For a diversity consultant, there is no universality even among men: “They are also part of diversity,” says Ismael dos Anjos
Summary
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The search for a better work environment diversified and fair It is already part, at least in theory, of the ethical and social commitment of countless companies. The process can be challenging and can meet resistance among leaders and employees, also requiring continuous evaluation for possible adjustments to the practices and policies developed. And this effort should not only concern women.
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Experts listened to Earth highlight that, although men are expected to act in the pursuit of diversity in companies, they cannot be considered a homogeneous group. Ismael dos Anjosconsultant at CKZ Diversidade and specialist in masculinity, gender and racial equity, points out that there are also men in minority groups, such as black, trans, gay and bisexual.
“When we talk about who holds power, we generally see a group of cisgender, white, mostly heterosexual men. And they need to understand that they are not universal, that they are also part of diversity, to have intersectional thinking within society. companies, capable of generating empathy; that at least some of these men, instead of fearing diversity, become allies of it,” he says.
Where can businesses start?
The promotion of diversity and inclusion in an organization seeks to bring together a variety of points of view and experiences, which can enrich the decision-making process and innovation within the company, and provide equal opportunities for development and growth, for its employees, without discrimination. In practice, a first step could be “simpler”
TO IshmaelEncouraging belonging is an effective strategy to foster a more inclusive and welcoming culture.
“Typically, when companies receive diverse people, they tend to invite, even if silently, these people to fit in or belong to a certain pre-established group. So, providing stability, space and psychological safety are some ways to do that,” she suggests.
Being open to hearing about the experiences of others is also important for those who want to be an ally for inclusion. Companies can offer conversation circles and training on topics related to gender, race, and other forms of diversity.
“Creating groups of men who are committed to gender equality so that they can develop into roles as allies and also understand the impacts that this internal change can generate not only for women and other minority groups in the surrounding area, but also for them and their families, is one of the most important and lasting mechanisms because, once these men see these things that they didn’t see before, they can no longer erase them,” he adds.
Social reflection
Labor market inequalities do not appear “out of nowhere.” They reflect, and in many cases amplify, social, gender, and racial inequalities. Therefore, thinking about and implementing inclusion requires looking beyond employment relationships.
“[A mudança] It starts in a place no one sees: in our minds. Change only happens through knowledge, and knowledge can only be acquired through flexible minds that are open to new ideas,” he says. Stella Azulaspeaker, writer and parenting educator.
Inclusive practices can begin well before entering the labor market, even during childhood. Fernando Kingan educator specializing in child development, emphasizes that children who grow up in a diverse environment are unlikely to look at their peers with prejudice.
“Quite the opposite! If they work in a non-diverse company, they will lose diversity,” she concludes.
Source: Terra
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