Acolha a diversidade pelos motivos que você preferir: humanitários, sociais, políticos, culturais, econômicos, fraternais, sexuais.
Foi a 1ª vez que fui convidada pelo cliente para falar de Diversidade. Abordo o assunto nas minhas palestras sobre Inovação desde sempre – com uma das minhas citações prediletas “Quando todo mundo está pensando igual, ninguém está pensando muito.” – Walter Lippmann, escritor, jornalista e comentarista político. Ah, e como toda frase famosa, a internet credita a sua autoria a mais de meia dúzia de famosos. Então, você pode escolher o autor que mais lhe agrade. rs
Participei do Debate: Mudanças Invisíveis – diálogos que estimulam a Diversidade, com Reinaldo Bulgarelli e Patrícia Santos, no Banco Votorantim.
Muita gente não pensa em Diversidade, quando o problema a ser resolvido é a Inovação. Tampouco, que a produtividade tenha a ver com um time diverso. E menos ainda, que muitos dos nossos problemas familiares e de socialização poderiam estar mais claros para nós se saíssemos mais frequentemente de nossas bolhas, ou déssemos um passo na direção de incluir aqueles que são diferentes, em nosso dia-a-dia.
Além das palestras, produzi no ano passado uma série de 6 vídeos que também tratam das diversidades com menos sonoridade, como a exclusão dos mais longevos da vida social e corporativa.
Fuja dos Iguais, vídeo da Série Novas Famílias.
Participei do debate Mudanças Invisíveis – diálogos que estimulam a Diversidade, promovido pelo Banco Votorantim. Uma das coisas que mais me encantaram neste programa instituído pelo banco, foi uma atitude muito rara em relação a mudanças. Explico. Em geral, se fala muito sobre o que vai ser mudado e se faz muito pouco. É muito bla ba bla e pouca ação verdadeira. Neste caso, o banco inverteu essa pegada. Começou introduzindo transformações em relação ao tema da Diversidade, e só depois de muitos meses convidou as equipes a debaterem o assunto junto a especialistas. Achei um exemplo digno de nota.
Ontem, no 3º debate da série, aprendi muito com a dupla de experts em diversidade Reinaldo Bulgarelli, da Txai e Patrícia Santos, da Empregueafro. O assunto é fascinante. Mistura nossa história, sociologia, psicologia, inveja, ego, poder, privilégios e o diabo a quatro. Vai se expandindo, e a gente vai repensando, refletindo, aprendendo novos termos, e compreendendo a extensão e profundidade do tema.
Obrigada ao Banco Votorantim por esta manhã com Reinaldo Bulgarelli e Patrícia Santos.
Meu Deus! Como demoramos tanto para começar a destrinchar um assunto tão complexo e tão essencial à vida dos seres humanos, à prosperidade das famílias na sociedade e à produtividade das empresas!
Na mesma tarde, já deu pra perceber como o assunto repercutiu nas redes, como ele está explodindo. Como eu citei na minha exposição, o tipping point da conversa sobre a diversidade já aconteceu: estamos falando mais, debatendo, levando o assunto paras as redes, para além das áreas de Recursos Humanos das empresas, para as nossas vidas. As ações, no entanto, ainda são poucas, lentas.
Abrir a conversa é sim um primeiro passo para trocar, se enfurecer, aprender. Fui fuçar também e dei de cara com um projeto muito simples. E como é difícil ser simples, não? Não sei se é do seu conhecimento, pois o projeto não é novo, é de 2010. Compartilho aqui esse interessante projeto da jornalista americana Michele Norris: The Race Card Project.
The Race Card Project: suas experiências sobre raça em apenas 6 palavras.
The Race Card Project: suas experiências sobre raça em apenas 6 palavras.
Ela é ex-apresentadora do programa de All Things Considered e a primeira apresentadora afro-americana da National Public Radio. Ganhadora de vários prêmios, entre eles o Emmy Award 2006, Peabody Award (2006 e 2009) e Jornalista do Ano (2009). E outro Peabody Award (2013) pelo projeto The Race Card. É simples, e você pode participar.
“Pense na palavra Raça. Como você resumiria seus pensamentos, experiências ou observações sobre raça, em uma frase com apenas 6 palavras?”
Num mundo complexo, a diversidade tem papel crucial na solução de problemas. Acolha a diversidade pelos motivos que você preferir: humanitários, sociais, políticos, culturais, econômicos, fraternais, sexuais.
