The spotlight on women in the workforce: progress or a reflection of oppression?

Written by Gabriela Araujo; Maike Bento; Nicoli Sabino; Valesca Vieira & Tabitah Marques

The rise of women in the workforce is often celebrated as a major achievement. But does this recognition truly reflect progress, or does it also expose how women are steered into certain roles and spaces?

In many cases, when a woman is praised for her “adaptability” or “resilience,” she is being valued for traits that society has imposed on her. Historically, women have been perceived as naturally better at communication and empathy, and this perception still seems to influence how they are viewed and promoted in the job market.

A naturally emerging female prominence

At Sensorama Design, an innovation and service design consultancy founded in 2012 by Luisa Nogueira (CEO) and Mariana Torquato Rocha (COO), female leadership emerged organically. As of March 2025, our entire leadership team is composed of women — not by imposition, but as a natural outcome. As a Women-Owned certified company, we hold a strong commitment to diversity, inclusion, and gender equality. Career development is fostered broadly, ensuring that every team member has real opportunities for leadership, growth, and strategic participation.

We are guided by technical expertise and individual leadership, steering clear of stereotypes. However, we recognize that the challenges women face are not merely about skill but are deeply rooted in structural barriers. Workplace sexism is real, and choosing not to comply with it is, in itself, an act of resistance.

“I firmly believe that women have the potential to surpass men in many aspects. Our experiences as mothers and professionals bring challenges that often go unnoticed by men — like the need to be extra aware of safety when crossing the street. These challenges teach us to develop essential skills, such as adaptability and assertiveness, which are fundamental for effective leadership.”
— Mariana Torquato Rocha, COO of Sensorama Design

Being a woman comes with challenges that are not always visible — many of them related to suffering, violence, and the consequences of misogyny and sexism. At Sensorama Design, we don’t ignore this reality, but we go beyond it. Our reflection focuses on the fine line between acknowledging these issues and, at the same time, valuing and enhancing all of our skills, not just those shaped by gender markers.

The Current Scenario of Women in the Market

The challenges are still evident. Some data helps illustrate the inequality:

• In the U.S., only 35% of positions in STEM (Science, Technology, Engineering, and Mathematics) fields are held by women. In Europe, this number drops to 22% (Women Tech Network, 2024).
• 66% of companies do not have a structured career plan for women, hindering their professional growth (GPTW, 2020).
• In Brazil, the number of women entrepreneurs is high, but many are in traditional sectors such as beauty and domestic services, with low representation in innovation and technology (SEBRAE, 2023).
• The User Experience (UX) field presents a more promising scenario, with 51% of positions held by women. However, the gender pay gap still persists (Charleaux, 2023).
• Only 10% of CEOs are women, despite research showing that they excel in leadership and team management (HeForShe).
• Companies with women in leadership roles show better financial performance and were more effective in managing the pandemic, according to studies by Harvard Business Review and Credit Suisse (Credit Suisse, 2021; Forbes, 2021).

Female representation brings a range of benefits: women leaders are recognized for their mediation skills, communication, and crisis management. But why are women always associated with these soft skills, while men are valued for their technical expertise and objectivity?

The Danger of Selective Valuation

Many studies emphasize women’s soft skills, which, while positive, also reinforce gender stereotypes. The idea that women are naturally more empathetic and communicative can limit their recognition in technical fields. This view perpetuates the division of roles, placing men in decision-making positions and women in support roles.

Moreover, intersectionality reminds us that women’s experiences in the workforce are not homogeneous. Black, LGBTQIA+, and women from less privileged social classes face even greater obstacles, often without the same opportunities for advancement as other women. Therefore, progress means recognizing all competencies and experiences, regardless of gender or other social markers.

“Working in the tech industry, we’ve always had to balance and adapt to be seen and recognized, not just as two women with ‘pretty faces’, but as empowered professionals, with solid data and deep knowledge of what we’re talking about. We didn’t see women in leadership positions talking to us.” — Mariana Torquato Rocha, COO of Sensorama Design

Within this context, at Sensorama Design, we have created an environment that reflects a culture of equality, where the appreciation of women does not come from opposition to men, but from the pursuit of equity. Professional recognition should be based on results, skills, and real contributions to the growth of the company.

“I feel very fortunate to be part of a company that has a fair and healthy environment, led by incredible women I admire deeply. We see so many companies out there with extremely toxic environments, and I feel privileged to be part of a culture like Sensorama’s.” Rafael Zilli, Product Designer

This quoote reinforces the essential point: it’s not about a gender dispute, but rather a working model based on respect, talent appreciation, and equal opportunities. In other words, on one hand, it’s crucial to celebrate women’s achievements; on the other, we must be cautious not to turn this recognition into a limited selection of skills deemed “acceptable” for women in the workforce. We need to question whether the differentiation between female and male skills truly contributes to an inclusive work environment, or if an entire work structure needs to be reanalyzed and reshaped to create more balanced opportunities.

“The structure of Sensorama was not intentionally designed to have only women in leadership, but we created a company where we prefer to work with women to make a difference. Most of our leadership grew with us, so it’s a natural process; our team is already predominantly female. This commitment is deeply rooted in our culture and permeates everything, from our hiring process to our interactions with clients, where we advocate for women to speak for themselves. We are feminist women, and we want to promote women in this environment.” Luisa Nogueira, CEO of Sensorama Design

Valuing the role of women in the workforce is essential, but this recognition must be genuine and comprehensive. Creating an environment where diversity is truly acknowledged and where everyone has equal access to opportunities goes far beyond celebrating dates or highlighting individual success stories.

At Sensorama, we aim to create spaces for reflection and discussion on diversity and inclusion. This very reading emerged as a result of an internal discussion group with the team, realizing how important it was, in an “out-of-the-box” company, to share some of the reflections that have naturally become part of our daily lives, reinforcing our stance in the job market. After all, Sensorama Design has innovation at its core, not only in its projects but also in its culture, and the future of leadership does not depend solely on making space for women, but on ensuring that they are recognized and encouraged to develop all their capabilities, without limitations imposed by gender.