The revolution that takes place inside

* Felipe Ladislau is a partner of Organica The diversity agenda is gaining ground in organizations. In recent years it has been possible to perceive the growth in the number of companies that have invested in the implementation of positive actions, hiring specialists and even in the structuring of functional areas dedicated to the topic. In 2021, a study produced by […]

*Felipe Ladislau is a member of organic

The diversity agenda is gaining traction in organizations. In recent years it has been possible to perceive the growth in the number of companies that have invested in the implementation of positive actions, hiring specialists and even in the structuring of functional areas dedicated to the topic.

In 2021, a study produced by the consultancy Mais Diversidade showed that 97% of Brazilian companies intended to invest in diversity that year, but around 65% still do not have a structured program on the topic. Furthermore, only 28% have a specific area on the subject.

The numbers show progress, but also make it clear that there is still a long way to go. For those who are still reluctant to invest in the subject, the financial loss and negative impact on results will be natural consequences.

According to deloitecompanies working on above-average diversity produced a higher percentage of innovation revenue (45% of the total) than those with below-average diversity (26%), which translated into overall financial performance harder.

Furthermore, a study conducted by LinkedIn last year concluded that 88% of Brazilian companies prefer to do business with organizations that have diversity as one of their pillars.

That said, Black professionals are playing a key role as agents of change operating within organizations. To write this article, I spoke to women who are protagonists and work and/or live this revolution in companies such as FARM and Semente Negócios.

perceptions and reality

At the beginning of this text, I spoke about the growth of diversity and inclusion (DEI) in organizations. But is this, in fact, felt by blacks? First of all, it is necessary to understand that if the transformation is not genuine, the system will not sustainably maintain itself. The areas end up not being prioritized and consequently suffer cuts (both budget and personnel). But once the transformation has been done in a strategic and transversal way, the company changes from the inside out.

However, according to the Seedthere is an increase in efforts by companies to work on the issue, both through programs to support the development of women or people of color in the leadership pipeline of organizations, as well as through the implementation of policies and practices for managing people with a focus on diversity , as well as increased implementation of programs aimed at developing the communities surrounding these organizations, promoting what we call the generation of shared value.

Working on this theme assumes that people, in addition to being all the same, have different needs that cross individual or collective problems that are the result of a social construction of our society.

What is it like to be an agent of change?

Talking to some “change agents”, I realized that being in that place is a mix of feelings, which encompasses the desire to change a reality that impacts us and our peers. This purpose needs to be very well defined in order to build better living conditions for different people and promote entrepreneurial education aimed at sustainable development.

Working with the intersectionality of diversity (gender, race, social class, generational, among others) must always be in the third person, often changing ‘THEY’ to ‘WE'”.

Taking on this role as an agenda for change, however, is a challenge. We cannot fail to underline the importance and the need to share this responsibility so that it does not overburden anyone.

This overload is also directly linked to the personal involvement these themes assume in the life of the agents. Being in contact with high volumes of cases related to racism and other discrimination makes it very difficult not to influence and not spill over into everything we have experienced. In the DEI sector, for example, the creation of processes is a very important step to give traction to cases and be able to involve other sectors in negotiations.

Looking at mental health

As you can imagine, mental health is in the process affected in different ways throughout your career trajectory, especially when you are subject to a structure that is not conducive to you and often imposes barriers to professional and social development, although there is movement to mitigate this. Working to be an agent of change means experiencing the object of research and of the work itself. For Josy Santos, project manager in Social Innovation and Female Entrepreneurship, working in this area is knowing that “when I talk about, for example, the impact of racism on Black women’s career development, I am talking about my own career as well.”

The Importance of Black Leadership in DEI

Speaking of this black leadership presence in DEI, there is a movement called “nothing about us without us” which stresses the importance of relying on interested groups on the matter.

In a recent conversation with the leader of Diversity and Inclusion of FARM Rio, Caroline Sodré, we realized that when you live, in practice, the issue that is being articulated, negotiations are certainly more efficient, aligned and empathetic. There is a line between theory and practice. However competent the white professional who occupies this chair, they will have joints going to a place of experience that is not part of their space of experience.

It is also important to underline the positive social impact caused, since we still live in a society where the leadership position is still difficult for the Brazilian black population.

Always looking at the data: according to a survey carried out in 2021 by the consulting firm Tree Diversidade in partnership with the TopRH Group, the profile of professionals who work with diversity in organizations are mostly white (51.1%), cisgender women ( 75.7%), heterosexual (63.8%) and without any type of disability (94.2%).

Companies often understand that in order to drive the diversity and inclusion agenda within the company, it is important to speak the language of the corporate environment: having management skills, planning, knowing how to manage objectives and metrics. When this profile is combined with representativeness, the expectation is that changes will advance more rapidly.

The participation of black people as leaders in DEI leads to the field of discussions and solution building and there is a big difference in the work done when, in addition to being black, the leadership has a social conscience. In any case, many still lack an in-depth study of the guidelines and understanding of the process.

Balance of changes and prospects for the future

To conclude this article, I bring an overview of the changes in the racial agenda and diversity in organizations in recent years, as well as perspectives for the future.

I have noticed organizations looking to broaden their understanding of diversity and ESG. This is positive in the sense that we find a favorable environment to propose more effective actions. Companies such as Semente Negócios are examples that it is possible to promote positive impacts in mitigating these inequalities, with projects such as “Mulheres do Nosso Bairro” and “Empreenda Como Uma Mulher”, initiatives to encourage female entrepreneurship and “Vai Tec”, a suburb of the entrepreneurship program taking place in São Paulo, developed with a view to periphery social issues.

In other conversations with those operating in other markets, the perception is a little different and the changes end up being very empty, unfounded and superficial. The problem with this superficiality is that many companies face this challenge linked to a discredit of the subject and with ample resistance when it comes to privileges and strategic positioning of the business for the top management. However, there are still positive points, such as greater visibility of the ESG agenda, greater prominence especially by people of color, higher employability rates in middle and senior leadership, constant and in-depth forums on the subject.

The presence of the black professional is still figurative in many spaces. There is already a high percentage of Black professionals working with diversity, however, there are qualified professionals for other areas as well. We can distinguish ourselves in all fields, not just by talking about issues that cross us personally.

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Source: Terra

Camila

Camila Luna is a writer at Gossipify, where she covers the latest movies and television series. With a passion for all things entertainment, Camila brings her unique perspective to her writing and offers readers an inside look at the industry. Camila is a graduate from the University of California, Los Angeles (UCLA) with a degree in English and is also a avid movie watcher.