Companies are investing more in diversity and inclusion, but their programs are halfway there and very few are succeeding.
The Woman Post | Rafael Ricardo Lopez Marti
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According to the PwC consulting firm's Global Diversity & Inclusion 2020 survey, 76% of report participants consider diversity to be a priority in their organization. They even believe that implementing inclusion and diversity policies can drive greater engagement with their stakeholders or stakeholders to improve the financial performance of the organization and make way for innovation, according to the DaliaEmpower Web Portal.
However, 33% said they still see diversity as a barrier to progress in their organizations and only 5% of companies are succeeding in implementing their programs in this area. The survey was conducted on 3,000 people, including employees, human resources professionals, and business leaders in 25 industries in 24 countries. Resulting in three major system failures, which are the message does not arrive, affinity networks are wasted and employees are unaware of their companies' efforts.
According to the Official Web Portal of friends of Tel Aviv University (AUTA) in Argentina, organizations are trying to reduce bias using the same types of programs they have been implementing since the 1960s. But these programs have tended to get worse, according to a new study by Dr. Alexandra Kalev of the Faculty of Social Sciences at TAU and Professor Frank Dobbin of Harvard University.
In this line, the analysis of data from 829 companies over three decades shows that these tools decrease the proportion of women and minorities in management. They are designed to avoid trials by monitoring managers' decisions and actions. However, as laboratory studies show, such forced feeding managers can trigger bias and encourage rebellion.
On the other hand, when most people think of prejudice, they think of a negative action taken deliberately. However, there are unconscious or implicit prejudices that can affect your behavior or decisions without you noticing. These biases can have a significant impact on workplaces, as they determine who is recruited, hired, and promoted, according to the WomenForWomenEcuador medium.
The most common types of unconscious harm are affinity bias, ageism, attribution bias, beauty bias, confirmation bias, compliance bias, contrast effect, gender bias, halo/horns effect, name bias, and weight bias.
IBM attracts talent and empowers women's leadership
IBM understands diversity as part of the company's culture. Since its inception, the company has demonstrated this by applying its policies to all equally and assuming that female talent is not under discussion, that it is sufficiently proven, and that today it is certainly a business imperative.
One of these specific programs is the so-called Blue Talent. In each territory/organization, young women with potential are identified who are offered career models with specific training and follow-up, so that they can develop their full worth with support from mentoring, shadowing and invitations to special projects, according to a study called "ISOTES Women and Talent – Inspiring. Success stories in gender diversity" conducted by the consulting firm PwC.
Santander Commitment to Women’s Talent
The Santander Group considers that gender diversity brings value and enriches the team, the entity, and its customers. Having talented women in management is not only a matter of justice, it is also a matter of business and sustainability of the company's growth.
Energizer, Consider the Female Vision of Its Consumers
According to, a study called "ISOTES Woman and Talent – Inspiring. Success stories in gender diversity" conducted by the consulting firm PwC, in Energizer, 64% of the workforce and 57% in the management team are women. Although their products (stacks, shaving, and sun care) are used by both sexes, in the end, the purchase decision is usually for women. Therefore, the company understands that having a good representation of women in your organization helps you better manage your business as well as improve in terms of growth.
Ways to Potentialize Inclusion and Diversity
Moreover, according to an interview with Enrique Montañés García, Senior Vice President, CHEP Southern Europe, he states that before because of the history of the logistics sector, there was limited access for women to management positions and that is why she believes that women should be committed and supported to the arrival of command positions in companies, according to a study called "Diversity and Inclusion: Opportunities for Companies," conducted by the Society and Responsible Companies Foundation (SERES).
According to José Guerra, Chief Sales & Marketing Officer author of the blog GOintegro, the strategies provided in the studios can fail easily, because having a great diversity among the collaborators is not enough if the people who make up it are not welcome. In other words, it is necessary to have a diverse workforce but also an inclusive work culture.