It should be noted first that diversity is a social reality as well as a challenge for the management of for-profit or non-profit organizations, regardless of their size and location. Thus posed, gradually the legislation of the various countries will require that companies take into account some of these differences present in their human capital, through social, economic and labor policies. This aspect has become extremely important nowadays and with increasing force, in view of the internationalization of capital flows and markets.
As an example of the importance of the subject under analysis, it can be mentioned that as of the year 2000, the European Union had recognized different social categories that would need special protection (due to gender, race, religion, beliefs, disability, age and sexual orientation), with member states having to update their national regulations in order to ensure non-discrimination of people at work, in product and service markets, as well as in access to public services and social activities in the community.
It is based on the aforementioned, that the concept of administration or management of diversity arises, as a corporate commitment (on the part of the organizations), which will represent a comprehensive strategy, based on the creation and sustainability of capital (human) work with diverse profiles in the organization, with the defined purpose of attracting, including, retaining and empowering people of diverse abilities. This human capital will fundamentally provide innovation and new options, as well as different points of view and other solutions, in addition to providing knowledge of the cultural and economic diversities of the markets.
In a business world that has begun to incorporate concepts such as social responsibility and sustainability, economic, social and environmental concepts have begun to be considered together, as well as the impacts that the actions of organizations generate in the environment and in the community. At this point, taking into account the diversities existing inside and outside the organization, will result in positive impacts on society and will have benefits in business sustainability.
Thus, managing diversity will undoubtedly also collaborate in the design of an organization's transformation process to avoid its obsolescence and maintain a competitive position of leadership and high levels of reputation., creating an internal climate that coincides with the diversity of the external environment of the organization and fostering an environment that optimizes the effectiveness of the organizations process through the inclusion of all people. Likewise, it will promote innovation through mechanisms that stimulate the interaction between people, which will have different visions, histories, cultures, origins and competences, the creation and updating of products and services that will meet new needs and will incorporate, recognize and retain customers with more diverse profiles.
Interaction with suppliers from different regions and cultures is also relevant to increase the efficiency of supplies, the design of systems and processes that optimize the financial and technological resources of the organization in search of improving its results, creation of a culture (organizational ethos) to match corporate values with the priorities and needs of its employees and offer programs that contribute to the satisfaction of its employees and the development of their professional, family and personal lives.
At this point it is important to highlight that all discriminatory practice is a violent practice, and what is indicated as discriminatory social practice must first be distinguished, which will be represented by harassment, mistreatment, aggression, and segregation or marginalization.either towards a certain person or a group of people, by virtue of certain attributes of a personal nature, valued at the social level as negative or inferior. Discrimination itself, on the other hand, will be formed by the creation and dissemination of stereotypes, and in this case, harassment, abuse, aggression and segregation are based on these stereotypes. It should be pointed out, then, that discriminatory social practices are those that are based on stereotypes that are going to be created and spread in a cultural framework, by a sector towards a group or groups, due to the existence of a paradigm to which people should assimilate, implying this situation that those who do not have the indicated attributes are considered different.
As has been stated on several occasions, work represents a right that will allow the exercise of other rights, in addition to representing a guide to moral behavior and social, community and family life, which will provide, among other aspects, identity and belonging of the person, improve the quality of life and well-being of the worker and his family. From this perspective, labor discrimination is going to be that differentiated and less favorable treatment that is carried out for arbitrary reasons linked to prejudice and that are going to be alien to the capacity and training of the person, which is going to hinder access, permanence, training and development in the labor market and in the workplace.
When we speak of managing diversity, it is understood as the existence of different characteristics (spiritual, material, intellectual or affective) characteristic of human beings, which will characterize a (social) group and their ways of life, of interrelate, to communicate, their moral and value systems and beliefs. Diversity will imply that differences between people; They make a collective construction that will enrich the groups and society as a whole. A particular aspect of diversity is cultural diversity, which is going to refer mainly to the coexistence and interaction between different cultures, cultural differences (habits, customs, norms, languages, etc.), as well as respect and appreciation of cultural identities (communities, collectivities, ethnic groups, creeds, etc.). This will require recognizing the contribution of different cultures to society, promoting dialogue and recognizing the existence of differences. States, as guarantors of human rights, should then promote the existence of cultures that have less power and are more vulnerable,safeguarding and promoting respectful coexistence, as well as organizations should reflect that social reality.
For their part, there are various basic principles on which the humanity is diverse and which, in turn, represents an institutional strategy that seeks to create an enriching work environment for the parties involved.Thus, when contemplating the diversities that make up a society, new perspectives will be incorporated, which will result in growth for the organization as a whole. For its part, it should be noted that diversity is a positive element, highlighting the differences and similarities that will contribute to the potential of the company, creating social capital and added value. Of course, managing diversity is not going to favor one group over others, but aims to disarticulate certain stereotypes and start working with people based on their potential and particularities, offering possibilities for growth and development.
An important point to note is the fact that diversity programs should not be directed exclusively to a specific area of the company or to a specific group or group of employees, but should be directed to the entire company so that all people Workers can have access to them and enjoy their benefits (that is, there is transversality). Thus, it must be considered in the core of organizations, also adopting it as a competitive advantage. In this regard, it must be mainly taken into account to develop a plan adapted to the company, to make clear internal rules, agreed and known by all the members of the organization, incorporating diversity as one of the values of the company, for its part, identifying the needs of all workers for the design and preparation of measures that take these needs into account, applying principles of equal opportunities and treatment in human resources. Undoubtedly, in order to implement this process and generate the change in the culture of the organization (organizational ethos), certain social attitudes that through a biased vision focus on disability will have to be modified.
The foregoing has generated a process of evolution of the notion of disability that has changed from a model of disregarding the resource, going through a medical or rehabilitative vision to arrive at a social model in which people with disabilities are subjects of law.This disability was also defined as the equation represented by the functionality for the environment, where functionality represents the possibility of an individual to play his role in the social context and environment are the contextual factors that a person faces in everyday life (Table presented at the Partnerships for Inclusive Development Workshop (World Bank. Nicaragua 2005). Finally, it is worth highlighting what is stated in the Convention on the Rights of Persons with Disabilities, article 27, on work and employment:"The States Parties recognize the right of persons with disabilities to work, on an equal basis with others; This includes the right to an opportunity to earn a living through freely chosen or accepted work in a market and work environment that is open, inclusive and accessible to persons with disabilities. States Parties shall safeguard and promote the exercise of the right to work, including for persons who acquire a disability during employment, by taking appropriate measures, including the enactment of legislation. ”
In closing, it is important to highlight that managing diversity is fundamentally an ethical and moral issue. This is so, because moral values and within them respect, disappear when the "other" ceases to exist, since these moral values (and the person) will exist from the recognition of that other.
Bibliography consulted: Web page European Institute for Diversity Management, Argentina Forética - Diversity Management - Notebooks, Lack of respect. Sergio Sinay. Ed. Intellectual Capital, Workshop on Alliances for Inclusive Development. World Bank. Nicaragua 2005.
