Diversity Management
The increase of diversity is the greatest social change of the 21st century. Today, nobody can turn their back on evidences such as the consolidation of females in the work place, the increase of immigrant populations, widespread variety of cultures, lifestyles or different sexual orientation.
In this context, human resource management in companies should break the underlying notion in many traditional practices that the community of people working in an organization constitute homogeneous and non-differentiated groups. On the contrary, we should assume that workforces are composed of individuals who have different personal skills, as well as other demographic, cultural and social factors. Whenceforth, interaction between workers with very different needs, attitudes, values, motivations and contribution potentials is more than highly probable.
Grupo Gesor, that sign the Diversity Charter of Spain, agrees to adhere to the following basic principles:
- Create Awareness: regarding the principles of equal opportunities and respect for diversity, which should be included in the values of the company and spread amongst employees.
- Make progress in the building of a diverse workforce:by fomenting the integration of people with diverse profiles (independent of gender, sexual orientation, race, nationality, ethnic origin, religion, beliefs, age, etc.
- Promote Inclusion: effectively integrating people, avoiding any sort of discrimination (direct or indirect) in the workplace.
- Consider Diversity in all the Management Policies of people: making diversity management not just a practice of human resources, but a transversal factor at the basis of all decision making in this sense.
- Promote conciliation by balancing work, family, and entertainment time: organizations should establish mechanisms that allow harmonization of work life and family and personal life of all workers.
- Acknowledge customer diversity: organizations should know their customer profiles, acknowledging that their diversity also is a source of innovation and development.
- Spread and communicate the commitment to employees: the commitment that the organization acquires by signing the Diversity Charter of Spain should be transversely shared throughout the company.
- Spread and communicate the commitment to supplier companies: inviting them to become a part of the community of companies in Spain that adhere voluntarily to the commitment set forth in the Diversity Charter of Spain.
- Spread and communicate the commitment to external stakeholders, such as public administrations, organizations and associations, and unions.
- Give visibility to activities that support anti-discrimination, as well as results obtained from diversity policies put to work in the annual report of the company.
