A lot has been said about diversity and inclusion programs in companies. The most sensitive have already understood that having an open attitude toward the subject has become essential and that ignoring the subject is a risk.

In fact, these companies anticipate and seek to understand the benefits diversity can bring them and then reflect these concepts in their organizations through well-structured programs and employee training sessions.

Diversity Program: The Advantages for a Company

The first advantage for a company that receives professionals from a diversity group or minority group is related to company image, as the company is seen as an organization that respects and values ​​the different realities of individuals. More importantly, the company is recognized for promoting a space for speech so that these individuals recognize themselves in each diversity action taken and feel comfortable in the company environment, regardless of gender, sex, age, religion, or even location.

Furthermore, a diverse team brings better results. It has representatives from different social groups with points of view that complement each other in solving everyday problems. Beyond this, people are encouraged to give their best since they work in a place where they feel good. Creativity and innovation are also among the gains observed, according to the study “Fostering Innovation Through a Diverse Workforce” carried out by Forbes magazine.

Diversity Program: A Key Success Factor

Diversity is also a key success factor for growth on a global scale. If we consider the impact of the pandemic related to hiring people to work remotely regardless of where they are located, cultural diversification is a new reality that presents itself to many companies, especially those operating in segments like technology.

This scenario brings gains but also creates a need for the organization to adapt in order to receive this new public with its unique customs, religions, and regional accents, among many other specificities.

When the advantages are clear and the company decides to diversify the profile of its employees, it’s time to take a second step toward adopting a diversity program: preparing the house. 

It is not enough for the recruiting team to carry out selection processes by interviewing people belonging to LGBTQIA+ groups, black people, women, or people over 50 years of age. It is also necessary to prepare the house before starting this type of hiring so that, when people join the company, they feel welcomed according to their reality and can perform their duties in the best possible way.

Diversity Program: Familiarization with the Idea

Likewise, the team that will receive these new hires needs to be familiar with the knowledge and cultural transformation with diversity and inclusion concepts. And even more importantly, it is necessary to understand which different backgrounds they will encounter with their new coworkers. They need to feel comfortable with and willing to integrate new colleagues with respect and professionalism.

This stage before hiring needs to be very well-orchestrated so that the implementation of a diversity and inclusion program is successful. The ideal is to start with the elaboration of a strategic plan that contains objectives, goals, and a schedule, in addition to the definition of which professional profiles the company wants to receive.

At the same time, it is essential to involve the internal audience. This movement can be done through presentations and conversations about the topic at different levels, including the C-level, so that the purpose is clear, as well as the need for the engagement of each employee.

Diversity Program: Communication Campaigns

Communication campaigns are also powerful tools to prepare a favorable environment for the good coexistence and productivity of different individuals.

The duration of the preparation phase varies from company to company. There is no one-size-fits-all approach. The area responsible for the program must assess the maturity of employees on the issue and then define the time to start recruiting.

From then on, everything must be thought of to facilitate the integration process of these professionals: the communication campaign to attract potential candidates for vacancies (who often don't even believe they can have an opportunity in the corporate world), the approach offered at all stages of the process, and the welcome and integration actions.

Serious diversity programs require planning, effort, and commitment at all levels to be truly effective and to benefit everyone.


Author

Laís Rodrigues

Laís Rodrigues is a D&I Analyst at Avenue Code with a focus on promoting new strategies with a technology view for diversity groups. She graduated with a degree in Psychology, has strong knowledge in the recruitment area, and is fully passionate about social discussions, beer, and cats - in order of priority.


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