In recent days the discussion about the absence of black people in high corporate positions has taken hold on social networks. Some people wrote texts looking for justifications and others adopted a tone of horror.
But what's all the fuss about? THE Amplifica Digital gathered data and arguments about the current racial scenario in Brazilian companies and the importance of a truly diverse organization. Good reading!
Who are the blacks in Brazil?
The Demographic Census carried out by the IBGE classifies people according to color or race, which is self-declared according to the following options: white, black, yellow, brown or indigenous. According to the latest IBGE Census, 54% of the Brazilian population is black. Of the country's 209,2 million inhabitants, 19,2 million claim to be black, while 89,7 million claim to be brown.
Setting up like the majority of the population, it is surprising that this number is not reflected in the institutions. Some leaders of the black movement invite the population to take the “Test of the Neck”, which is, basically, to look around in environments of “elite” or power and check how many black people are there and what positions they occupy.
What is the scenario of black workers?
Even with access to higher education, the black population has a lower insertion in well-paid job vacancies compared to the white population. An example of this is that an uneducated white worker/with incomplete primary education has higher hourly earnings than a black worker with the same education. When we compare workers with higher education, this differential is even greater.
If in the first case the white worker has remuneration 1,29 times higher than that of a black person, in the latter case the white worker has remuneration 1,44 times higher. The situation is more serious for black women who receive the lowest salary for performing the same job compared to a white woman or a black man.
Also according to data from the last survey carried out by the IBGE, 47,3% of black or brown people with some occupation were in informal jobs. Among whites, the percentage of people in informal occupations was lower: 34,6%. Currently, blacks occupy only 4,9% of the seats on the Boards of Directors of the 500 companies with the highest revenue in Brazil. Among the executives, they are 4,7%. In management, only 6,3% of workers are black. Blacks and browns are the majority in the labor market only among apprentices and trainees – 57% and 58% of workers, respectively.
The importance of diversity in companies
We are in an increasingly globalized market, and diversity in companies goes beyond respect and acceptance of differences and is not just a social program. A company with representation has more opportunities to stand out in the job market and achieve better results.
When we talk about diversity, we are not just talking about color/race, but we include professionals of all ages, ethnicities, sexual orientations, social classes, genders, disabilities, religions, cultures and other categories in this statement.
By putting people with totally different experiences in the same space, your company will have more chances to create innovative solutions and products. A diverse team is able to offer the organization a universe of opportunities to develop new knowledge.
From the team's point of view, when the company manages to be inclusive, in the most diverse aspects, it makes it easier for people to see the goals that really matter. That's because different views cover many more angles and generate more opportunities. In addition, the chances of the end customer to identify with the company will be much greater, thanks to the diversity of faces, bodies and experiences with which it is formed.
See some other benefits of diversity in the business environment
Increased organizational creativity
By providing a space where differences are valued, work teams will have greater freedom to express the genuineness and authenticity of their members. Thus contributing to the originality of the performances. The company's diversified environment provides for the development of new concepts and ideas among employees.
Constant innovation
As a result of the increase in organizational creativity, one of the most important factors for the company's success emerges: innovation. Diversity in companies is one of the main drivers of creating an innovative environment.
Conflict reduction
Because there is a healthy policy of coexistence and respect between differences, teams and, above all, their members will find it easier to deal with disagreements that may arise during activities.
Better company image
By maintaining and valuing diversity, your company will be fulfilling its social role, which is extremely important for building a good image. In other words, if a company wants to be highly valued, it must adopt a conscious and responsible attitude towards society as a group. In addition to the other benefits mentioned, diversifying your workforce will also serve as marketing for your company.
Decrease in employee turnover
Turnover tends to decrease as the organizational climate becomes more harmonious. This is because employees are beginning to see a place for development in the company, both personally and professionally. The costs of training new employees and expenses associated with layoffs are high, not to mention the expenses with new selection processes. By diversifying your team, you also contribute to lower costs while improving results. So, diversify your team!
Achieving better results
The consequence of the benefits mentioned so far could be nothing other than obtaining better overall results. In a space where diversity is promoted, the company offers a friendly, collaborative and stimulating environment.
Professionals feel more motivated and involved in carrying out their tasks. By increasing the quality of life of employees, there is no doubt that tasks will be performed more effectively.
Given this, we can conclude that diversity in companies is beneficial to all parties, as both employees and employers stand to gain.
How to create a diversity program in the company?
A diversity program includes a series of guidelines that must be followed not only by the HR sector but also by the other departments of the company. The focus of the document is to establish standards to enhance inclusion in its selection processes and other contracts, such as suppliers.
This is an important step towards putting diversity in the workplace on the agenda. This type of discussion cannot stay just in conversation, it needs effective actions that take place and encourage greater diversity in its processes.
Review your selection processes
Desiring greater diversity in your selection process is a great first step to strive for diversity in the workplace. However, as much as your organization does not discriminate directly against people, you need to review how this process works from beginning to end.
It is not just about eliminating traces of discrimination. It is also necessary to implement actions that encourage the inclusion of those who may not feel served by the selection process so far.
listen to your collaborators
A people-focused process must allow time and space for them to be heard. Create a transparent communication path in your company so that your teams can actively participate in your inclusion process.
In addition to allowing you to have contact with more diverse ideas about this project, you will also make it clear to your professionals that you care about their opinion. All of this will be positive for a result of more diversity in your processes.
Make productive comparisons
Even after implementing an inclusion program, you need to continue working for diversity in your company. This means making constant comparisons to make sure your efforts are actually having positive effects.
Comparing a diversity index starts with simply counting how many professionals on your team fall into minority ratings. Over time, the goal is to see this rate increase.
What are you waiting for? Prepare your company to receive these talents!
Do you want to improve your company's performance? THE Amplifica Digital can help you!
Read also
Black influence: The power of black influencers
Economic archetype: What does your company fit into?
International Women's Day: does advertising represent our diversity?
