Post by rabia994 on Mar 9, 2024 4:17:53 GMT -5
According to the “PageGroup Mexico and Central America Remuneration Study” there are several variables that can foster a good work culture, one of them being a diverse and inclusive environment. Labor inclusion is a very broad topic that covers various variables. From age, ethnic group, nationality, religion and disability, to sexual orientation, gender diversity, culture or even ways of thinking. «% of those surveyed indicate that the company they work for is committed to strengthening its diversity and inclusion policies. Among the main actions they promote are gender diversity (%); age (%); cultural (%) and sexual orientation (%).» “PageGroup Mexico and Central America Remuneration Study ” But what does the concept of diversity and inclusion refer to? Diversity and inclusion are two concepts that are related to each other, but they are not synonymous. Diversity is defined as an abundance or great variety of different things, while inclusion refers to the action of including in a group or connecting with someone else. Diversity and inclusion (D&I) as a concept, refers to equal opportunities for all individuals, regardless of their physical appearance, origin, values, beliefs, background or personal interests to be part of a whole, allowing people to feel sure of being who they are and appreciated with their particularities.
Therefore, an environment where there is a variety of characteristics in its members, but where only the perspective of a certain group is valued or has greater influence, can be diverse but not inclusive. What is diversity and inclusion at work? Diversity and inclusion at work, therefore, refers to a work environment that is enriched by the perspectives of its members, who may have different characteristics, but form a work culture in which everyone feels equally involved, supported and useful, regardless of who they are or what their job is in the com America Cell Phone Number List pany. Why is diversity and inclusion important in the workplace? Because having people with different backgrounds, opinions and ways of seeing things enriches a team. It is also known that diverse and inclusive workplaces have: Greater trust and commitment of your collaborators Less conflict and turnover Better collaboration and innovation More loyalty, belonging and satisfaction That is to say, promoting Diversity and Inclusion brings benefits to companies in terms of performance, competitiveness and even reputation. Companies that promote a culture of workplace diversity and inclusion are up to % more likely to have higher profitability than average ( McKinsey & Company).
How to create an inclusive and equitable workplace? Creating diverse teams even has to do with the policies and philosophy of the organization, that is, they are based on what really adds to the organization (talent, skills, competencies, etc.), beyond appearance or interests. personal. There are even some companies that put special emphasis on addressing issues such as sexual orientation, gender equality, disability, age, etc., through specific campaigns to add these profiles. To start this process, you can carry out the following tips: Analyze how your staff is composed This will not only show you the current profiles, with their preferences and needs, but it will also give you an idea of if there is a tendency towards a certain profile, even unintentionally, and if so, you would be interested in balancing it a little. For example, if you carry out an analysis process and discover that your company is % men, perhaps you could consider starting to prioritize female profiles, or if you discover that only % of administrative jobs prone to this are occupied by people with disabilities, perhaps you could give priority to profiles that fit what the vacancies require. Define actions Based on the analysis of the information and the organization's objectives, it is time to think about what actions should be executed and, if applicable, what guidelines should be changed and/or incorporated as part of your inclusion strategy.
Therefore, an environment where there is a variety of characteristics in its members, but where only the perspective of a certain group is valued or has greater influence, can be diverse but not inclusive. What is diversity and inclusion at work? Diversity and inclusion at work, therefore, refers to a work environment that is enriched by the perspectives of its members, who may have different characteristics, but form a work culture in which everyone feels equally involved, supported and useful, regardless of who they are or what their job is in the com America Cell Phone Number List pany. Why is diversity and inclusion important in the workplace? Because having people with different backgrounds, opinions and ways of seeing things enriches a team. It is also known that diverse and inclusive workplaces have: Greater trust and commitment of your collaborators Less conflict and turnover Better collaboration and innovation More loyalty, belonging and satisfaction That is to say, promoting Diversity and Inclusion brings benefits to companies in terms of performance, competitiveness and even reputation. Companies that promote a culture of workplace diversity and inclusion are up to % more likely to have higher profitability than average ( McKinsey & Company).
How to create an inclusive and equitable workplace? Creating diverse teams even has to do with the policies and philosophy of the organization, that is, they are based on what really adds to the organization (talent, skills, competencies, etc.), beyond appearance or interests. personal. There are even some companies that put special emphasis on addressing issues such as sexual orientation, gender equality, disability, age, etc., through specific campaigns to add these profiles. To start this process, you can carry out the following tips: Analyze how your staff is composed This will not only show you the current profiles, with their preferences and needs, but it will also give you an idea of if there is a tendency towards a certain profile, even unintentionally, and if so, you would be interested in balancing it a little. For example, if you carry out an analysis process and discover that your company is % men, perhaps you could consider starting to prioritize female profiles, or if you discover that only % of administrative jobs prone to this are occupied by people with disabilities, perhaps you could give priority to profiles that fit what the vacancies require. Define actions Based on the analysis of the information and the organization's objectives, it is time to think about what actions should be executed and, if applicable, what guidelines should be changed and/or incorporated as part of your inclusion strategy.