In the last few days, I have been perplexed by a major controversy generated by statements that devalue the role of women in leadership positions, especially as CEOs.
Tallis Gomes, founder of G4 Educação, caused controversy when he said on Instagram: “God save me from a woman CEO”.
He argued that women in leadership positions, such as CEOs, go through a “process of masculinization” and that this could affect family balance.
When I saw this statement, which I consider hasty and absurd, I wondered whether or not I should write about it, and after much reflection, I decided to reinforce my view on the subject.
After all, as everyone knows at SEDA we try to give space to women, in fact, the CEO of SEDA College Online is a woman, Vanessa Mello Ribeiro, who performs her role spectacularly!
Women in leadership: competence and innovation
Female leadership has been synonymous with innovation, creativity and expressive results. Examples such as Luiza Trajano, head of Magazine Luiza, or Mary Barra, CEO of General Motors, show the transformative power of women in leadership positions.
These leaders not only achieve exceptional results but also promote more inclusive, collaborative and sustainable work environments.
The idea that women should not be CEOs is retrograde and does not reflect today’s reality. Women have proven time and time again that they can masterfully balance different roles, running successful companies while maintaining harmony in their personal lives.
They bring a unique perspective that enriches organizational culture and improves companies’ ability to innovate and adapt to a constantly changing world.
Diversity is strength
I like to say that diversity in the corporate environment is not just a matter of social justice – it is a smart business strategy.
Studies show that companies with greater gender diversity in leadership positions tend to have better financial performance and greater capacity for innovation.
By including different perspectives and experiences, we create more creative and effective solutions to market challenges. That is why, in all the companies I invest in, I make a point of promoting and supporting women in leadership positions.
I value diversity and understand that the presence of women in strategic decisions strengthens the company as a whole. I believe that the balance between male and female energies results in healthier and more productive work environments.
Supporting female leadership
It is essential that we continue to open doors so that more women can occupy leadership positions.
For me, it is not only about recognizing female competence, but also about offering support so that they can reconcile their careers with other aspects of their lives, without this being seen as a “problem”.
Offering mentoring, equal opportunities policies and environments that encourage professional growth are some of the ways in which we can make a difference.
We also need to combat outdated ideas that put women in “boxes”, limiting their potential. Women should be free to choose their own paths, whether as CEO, mother, entrepreneur, or any other role they decide to perform.
It is essential to ensure that they have the same freedom and opportunities as men to grow and thrive in the corporate world. Women can and should be leaders, not because they need to prove something, but because they are capable and deserve it.
