The main themes that gained strength this year and that show promise in the next are: remote work, mental health, speed of information and of course, diversity (ethnicity, gender, sexual orientation, disability, religion, class, etc).
This has been one of the most debated issues in corporate responsibility – especially in national companies, as according to the inclusion and diversity index of the Kantar Inclusion Index, until last year Brazilian companies were among the least inclusive. Although the topic has reached unquestionable importance, we know that many companies still have difficulty exploring the subject and especially putting it into practice.
At 99, the initiative came from the employees themselves, he explains Erica Moura, Talent Acquisition:
Currently, 99 has around 1000 employees, including employees and interns. Diversity is a company value, it is part of our DNA and we begin to experience it even more consistently on a daily basis when employees themselves create identity groups (99Afro, 99Colors It is 99Women) in 2018.
commented Érica, about the action that started the company's Diversity Committee, which later created more projects such as 99Adapta, aimed at people with disabilities.
As Talent Acquisition, Érica believes in the potential of the area as the first step towards the diversity process in the company, as it is a role that requires you to encourage and plant a new seed every day: whether for management, for candidates or for yourself. positioning itself as a diverse employer brand.
This is robust work with exponential possibilities if planned and executed in partnership with areas and people willing to contribute, and it has proven to bring many benefits:
In all our NPS surveys, one point that most employees highlight is precisely diversity, being able to be who they are and interact with different people. This improves people's engagement and creative capacity, as we enable a safe and inclusive environment.
Are you thinking about putting diversity into practice out there? So take note of these tips, they can help you structure better and convince senior management.
Diversity makes a profit: The topic is directly linked to the result factor and it is under this perspective that the subject ends up being introduced in most organizations as it offers greater acceptance on the board. So, let's look at the data: companies with racial diversity profit 35% more and 21% more when there is gender diversity, according to a Mckinsey report this year. Furthermore, diversity is capable of generating cultural and knowledge connections that generate richer and more creative solutions.
Improvement The reputation: Another argument that gives a boost to your defense is showing how the inclusion of diversity has a positive impact on the company's image and reputation. Being among the highlights of rankings such as Diversity Exam Guide which evaluates and brings together the top companies on the topic, improves the perception of how attractive the company is or not due to its engagement in diversity initiatives.
This is not just vanity, although it is effective with this leadership profile as well. The most important thing about this strategy is to make it very clear that the objective is not to simply sell an appearance because the mask falls sooner or later and with it credibility. If the company's ceiling is made of glass, it is necessary to first build the foundations of diversity in the daily lives of employees and mature. First of all, this must be true for those who live the reality of the organization. It needs to make sense inside and will resonate solidly with those who observe.
Strengthens people and the business: Another movement is beginning to appear strong in companies, taking them to another level of leadership and the object of desire of market professionals who are more interested in acting and being part of institutions that reflect values that identify with their own.
These companies advance in raising awareness of respect for human beings, their differences, and are committed to inclusion initiatives that have been breaking paradigms in the corporate environment with the right to defenders and spokespersons for the cause.
Benchmark – successful cases: You don't need to reinvent the wheel, other companies have already followed the path and can help you arrive faster and more assertively. Try to talk to other professionals and companies, expand your contact list – if possible – the more examples the better, and get to know the cases that worked and, especially, those initiatives that were not successful, they teach you a lot about what to do and what not to do. With models diverse enough to flesh out your argument, present the best results to leaders to gain supporters until you reach the board.
And the role of internal communication?
Just as all areas and employees of the company must “adapt” to include these new professionals in the company, the internal communication You must also find the best way to communicate, to encompass and be plural, reaching all employees. At 99, CI serves as an advisory arm to the Diversity Committee: “Together we define the best strategy for content, events and agendas with leadership.” completed Erica.
Fortunately, diversity has been widely discussed and absorbed by an increasing number of companies, provoked, encouraged and supported by areas that focus on people, such as CI and HR, which have been opening up space for conversations and representation. No wonder, in a year marked by events revealing prejudice and hatred that resulted in indignation and reactivity, corporate indifference to social issues definitely no longer has space and companies have already understood that it is not working well (not anymore).
