In light of the changes accrued in the economic and social scenarios of the last decades, the concepts of have spread to Italy and in the world diversity And inclusion, principles that develop on respect for all diversity and recognition of the value of people and their contributions.
D&I: diversity and inclusion, the two sides of the same acronym
To better understand, it is necessary to start from the individual words.
There diversity It tells the characteristics of people, the differences that if not respected and enhanced, they risk becoming a social barrier. Break down the barriers brings us closer to the concept of inclusionwith the aim of encouraging a more right society open to all people.
Diversity and inclusion in the company: what is d & i management
On the Diversity & inclusion We work today on several levels: legislative, cultural, educational, entrepreneurial and financial. In the environment of Work, D&I policies are aimed at promoting a environment of work inclusive and respectful.
The concept, in the professional field, can be defined as follows:
- Diversity it concerns the presence of differences Within a group that may include ethnicity, gender, sexual orientation, age, religion, disability, socio-economic background and other characteristics. Diversity implies recognize And enhance These differences, understanding that each person brings unique perspectives and experiences with them.
- Inclusion It is the practice of creating environments in which all people They feel welcome, respected, supported and enhanced. Inclusion goes beyond diversity by focusing onintegration Activate everyone’s voices and prospects, ensuring that everyone has the opportunity to participate fully and contribute to collective success.
In recent years, the acronym, and the objectives linked to it, has been evolving in De & i including theequity:
- Equity It refers to justice and impartiality in the processes and policies of an organization or company. Equity aims to ensure that all people have access to the same opportunities; It is not just about treating everyone in the same way, but of providing personalized support To achieve Equi results.
With D&I Management therefore we mean the set of practices implemented by companies with the aim of respect And enhance the diversity of employees, build a environment Of inclusive work in which to feel free to express themselves and be oneself, characteristics that can be positively affect on the performance of the professional activities daily, on relationships with colleagues and employers and on the longevity of the professional relationship.
The evolution of the approach
Before the 1970s, the attention of D&I Management policies focused on discrimination with interventions aimed at formal equality. The evolution of the approach began in 1987 in the United States in a diversified work context in which companies began to evaluate the variety of their employees as an opportunity for growth.
Today, the D&I management is considered one strategic tool and an ethical choice as well as an important tool of Employer branding.
As confirmed by the Employer Brand Research 2024 of Randstad, the companies that adopt D&I Management policies are more attractive in the eyes of the talents.
Level globalthe attention on these themes in choosing an employer is priority For:
- 27.05% of interviewees
- 34% of young people between 18 and 24 years old and people with a high degree of education.
In Italythe ability of a company of guarantee inclusion is taken into consideration by 1 person out of 2. In addition, the 12% Italian interviewees say they prefer unemployment to subordinate work in a company that does not respect diversity. The ability of a company to guarantee equal rights and opportunities to all is therefore one of the factors more important in the choice of the employer.
IftThe dimensions of the diversity on which to intervene
Always Randstad, in an in -depth analysis of the Employer branding dated January 2025, reports the size from the diversity more relevant on which you can intervene:
1. generational diversity that offer mutual growth opportunities
2. Disability management aimed at full involvement of people with disabilities in the company
3. gender equality which guarantees the same opportunities to men and women, even in the roles of responsibility
4. cultural differences that offer new points of view and innovative approaches.
Virtuous examples and changes of perspective
Of the Best WorkPlaces for Diversity Equity & Inclusion 2024 analysis shared by Il Sole 24 Ore it is noted that in the ranking of Best companies in which to work for the excellent results of the Policies D&I:
- The 25% they are in the sector Information & technology
- The 20% in the sector Financial Services & Insurance.
The data are relevant, taking into account the massive male presence in the first sector and the high seniority in the second.
The same ranking drawn up by Great Place to Work also shows that the size Companies are not a discriminating factor for making D&I programs. In fact, on 20 rewarded companies:
- 7 They count more than 500 employees (category Large)
- 6 have 150 to 499 employees (category Medium Large)
- 7 have 59 to 149 employees (category Medium small)
But why, in one global scenario Do some giants of the American economy declare a change of course more and more inclusive?
Let’s try to respond with an analysis of Il Sole 24 Ore who analyzed inclusion as trend (and as such, also its duration) by crossing the three most complete reports on the subject:
- Diversity, Equity and Inclusion Lighthouses 2024
- Diversity Matters Even more
- World Employment Social Outlook, Trends 2024
It emerges that in 2023:
- 241 million of workers lived in conditions of extreme poverty With a compensation of $ 2.15 a day, therefore, not being able to satisfy primary needs even before those of realization and inclusion
- The number of employees men overcome that of the women of the 25%
- there youth unemployment era 3.5 times higher of that of adults
- between 2018 and 2021 the 60% Managers D&I of the 500 companies included in the Standard & Poor’s index Ha left its position.
In a context in which D&I policies are a business tool and are used as a lever of Marketing strategiesit is therefore plausible that some companies choose the silencein the light of consumers e addentthe more and more careful; Women and young people in particular.
THE‘objective of companies really attentive to diversity and inclusion remains anyway desirable And sustainable creating inclusion strategies truly integrated with business objectives and proceeding for clear objectives e measourI, led by Deep motivations.
D&I in the company: implementation strategies
According to the Harvard Business Review it is possible to carry out a assessment of a D&I management system in the company following 5 strategic phases:
- there awareness: to be clear the goal starting from the real needs of people: interview the employees, define a company vision in this regard, to set goals in the long run
- there compliance: in the areas of connected compliance, to be really ready to implement a truly effective and shared management system
- there tactics: study the various levels of sensitivity of the company areas and on them to define a single strategy; The involvement on all levels and the collection of feedback are fundamental for the success of the strategy
- The Integrated process: A D&I strategy can be said correct when integrated, but not only. It must also be able to evolve and be able to change direction when necessary thanks to a continuous update; These decisions must join the company mission and not be linked to leaders or contingent moments
- there Sustainability: Cplowing of resilient realities, capable of changing with the evolution of the market and the context in which they are present.
The role of HR for the promotion of diversity and inclusion in the company
That of Human resources For the promotion of diversity and inclusion in the company it is therefore a fundamental roleon different levels and in the different phases of the assessment just illustrated.
It is fundamental:
- in the redefinition of the process of talent acquisition
- In the dialogue with employees and in the collection of feedback
- in the collaboration With manager and leader
- in the routes of training and awareness of the corporate population.
From theory to practice with the UNBRAVO workshop
IftAnd it is precisely in the training and awareness of the corporate population that Unebravo can provide support to companies through thematic talkinformation and popular moments with the aim of promoting, promoting and supporting inclusion in the company.