Bill McDermott, CEO SAP
“Não limitamos nossos objetivos por país, cor ou credo. Vamos nos desafiar a nos tronarmos uma força aglutinadora, principalmente naqueles momentos quando as nossas emoções brutas nos levam a tentações contrárias.” – Bill McDermott, SAP (traduzido livremente por mim).
Não será apenas com palavras que mudaremos o mundo. Mas quando os grandes líderes das maiores empresa do mundo publicam seus propósitos abertamente, estamos construindo atalhos e pavimentando caminhos que encurtam e facilitam a inclusão e a diversidade. Porque esses propósitos não estão mais circunscritos a 4 paredes, estão disseminados na internet, em textos e vídeos cujos “atores” são os CEOs das maiores empresas do mundo.
E é com a clareza de objetivos que resultados começam a aparecer: 25% da gerência são mulheres, dentre 96.000 funcionários da SAP, em 2018.
Os resultados não são imediatos, não são frutos de mágica, mas de um trabalho com afinco. “A rara combinação de cultura, raça, etnias, idade, gêneros, orientação sexual, identidade de gênero ou de expressão, habilidades físicas ou mentais (através do programa Autism At Work) e situações práticas de trabalho-vida.” Na prática, a SAP tem redes de voluntários em prol da equidade de gêneros (BWN), da população LGBT (Pride@SAP) e das diferentes etnias, negros, asiáticos (Ethinics).
Paolo Gaudiano sobre Diversidade e Inclusão, para Forbes.
Quando eu estava me despedindo das pessoas do debate, no Banco Votorantim, um dos seus funcionários, um cadeirante, me intrigou com essa palavra: inclusão. Ele citou a frase de “Diversidade é Convidar para a festa, Inclusão é chamar para dançar!”, de Vernā Myers, VP de Inclusão, na Netflix (que igualmente como a frase que abre este artigo, tem vários supostos autores).
Inclusão foi pouco falada no debate, pois a sua companheira “diversidade” foi a estrela da manhã. E não há nada de errado com isso. O foco do debate era mesmo a diversidade. Mas minha ignorância me levou a pesquisar sobre a inclusão. Por isso, resolvi trazer aqui as citações de Paolo Gaudiano. Para mim, foi uma lição e queria compartilhar com vocês, que como eu, está tateando este assunto tão absurdamente simples e complexo: viver com o diverso.
Paolo Gaudiano que bloga para a Forbes sobre Diversidade e Inclusão, traz a perspectiva que temos que começar com a inclusão e não com a diversidade. Ele ilustra seu ponto de vista com uma situação hipotética de contratação do que ele chama de “gêmeos no trabalho”.
[Imagine que você contratou 2 candidatos que preenchem igualmente os requisitos de uma posição. Eles tem a mesma idade, frequentaram a mesma escola, e do ponto de vista de preencher a vaga eles são realmente idênticos. Exceto, pelo fato de que um candidato é homem e outro mulher (ou, por se tratar de um exemplo, você pode colocar a diferenciação que preferir. Ao final o resultado será o mesmo desastre).
Por princípio, eles deveriam ter a mesma performance e a mesma trajetória de carreira, e também contribuir igualmente para o sucesso da empresa. Porém, na prática, a única diferença entre esses “gêmeos do trabalho” causará experiências muito diferentes no campo. Por exemplo, se a empresa emprega hoje majoritariamente homens, a “gêmea mulher” terá mais chance de ter mais experiências negativas que seu “gêmeo homem”, o que resultará em vantagens injustas para o “gêmeo homem”.
Com esse exemplo, Paolo quer provar seu argumento de que inclusão é mais importante [vem antes] que diversidade. Porque quanto menos inclusiva a empresa é, pior será a experiência da “gêmea mulher” para alcançar sucesso em sua posição. Portanto, a empresa não inclusiva colhe inúmeras consequências negativas: a insatisfação dispara o efeito cascata negativo, em vários aspectos-chaves da empresa. Se a “gêmea mulher” tem baixa produtividade, seu time é menos eficiente; se ela se demite, a companhia tem que contratar e treinar um novo candidato; se ela reclamar sobre o tratamento que recebe, sua empresa ganha má reputação, principalmente junto a outras mulheres.] (todos os parágrafos entre chaves acima, são um resumo dos parágrafos originais em inglês que você pode clicar nas notas deste artigo).
