But how real is the inclusion we see in organizations? When a team fails to manage diversity, there is a risk of generating multiple instances of discrimination or fear and rejection of differences just to meet a quota. To avoid this, it is essential to dwell on the emotional diversity of people.
Working on the management of the emotional diversity of each one of the members of a team is what makes the difference between the real and spontaneous inclusion of a pantomime.
It is that inclusion arises from the spontaneity of each person, whose actions and thoughts are determined by their emotions and, in turn, emotions are formed from their history, education, tradition and beliefs. So, emotion ultimately refers to the values of each person.
Emotional diversity is effectively present when a person can interact with another and take everything they say as valid, regardless of whether their values are different. In this sense, the difficulty that diversity entails is detecting how to interact and generate productive conversations with another person who thinks differently.
Likewise, organizations must take into account that other members, as well as internal and external clients, perceive the lack of management of emotional diversity. Therefore, beyond evaluating communication, it is time to think about and review the dialogues inside companies and with consumers and customers. Not doing so entails not knowing who we are, what our values are, how we feel. Failing to do so is the easiest way to commoditize products, services and communications, but at the same time it generates low differentiation in the face of complex digital global environments.
In short, when an organization successfully works on emotional diversity, it makes the people in the team connect through emotions, taking a huge step towards inclusion and a real acceptance of diversity and generating perceptible results inside and outside of it. .
By Nia Ayanz, Lic. in Psychology, Founder and Director of Exponential Emotional Intelligence (IE3); and Giovana Bonamim, BA in Sociology, Head of Research at Quaerens.
Source: Ambito
