Inclusion and Diversity in Companies: Premises to Maximize Quality of Life and Profitability.
| Autor | Rohden, Luiz |
"...companies that embrace diversity are significantly more likely to achieve superior financial performance than their peers that do not" (Castilho, et al. 2020). "We've learned to fly the air like birds, we've learned to swim the seas like fish, and yet we haven't learned to walk the earth as brothers and sisters" (King, 1992). "Imagine all the people Sharing all the world" (Lennon, 1971). INTRODUCTION
For humanitarian and social reasons, the imperative of social inclusion (for analysis of the term, see Veiga-Neto & Lopes, 2011) and diversity became the main agenda "after the recession and the phenomenon of the great resignation driven by the pandemic" (Tomaz, 2022). Regrettably, the sensitivity and social commitment to this imperative is still tenuous, and we have a long way to go. We are far from being a country that respects, welcomes, and articulates the rights, reasons, and desires of systematically and historically excluded people and groups.
If we aim to improve our sensitivity and strive to create ways to integrate everyone into society, it may seem paradoxical to state here that companies need to embrace the imperative of becoming healthier and more profitable. This is the central point around which I will reflect: why and what advantages are there in practicing the policy of inclusion and diversity in companies? I will articulate my answer by initially presenting the UN Sustainable Development Goals (SDGs) that guide company practices and projects. Secondly, I will present arguments about why the adoption of the principle of inclusion and diversity is a crucial factor in increasing companies' revenue. Finally, I will suggest some tips on assimilating and incorporating inclusion and diversity into our lives.
GUIDING PRINCIPLES OF INCLUSION AND DIVERSITY PRACTICES
The UN Sustainable Development Goals (SDGs) represent a global call to action to end poverty, protect the environment and climate, and ensure peace and prosperity for all people. Brazil, alongside the 192 UN member states, is committed to adhering to the SDGs, which serve as a comprehensive global action plan to eliminate extreme poverty and hunger, provide quality education throughout life, safeguard the planet, and foster prosperous, peaceful, and inclusive societies by 2030 (Unicef, n.d.). These goals encompass 17 key objectives that aim to facilitate this transformation (Organizacao das Nacoes Unidas [ONU] n.d.) (1). In this discussion, I will focus on goals 5 and 10 as they directly relate to the theme at hand.
Regarding "Goal 5--Gender Equality--Achieve gender equality and empower all women and girls," the targets include:
End all forms of discrimination against all women and girls everywhere... Eliminate all forms of violence against all women and girls in the public and private spheres, including trafficking and sexual and other types of exploitation... Ensure women's full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life... Adopt and strengthen sound policies and enforceable legislation for the promotion of gender equality and the empowerment of all women and girls at all levels. As for "Goal 10--Reducing Inequalities--Reduce inequality within and among countries," the targets include:
By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion, or economic or other status... Ensure equal opportunities and reduce inequalities of outcome, including by eliminating discriminatory laws, policies, and practices and promoting appropriate legislation, policies and action in this regard (ONU, n.d.). Furthermore, in Brazil, the PwD law (Vagas Profissoes, n.d.) (2) was established to guarantee the 'inclusion of persons with disabilities in the labor market' (Ortiz, E. n.d.), as well as access to public and private health services. The Brazilian Law for the Inclusion of Persons with Disabilities (Lei 13146, 2015) aims to ensure and promote equal conditions, exercise fundamental rights and freedoms, and propose social inclusion and citizenship for individuals with disabilities (Vagas Profissoes, n.d.). This significant law has substantially contributed to the implementation of inclusion and diversity in companies.
I refer to the article "Diversity Matters: America Latina," (3) where I discovered data and arguments that assist me in supporting the hypothesis that investing in diversity and equality policies is not only an important fulfillment of ethical and social responsibility but also leads to superior financial, performance compared to companies that do not prioritize these aspects. Although the document focuses on the reality of certain companies in Latin America, its findings also apply to other regions of the world.
Latin American companies that embrace diversity tend to outperform other companies in key business practices like innovation and collaboration, and their leaders are better at fostering trust and teamwork. They also tend to have happier work environments and better retention of talent. All of this translates into stronger organizational health and results: companies embracing diversity are significantly more likely to achieve superior financial performance than their peers that do not" (Castilho, et al. 2020). (4) Basically,
"The study highlights the interconnection of diversity with positive business practices, effective leadership behaviors, organizational health, and business performance... It finds a clear link between senior management diversity and companies' health and performance... Companies that are perceived by employees as committed to diversity are more likely to reap significant benefits" (Castilho, et al. 2020). In this context, it is crucial to prioritize understanding and adopting the SDGs and learn from studies that emphasize the urgency of inclusion and diversity within companies to enhance people's lives and ensure sustainability. Universities, as spaces for fundamental and applied research, must embrace their strategic and irreplaceable role in constructing "more sustainable, resilient and peaceful societies," and "in the face of the mounting global challenges threatening our common future, we have to take a quantum leap to reinvent higher education as a basis for building a safer, more just, democratic and sustainable world" (UNESCO, 2022). We can no longer ignore these driving factors that pave the way for maximizing the quality of life for all individuals and ensuring the sustainability of companies and the planet. As Martin Luther King Jr. once said, "Nothing in all the world is more dangerous than sincere ignorance and conscientious stupidity" (King, 1992).
WHY IS IT URGENT TO CONSIDER INCLUSION AND DIVERSITY WITHIN COMPANIES?
It is because the Sustainable Development Goals (SDGs) are gradually shaping company practices, promoting a synergistic approach that aims to enhance profitability, foster national development, and maximize people's quality of life. In this regard, according to Martha Nussbaum (Nussbaum, 1997), a country's level of development cannot be solely measured by its GDP in economic terms but by the growth in people's quality of life, which...
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