Promote a diverse, inclusive, and open working environment to boost business growth.
A study by BCG revealed that companies that invest in diversity, particularly among the leadership, see a 19% increase in revenue as a result of innovation compared with companies that don’t use the same strategies.
Employees with diverse backgrounds and perspectives can help the company find new processes and solutions for old problems. They can also discover new ways of doing things.
Diversity in the workplace is more than just hiring people from different backgrounds.
We must understand the importance of diversity and inclusiveness, train leaders, and promote a culture where respect is one of the core values.
We at Rock Content understand that each employee is more than a mere source of labor.
Each individual must feel at ease and a part of their environment to be able to give the best of themselves as professionals and humans.
We are committed to creating a space that is inclusive and diverse.
We spoke to Rita Lisboa, who is responsible for both our HR and content teams, in order to understand better what has been done. Learn more by reading on!
How do we value diversity at Rock?
Our company has always been diverse, but we only began to take the issue of inclusion seriously last year.
We had many discussions with our team about the topic. We lacked formal company initiatives to promote inclusion and diversity in the workplace.
We conducted a survey to determine where we were.
A census can be a simple concept that produces significant results.
It was impossible to encourage or validate diversity without knowing the true picture.
Edu Abreu was one of the most active employees in our company at that time. The board approved it because it wanted the company to be able to institutionalize its efforts to encourage and manage diversity and inclusion.
“Edu, in particular, expressed a strong desire to do this with us. He didn’t want any preconceived ideas about Rock or what we were, what we weren’t, and what we wanted.
Edu created the entire questionnaire on the basis of official censuses conducted by the Ethos Institute and IBGE, two benchmark organizations in the field.
It was important first to understand how Rock operated. How diverse is it? How diverse is it?
The purpose of the action is presented to the company at every kick-off meeting.
The participation of Diego Gomes as our CEO highlighted the importance of diversity mapping for Rock.
We demonstrated at the meeting how diverse companies have contributed to growth in revenues and business as a group.
The team understood that Rock’s goal of growth is only possible if they invest in diversity.
The team received the diversity census form. The team was sent the diversity census form.
I was able to learn more about us by using the form that had the highest participation rate in the history of Rock Content. It involved more than 95% of employees.
This Census showed that we had some concerns about issues we weren’t so bad at.
Rock, for example, has always been concerned with the diversity of sexual preferences.
The Census revealed that our employees are more likely to identify with this part of their identity than other companies.
The concern about diversity in sexual orientation was a new issue for us. We had never been concerned about it before. We were behind in the inclusion of people of different races and those with disabilities.
How can we create a more diverse environment?
The Census also asked more provocative questions, such as whether Rock was conducive to racism and whether people felt harassed by their gender, sexuality, ethnic background, or some kind of disability.
We were able to pinpoint some problems, such as jokes and inappropriate remarks or coexistence issues. The Census also showed that our organizational climate was relatively good.
We did not need to take any emergency measures; instead, we could plan our actions to focus on the larger needs.
The campaign included raising public awareness and educating the people on what comments are appropriate for the environment.
We have invested the most in the inclusion of persons with disabilities since we conducted the Census because this is the area where we were the most unbalanced.
We were able, with specific recruitment and selection actions, to hire these candidates at a remarkable speed.
All managers receive training on how to handle people with disabilities. All teams who welcomed these professionals went through the same training.
We tracked each new talent for the first 90 days to gather feedback and identify areas that needed improvement, including physical accessibility.
We used consulting agencies during this process to assess the company and its physical space in order to identify what was wrong and how to adapt it. We made the necessary changes.
All the actions required must be done together, even though the work has already started on this pillar.
We are, therefore, implementing initiatives in relation to the other pillars in order to create an environment of constant change and improvement so that Rockers can feel comfortable in Rock.
Rock’s Human Resources Team is undergoing a restructuring. We added Edu as part of the HR team, with a focus on Diversity, Culture, and Inclusion.
Diversity and inclusion will impact other HR areas since we cannot handle these factors in isolation.
Diversity and inclusion initiatives will also impact other HR processes, including recruitment, selection, performance evaluation, and training in leadership.
Training leaders is essential, as the company needs to embrace the initiative. These professionals should be an example for other employees. They must, therefore, be able to deal with issues of diversity and inclusion properly.
The HR team actively works on leadership training for the company and also takes part in awareness campaigns. The internal communication team actively participates in this process.
Our newsletter includes tips on coexistence as a result of a request from HR.
Lack of diversity and inclusion is a problem in social environments.
It’s difficult to believe that people will change their minds just because they are inside Rock.
It would be best if you discussed these topics with the society at large in order to build collective thinking.
“For me, it’s about hitting the same note a lot and repeating everything, talking over and over again so that my new way of thinking is as natural as anything else. These small things can make a big difference.