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Many companies around the world are adopting policies and practices to encourage diversity and inclusion in the workplace. This includes promoting and valuing the diversity of genderethnicity, sexual orientation, age, abilities, religion, among other aspects.
A starting point that employers have been implementing in their organizations is the establishment of recruitment quotas for underrepresented groups, inclusive training and professional development programsand a culture of respect and appreciation of diversity.
Currently, according to ILGA World, as of September 2021, around 95 countries have laws prohibiting employment discrimination based on sexual orientation, and 75 countries protect gender identity.
Yes ok in Peru sexual orientation is not explicitly protected by specific labor lawsthere is a commitment from State and civil institutions in favor of non-discrimination.
Here, The business sector also plays a very important role, and the mining industry stands out in these initiatives.
In the framework of International Pride Day, Verónica Valderrama, Vice President of Human Resources at Gold Fieldspoints out that mining companies continue to set goals and objectives to increase the participation of women, men, people of different ethnic groups, and the LGBTQIA+ community in their workforce.
They also develop awareness and training campaigns to address gender stereotypes and promote an inclusive and safe work environment for everyone.
“The adoption of a diverse culture requires a comprehensive approach and a willingness to change, so that the people involved in the organization understand that having a culture that revolves around the well-being of all, considering their differences and needs; It will directly impact labor effectiveness, making a business more profitable, achieving success at the company level and at the society level.”, adds the talent management expert.
Valderrama shares seven guidelines for leaders in the mining sector to reaffirm their commitment to diversity and continue promoting attractive policies in their companies:
Assessment and awareness
The leader must evaluate and understand the current situation of the organization in terms of equal employment opportunities and also that of the area he leads. This involves examining existing policies, recruitment and promotion practices, as well as identify possible gaps or inequalities.
Set goals and commitments
The leader must establish clear goals and commitments to promote equal employment opportunities. This may include implementing inclusive policies and practices, setting diversity quotas or targets, and allocating adequate resources to support these initiatives.
education and training
It is essential to provide training and education to all members of the organization on the importance of diversity and equal opportunities. As leaders, encourage team members to participate in awareness workshops, diversity and inclusion training programs, and provide resources and tools to address biases and stereotypes.
Review and improvement of policies
The leader must ensure that selection criteria are fair, that training and development opportunities are available to all, and that promotions are based on merit and skill.
Measure and evaluate progress
Establishing metrics and tracking progress is essential to assess the success of equal employment opportunity initiatives. This allows you to identify areas for improvement and adjust strategies as necessary.
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Foster an inclusive culture
The leader must foster an inclusive organizational culture, where all voices are valued and respected. This implies promoting collaboration, mutual respect and the active participation of all members of the organization.
transparent communication
The leader must clearly and transparently communicate the efforts to promote equal employment opportunities and the progress made. This involves regularly sharing achievements, challenges, and future goals with members of the organization and other relevant stakeholders.
Verónica Valderrama, recognized as a leader in the HR Managers Ranking of Peru, also recommends companies update its diversity policies, ensuring complaint procedures for discrimination based on sexual orientation or gender identity; extend employment benefits for people from the LGTBQIA+ community, such as health insurance for same-sex couples, days off for marriage, inclusive adoption policy, and bonuses or scholarships for schooling.
Also carry out training on sexual diversity and unconscious biases to break existing paradigms or beliefs about sexual diversity.
“It is the responsibility of each of us, both in the industry and in the country, to create positive change and a more empathetic society. How do we do it? Recognizing that equal opportunities and respect for all people are essential pillars for building a solid and sustainable society and industry. Whether in mining or in any other sector, we must work together to break down the stereotypes and barriers that limit job opportunities and personal development.”he concludes.
