In Brazil women are still underrepresented in upper-level positions in companies. This situation, however, is frequently not recognized by leaders. In public service, in particular, the adoption of more transparent recruitment practices and the egalitarian treatment to members of the same career may give the misleading impression that the glass ceiling phenomenon is less pronounced. This article gathers evidences that the concerns of the public sector with the adoption of more transparent recruitment practices do not prevent the persistence of hierarchical gender segregation among public employees. Female underrepresentation at the top of public organizations can be observed either in administrative and technical tasks. Discrimination practices alone do not explain the phenomenon, which is also rooted in the intersections between private and professional life.
Discrimination; Gender; Glass ceiling; Public sector
