The process wasn’t difficult, but it was repetitive, since it had to be applied across the entire platform. In the end, it was really cool to help people who have this difficulty, so it ended up being quite rewarding,” says Danielle.
Lucas Piffer, Chief Product and Technology Officer (CPTO), stressed that it is essential to practice the exercise of reflection to build paths that make the product more relevant from a D&I point of view. Piffer also points out that an incentive to put into practice the development of functionalities, which can be decisive in overcoming physical and social barriers, is the empowerment of people who trust the solutions offered by Inteligov to conduct their work.
“Information must be delivered easily to everyone, in a format that allows anyone to build the best strategy in the RelGov area,” highlights Lucas.
Putting the functionality into practice made all employees understand hong kong mobile database that inclusive actions can be built, both for use in the environment in which they work and to reach people who need to rely on the company's product. This experience has already led to other ideas being designed, so that the Inteligov team can combine D&I with technology.
According to the ranking made by Refinitiv, in 2021, there are 100 companies in the world that promote diversity and inclusion in their workplace. One of the Brazilian examples, which occupies 87th place, is Grupo Fleury, one of the largest healthcare organizations in the country, which currently has its Diversity Appreciation Policy. Among the actions proposed by the company were the formation of Affinity Groups, whose objective is to deal with specific topics in favor of knowledge and in-depth communication, such as Female Leadership (Gender), Prisma (LGBTQIAP+) and Uzoma (Ethnic-racial).
In 19th place on the list is TIM, a Brazilian telephone company that has an extensive diversity and inclusion policy. In addition to the concern when recruiting, selecting and leading people, the organization has rules related to salary equity and development and succession of positions aimed at not repeating racial, gender and sexual orientation patterns.