The issue of diversity in Brazilian companies is on the agenda of managers and administrators. However, despite the interest in investing more, there is still a need to evolve on several issues to consider that Brazilian companies are truly diversified.
Here, it is worth opening a parenthesis: the data we find may be contradictory.
As mentioned above, according to data from the Uol portal, the majority of companies (97%) want to maintain or increase their Diversity and Inclusion budget.
In practice, however, this statistic represents a desire rather than actual action.
This is what we identified when looking at other numbers, such as the objectives of the survey “ Diversity in companies: what the data tells us ”, by HSM Management.
The survey, conducted with more than 2,000 companies with at least 10 employees, identified the following in the Brazilian scenario:
44% do not have transsexuals on their staff
29% of companies do not have any disabled people
1 in 4 professionals estimates that less than 5% of their colleagues are black
37% of respondents said that there has been some case of discrimination in the company where they work
In addition, half of these companies interviewed had more male employees than female.
This is something that contrasts with the definition of “diversity in azerbaijan whatsapp data companies” that we discussed earlier: creating a team that reflects the society that surrounds it.
That is to say: in Brazil, today, the majority of the population are women.
That is to say, there is a lot to improve!
That's why learning about the topic is so valuable: it can show HR managers and administrators in general how important it is to invest in diversity in companies.
7 reasons to invest in diversity in companies
You already know that investing in diversity in companies is an important social, ethical and moral commitment. In addition, you also understand that it can impact your business. But in practice, what results can you expect?
First of all, we must clarify that interest in this topic should not be just a financial issue.
Let's face it: we all know that Diversity and Inclusion is the right thing to do.
However, when we talk about “prioritization” within a business, the financial factor usually always takes the lead.
In that case, we encourage you to change your way of thinking a little and broaden your vision.
Look at diversity in companies not as a way to make more money, but to improve your work environment, in the long run!
Below are some arguments that prove our points, see:
1. More efficiency and creativity in processes
Creativity? After all, how can diversity enhance this ability?
Different people have different backgrounds and life experiences. It is the ingredient that allows them to generate new ideas and creative solutions to everyday problems.
In fact, research by Josh Bersin found that inclusive companies are 1.7 times more likely to lead in innovation in their respective markets.
Plus, having a diverse range of voices on your team and making them feel valued and heard can make all the difference.
It is something that offers a mix of perspectives in every decision-making process .
That is, with different perceptions, it is possible to make better decisions for the business, achieving strategic efficiency.
2. Greater motivation and commitment
With a more diverse and inclusive team, and with an organizational culture that favors dialogue and rapprochement, it is possible to involve your employees more and better.
This is a key issue for companies seeking to enrich their Human Experience Management.
It is an aspect that makes a difference in everyday life, where motivation is an essential ingredient to improve productivity and delivery efficiency.
Just so you know, according to data from Cultura Amp , the majority of women in the workforce feel excluded from decision-making, do not feel comfortable expressing their opinions and do not believe they can be successful.
This scenario demonstrates how toxic and demotivating this can be. Working to change perceptions like this is essential!
3. Positive reputation and added value to the brand
Have you noticed how complex it is to create an employer brand strategy? Well, supporting diversity in companies can make all the difference!
By supporting equal opportunities, you will strengthen your employer brand, which will attract more talent.