Diversity Management

A key step in successfully implementing D&I ideas within companies is to understand that it is not someone else’s “problem”, but instead one that concerns all of us. Everyone can look at what possibly seems distant and different with a sense of detachment, maybe even intolerance. But it is often taken for granted that we can also be seen differently by other groups of people who share a common characteristic. Seeing yourself as “different” is vital in understanding how diversity is felt when not included. After all, the things we have in common with the majority are only “arbitrary”.

Moreover, in organizations, it is important that individual strategies, roles and objectives leave and allow space for objectives to develop as a team, which promotes inclusion and makes use of its competitive advantage to cultivate and innovate. Knowing the makeup of a company, in depth (vision, values, ​​and motivations), will help prevent and resolve the barriers and friction of men and women, generations, or different cultures, before they become an obstacle to a company’s growth and performance.

The first step in tackling diversity in a company is training, educating all to know what diversity and inclusion ideas represent. The most common mistake by a company is to settle for a single workshop, or on/off initiatives with the idea that these will solve the issue. However, diversity is a complex subject that requires breaking down beliefs and prejudices that have been compounded through generations. To fix this requires foresight, thinking ahead, and the committed support of top-level management. Simply planting a flag in the ground after training has been done, and abandoning the path, is a great waste to a company’s resources, often resulting in a lack of understanding by employees to the mission at hand.

The first advantage that employees see within an inclusive company is that their opinion counts, feeling empowered, listened to, and responsible for their own work. This is necessary for every worker to be able to discover talents and reach their full potential in the company. The result is a passionate sense of belonging to the company, with a feeling of accountability for their own performance. In tandem, the corporate culture grows, bringing different talents on board, allowing them to “clash” by working on soft skills for a harmonious and sustainable growth for the team of managers.