/h3>\n\n\n\n
ECLECTICISM AND ADAPTABILITY<\/strong><\/strong><\/h3>\n\n\n\n
\nMais do que nunca, chegou o momento de dar voz \u00e0s mulheres!\n[\/lead]\n\n\n\n\u00c9 URGENTE EXISTIREM AS MESMAS OPORTUNIDADES PARA TODOS<\/strong><\/h3>\n\n\n\n
GRUPO ALTRI D\u00c1 EXEMPLO<\/strong><\/h3>\n\n\n\n
LIDERAR N\u00c3O TEM G\u00c9NERO<\/strong><\/h3>\n\n\n\n
UM ORGULHOSO CAMINHO<\/strong><\/strong><\/strong><\/h3>\n\n\n\n
ENGENHARIA AINDA CAPTA MAIS HOMENS<\/strong><\/strong><\/strong><\/h3>\n\n\n\n
NEM S\u00d3 DO PASSADO SE PRENDE O PRESENTE<\/h3>\n\n\n\n
ECLETISMO E ADAPTABILIDADE<\/strong><\/strong><\/strong><\/h3>\n\n\n\n
\nNow more than ever, it\u2019s time to give women a voice!\n[\/lead]\n\n\n\nWE MUST URGENTLY ENSURE THAT EVERYONE HAS THE SAME OPPORTUNITIES<\/strong><\/strong><\/h3>\n\n\n\n
THE ALTRI GROUP LEADS BY EXAMPLE<\/strong><\/strong><\/h3>\n\n\n\n
LEADERSHIP HAS NO GENDER<\/strong><\/strong><\/h3>\n\n\n\n
A PROUD PATH<\/strong><\/strong><\/h3>\n\n\n\n
ENGINEERING STILL ATTRACTS MORE MEN<\/strong><\/strong><\/h3>\n\n\n\n
THE PRESENT DOESN<\/strong>\u2019T JUST HINGE ON THE PAST<\/strong><\/h3>\n\n\n\n
ECLECTICISM AND ADAPTABILITY<\/strong><\/strong><\/h3>\n\n\n\n