These statistics show that much remains to be done to promote diversity and inclusion in organizations in Argentina.
On May 21, the World Day for Cultural Diversity for Dialogue and Development was celebrated. In Argentina, cultural diversity is an integral part of our identity and our history. However, there are still challenges in promoting diversity and inclusion in organizations.
According to him “Global Human Capital Study 2021” According to Mercer, 90% of workers in Argentina believe that diversity is important in the workplace. However, yesOnly 20% believe that their organization actively promotes it. Furthermore, the same study shows that 42% of workers in Argentina have experienced discrimination in their workplace based on their gender, ethnicity, religion or sexual orientation.
These statistics show that much remains to be done to promote diversity and inclusion in organizations in Argentina. Companies that embrace diversity and inclusion are not only more innovative and creative, but they can also attract and retain top talent. Additionally, cultural diversity is a competitive advantage for companies seeking to expand into global markets.
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In short, cultural diversity is a key element of Argentine identity and should be celebrated and promoted in organizations. However, there are still significant obstacles to achieving true inclusion in the workplace. As the statistics show, discrimination remains a major problem in business, so there is still much to be done to foster a truly inclusive work environment.
To overcome these challenges, it is essential that companies adopt effective policies and practices to promote it. This includes implementing clear codes of conduct, promoting diversity and inclusion education and training, fostering diversity in hiring and promotion, and creating a work environment that values diverse thoughts and perspectives.
In turn, it is equally important and a priority that organizations focus on developing inclusive leadership. We must remember that people do not follow codes, they follow their leaders. Although the internal regulatory framework is relevant, since it establishes limits between what is allowed and what is prohibited, the tone, commitment and clear rules established by a manager who is involved in diversity and inclusion initiatives are also crucial. He must make inclusive decisions on a daily basis, incorporate them into his routine, foster curiosity and interest in others in his teams. In short, an authentic leader is needed who recognizes his own limitations and works on them with responsibility and actions, exemplifying these values on a daily basis.
While much remains to be done to achieve true inclusion in the workplace, efforts to boost diversity and inclusion are critical to building stronger, more resilient and successful companies in the Argentina of the future.
Director of the consultancy Build The Future and specialist in compliance, diversity and gender.
Source: Ambito
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