untitled design

D&I grants international certification to companies operating in Brazil

When we want to choose a good film, the list of Oscar winners helps us a lot, doesn’t it? The same goes for anyone who wants to nominate a book – no one has any doubts when literature wins the Jabuti Prize.

But what about when we look at companies? How do they stand out from each other? The Top Employers international certificate, every year, makes a list of the best employer companies. 20 items are considered in this choice, including: strategy, people management, leadership, career and diversity.

Well, this last item is what we are going to focus on, as D&I is an important pillar in the culture of any large company.

Those who live in the corporate world know the importance of this certificate, which allows Brazilian companies or those present in Brazil to compare their indexes to international companies.

Next Thursday (9), the winners will meet at an event in São Paulo. We, from CNN Plural we went to meet three giants in the market, which, as mentioned earlier, stood out in actions focused on disseminating diversity in their teams and promoting inclusion within the company.

What makes these companies come out ahead?

“We take all people processes, hiring, development and work intentionally within these areas to ensure more representativeness, we do want to bring more people from these groups [Negros, PCD, Mulheres, LGBTI+]we want to permeate the organization with this more diverse and more representative look, but also when people arrived here, we need to work on processes that these people want, that have possibilities for development”.

Who makes it clear how the company treats the subject Diversity and especially inclusion of its employees is the executive manager of culture, diversity at Pepsico, Carlos Domingues.

A

The company was certified for the fourth time, but this year it was among the top five. The company had a 7% increase in employee engagement and productivity.

“We have been working with a lot of training, leadership training on unconscious biases, training on daily inclusion, we have done racial literacy that has already reached nine thousand people and this is very important for people to be able to generate knowledge about Brazil, an understanding of inequalities and what path we point to the future”, explains Carlos.

Actions that point to a more inclusive future have guided the guidelines of large companies. Another company that has invested a lot in inclusion is Leroy Merlin – which was also in the top five among the companies that won the Top Employers certificate.

“Today we have three major goals, which are: Women in leadership, black people in leadership positions and inclusion of people with disabilities. In addition, we have several actions focused on inclusion, because we want to have an inclusive environment for all populations”, tells us Michele Dapper, Director of Human Resources at Leroy Merlin Brazil.

Michelle Dapper

Since 2017, Leroy Merlin Brasil has looked at D&I as an important sector of the company, and every responsible team helps other areas of the company to meet an established goal so that the company maintains a diverse and clearly inclusive team.

“Authenticity is an important part, you can only have a company where people can be who they are if you have inclusive levels, so today this is a very important issue: You can be who you are whether you have green hair, whether you are trans, if you come from high income, low income, then this is a pillar to be behind”.

Who also invested in processes was the leading company in bauxite, alumina and aluminum, Alcoa. The investment in business and people strategies and in diversity paid off and for the first time the company received the international Top Employers certification.

Leading this team is Alcoa’s Regional HR Director, André Rolim, the first openly Gay Director to sit in a leadership chair at the company in Brazil. This representativeness, together with that of other executives, accelerated actions aimed at the LGBTQIAP+ public. This is how the “Eagle” program appeared.

“We started three years ago to revisit our processes to be really inclusive, to start the affirmative recruitment process, we put a rule in place that in all of our elective processes we have to have at least one woman competing on an equal footing among the list candidates and in the same way we started to come out with affirmative publications for publics, you know, mainly for under-representation publics, affirmative vacancies for black people, brown people, people with disabilities to be able to increase our social representation, within the company” , says André Rolim, Regional HR director at Alcoa.

André Rolim – Regional HR Director at Alcoa

“What we have mainly done is to create an environment of psychological safety so that people can have space to talk about themselves, because LGBT people need security to talk about them in the workplace. So it’s a lot of awareness even to talk about what the LGBT agenda is, explain all the lyrics, the acronyms, the references, the guidelines”, says André Rolim.

Regardless of the sector in which the company operates, the D&I work seems to follow the same path. Diverse team, inclusive environment and leaders committed to the development of these people. A job that is not easy, but very rewarding, and that results in social transformation and of course also for the business. Because those who produce happy, produce more.

Source: CNN Brasil

You may also like

NZD/USD falls on dovish RBNZ stance
Markets
Joshua

NZD/USD falls on dovish RBNZ stance

RBNZ Governor Orr was dovish, which seems to put pressure on the New Zealand Dollar. GDP and initial jobless claims

Get the latest

Stay Informed: Get the Latest Updates and Insights

 

Most popular