The pandemic of COVID-19 forced us all to change the ways we used to go on about life, and challenge the systems that permitted the fast propagation of this disease. One of the areas that was most affected by these changes was the labor field.
People all around the world started to question the value companies would place on their employees, whether it was their talent, their health or even their lives. And so, in the last couple of years a new process began called “The Great Resignation”. A process where we have been able to witness a very large number of employees leave their jobs after rethinking the conditions they have been submitted to by their employers.
Among the principal reasons we have found for these movements to occur, we find that the lack of initiatives to promote Diversity, Equity and Inclusion (DEI) stand out. Resistance to these initiatives from human resources departments, management positions and company’s legal teams have prevented a cultural change, and good intentions moving to even greater actions.
So how do we move these intentions to actions?
Taking the right steps means creating a great strategy that looks into the areas our work spaces have failed, or to where we want to move forward. This conversation is no longer about Inclusion, having a diverse set of employees has proven more often than not, that welcoming people with diverse backgrounds and capabilities without caring for their unique needs, has resulted in failure after failure.
We must understand that great advancement and development comes from rebuilding our company culture, our bylaws and even the physical space our company occupies. Meeting these expectations results in talent retention, a concern we understand as everyday more and more people quit their jobs in order to search for better opportunities.
Candidates and employees are seeking positive and inclusive company cultures, places that align with their values and encourage collaboration and belonging. Keeping employees engaged and satisfied is a huge benefit to business from diverse points of view. .
Now more than ever, businesses must plan for rebuilding and bringing forth creative inclusion initiatives that will amplify the experiences for their teams. The possibilities of projects are endless and must be adjusted to the different needs and ideas employees might have. Shaping internal policies, working hand in hand with external organizations, fundraisers, and group activities are all actions that help reach the goal of new inclusion and adjust to the realities that now exist because of COVID-19.
Victoria Rovira
Victoria is an activist for the human rights of trans people and sex workers. She studied advertising at the Universidad Latinoamericana de Ciencia y Tecnología and Community Management at Universidad Creativa. Victoria has more than five years of experience as a company consultant on Diversity, Equity and Inclusion. She is co-founder of the anti-racist collective Black Lives Matter Costa Rica and Colectiva Trans-Parencias, whose political agenda moves towards the prioritization, articulation and development of affirmative actions and rights of the trans population and sex workers in Costa Rica.
One response to “Intention to Action”
Great article! I appreciate the clear and insightful perspective you’ve shared. It’s fascinating to see how this topic is developing. For those interested in diving deeper, I found an excellent resource that expands on these ideas: check it out here. Looking forward to hearing others’ thoughts and continuing the discussion!