End of the year and there come those little lists, even if mental, with commitments for a new year. As if on a blank page, we list promises for a new year. Starting or resuming physical exercise, taking a course and learning a new language are audience champions. In companies it is no different. Under the name of planning, initiatives are mapped that will become reality throughout the year. Or not…
Like our personal lists, business plans don’t always come to life. They are supplanted by lack of time, money and, yes: desire. But if they are initially part of our wish lists, why do they disappear along the way like a blink of an eye?
Simple: lack of specific goals and periodic monitoring. Let’s go to an example that is dear to me – and which I confess is on my short list for 2023 -, expanding diversity in the company. The word diversity by itself is very broad and can add countless cuts and needs. So, when setting goals, it is necessary as step number one to identify which diversity we are going to observe.
Having made this filter, let’s go to the goals. What’s the point? What number do we intend to reach this year? With these two questions, we were able to design the strategy that will be monitored periodically at each stage. If I want more diverse people in the company (women, black people and LGBTQIAP+ people), how to advertise vacancies and where to find these people are important points. However, more than that, it is essential to map out which vacancies I will have in the company to include them. And, speaking of inclusion, it is necessary to establish initiatives so that these people actually feel included and in a welcoming environment.
Because if the commitment is to expand diversity in the company and, at the end of the period, you have hired 20 people with a focus on diversity and only 3 people have remained in the company, that means that the goal has not been achieved.
Issues such as the “broken step”, the diversity washing and so many other impediments for diversity and inclusion to be contemplated become – unfortunately – a reality, because instead of completing that planning that was left behind, what we have are promises.
Specific goals and periodical follow-up support that desires become achievable. We only built this process based on the premise that investing in diversity is not assistance. The word is to invest, because when designing the goals we will undoubtedly go through the need for a budget for the actions that we will adopt, be it literacy, training, consulting… And, in the business world, investment is linked to return.
The return with diversity (which I timidly mentioned in my first article here) is observed from the reach in business, by avoiding damage to the company’s image and in the contribution we have to a definitively better and plural society. The ESG concept gained spotlight in the financial environment not by chance. Thinking about the future, about longevity for business, is also thinking about the “s” of social. It’s thinking about people.
So, on my wish list/commitments for 2023, I do have diversity as a priority and already on the table is a careful look at the specific goals and the necessary periodical follow-up. And you, as a professional, what goal have you already committed to for 2023? It’s not worth your personal growth goal, but something that is good for your business, for society and for your legacy. Reflects.
Rejane Romano, engaged, activist and journalist, post-graduated in Media, Information and Culture from the University of São Paulo (USP), has already coordinated the communication of the Ethos Group and is currently director of communication at the DPZ agency.
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