According to the study Chief Diversity Officers Today
Posted: Thu Feb 20, 2025 7:02 am
However, the area needs support to bring the process to life: professionals in charge of recruitment need to be well trained so that they can act without judgment. Changing the selection process so that it is built to assess technical and behavioral skills that are in line with the company's culture, but without value judgment, can be a first step towards more inclusive hiring.
In addition to counting on the participation of the Human Resources area, given the relevance of diversity in the current scenario, many organizations have created an exclusive space for the work of so-called Chief Diversity Officers (CDOs) – specialized professionals who are responsible for implementing diversity and inclusion programs and for their dissemination within companies.
Paving the Way for Diversity & Inclusion Success , the number of bahrain mobile database jobs for these professionals grew by more than 35% globally in 2019. This shows that diversity has gained an increasingly strategic and fundamental role for business.
It is worth noting, however, that in addition to creating inclusion policies for hiring diverse professionals, it is absolutely essential that programs aim at people's well-being throughout their entire period of work.
The culture of companies needs to be concrete, so that more than simply being chosen for the position, the employee has the freedom to be who they are without having to worry about prejudiced behavior and harassment during their day-to-day lives. More than that, it is important that actions aimed at diversity and inclusion are also reflected in equal pay for genders who perform the same function, in increasing the participation of women and black people in management positions, in the creation of policies that value respect for LGBTQIA+ employees and different religious beliefs, for example.
It is also essential that companies understand the need to act on diversity and that they incorporate inclusion as an essential value in their culture, creating programs that can have a major impact on society and going far beyond what is required by law, as is the case with the Quota Law , where organizations with more than 100 employees must fill 2% to 5% of vacancies with rehabilitated employees or people with disabilities.
In addition to counting on the participation of the Human Resources area, given the relevance of diversity in the current scenario, many organizations have created an exclusive space for the work of so-called Chief Diversity Officers (CDOs) – specialized professionals who are responsible for implementing diversity and inclusion programs and for their dissemination within companies.
Paving the Way for Diversity & Inclusion Success , the number of bahrain mobile database jobs for these professionals grew by more than 35% globally in 2019. This shows that diversity has gained an increasingly strategic and fundamental role for business.
It is worth noting, however, that in addition to creating inclusion policies for hiring diverse professionals, it is absolutely essential that programs aim at people's well-being throughout their entire period of work.
The culture of companies needs to be concrete, so that more than simply being chosen for the position, the employee has the freedom to be who they are without having to worry about prejudiced behavior and harassment during their day-to-day lives. More than that, it is important that actions aimed at diversity and inclusion are also reflected in equal pay for genders who perform the same function, in increasing the participation of women and black people in management positions, in the creation of policies that value respect for LGBTQIA+ employees and different religious beliefs, for example.
It is also essential that companies understand the need to act on diversity and that they incorporate inclusion as an essential value in their culture, creating programs that can have a major impact on society and going far beyond what is required by law, as is the case with the Quota Law , where organizations with more than 100 employees must fill 2% to 5% of vacancies with rehabilitated employees or people with disabilities.