The pursuit of diversity in companies

Do you have the feeling that on a daily basis, in our work routine, we are constantly making decisions? Regardless of the area, the sector, or the position we occupy, we are going to have to deal with the weight of a decision. And that is, in my opinion, one of the biggest gains of investing in a diverse team. Different race, sexual orientation, gender and PCD. Several of the most different experiences that only add up when making that “decision”.

What companies are learning on this journey after diverse talents is that as important as opening affirmative vacancies is the need to monitor these employees to ensure their development and all of this goes through an inclusive environment.

“A more open and diverse environment, where people feel safe to express themselves in a genuine way is also an environment of greater creativity and collaboration. It is a more conducive place for innovation and an environment where personal connection and purpose bring meaning to work. Such a company attracts and retains more talent and, therefore, has more competitive advantage and ability to adapt to the market”.

The speech is by the Vice President of People at the telecommunications company Vivo, Niva Ribeiro, who since 2018 has followed the development of the company’s D&I area. And in these almost five years, she knows that there are several challenges, including: Engaging senior leaders, reducing unconscious biases and reviewing all of the company’s selection processes.
“It is important to establish goals in a structured way to be monitored internally, in addition to having a map of our scenario, which makes it easier for us to understand what stage we are at and where we want to go. Following the discipline of executing concrete and forceful actions to constantly evolve in the representativeness of these groups in the company, makes clear Niva Ribeiro.

Never losing sight of the trajectory of these employees is also a great challenge for companies. “Companies need to be willing to transform corporate culture – which also implies creating a support structure for managers. Here it is worth reflecting on the growth mindset, which demands management willing to adapt, to learn, and that needs to look at and respect employees, because that is what is being demanded from the market and companies at this time. ”.

What also helps companies in this work of social transformation are partnerships with consolidated initiatives in the market. This turns out to be an essential movement to exchange experiences.

“Today we are signatories to the UN Women’s Empowerment Principles, we participate in the 360 ​​Women’s Movement and in the Business Coalition to End Violence against Women and Girls”, recalls executive Niva Ribeiro.

Partnerships, monitoring vacancies and a safe environment so that employees can feel comfortable being who they should be. This is reflected in the work environment and, without a doubt, in the company’s productivity.

Companies that invest in diversity achieve significant innovation results.

One of the biggest challenges when a company makes the decision to invest in Diversity and Inclusion is measuring its value. Here I am talking about market value. How much this investment will be reflected in productivity and at the end of the chain in profit for the company.

According to the research Getting to Equal: Creating a Culture That Drives Innovation, organizations need to invest in diversity and inclusion to become more innovative. The Study analyzed six pillars that somehow form the culture and mentality of an organization.

The criteria were: Collaborators aligned and engaged with the company’s purpose; Autonomy to make decisions; Encouragement to seek new ideas beyond the work environment; Availability of tools necessary for the job, as well as time and incentives to innovate; Freedom to test new ideas and an environment that encourages cross-departmental collaboration.

The Survey also showed that diversity and inclusion generate more innovation than salary increases. The impact of cultural factors was estimated at 10.6%, while the average salary impacted only
0.25%.