In recent years, Equity, Diversity and Inclusion (EDI) have become increasingly important issues for companies around the world. In addition to a policy, EDI should be an overall strategy, and even a business position with respect to each of these concepts.
In this context, the need arises not only to understand its relevance, but also to know how to implement guidelines that transform the organizational culture and generate a safe and open work space for the expressions of individual identity, which accepts and enhances diversity.
What is the Gender and EDI policy?
The Gender and EDI policy refers to the set of principles and actions that seek to create a safe and equitable work environment for all people, regardless of factors such as gender identity, sexual orientation, social and cultural background, skin color, religion, etc.
The EDI policy is applicable internally and externally to the business, both in internal human management and decision-making processes, as well as in relations with the communities.
Why is a gender and EDI policy important?
Diversity, equity and inclusion are critical to business success in the 21st century. Companies that adopt a gender and EDI policy reap a number of benefits, including:
Improved financial performance
Companies with a diverse and inclusive workforce are more likely to perform better financially. One reason is because they have access to and can retain a broader range of talent and perspectives, enabling them to make better decisions and adapt more quickly to a changing world.
Increased innovation
Diversity of perspectives helps companies to think differently and find new solutions to problems. Having more than one vision of the world, of reality and of the business as such, is enriching as long as there is enough openness to listen and integrate these visions.
Increased productivity
Employees who feel valued and respected tend to be more productive, as people feel more motivated and committed when they work in an environment where they feel accepted and respected.
Better reputation
This can lead to increased customer loyalty, greater talent attraction and community acceptance.
Better working environment
Through equity and inclusion we seek that all people have the same opportunities. That there is no discrimination. That the criteria for admission, promotion, payment, attention to complaints and claims, and for work in general in a company, do not have negative biases on people because of their individual conditions.
How to develop a gender and EDI policy?
First, the development and implementation of a gender and EDI policy should be a participatory and inclusive process that involves all levels of the company. The following steps can help companies begin this process:
- Definition of policy objectives and goals. What do you want to achieve with the policy? What are the main challenges you want to address?
- Conduct a diagnosis of the current situation. It involves analyzing the current situation of the company in terms of gender equity and inclusion.
- Develop an action plan. What actions need to be taken to achieve the defined objectives and goals, and overcome the barriers implied by the current situation?
- Implement the action plan. It means taking the respective actions, monitoring and evaluating the results, correcting what is necessary, and continuing the monitoring....
Find out how we are transforming the employment landscape in Canada, the United States, Mexico, and Brazil!
In alliance with Sympact -a Canadian consulting firm - in Insight Social we are carrying out a project with executives and Human Resources managers of Equinox, a Canadian-based mining company with operations throughout the Americas.
Our mission is clear: prioritize the elements that require immediate attention and execute impactful actions to sculpt an exceptional workspace, including:
- Development of anti-discrimination policies
- Affirmative actions to generate greater opportunities for those who do not have them.
- Implementation of effective complaint and grievance management systems.
While this is a long-term process, every step we take with Equinox is a step towards a work environment where everyone has equal opportunities.
Addressing EDI in its entirety can be a bit overwhelming. That is why we recommend prioritizing the criteria that are most relevant to the business, to address them gradually, but making significant changes in the culture and processes of the business.
If you are interested in learning more about how we can help you develop a successful social development program, contact us!
