Post by account_disabled on Mar 13, 2024 5:58:13 GMT
All companies want the benefits that diversity and inclusion strategies can bring. But how many C-levels are willing to make the necessary efforts to achieve this? Before starting any action, it is important to map out diversity and inclusion in the company. From this, it is possible to set goals to increase diversity and create mechanisms that guarantee more inclusion. There are many mechanisms and can include training activities, onboarding care, a reporting channel for discriminatory practices, changes in selection and job advancement processes and much more. What will dictate which actions are the most urgent is mapping your company's situation in relation to diversity and inclusion. But something that is essential in any corporate environment is awareness on the subject. This is the foundation that will form the basis of a truly diverse and inclusive organizational culture. Organizational culture Changing organizational culture to create an environment free of prejudice is a task for many people. It will be necessary to involve the entire organization, especially the leaders.
Think about the following aspects: the language used in official communications, benefit programs, career plans, socialization actions, meetings, physical access, business standards, conflict resolution. Now answer: in the company where you work, when defining these aspects, are the specificities of women, women with children, black people, indigenous people, LGBTQIAPN+ and people with disabilities taken into account? A truly diverse and inclusive organizational culture will enable the appropriate treatment of differences in a broad manner and taking into account all these DM Databases aspects. Affirmative vacancies Affirmative vacancies are compensation measures to include people belonging to historically excluded minority groups. For people with disabilities, there is legislation that provides for a minimum hiring requirement for companies with more than 99 employees. “A company with 100 or more employees is o employees – 4% From 1,001 employees onwards – 5%” Another way to prevent discriminatory biases from influencing selection processes in companies is blind recruitment. It is a selection method that aims to focus on analyzing the skills and abilities of candidates, without knowing their personal characteristics.
To this end, until a certain point in the selection process, the name, age, location, gender, educational institution where the candidate graduated and the companies they worked for are not exposed. Educational trainings As we said, education is the basis for building an organizational culture that supports diversity and inclusion in companies. For leaders Educating leaders is an essential action in combating discrimination in the workplace. In addition to disseminating appropriate attitudes through example, they are also responsible for managing teams. Because of this, leaders must be trained to know how to act in the face of conflicts involving people from minority groups, how to adopt inclusive measures in teams, how to encourage open dialogue and continuous and constructive feedback. For the whole team All employees must receive guidance on the use of neutral language, on how to treat differences more naturally and, above all, on how to identify forms of disrespect and discrimination and what to do about them. Adaptations for PCDs Inclusive environments must adapt to coexistence with people with the most diverse types of disabilities.