Post by account_disabled on Mar 10, 2024 11:24:25 GMT
Does your company have an inclusive or exclusionary culture? This theme has gained more relevance in the market as younger generations (millennials and gen. z) transform social values. Proof of this is that 64% of employees say that the company they work for has D&I policies , according to a survey carried out by ABRH together with FGV and Cris Kerr, CEO of CKZ Diversidade. However, only 18% say organizations have succession plans focused on minority groups. Therefore, we have created a complete guide so that you understand everything about inclusion in organizational culture and know how to build an implementation strategy. In this article, you will see: summary What does it mean to have an inclusive culture? Why should your company include more people? What are the benefits of having a more inclusive culture? How to implement an inclusive culture? What is the relationship between a more inclusive culture and psychological safety? What does it mean to have an inclusive culture? An inclusive culture is synonymous with respect for social diversity. It is doing your part to repair injustices, in other words, it is a symbol of corporate social responsibility.
An inclusive organization has people on its team: LGBTQIA+; black, Asian, indigenous and other cultures; over 50 years old; with physical or invisible disabilities; of all genres; adherents of different religions; etc. But Bahamas Mobile Number List having a diverse team doesn't mean that everyone is included. For this to happen, the company must have an active stance: listen to everyone, understand their needs and do everything possible to ensure they are met. According to Ana Bavon , CEO of C4 Cultura Inclusiva: “inclusive culture is ensuring that the diversities of your organization generate value from their unique narratives.” See the difference between diversity and inclusion in this article! Why should your company include more people? Firstly, to stay in the market . According to Ana Bavon's article in Forbes , we are in the era of new capitalism. This means that D&I is no longer just a people management strategy, but is already part of senior leadership's business decisions. Or at least it should.
According to exclusive material from diversity consultancy Iden Lab, more diverse and inclusive companies: Earn 1.4x more revenue; They have 70% more possibilities of conquering new markets; With ethnic diversity, you have a 35% greater chance of achieving above-average revenue. A company where the leaders are men, white, without disabilities and cisgender is not an inclusive company. It is an exclusive company. And since the vast majority of companies are like this, you can imagine how much there is still to be done. Furthermore, it is a matter of social responsibility. Brazil collects horrible statistics regarding minority groups. Some are: Trans people: 90% of transgender people have had to prostitute themselves to survive , their life expectancy is 35 years and we are the country that kills the most trans people in the world. (Source: Antra – National Association of Transvestites and Transsexuals ) People with disabilities: only 26.5% are in the job market , which shows that not even the Quota Law 8,213/91 is being respected and their survival is seriously compromised. Furthermore, the level of illiteracy is 5 times higher than that of people without disabilities.
An inclusive organization has people on its team: LGBTQIA+; black, Asian, indigenous and other cultures; over 50 years old; with physical or invisible disabilities; of all genres; adherents of different religions; etc. But Bahamas Mobile Number List having a diverse team doesn't mean that everyone is included. For this to happen, the company must have an active stance: listen to everyone, understand their needs and do everything possible to ensure they are met. According to Ana Bavon , CEO of C4 Cultura Inclusiva: “inclusive culture is ensuring that the diversities of your organization generate value from their unique narratives.” See the difference between diversity and inclusion in this article! Why should your company include more people? Firstly, to stay in the market . According to Ana Bavon's article in Forbes , we are in the era of new capitalism. This means that D&I is no longer just a people management strategy, but is already part of senior leadership's business decisions. Or at least it should.
According to exclusive material from diversity consultancy Iden Lab, more diverse and inclusive companies: Earn 1.4x more revenue; They have 70% more possibilities of conquering new markets; With ethnic diversity, you have a 35% greater chance of achieving above-average revenue. A company where the leaders are men, white, without disabilities and cisgender is not an inclusive company. It is an exclusive company. And since the vast majority of companies are like this, you can imagine how much there is still to be done. Furthermore, it is a matter of social responsibility. Brazil collects horrible statistics regarding minority groups. Some are: Trans people: 90% of transgender people have had to prostitute themselves to survive , their life expectancy is 35 years and we are the country that kills the most trans people in the world. (Source: Antra – National Association of Transvestites and Transsexuals ) People with disabilities: only 26.5% are in the job market , which shows that not even the Quota Law 8,213/91 is being respected and their survival is seriously compromised. Furthermore, the level of illiteracy is 5 times higher than that of people without disabilities.