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Managing Diversity in Companies and Institutions
 
Managing Diversity is not an option… it is a business imperative for all organisation wanting to have sustainable growth in the new socio-economic order.
Managing Diversity is a corporate commitment. Is the integrated basic strategy of companies to create a labour population of diverse profiles, in order to:
  • Attract, retain and promote persons of divers profiles who contribute to innovation, new options and points of views; to creative solutions and knowledge of cultural and economic diversities in global and local markets.
  • Design an intelligent transformational process of the organisation to avoid obsolesces and maintain leading competitive positions.
  • Create an internal micro-climate which matches the diverse profiles of the external agents of the company.
  • Promote a clime that fosters efficiency of the entrepreneurial process through the inclusion of all its peoples.
  • Propitiate innovation through mechanisms which promote dynamic interaction among the persons of different cultures, origins and competence.
  • Create and update products and services which meet the new needs and gain loyalty of clients with profiles are increasingly diverse.
  • Interact with suppliers from different regions, cultures and natures to increase the efficiency in all types of sourcing products and services.
  • Re-invent systems and process which optimise all financial and technological resources of the organisation in search of improving bottom line corporate results.
  • Create a culture which makes coincide the corporate values and preferences with the priorities and needs of ALL its employees.
  • Offer a package of programs which can contribute to the satisfaction and conciliation of ALL its peoples, propitiating an environment of full professional, family and personal development
When all companies have access to the same financial and technological resource; the difference and the success lies in the efficiency and added value with which its persons – Human Capital – manage these resources
Diversity profiles are those differences that singularise individual and which impact the behaviour of a group. There are visible and non-visible diversities; which must be managed in order to leverage the contribution of ALL members of the workforce, and at the same time to reduce potential conflicts on the other.
The organisation itself operates with diverse organisational structures which make the company unique; and which again has visible and non-visible characteristics. The corporate commitment towards inclusion of diversities is thus defined by the capacity developed by the company to integrate and align ALL its Human Resources toward common and shared objectives. At the same time, make coincide corporate values, structure and objectives with personal preferences and needs of its diverse internal population.
 
Inclusive organisations measure their efficiency by the results of its employees, and not by the hours spent in the workplace.
Today, the limits of the company are determined by its capacity to integrate all the diverse external agents in the achievement of the goals and aspirations of the organisation. Create a partnership relation that guarantee the loyalty of its clients, suppliers, shareholders and social agents is key to corporate efficiency.
Diverse external environments require internal human resources equally diverse that know how to bridge the transformation of entrepreneurial process and systems
 
Why do companies in Europe implement Diversity policies

The Conference Board 2005 research “THE BUSINESS CASE FOR DIVERSITY AND WORK / LIFE ISSUES: GOOD PRATICES” , reports that:

83% of the companies in the European Union carry out Diversity and Conciliation policies because it has a positive impact on business for the following reasons:

  • Fosters cultural change
  • Respond to the anti-discrimination Directives
  • Improves the mix of the labour force and increases efficiency
  • Incrementa oportunidades de mercado
  • Increase market opportunities
  • Gain competitive advantage
  • Change in the labour force reflects the changing profiles of clients, who also reflect the change in the supplier chain
  • Leverages corporate image
  • It is “the correct thing to do”