STRUCTURAL RACISM AND THE LABOR MARKET: CHALLENGES AND PERSPECTIVES FOR THE INSERTION OF BLACK WOMEN IN ORGANIZATIONAL MANAGEMENT POSITIONS IN PRIVATE COMPANIES

Abstract

This article examines structural racism in the labor market, focusing on the challenges faced by Black women in reaching management positions in private companies. The study explores how institutional practices sustain racial inequalities and reveals the obstacles, such as stereotypes and discrimination, that hinder the advancement of these women, even when qualified. The persistent underrepresentation of black women in leadership positions and the wage gap in relation to white women are highlighted. The survey emphasizes the importance of inclusion policies, such as mentorship and diversity programs, to create a more equitable corporate environment. Through quantitative and qualitative analyses, it is shown that invisible barriers, such as structural biases, limit the professional growth of these women. Recommendations are made to combat structural racism, including inclusive recruitment, diversity training, and review of internal policies to ensure equal opportunities. The representation of Black women in management positions is seen as crucial to inspiring change in corporate structures. The study concludes that the empowerment of these women depends on the commitment of society as a whole to promote a fairer and more welcoming labor market for all.