SavvyprobookkeepModernity has changed the way diversity is seen in corporate organizations , as this has been an increasingly present concern: making the work environment open to differences. Making room for such different people can promote a combination of ideas that would never cross paths if the company stuck to just one specific employee profile.
The company that is committed to diversity also shows the public its concern for respecting others and exercising empathy. In other words, put yourself in another person’s shoes and imagine what it’s like to be in their shoes in favor of more appropriate treatment.
Another important point is that diversity also indicates the level at which a company is up to date, free from prejudice. Clinging to old and conservative customs shows that managers are not open to change and are not adaptable.
What is diversity in corporate organizations
A corporate organization embraces diversity from the moment it is possible to identify that its workforce is made up of people of different backgrounds, genders, sexualities, races, experiences and world views.
With this, it is possible to affirm that diversity is directly associated with the construction of plural environments, in which there is space for all professional profiles. This is a concept inevitably linked to inclusion — which, in turn, involves practical measures that effectively allow a company’s culture to change.
We can also associate corporate diversity with balance, as it promotes parity between the profiles of individuals who are part of that company. In other words: the team is no longer made up of just people with just one characteristic, giving space to other genders, other ethnicities, etc.
The importance of being a diversified company
Diversity brings many positive impacts to the reality of the company itself. In 2020, McKinsey & Company, an American business consulting firm that advises companies, governments and other organizations on strategic consultancy, conducted a study using data from 700 companies and concluded that those that embrace diversity are healthier and even profitable .
Professional satisfaction
In the report in question, the consultant concluded that employees from a diverse company feel more comfortable being who they really are at work, which in turn promotes engagement — that is, participation and contribution to the organization’s actions.
An employee who recognizes the company he works for as committed to diversity also tends to agree more with the leaders, precisely because he trusts that leadership and, consequently, the team itself.
The study also mentions that, in companies that support diversity, 63% of employees report satisfaction with their work. In other companies, this number reaches just 31%.
Organizational climate
As we have seen, diversity is also important to make the organizational climate more harmonious . Thus, employees are faced with a much healthier working environment.
Mental health and well-being
And speaking of a healthy environment, a company open to diversity tends to provide greater well-being for employees. Working in a place where you don’t fit in and don’t feel accepted can be harmful to your mental health and compromise performance. When the team has space for people with different profiles, there is a sense of belonging.
Team unity
This feeling of collectiveness strengthens teamwork and promotes unity. Employees tend to even cultivate an interpersonal relationship that goes beyond professional formality and strengthens ties.
How to promote diversity in corporate organizations
The task of promoting diversity in an organization is not instantaneous, in other words: the company will not embrace this new concept overnight. This is done through a series of actions and strategies, and is a long-term process, separated by steps that must be introduced little by little into the business culture.
1 – Create a diversity and inclusion committee
After the idea of adopting diversity and inclusion policies is already well established among managers, the first step towards implementation is to create a committee designed precisely to put this new culture into practice. The committee, which must be attended by department leaders and human resources professionals, is responsible for strategies that will guarantee diversity in the company.
2 – Communication
The second part of promoting diversity in a company involves communication, which must happen from the inside out. This means that employees must first become aware of the organization’s new interest in changing its ideals and adhering to policies aimed at inclusion. Then there is the task of making this new identity transparent to the public.
3 – Lectures and awareness
News can generate resistance, and it is with this in mind that the organization can invest in lectures that have the premise of increasing employees’ awareness of the importance of diversity. It is worth mentioning that, for this to work, senior leadership must be truly engaged in the cause.
4 – Recruitment and selection
There is no point in adhering to diversity just in theory. For everything to be implemented, the company must also restructure its recruitment and selection method, so that employees who belong to minorities have priority in certain vacancies. In many cases, the filters used to choose employees are contaminated by prejudice, albeit unconsciously. The company must free itself from these filters.
Savvyprobookkeep
