Diversidade de gênero e inovação nas organizações

Adriana Monteiro; Fabiana Lima; Rafael Fernandes Mesquita; Maurício Mendes Boavista de Castro

doi:10.31211/rpics.2024.10.1.339

Authors

Adriana Monteiro Hospital Universitário do Piauí, Brazil https://orcid.org/0009-0004-2696-3056
Fabiana Lima Instituto Federal do Piauí, (IFPI) Brazil https://orcid.org/0009-0007-3932-1249
Rafael Fernandes Mesquita Instituto Federal do Piauí, (IFPI) Brazil https://orcid.org/0000-0002-4953-4885
Maurício Mendes Boavista de Castro Universidade Federal do Piauí, Brazil https://orcid.org/0000-0002-8463-1197

DOI:

https://doi.org/10.31211/rpics.2024.10.1.339

Keywords:

Gender diversity, Innovation, Women, Inclusion, Bibliometrics

Abstract

Background: Although the relationship between gender diversity and innovation in organizations is widely discussed in cases studies and surveys, there is still a lack of descriptive and interpretative characterization of the evolution of this topic in the literature, as well as a synthesis of the knowledge produced.Aim: To fill this gap, the present study sought to characterize the relationship between gender diversity and innovation in organizations. Methods: The study consisted of a bibliometric analysis of the scientific production from 2002 to 2023. Ninety-six articles were analyzed, collected from the Web of Science database using the Bibliometrix software. Results: The main findings indicate a growing trend in the investigation of this topic, with a focus on the analysis of innovation associated with the inclusion of women on boards of directors. This inclusion is considered a strategy not only for creating value in organizations but also for promoting sustainable practices as part of green innovation. Additionally, the representation of women on boards helps to foster greater inclusion of other underrepresented social groups. Conclusions: This study provides valuable insights into the relationship between gender diversity and innovation in organizations, highlighting the need to develop policies that encourage the inclusion of women in leadership positions. However, a limitation identified in the existing literature is the lack of comparative studies on innovation associated with the inclusion of women at different hierarchical levels. Future research is recommended to explore gender diversity from the perspective of transgender individuals and consider intersectionality with other social markers.

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