“Esses efeitos negativos em cascata acontecem o tempo todo: as empresas se empenham em aumentar a diversidade focando em contratar ‘candidatos diversos’. Mas esses candidatos não se veem bem-vindos ou encontram um ambiente descaradamente hostil que, no final das contas, resulta na diminuição da capacidade de atrair e reter talentos, diminuição da produtividade, e diminuição do market share. Não admira que, apesar de todo o dinheiro e esforços investidos em aumentar a diversidade, muitas empresas não saem do lugar quando o assunto é diversidade.”
Diversidade aumenta o resultado das empresas em 19%
Um estudo de 2018 do Boston Consulting Group (BCG) concluiu que a diversidade aumenta o resultado das empresas.
A consultora Anna Powers escreveu sobre esse estudo que pesquisou 1.700 empresas de vários tamanhos e em vários ramos da indústria, em 8 países. Empresas que tem mais equipes de gestão com mais diversidade tem uma receita 19% maior devido à inovação. Este achado é significativo … e mostra que a diversidade não é apenas uma métrica a ser perseguida, mas é realmente parte integrante da geração de receita de negócios bem-sucedidos.”
DESENVOLVA SUA INTELIGÊNCIA SOCIAL
Entenda que um mundo de iguais além de ser muito chato, é muito pobre de ideias. E eu quero viver e trabalhar num mundo abundante de ideias! E você?
Obrigada por esse dia, Mariana Pizzo, Gabriella Della Volpe, Simone Cristina Santos e Caroline Beralde da Silva.
NOTAS:
Diversity and Inclusion. Enabling SAP to build a business beyond bias: https://www.sap.com/corporate/en/company/diversity.html
“Our vision is to help the world run better and improve people’s lives. This means the entire world and all people. We do not limit our purpose by country, color or creed. Let’s challenge ourselves to be a unifying force, especially in those moments when our raw emotions tempt otherwise. Let our only bias be for trust, the ultimate human currency. We don’t need permission to make this difference, only compassion, an open mind and a heart full of love.” – Bill McDermott, CEO, SAP.
Aleria Research: Paolo Gaudiano está à frente da ONG, que aplica pesquisas científicas sobre Diversidade e Inclusão: aleriaresearch.org
Vernā Myers, VP de estratégia de Inclusão, na Netflix: Diversity is Being Invited to the Party: Inclusion is Being Asked to Dance https://www.linkedin.com/in/vernamyers
The Race Card Project:
As vantagens da implementação da diversidade étnica e de gênero nas empresas: https://news.sap.com/brazil/2018/03/as-vantagens-da-implementacao-da-diversidade-etnica-e-de-genero-nas-empresas/
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When I initially left a comment I appear to have clicked the -Notify me when new comments are added- checkbox and now whenever a comment is added I recieve 4 emails with the same comment. Perhaps there is an easy method you are able to remove me from that service? Kudos!
When I originally commented I appear to have clicked on the -Notify me when new comments are added- checkbox and now whenever a comment is added I receive 4 emails with the exact same comment. Perhaps there is an easy method you can remove me from that service? Thanks a lot!
When I initially commented I seem to have clicked on the -Notify me when new comments are added- checkbox and now each time a comment is added I recieve 4 emails with the same comment. Is there a way you are able to remove me from that service? Appreciate it!
When I originally left a comment I appear to have clicked the -Notify me when new comments are added- checkbox and now each time a comment is added I recieve 4 emails with the same comment. There has to be a way you are able to remove me from that service? Thank you!
After I originally left a comment I seem to have clicked the -Notify me when new comments are added- checkbox and from now on every time a comment is added I receive 4 emails with the same comment. Is there a way you can remove me from that service? Appreciate it!
When I originally commented I appear to have clicked the -Notify me when new comments are added- checkbox and from now on each time a comment is added I recieve 4 emails with the exact same comment. Is there a means you can remove me from that service? Thanks a lot!
When I originally left a comment I appear to have clicked on the -Notify me when new comments are added- checkbox and from now on every time a comment is added I recieve four emails with the exact same comment. Perhaps there is a means you can remove me from that service? Kudos!
After I initially left a comment I seem to have clicked the -Notify me when new comments are added- checkbox and now every time a comment is added I recieve four emails with the exact same comment. Is there a means you can remove me from that service? Many thanks!
After I originally left a comment I seem to have clicked the -Notify me when new comments are added- checkbox and from now on whenever a comment is added I get four emails with the same comment. Perhaps there is a way you can remove me from that service? Thanks!
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