The topic of 'Diversity and Inclusion actions in companies ' is already part of the strategic objectives of many businesses. Is the issue also a concern where you work?
An article published in the American Economic Review showed that candidates with names associated with white people are 50% more likely to receive job interview offers than people with names associated with black people.
The article 'Why Many Women of Color Don't Want to Return to the Office', published in the Harvard Business Review , highlighted that 81% of black women in technology have experienced racism.
The data above give an idea of how much the job market needs to advance in relation to Diversity and Inclusion (D&I). After all, a diverse team increases the exchange of knowledge, experiences and experiences.
The existence of a comprehensive hiring policy brings the spotlight to the company, enhancing its organizational culture and market positioning.
Continue reading and understand the importance of this practice, especially if the objective is to adapt your management to ESG practices. Enjoy your reading!
Diversity and Inclusion are important initiatives in companies because they enhance the organizational culture, making it more ethical, pluralistic and safe. An environment that is open to differences also encourages professionals to apply for vacancies.
By creating a welcoming workplace that employees speak positively about, the company achieves a positive return on its business image, aligning it with current ESG proposals .
It is important to highlight that it is essential that D&I reaches all areas of management, including leadership. The initiative helps strategic exchanges to include diverse points of view, broadening the company's vision in important decisions.
This is because certification is obtained through an audit procedure that confirms a company's compliance with the certifying agency's standards.
The same reasoning applies to auditing that regulates corporate finances. It's a way of convincing internal and external parties about the company's sound financial health and that there are no illegal acts, such as corruption, kickbacks and misappropriation.
Businesses must have HR indicators and measure them to monitor the evolution of D&I actions, such as:
This way, companies can invest in internal training, create new recruitment and selection approaches, and disclose data internally to show the reality of the work environment and the strategic goals to diversify it.
The work is hard, but it needs to have a starting point, don't you agree? That's why we've put together some suggestions for Diversity and Inclusion-oriented practices in companies that can change the scenario where you work. Check it out!
The first step, before taking any action, is to assess the company's current situation in relation to Diversity and Inclusion. Answer the following questions:
These are just some initial provocations to make a critical and honest analysis of the company's position, list points for improvement and plan objective actions with a defined goal and deadline.
2. Involve the CEO in the agenda
The first person who must engage with Diversity and Inclusion actions in companies is the CEO, or the partners, if there is more than one person at the top of the leadership.
It is essential that the leader values D&I and has plans to foster team development, bringing together professionals with different profiles and personal and professional experiences. This way, the workforce can be truly diverse.
3. Have strategic D&I goals
From the initial analysis, taking into consideration the engagement of the CEO, too, practices referring to Diversity and Inclusion at companies should be part of the business strategic goals.
Equal opportunities for minority groups, friendly work place environment are just a few ways organizations can have contributions to the development of society.
Once Diversity and Inclusion actions in companies come into focus, it is important to realign recruitment and selection processes with these criteria.
Your company does not need to create a traineeship, but it can promote specific vacancies for minority groups, providing opportunities for equally qualified professionals who have difficulty finding opportunities in the market.
Each Diversity and Inclusion objective and action in companies must be communicated to the team to align the group with the business values, its importance and the benefits of D&I for management growth and development.
Furthermore, it is essential to educate employees about the company's rules of conduct through lectures, conversations between teams, events and other actions, making clear the punishments in relation to discrimination, bullying and insults to colleagues in the workplace.
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