Implementing inclusive measures in the workplace is a challenge. Not only because it requires a transformation in the company's culture , but also because the tasks we need to perform to meet diversity values are often not the activities we usually do on a daily basis. In other words, to practice inclusion, we need to step out of our comfort zone.
There is a famous expression, quoted by Vernã Myers, inclusion strategist at Netflix, that explains the difference between diversity and inclusion very well: “Diversity is inviting people to the party, inclusion is asking people to dance” . And what does that mean? It means that, recently, both companies and society in general have started to discuss the importance of having diverse people occupying all positions. But that does not mean that the environments are prepared to make these groups feel like they belong.
And what does it mean to belong in a corporate environment? According to hong kong mobile database Global Recruiting Trends study, conducted by LinkedIn, belonging is the feeling of psychological security that allows employees to have the motivation to do their best work. In other words, if a person does not feel accepted, they will probably not be able to deliver and may leave the company in a short period of time.
It was with the idea of bringing this debate to Inteligov that Aline Pereira, responsible for the Endomarketing area and Co-Head of Diversity and Inclusion (D&I), proposed the idea of thinking about joint actions that could actually promote inclusion in the startup.
“I noticed that at the time there was little talk about the subject, since the business models of startups are leaner. We started with weekly debates to encourage each Intelligent to think about the topic,” highlights Aline.
At the time, Aline suggested that the team get “hands dirty” and that Inteligov commit to diversity and inclusion issues. Some professionals from the area of Institutional and Government Relations , who have an affinity with the topic, were invited to talk and enrich the initial debate. In that first moment of the discussions, it became clear that companies that invest in diverse issues have a competitive advantage, in addition to offering well-being and a sense of belonging. Thus, in 2021, Eixo Somos, Inteligov’s D&I area, was born.