With their supportive agenda and programs that encourage comprehensive participation, Giovana Cervi<\/a data-aos=\"fade-up\"> says companies of all sizes are embracing Diversity, Equity and Inclusion (DE&I), with the larger ones making a vast impact.<\/p>\n\n\n\n As Managing Partner & Global Financial Services Practice Lead at Signium in S\u00e3o Paulo<\/a data-aos=\"fade-up\">, Brazil, Cervi says employer branding is vital to attract the right talent. \u201cThe new generation is looking to see what type of business culture they want to be part of; how the company aligns with their own values – so it\u2019s clear that there must be a shift in all companies in order to get the talent they want.\u201d<\/p>\n\n\n\n \u201cExecutives also want to work in environments that reflect their values. This is especially prevalent in women, who feel it\u2019s important to care about their work and workplace. Mind-sets are changing and workplaces are evolving. It\u2019s not about judgement, but about people setting their own boundaries and their work creating a better society.\u201d<\/p>\n\n\n\n She notes that DE&I is part of environmental, social, governance (ESG), described as \u201ca framework designed to be embedded into an organisation’s strategy that considers needs and ways in which to generate value for all organisational stakeholders.\u201d<\/p>\n\n\n\n Are companies listening? \u201cYes \u2013 they\u2019re listening and learning from the process,\u201d Cervi notes, adding that it\u2019s not easy to make the shift suddenly. \u201cIt is a journey of perspective and cultural change; and many things that we may not even be conscious of so companies are working on DE&I at all levels.\u201d<\/p>\n\n\n\n \u201cThe big question is, \u2018How do we create awareness at all levels of management?\u2019. In Brazil, the process is being driven by those in specialist DE&I positions to improve gender and racial diversity for example. However, it is not a matter of just placing people in these positions. Employees must feel comfortable and interested in building a long-term career with the company.\u201d<\/p>\n\n\n\n As head-hunters, Signium can influence change and offer appropriate alternatives. \u201cWe understand that companies are investing in qualifications \u2013 it\u2019s not just about diversity, it\u2019s about preparing all people across all levels, giving them the chance to develop their leadership qualities in a workplace people feel is healthy and safe. The candidates we put forward are aligned with this ethos.\u201d<\/p>\n\n\n\n In introducing two clients – Cristiane Yamamoto<\/a>, Director Human Resources, Coca-Cola FEMSA; and Fernando Luciano<\/a data-aos=\"fade-up\">, HR Director at Vivo – Cervi highlights two Brazilian operations that have implemented DE&I in ways that truly impact their own company\u2019s and beyond.<\/p>\n\n\n\n \u201cWhile change usually presents struggles, leaders are starting to realise the benefits of having teams that reflect the diversity of our consumers.\u201d says Yamamoto. \u201cBrazil has a hugely vibrant and diverse population that isn\u2019t just about nationalities, race and gender, but about different ideas and mind sets.\u201d<\/p>\n\n\n\n \u201cCoca Cola FEMSA is in the process of a huge transformation to anticipate what the market demands. As our business transforms, our culture must do the same. DE&I is an integral part of this change, and has to be authentic.\u201d<\/p>\n\n\n\n She says leaders are in a position to help break down barriers inside organisations, and must be open to learning. Actions speak louder than words, she notes: \u201cWhen we built a new distribution centre, we wanted a diverse workforce from the start.\u201d<\/p>\n\n\n\n \u201cSeveral barriers were overcome and today 40% of employees are women in positions that historically employed men, such as truck drivers and forklift operators.\u201d<\/p>\n\n\n\n Advertisements for these jobs showed pictures of women and men. This change was key to effecting transformation, as was making women feel as included and valued.<\/p>\n\n\n\n \u201cIt was not just hiring women, but retaining them and ensuring they felt valued by the company was important,\u201d Yamamoto says. \u201cDaily actions must reflect leadership\u2019s support of equality; providing spaces where employees can discuss various topics; and zero tolerance for discrimination.<\/p>\n\n\n\n \u201cTo attract and retain a diverse workforce, leaders must understand its benefits. While there is growing representation across DE&I, we must continue to create a pathway to key positions for all.\u201d<\/p>\n\n\n\n Signium client, Fernando Luciano, HR Director of Vivo, concurs, noting that DE&I must be genuine to be effective. \u201cWe believe a company\u2019s culture is what attracts and retains talent and provides greater competitive advantage.\u201d<\/p>\n\n\n\n \u201cSince 2018 when we created our DE&I program, we have evolved, starting with our leaders. Now, we feel the diversity within our company, just as you do if you walk around S\u00e3o Paulo. People are very different from each other and our staff reflect that.\u201d<\/p>\n\n\n\n \u201cWe\u2019re currently running our 2023 Diversity Roadshow, where we engage with every Director and their immediate teams to align our strategy,\u201d says Fernando. \u201cWe help our leaders to learn. In 2022 we held \u2018Race in Focus\u2019, a program for more than 70 directors to learn about racial issues in Brazil. This year, we\u2019re expanding it to all Managers.\u201d<\/p>\n\n\n\n Fernando submits that there are no silver bullets in DE&I. \u201cThe secret is in doing small things but with huge consistency.\u201d<\/p>\n\n\n\n But Vivo has a golden wand – a list of key performance indicators (KPIs) from 2017 to date; a Diversity Journey, where each month relevant topics are discussed with the company’s Employees; and leaders that understand they learn DE&I by living it.<\/p>\n","protected":false},"excerpt":{"rendered":" How do we create awareness at all levels of management? With their supportive agenda and programs that encourage comprehensive participation, Giovana Cervi says companies of all sizes are embracing Diversity, Equity and Inclusion (DE&I), with the larger ones making a vast impact. As Managing Partner & Global Financial Services Practice Lead at Signium in S\u00e3o […]<\/p>\n","protected":false},"featured_media":6476,"parent":0,"menu_order":0,"comment_status":"open","ping_status":"closed","template":"","region":[87],"news_type":[19],"acf":[],"yoast_head":"\n