April 18, 2021

Large companies already dare to come out of the closet | Fortune

Large companies already dare to come out of the closet | Fortune



BBVA, Airbus, Adidas or Inditex are some of the 19 companies that joined yesterday the Entrepreneurial Network for Diversity and Inclusion (REDI). The group, which already has almost 40 organizations such as Santander or AXA, is an association of companies and professionals committed to inclusion in the workplace. They advocate the recognition of talent regardless of identity, gender expression or sexual orientation.

The platform has managed to reach beyond the mere company. Yesterday, the CEOE also joined the project. Its general secretary, José Alberto González Ruíz, signed a collaboration agreement with REDI to launch a message of real commitment with LGTBI people (Lesbians, Gays, Transsexuals, Bisexuals, and Intersex). "Equality of opportunity produces improvements in companies and these have to be involved so that any discrimination disappears," he said at an event held at the IE Business School in which the LGBTI Diversity manual was also presented at the company: 12 keys to understand it and manage it.

  • The company has to be integrated into the community. "The 21st century company has become a influencer more of society, "says Laura González, Lilly's customer manager. A company committed to LGTBI diversity and inclusion is more efficient, attracts new consumers and retains talent.
  • Diversity as a competitive advantage "If a person knows how to see many colors, he will know how to connect with many clients of different nuances, if an employee only sees a color, he will only know how to interact with that tone", says the lawyer of Nationale Nederlanden, Ayoze García. The lawyer defends the need to help all workers see more colors. "The world of advocacy is traditionally conservative, although changes have been seen for years."
  • Find the commitment of the executives. "It is important to manage LGTBI diversity within an R & D plan," says Gabriel Martínez, CEO of Accenture. He also believes that without diversity there is no inclusion and without this there is no economic impact. "A recommendable practice is to incorporate gender quotas by categories".
  • Prevent, detect and eradicate biases. The director of SAP and REDI president, Miguel Castro, advocates to end the decisions that "we take based on our previous experience. An unconscious bias is one of the main obstacles when it comes to creating diverse templates. "
  • LGTBI networks and allies in companies. "An ally is a person who, not being lesbian, gay, bisexual, transsexual or intersex, really believes that an active position in the defense of true equality is necessary." Stresses Javier Abril, lawyer Uría Menéndez. Defends the normalization of LGTBI people in the workplace.
  • The commitment to the internal position. Amadeus diversity director, Malek Nejja, believes that knowing the internal perception of a company and defining its position is the basis for articulating the strategy to be followed, which must always be backed by top management.
  • Discrimination of trans people. It is estimated that there are one and a half million trans people living in the EU. In Spain, "85% of transsexuals are unemployed," says Julie Coles, a consultant at Willis Towers Watson. "For many companies, trans inclusion does not fit inside their radar and they do not even know that one of their employees is." He believes that companies should support people in transition and ensure that it is quick to modify their personal data.
  • Diverse organizations work better. "The good management of a diverse workforce reduces costs and generates greater profits in any organization, which is a great incentive for business managers," says Miren Garay, Sodexo project director.

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