April 19, 2022

16:04

Priscilla Peixoto – From Cenarium Magazine

MANAUS – According to the study “DE&I after 2020: real progress or illusion?” made by the human resources consultancy Korn Ferry and published in April this year, 85% of Brazilian companies have committed investments in an accelerated manner when the subject is diversity, equity and inclusion in the labor market. The survey was conducted with 250 companies between the years 2020 and 2021.

Although the number is high, the study shows that only 14% of the organizations evaluate that their efforts on the theme are being more effective. In the last 12 months, the survey also pointed out that 46% of them have made progressive efforts on the theme. In the reading of the specialist in people management and leaders in the labor market, Cintia Lima, the agenda is a reality that has been understood by corporations over time.

“The companies come in this search of wanting to adapt this reality not only for a social issue, but for the need. Once they realize that through diversity and inclusion they achieve more positive results and generate opportunities for more people,” says the professional.

Motivations and challenges

According to the text, some of the main factors that have resulted in commitment and investment more quickly when the focus is on diversity, equity and inclusion are; brand and reputation (57.6%), ESG compliance related factors (57.6%), employees (65.9%), CEO/Executive Team (70.3%).

Among the biggest challenges cited in the study are budget (35.5%), linking cost and results (39.5%), ensuring accountable leaders (48.7%), changing behaviors (67.5%), turning intention into pragmatic initiatives (69.5%).

“It’s a big challenge, but it’s the right way to go. We need to deal with what we call unconscious bias, where we don’t understand or realize that we still have some kind of prejudice, and a diverse environment works the collective and also the individual,” explains manager Cintia Lima.

For the regional leader of Diversity, Equity and Inclusion at Korn Ferry, Cecília Pinzon, the more large companies embrace the cause and open doors to diversity, the more small businesses or even start-ups will have positive references about the initiative.

“It is always good when large companies start making different journeys, because they create trends, become references for smaller companies, with their diversity and inclusion initiatives, besides furthering the discussions about the theme”, the leader points out.

Productive Environment

Throughout her 20 years working as a specialist in people management and leaders in work environments, Cíntia highlights that among the countless benefits within a plural and inclusive organization are, mainly, the increase of organizational creativity and more productivity. The professional points out that diversity and inclusion are only valid when the company effectively understands the individual needs and competences and adds up with the employee in the best possible way.

“A diverse, inclusive, and accessible environment, because of the different models of people it offers, the experiences and perspectives, is able to have a differentiated look and solutions to problems from different angles, this increases the horizon of this organization in an enriching way. It also mobilizes us to our empathies, recognizes our weaknesses, and makes us work better as a team, after overcoming the moments of confrontation that are normal”, he reinforces.