Name: NILCEIA TAVARES ANDRADE
Publication date: 01/12/2020
Advisor:
Name |
Role |
|---|---|
| ARIADNE MARRA DE SOUZA | Advisor * |
Examining board:
| Name |
Role |
|---|---|
| ARIADNE MARRA DE SOUZA | Advisor * |
| FABRICIA BENDA DE OLIVEIRA | Internal Examiner * |
| MARILEIDE GONÇALVES FRANÇA | External Examiner * |
| SÉRGIO PEREIRA DOS SANTOS | External Examiner * |
Summary: Brazil is a country historically marked by racism against blacks / as and racial inequality. Faced with these situations, the Black Movement has always acted for the affirmation of the black population and for the confrontation of racism in all spaces of society, including, demanding from the public power, the implementation of affirmative racial policies. Thus, because of so many Brazilian social spaces in which the practices of institutional racism and the racial policies that exist in them can be investigated, the focus of the present work was the federal university. The affirmative policy that was willing to consider was Law No. 12,990 / 2014 which reserves to black / as, 20% of the vacancies offered in public tenders to fill positions in the federal public administration. The law is constituted as affirmative action policy whose sole discretion racial issue and aims to ensure access to black / as in areas historically occupied by white / as and contribute to tackling institutional racism. Because of this scenario, we had as a problem the analysis of how the Law No. 12,990 / 2014 implementation process took place at Ufes - Campus de Alegre, referring to filling positions in the Administrative Technician in an Education career. In this sense, the research had the main objective, to analyze the process of implementation of Law No. 12,990 / 14 at Ufes - Campus de Alegre, referring to the filling of posts in the Administrative Technician in Education (TAE) career. It takes Moore's (2007) contributions to address racism as theoretical assumptions; Silvério (2002) and Almeida (2018) to think about the concept of institutional racism and Munanga (2003) and Gomes (2003) to think about affirmative policies. Regarding the methods and procedures, the qualitative approach was chosen to guide us in the search for this information, considering that the qualitative research enables the researcher's interaction with his object of study, which enables the collection of information. Because of the particularity of the object studied, the case study was chosen. As instruments of data production, document consultation, observation, field diary, and semi-structured interview were chosen. For data analysis, content analysis was chosen. This research was approved by the Ufes Human Research Ethics Committee, according to Opinion No. 3,726,289. The main results showed that, although in small numbers, Law No. 12,990 / 2014 contributed to racial diversity in UFES and should be understood as an important and necessary instrument for racial democratization, especially in the federal public service, WHERE the TAE blacks still face several obstacles to the full exercise of their citizenship, evidenced by the lack of knowledge, on the part of some co-workers, of the theme of race relations in the Brazilian context. It was also found that racism, in Ufes, manifests itself mainly in its institutional form, therefore, Ufes must have managers committed to the theme of racial relations and convinced that racism is a problem that must be discussed and faced in all spaces of the university, mainly with training actions. In this sense, the technological product resulting from the research consists of a proposal for a professional training course, entitled "Race relations in the university space" to be offered by PROGEP to all Ufes servers, as an instrument that can contribute to employees understand the dynamics of institutional racism and help them become anti-racist citizens. The research and the technical/technological product were developed within Research Line 1 - Policy, Planning and Public Governance, Structuring Project 1 - Government, Public Policies, and Planning.
