Taking into account the social context, diversity can be understood as the coexistence of different people in different aspects, such as gender, culture, sexual orientation, and ethnicity in the same place. In this sense, it is not difficult to reach the conclusion that a diversified company will have a multicultural workforce, with a wide plurality in terms of the above elements. However, the reality is that effectively realizing this concept can be a bit more complicated. After all, it is undeniable that there are still social structures that make it difficult - or even completely hinder - the access of some people to certain spaces. This is often due to a history of repression against certain groups who may be marginalized or, for example, by societal prejudice. The reality is that there are many reasons behind this "barrier".

In the corporate world, in terms of inclusion, it is actually the elaboration (and, of course, implementation) of policies aimed at skills development – ​​which includes, in this case, both hard and soft skills – of all professionals. This should happen on an equal basis, but taking into account the experience and individuality of everyone who is part of the company's workforce. The importance of inclusion lies in the fact that diversification, by itself, does not necessarily ensure the inclusion of certain groups — usually minorities — in the workplace. Furthermore, it also does not guarantee that they will be placed on an “equal footing” with the majority. This means that when there is no inclusion investment, a business may even have an expressive plural staff. The reality, however, is that, day by day, it is very likely that the majority group will continue to receive more recognition and achieve higher career levels at the expense of others. This, of course, implies that an unfair and unequal hierarchy will be maintained.

So we come to the key point. However, before looking at the good practices you can promote in your company, keep in mind that, when thinking of minorities, one should not think of groups that are present in lesser numbers in society. The term, in fact, refers to a relationship of dominance that is established between individuals – that is, of one group in relation to another. Following this line of thinking, those considered to be the majority are people who are generally viewed as "models to emulate" and respected. In this context, minority shareholders have become part of those who are usually the target of prejudice and discriminatory actions. From this understanding, then see what changes can be applied in the workplace.

It is the responsibility of professionals in leadership positions to make matters a priority in the company. Therefore, the first step that must be taken is to involve the leadership of the institution. Understand that any action to promote inclusion and diversity in your business will only succeed if there is consistent and genuine involvement from top management. So make sure these contributors are mirrors of the team and examples of how to act — keep an eye on both.

Remember that, to ensure projected outcomes, actions that promote diversity and inclusion begin with the recruitment and selection process. In other words, change begins to occur when organizations begin to prioritize the formation of multiple teams. Then define a strategy and goals for that goal. If possible, it may be interesting to have a dedicated company that will ensure a more diverse, fair and inclusive reception.

When an organization seeks to form a pluralistic leadership team, with different perspectives and viewpoints, it provides greater security to other staff members in the sense that it is not necessary to be part of a majority group to achieve prestige and recognition. . In this context, take action aimed at promoting and developing these professionals.

Finally, another very valid practice is to act with transparency with respect to the results of actions implemented with employees. This attitude will not only encourage engagement, but will also strengthen internal communication, so that the intent and purpose of the steps taken are not lost. The truth is that making your company diverse and inclusive is not only a step towards building a community of shared values, it is also a decision that will bring benefits at the company level. In fact, this is what an annual study called Diversity Matters shows. According to a 2020 survey, in a compilation of data on how ethnic-racial, sexual orientation, and gender diversity affect business outcomes, the results are overwhelmingly positive. The conclusion is that organizations that place female professionals in executive positions are more likely to achieve superior financial results. Comparisons are made considering the companies in the same segment. As you can see, promoting inclusion and diversity in your company, while not an easy task in practice, is well worth and profitable. It suffices that this is effectively a goal pursued by the organization and that the right strategy is practiced with transparency and with a genuine desire to bring about change.Was this post helpful? So, how about sharing it on your network with others who can also start to make a difference? promote inclusion and diversity in your company, while this is not an easy task in practice, it is well worth it and profitable. It suffices that this is effectively a goal pursued by the organization and that the right strategy is practiced with transparency and with a genuine desire to bring about change. Was this post helpful? So, how about sharing it on your network with others who can also start to make a difference? promote inclusion and diversity in your company, while this is not an easy task in practice, it is well worth it and profitable. It suffices that this is effectively a goal pursued by the organization and that the right strategy is practiced with transparency and with a genuine desire to bring about change. Was this post helpful? So, how about sharing it on your network with others who can also start to make a difference?