By Raúl
Gorrín.- Society have changed and these
changes pose new demands, one of them is the need for diversity in
organizations so as to integrate payrolls, personnel from all socioeconomic strata,
races, gender, skills, age, in order to generate added value to companies and
enterprises. The approach to the need to implement diversity in companies is
derived from the massive sale of products and / or services intended for people
who, generally, have a minimal or no representation in organizations. We talk
about people with disabilities, homosexuals, members of ethnic groups and
religions.
The fact is
when it is not created, in the XXI century; old patterns continue to govern,
for example, the privilege of men over women, or people of middle or upper
class over those from lower socioeconomic strata, to refer only to two aspects.
Discrimination tends to increase when other aspects such as gender or religion
are touched. Fortunately, things have been changing and organizations have
understood that unique prototypes of employees are by no means an ideal model
of selection.
On the
other hand, crises have their good side and have driven a change of mind.
Likewise, diversity is a necessity that makes great contributions and promotes
a renewal vision in the way to approach the processes, the way of closing the
business and the organizational culture. The criteria of selection are to bring
about the requirements of the position, possess a broad index of emotional
intelligence, training, experience, above gender, religion or social status. This
is an issue that has to keep evolving, because although there is progress,
there is much to be done, even because integration is often done by virtue of
the supply that is available.
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