Diversity and Inclusion
Justice, Equity, Diversity, Inclusion in the corporate environment and leadership skills.
Justice
Breaking down barriers to resources and opportunities in society so that all people and communities can live a full and dignified life.
Equity
Allocate resources to ensure that all people have access to the same opportunities.
Equity recognizes the existence of advantages and barriers.
Diversity
All the differences between us that are based on experiencing advantages or barriers when trying to access opportunities.
Inclusion
Foster a sense of belonging by centering, valuing, and amplifying the voices, perspectives, and styles of those people who experience the most barriers due to their identities.
According to a study conducted by Deloitte, 81% of the organizations have already formalized some affinity group to take the inclusion and diversity agenda forward. Affirmative vacancies are increasingly common and the trend is that justice itself will start to monitor more closely the relationship between sociodemographic profiles, jobs, and salaries in organizations.
Even so, inequality persists.
Equal positions still offer lower salaries for women. Black, indigenous or disabled people are still a minority in leadership positions. Trans people are still the target of violence in the corporate world. And that is when these groups even make it into the corporate workforce.
In this context, how is your company doing? If the sustainability of your business depends on a fair, equitable, diverse and inclusive environment, what is your current level of maturity to stay in the competition?
Why do we need to talk about Diversity?
Employees in a diverse and inclusive company are 5.4 times as likely to want to stay for a long tenure. (Great Place To Work)
Companies in the top 25% for racial/ethnic and gender diversity were respectively 36% and 25% more likely to have superior financial returns. (McKinsey & Company)
Differences of age, ethnicity, gender and other dimensions foster high performance. (Gartner)
Companies with above-average diversity scores drive 45% average revenue from innovation. (World Economic Forum)
Diversity from the inside out
At We.Flow, we believe that, to be effective, transformation must happen from the inside out. In other words, it is necessary to have a broad awareness of the social problems that flow into the companies and, from there, evaluate how I contribute to feed the cycle of injustice and exclusion.
According to the model below, our methodology has the capacity to involve everything from the definition of objectives, prioritization, creation and cascading of targets and indicators, internal communication, integration between areas and the development of actions, programs, policies and processes, analysis, and finally, support in the review of reports and external communication.
Approach
This methodology is applied on the approach developed from global references and adapted to the local context, which we call NEPALS.
It highlights different levels where it is possible to act: from what we call the Birthplace, that is, the investment in opportunities for the community where diverse talents are born, through the Entry of these people in the company, their Permanence, until the Ascension to Leadership positions.
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Benefits of Diversity and Inclusion
companies with more diverse boards are 33% more likely to be more profitable
companies recognized as diverse have a 17% more engaged workforce
an environment that embraces diversity reduces team conflict by 50%
of young people entering the job market 66% prefer companies that invest in diversity
Having a diverse staff increases the chances of understanding customers by 152%
the workforce of companies that invest in racial equity is 16% more engaged
