by The diversity and inclusion of professionals in organizations are increasingly present themes in the business world and, over the years, there has been a positive evolution of this paradigm.
In an interview with Executive Digest, Sandra Lourenço, partner and CEO of Your People, reveals the reality of Portuguese organizations when it comes to diversity and inclusion, what is being done and what is the role of leadership in this process.
How do you analyze the scenario of inclusion in Portuguese organizations?
Due to mandatory quotas, companies are increasingly keen to implement inclusive employability programs. Companies have sought to integrate employees with different characteristics, although there are fears of taking this step, particularly in relation to the acceptance of managers, as they seek to understand whether the company culture is prepared for this type of change.
What inclusion measures should companies adopt when hiring new employees?
It is important for companies to create inclusion and diversity programs, with the aim of integrating employees with different characteristics, but perfectly able to contribute to increasing the productivity of the company, like any other employee. .
For this, it is essential to raise awareness among all employees of the importance of inclusive employability, promoting the creation of an inclusive culture. Provide managers and direct supervisors with good inclusive leadership practices. Train the HR department, namely the recruitment and selection team, on the mechanisms for implementing and monitoring the inclusive employability process.
Are Portuguese companies qualified, both in terms of technology and in terms of work adaptation?
I believe that companies should become more aware of the benefits of having diverse teams and, therefore, of generating greater productivity, believing that a handicap or a difference does not reflect the identity or the competence of a employee.
It is essential to look beyond the difference, seeking to assess these employees for their skills and motivation, ensuring that the company has the accessibility and employment conditions necessary to perform effectively. of his functions. In short, companies and their leaders need to view these people as potential talent, who, with the right tools, could be as productive or more productive than anyone without a disability.
And what is the role of leaders in this area? What can (and should) a leader do to promote an inclusive culture?
The role of leadership is fundamental throughout the process, because leaders must lead by example and be agents of change in relation to the standardization of this issue.
Leaders must be aware that a disability or a difference does not reflect the identity or competence of the employee, be able to keep an open mind to assess their skills impartially, recognize that diversity is a source of growth and change in the business.
What should leaders do to not only attract, but also include talent in an inclusive culture?
I believe that companies should become more aware of the benefits of having diverse teams and, therefore, of generating greater productivity, believing that a handicap or a difference does not reflect the identity or the competence of a employee.
It is essential to see beyond the difference, to evaluate these employees according to their skills and their motivation, to ensure that the company meets the conditions of accessibility and employment necessary for the exercise efficient in its functions.
In short, companies and their leaders need to see these people as the potential talents that they are, who, with the right tools, could be as productive, if not more, than anyone without a disability.
There is a law in force which obliges companies with more than 100 employees to integrate disabled people. Is this government effort enough? What else could we do?
Beyond the mandatory quotas, it was essential to develop incentives for the training and integration of this type of employee.
The training makes it possible to make the company’s employees aware of the benefits of an inclusive culture, by forming a set of behaviors and good practices that allow the employee to feel welcomed and integrated into the team.
It is essential to normalize these situations, to be aware that our behaviors must be oriented towards inclusion, integrating it into daily life, in teams and in the work environment as a whole. Inclusion is a current and unavoidable reality, generating more commercial and financial opportunities, in addition to clear competitive advantages.
What projects have been developed by Your People in the context of integration into the labor market?
Your People and Associação Salvador have established a partnership with the aim of creating a differentiating offer of inclusive employability, the result of the experience of both entities in the field of inclusion and social responsibility.
The Choose2include offer intervenes at the level of recruitment and selection and in skills development programs that promote the creation of inclusive organizational cultures. Our offer aims to generate equal employment opportunities, as well as skills development and professional career progression, by creating an inclusive culture that allows for a solid and coherent integration of employees.
We have worked with several leading service, retail, healthcare and banking companies to promote diversity and inclusion programs, with very positive results in attracting and retaining talent in this area.
And what are the goals for the future?
In addition to the training actions that are included in our Choose2Include offer, we intend to promote a few moments of sharing experiences between companies, making it possible to make known the good practices of the companies which already practice them and to raise awareness/train those who, through various reasons, do they still not
