What path are large companies taking on this journey towards Diversity and Inclusion?
Who would risk this answer, since many factors must be taken into account when a company decides which direction to follow in the next ten, fifteen or more than twenty years?
I definitely don’t know the answer, but one thing I’m sure of. Diversity and inclusion must go into that account. Not only to enter, but also to play a key and why not say strategic role in business success.
Even though it is one of the main pillars of the culture of many companies, the D&I area has to be aligned with the company’s direction and objectives in the minds of leaders.
Hence the need for increasingly inclusive management, which promotes a diverse, healthy, inclusive and, above all, purposeful environment.
Who has been betting on this type of management is the Grupo Carrefour Brasil, which has followed since 2002, with a Diversity and Inclusion management, and now has a board dedicated exclusively to taking care of the subject.
“We are going through a process of transforming the Diversity and Inclusion area into an inclusive management board, which is a much more innovative process, which is a process based on method and research that demonstrates that it is not just this area that needs to think this theme, but the whole company needs to behave in an inclusive way”, explains Esabela Cruz.
Who explains this decision taken by the group, is the Director of Inclusive Management, Esabela Cruz. Six months into the job, Esabela took over with the challenge of accelerating the company’s D&I strategy. And for her, looking at the intersectionality of her employees is one of the turning points of this new management.
“We made a decision to look less and less at social markers individually, but to look at them in an intersectional way, because when I’m talking about trans people, I’m not just talking about white trans women or white trans men, but I’m talking about all these markers of inequalities that still generate a chance of employability and of being well treated in the environment”.
For the journey of diversity, equity and inclusion to advance in companies, it is essential that leaders are inclusive, connecting the theme with the essence, values and culture of the organization and including this theme as a strategic agenda and not just an agenda for people management .
“Inclusive management includes leaders who are open to new things, who value different perspectives, who give voice to different people, leveraging their ideas and generating healthy discussions, and who have the courage to challenge the status quo. This means that they are committed to putting themselves at the forefront and fighting practices of discrimination and inequalities of opportunities in the company”, explains Margareth Goldemberg, Psychologist, specialist in human rights and executive manager of Movimento Mulher 360.
Inclusive management guarantees more respect and ethics for the work environment. An above all safe environment. And that security starts with recruitment.
“During the year we have several actions with the recruitment team to look at specific audiences, generating this awareness with this recruitment team that consistently receives guidance, training, education, so that from the approach process with the candidates, it is really including this process”, comments Esabela Cruz.
Still talking about a safe environment, the Carrefour Brasil Group took advantage of the transa visibility month to promote some actions such as support with legal issues, rectification of names, psychological support and medical needs.
“That I respect the social name, that I respect the pronoun, gender identity, this has been a very interesting experience, because it is not just a trans issue, we look at all gender identities”, says Esabela Cruz.
Source: CNN Brasil
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