Post by account_disabled on Mar 10, 2024 12:28:18 GMT 1
Diversity is inviting people to the party. Inclusion is calling to dance.” This phrase is one of the best known when we talk about inclusive culture and makes the difference between one and the other very clear. But how can we build this in a solid and truly transformative way? That's what you'll see next. Affirmative Actions Quotas in universities are a well-known example of affirmative action. In the corporate environment, affirmative vacancies began to gain strength: vacancies for women, for black people, for people with disabilities, etc. But before you do this, it's important that you know why this is important. The fact is that generating equal opportunities for people who are at different levels of inequality in society only maintains the same inequality. Therefore, to create this equity, it is necessary to create more incentives for some than for others. Then, yes, we are talking about a culture that thinks of everyone and each person separately.
When we see the size of inequality in leadership vacancies, for example, the impact that affirmative action would have on promoting people internally is clear. But, for this to be viable, it needs to come from C-level or Bahamas Mobile Number List professionals. Leadership literacy Educational initiatives to raise people's awareness about each of the social markers mentioned at the beginning of this text are fundamental. Understanding that gender expression and gender are different things makes us see that women do not need to be feminine. And that women who do not perform femininity – have “joãozinho” hair, wear baggy clothes, sneakers, etc. – are not necessarily lesbians. And there are so many things to know that it is impossible for leaders to know how to deal with those they lead without undergoing extensive diversity, inclusion and equity training. Combating institutional prejudices You may have heard about structural machismo, structural racism and others, right? These prejudices are defined as such precisely because they are maintained by the structure of society as a whole or social environments internal to society, such as companies.
Just look: structural racism, for example, exists when white people who occupy the same positions and have the same benefits as black people earn 64% more than them – according to data from the IBGE survey, 2023 Synthesis of Social Indicators . The first step, in the face of these and other similar situations, is to start investigating the traces of structural prejudices in the company. In other words, create an x-ray of what needs to be transformed. Internal diagnostics Speaking of x-rays, understanding how the internal population is allocated in relation to social markers is fundamental to effective practices. The assertiveness of any program that aims to bring the culture closer to D&i principles requires getting to know employees more closely. Developing research is essential. However, when these surveys are carried out by the company's own HR, it ends up generating distrust and fear of retaliation on the part of the team. Therefore, ideally, you can count on a specialized company that will guarantee the anonymity of responses.
When we see the size of inequality in leadership vacancies, for example, the impact that affirmative action would have on promoting people internally is clear. But, for this to be viable, it needs to come from C-level or Bahamas Mobile Number List professionals. Leadership literacy Educational initiatives to raise people's awareness about each of the social markers mentioned at the beginning of this text are fundamental. Understanding that gender expression and gender are different things makes us see that women do not need to be feminine. And that women who do not perform femininity – have “joãozinho” hair, wear baggy clothes, sneakers, etc. – are not necessarily lesbians. And there are so many things to know that it is impossible for leaders to know how to deal with those they lead without undergoing extensive diversity, inclusion and equity training. Combating institutional prejudices You may have heard about structural machismo, structural racism and others, right? These prejudices are defined as such precisely because they are maintained by the structure of society as a whole or social environments internal to society, such as companies.
Just look: structural racism, for example, exists when white people who occupy the same positions and have the same benefits as black people earn 64% more than them – according to data from the IBGE survey, 2023 Synthesis of Social Indicators . The first step, in the face of these and other similar situations, is to start investigating the traces of structural prejudices in the company. In other words, create an x-ray of what needs to be transformed. Internal diagnostics Speaking of x-rays, understanding how the internal population is allocated in relation to social markers is fundamental to effective practices. The assertiveness of any program that aims to bring the culture closer to D&i principles requires getting to know employees more closely. Developing research is essential. However, when these surveys are carried out by the company's own HR, it ends up generating distrust and fear of retaliation on the part of the team. Therefore, ideally, you can count on a specialized company that will guarantee the anonymity of responses.