<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>0874-5560</journal-id>
<journal-title><![CDATA[Ex aequo]]></journal-title>
<abbrev-journal-title><![CDATA[Ex aequo]]></abbrev-journal-title>
<issn>0874-5560</issn>
<publisher>
<publisher-name><![CDATA[Associação Portuguesa de Estudos sobre as Mulheres - APEM]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0874-55602021000200057</article-id>
<article-id pub-id-type="doi">10.22355/exaequo.2021.44.05</article-id>
<title-group>
<article-title xml:lang="pt"><![CDATA[A favor, contra, ou assim-assim? Posições e discursos de membros dos órgãos de gestão sobre limiares de representação legalmente vinculativos, mérito e igualdade]]></article-title>
<article-title xml:lang="en"><![CDATA[For, Against, or Somewhere in the Middle? Positions and discourses of board members about legally binding thresholds of representation, merit and equality]]></article-title>
<article-title xml:lang="es"><![CDATA[¿A favor, en contra, o indiferencia? Posiciones y discursos de los miembros de órganos de dirección de las empresas sobre los umbrales de representación jurídicamente vinculantes, merito y igualdad]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Casaca]]></surname>
<given-names><![CDATA[Sara Falcão]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
<xref ref-type="aff" rid="Aaf"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Guedes]]></surname>
<given-names><![CDATA[Maria João]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
<xref ref-type="aff" rid="Aaf"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Marques]]></surname>
<given-names><![CDATA[Susana Ramalho]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Paço]]></surname>
<given-names><![CDATA[Nuno]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidade de Lisboa Instituto Superior de Economia e Gestão ]]></institution>
<addr-line><![CDATA[Lisboa ]]></addr-line>
<country>Portugal</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,SOCIUS - Centro de Investigação em Sociologia Económica e das Organizações CSG - Investigação em Ciências Sociais e Gestão ]]></institution>
<addr-line><![CDATA[Lisboa ]]></addr-line>
<country>Portugal</country>
</aff>
<pub-date pub-type="pub">
<day>30</day>
<month>12</month>
<year>2021</year>
</pub-date>
<pub-date pub-type="epub">
<day>30</day>
<month>12</month>
<year>2021</year>
</pub-date>
<numero>44</numero>
<fpage>57</fpage>
<lpage>77</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_arttext&amp;pid=S0874-55602021000200057&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_abstract&amp;pid=S0874-55602021000200057&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_pdf&amp;pid=S0874-55602021000200057&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo Este artigo procura analisar as posições e os discursos de membros dos órgãos de gestão das empresas legalmente vinculadas a limiares mínimos de representação equilibrada entre mulheres e homens. Os resultados mostram que, apesar de não ser expressiva a oposição a medidas vinculativas de ação positiva, a Lei em vigor está longe de ser consensual. As posições de resistência estão mais presentes entre os homens, enquanto são as mulheres que mais contrariam a narrativa de que as medidas vinculativas comprometem a meritocracia. Os discursos das mulheres tendem a negar experiências de discriminação, embora, contraditoriamente, algumas admitam a necessidade de prestar mais provas de competência que os seus colegas. Esta narrativa sugere que as condições em que exercem cargos de gestão são ainda pautadas pela desigualdade em relação aos pares do sexo masculino.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract This paper seeks to analyse the positions and discourses of board members serving in companies that are legally bound by a minimum balanced threshold of representation between men and women. The results show that, despite the lack of a marked opposition to legally binding affirmative action measures, the current Law is far from consensual. The greater opposition and resistance is voiced by male board members, while female board members make up the majority of those who contradict the narrative that binding measures may compromise meritocracy. Women tend to deny any experience of discrimination throughout their professional careers, but, contradictorily, they also admit having to provide more proof of competence than their male colleagues. Such a narrative suggests that the conditions in which they serve on boards is still pervaded by inequality in relation to their male peers.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen Este artículo busca analizar las posiciones y discursos de miembros de órganos de dirección de empresas legalmente vinculadas a umbrales de representación equilibrada entre mujeres y hombres. Los resultados muestran que, aunque no existe una expresiva oposición a medidas vinculantes de acción positiva, la legislación vigente está lejos de estar consensuada. Se verifica una mayor resistencia por parte de los hombres, al paso que son fundamentalmente las mujeres que contradicen la narrativa de que las medidas vinculantes amenazan la meritocracia. Los discursos de las mujeres tienden a descartar cualquier experiencia de discriminación en su carrera profesional, pero admitiendo, contradictoriamente, la necesidad de demostrar más competencia que sus homólogos. Esta narrativa sugiere que las condiciones en que las mujeres ejercen los cargos de dirección son marcadas por desigualdades en relación a sus homólogos do sexo masculino.]]></p></abstract>
<kwd-group>
<kwd lng="pt"><![CDATA[Empresas]]></kwd>
<kwd lng="pt"><![CDATA[ação positiva]]></kwd>
<kwd lng="pt"><![CDATA[mérito]]></kwd>
<kwd lng="pt"><![CDATA[igualdade de género]]></kwd>
<kwd lng="pt"><![CDATA[órgãos de gestão]]></kwd>
<kwd lng="en"><![CDATA[Companies]]></kwd>
<kwd lng="en"><![CDATA[affirmative action]]></kwd>
<kwd lng="en"><![CDATA[merit]]></kwd>
<kwd lng="en"><![CDATA[gender equality]]></kwd>
<kwd lng="en"><![CDATA[board members]]></kwd>
<kwd lng="es"><![CDATA[Compañías]]></kwd>
<kwd lng="es"><![CDATA[acción positiva]]></kwd>
<kwd lng="es"><![CDATA[merito]]></kwd>
<kwd lng="es"><![CDATA[igualdad de género]]></kwd>
<kwd lng="es"><![CDATA[órganos de dirección]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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