How to deal with diversity at work

Gone are the days when diversity in the workplace was something that could be left on the back burner by companies.

What is diversity at work?

Starting from the social context, diversity consists of the coexistence of different individuals in the most diverse aspects: ethnicity, culture, gender, sexual orientation, religion, social class, age, etc.

Despite being a topic that has only gained media focus and become a topic of conversation in recent years, diversity is an aspect present in Brazil, due to its ethnically diverse population.

When applied in the corporate environment, diversity consists of integrating people who share different ideas and visions.

It is through this combination of experiences – always respecting the individuality and differences of each person – that the company will be able to achieve good results.

What are the advantages of diversity in the workplace?

By implementing a policy that prioritizes diversity, the company guarantees some benefits, such as:

Creativity

By having a diverse team of collaborators, the various points of view presented by them can favor the development and emergence of new ideas.

A reduction in conflicts

Assuming that diversity and respect go hand in hand, conflicts in teams where there is diversity tend to be smaller, despite the different experiences of each person.

Best results

The above items, combined with a well-structured organizational culture and management that respects and understands the individuality of each person, result in improved results, ensuring that the company grows more and more.

A necessary change at all levels of the company

Having employees who have different thoughts, cultures, ethnicities and experiences makes the company an extremely plural and democratic place.

But, when it comes to the corporate environment, it is important to pay attention to the behavior of all levels of the company.

What's the point of a company promoting the importance of diversity and always stressing respect, but in everyday life there are prejudiced managers who don't respect this concept?

This happens through the well-known bad taste “jokes” about gender, sexual orientation or ethnicity, for example.

Managers who have this type of attitude – often going against what the company itself stands for – help to create an increasingly toxic work environment, negatively influencing the routine of those involved.

Therefore, to combat this type of behavior, it is very important that the company establishes an effective organizational culture that is increasingly focused on the concept of diversity.

For the end of the “diversity quota”

What still happens a lot are companies and managers who treat diversity as an obligation. After all, nowadays no one wants their company to be seen as a place that is not diverse, right?

This means that some managements still treat diversity more as a problem that can be solved simply by hiring a few people who have a different profile from the rest of the company, just to fill a quota.

This is a type of thinking that needs to end as soon as possible.

When applied correctly in a company, diversity goes far beyond hiring.

It helps ensure that these voices are also heard, making these employees feel valued and part of the group.

Effective ways to increase diversity at work

In order to create a more effective culture of diversity in a company, it is necessary to implement some actions and make changes to the company's routine. Below, we have listed some of them:

Rate the company

First of all, the first step is to sit down and assess the overall picture of the company.

This way, you will be able to define the points for improvement and where to start implementing the changes.

Also assess whether the company and employees are prepared to start a policy and actions focused on diversity.

Work on more inclusive HR policies

One of the most important tools for building a diversity policy is HR.

A truly prepared Human Resources department will know how to promote inclusive actions that value the potential and work of all employees, always with great respect and impartiality.

Other tools that HR can take are: holding lectures and debates, training on the topic and implementing effective internal communication on the subject.

Rethink the selection processes applied

The first contact candidates will have with the company is through the selection process.

That's why it's important to structure a process that excludes questions and/or rules that could be discriminatory. This includes questions about sexual orientation, political opinions, and even the existence of children when there is no context, for example.

Remember: you are looking for a good professional. Focus on the candidate's skills and experience. This way, the company will be encouraging the hiring of people from different genders, cultures and social classes.

Invest in training new leaders

In addition to working on hiring, another very important step is knowing how to identify and work on training and developing potential leaders.

By offering effective training, these new leaders will be prepared to coordinate people and work effectively with diversity in their management.

Conclusion

Finally, we were able to see the importance of management that prioritizes diversity in the workplace, and that seeking to make it a reality in the company's organizational culture can make all the difference.

These changes help bring countless benefits to the work environment and employees in general.

It was also worth noting that, fortunately, more and more companies are opening their eyes to these changes, supporting this transformation in a genuine way.

That makes a difference.

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Nathalia Silva October 7, 2021

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