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CHCDIV001-Diversity and inclusion is a subject in constant evolution and inherent to the culture and context in which we live, necessary for the growth of any company. The experts have agreed that the key areas to implement concrete actions towards more tolerant, integrated, and humane companies are: Gender; Ethnic and cultural origin; Generations, Sexual Orientation, and Disability.
Similarly, the significant progress that has been made within the gender area in the different sectors by expanding the representation and development of women in management and middle management positions has been highlighted. The percentages show a better acceptance and equal opportunities for both men and women in the different hierarchical levels and work areas.
The existence of culture in favor of diversity and inclusion generates benefits and value for companies in:
Finally, it has been emphasized that the commitment and management of Diversity and Inclusion must be incorporated into all company policies and procedures, being essential to ensure that the recruitment, attraction, and selection process of talent has an inclusive spirit. It is also necessary to complement these initiatives by training management and team leaders to ensure that the company adopts a more inclusive mentality and leads the change towards organizations and more humane society.
Our experts in Case Study Academic Assistance through Online Tutoring could talk at length about concepts as fundamental as diversity and inclusion. They are very broad if they are approached separately, so the approach becomes much more complex if they are interrelated. Even so, these are current issues that are among the key concerns for the development of our society, which is increasingly changing and with new challenges. Therefore, they are also determining aspects of the evolution of our organization.
As happens when starting any path or action -although it seems obvious-, the first step is to identify the meaning of these concepts, to be able to adapt according to the situation. At the same time, it is essential to be aware of our abilities and our weak points to start this adaptation process. By promoting self-knowledge, we make the entire organization, as well as its leaders, aware of the resources available to face the challenge of diversity and inclusion.
In the philosophy on which Insights Discovery is based, these two concepts have a very prominent presence, to the point that it could be said that they are at their most essential core. And in the same way, the first step of recognizing them is the most decisive and transcendent: knowing oneself, one's strengths, and the skills that must be developed to understand what motivates the behavior of the other and end up accepting that all behaviors and Insights from life are equally valid and valuable.
Work with diverse people is related to accepting the other with their differences, and understanding that, precisely. These differences are not so much the ones that separate us, but rather the ones that together with our differences make us stronger, more capable of adapting to the environment, and with a better disposition to establish healthier and lasting relationships. Once diversity is understood and accepted, we can begin to talk about inclusion. When we recognize the richness that difference brings, we can contribute to what only we possess and value what only others can contribute.
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