{"id":143,"date":"2021-04-12T08:27:57","date_gmt":"2021-04-12T08:27:57","guid":{"rendered":"https:\/\/pulsulechipei.ro\/blog\/?p=143"},"modified":"2021-04-12T08:28:00","modified_gmt":"2021-04-12T08:28:00","slug":"cat-de-importanta-este-diversitatea-la-locul-de-munca","status":"publish","type":"post","link":"https:\/\/pulsulechipei.ro\/blog\/cat-de-importanta-este-diversitatea-la-locul-de-munca\/","title":{"rendered":"C\u00e2t de important\u0103 este diversitatea la locul de munc\u0103?"},"content":{"rendered":"\n

C\u00e2nd ne g\u00e2ndim la diversitate avem \u00een vedere rasa, cultura, sexul \u0219i sexualitatea, exist\u0103 mul\u021bi al\u021bi factori care trebuie s\u0103 fie lua\u021bi \u00een considerare atunci c\u00e2nd promovezi diversitatea la locul de munc\u0103. Este important s\u0103 \u021bii cont de faptul c\u0103 dac\u0103 ai o concep\u021bie limitat\u0103 despre diversitate, atunci pui limite \u0219i cre\u0219terii profesionale a angaja\u021bilor.\u00a0<\/strong><\/p>\n\n\n\n

Cum ajungi s\u0103 pui \u00een practic\u0103 diversitatea?<\/strong><\/p>\n\n\n\n

Ca s\u0103 ajungi s\u0103 pui \u00een practic\u0103 diversitatea trebuie s\u0103 \u021bii cont de mai mul\u021bi factori \u0219i s\u0103 elaborezi politici care s\u0103 reflecte acest scop.  Un bun punct de plecare este s\u0103 iei \u00een considerare mai mul\u021bi factori care \u00ee\u021bi modeleaz\u0103 identitatea. G\u00e2nde\u0219te-te la trecutul t\u0103u cultural, la credin\u021bele, principiile tale religioase \u0219i la ce educa\u021bie ai primit. Toate acestea exist\u0103 \u0219i \u00een spatele fiec\u0103rui angajat. A\u0219adar cu c\u00e2t cuno\u0219ti mai bine un angajat ajungi s\u0103 ai o privire de ansamblu asupra \u00eentregii echipe. <\/p>\n\n\n\n

\u00cenainte de  a vorbi despre cele 5 tipuri de diversitate de la locul de munc\u0103 este nevoie s\u0103 definim un termen \u2013 intersec\u021bionalitate. Este de fapt recunoa\u0219terea faptului c\u0103 toate categoriile sociale, de la sexualitate, gen, rasa, cultur\u0103 sunt interconectate \u0219i c\u0103 fiecare individ este supus unor sisteme de discriminare suprapuse. <\/p>\n\n\n\n

5 tipuri de diversitate la locul de munc\u0103<\/strong><\/p>\n\n\n\n

Am luat 5 tipuri de diversitate, cu toate c\u0103 sunt mult mai multe. Ele pot deveni fundamentul echipei, dar pentru a func\u021biona este nevoie de concentrare.<\/p>\n\n\n\n

Diversitatea cultural\u0103\u00a0<\/strong><\/h4>\n\n\n\n

Angaja\u021bii se \u00eencadreaz\u0103 \u00eentr-o cultur\u0103 corporatist\u0103, dar cu toate acestea nu trebuie s\u0103 pierdem din vedere contextul cultural al fiec\u0103rui individ. Cultura unei persoane reflect\u0103 mo\u0219tenirea \u0219i educa\u021bia sa, modul s\u0103u, limba sa, stilul de a vorbi, alimentele pe care le condum\u0103, viziunea asupra lumii. \u00cen\u021belegerea \u0219i integrarea acestor caracteristici f\u0103r\u0103 probleme este baza oric\u0103rei culturi de succes a unei companiei. Iar aceste diferen\u021be ar trebui s\u0103 fie mereu evaluate, pentru c\u0103 pot s\u0103 fie poten\u021biale bariere \u00een dezvoltarea echipei.  Dar o companie cu o cultur\u0103 prescriptiv\u0103 \u0219i limitativ\u0103 va \u00eempiedic\u0103 angaja\u021bii s\u0103 se aud\u0103 reciproc. Acest lucru poate duce la confuzie \u0219i la o comunicare gre\u0219it\u0103. <\/p>\n\n\n\n

A sus\u021bine \u0219i a aplica diversitatea cultural\u0103 \u00eenseamn\u0103 a crea spa\u021bii pentru dialoguri \u00eentre angaja\u021bi pentru a acoperi poten\u021bialele lacune culturale \u0219i pentru a \u00eenv\u0103\u021ba unul de la cel\u0103lalt. <\/p>\n\n\n\n

Diversitatea rasial\u0103<\/strong><\/h4>\n\n\n\n

Este important s\u0103 percepe diversitatea rasial\u0103 \u0219i diversitatea cultural\u0103 ca fiind tipuri diverse de diversitate. Rasa este un construct biologic, cultura are leg\u0103tur\u0103 cu o existen\u021b\u0103 tr\u0103it\u0103. Dac\u0103 o compania ar respecta diversitatea rasial\u0103 atunci nimeni nu ar trebui s\u0103 fie \u201esingurul\u201d.<\/p>\n\n\n\n

Diversitatea de gen\u00a0<\/strong><\/h4>\n\n\n\n

\u00cenc\u0103 nu exist\u0103 egalitatea \u00een privin\u021ba diversit\u0103\u021bii de gen. Potrivit celor de la McKinsey, \u00een 2020, femeile ocupau doar 21% dintre pozi\u021biile cheie la nivel global. Iar tot la nivel global, 1 din 25 de directori este o femeie de culoare. Dar asta nu \u00eenseamn\u0103 c\u0103 femeile nu sunt capable, eviden\u021biaz\u0103 \u00eens\u0103 necesitatea unei abord\u0103ri intersec\u021bionale, pentru a promova diversitatea rasial\u0103. <\/p>\n\n\n\n

C\u00e2nd vorbi\u021bi de diversitatea de gen sau poate chiar vre\u021bi s\u0103 \u021bine\u021bi cont de ea \u00een compania pe care o conduce\u021bi, asta nu \u00eenseamn\u0103 c\u0103 v\u0103 limita\u021bi la masculin \u0219i feminin. P\u00e2n\u0103 \u0219i utilizarea pronumelor la locul de mun\u0103 va contribi la un mediu de lucru incluziv, sus\u021bin studiile.  <\/p>\n\n\n\n

Este, de asemenea, important, s\u0103 distingem orientarea sexual\u0103 sau sexualitatea de sex \u0219i identitatea de gen. Iar o corela\u021bie \u00eentre cele doua poate duce al presuneri d\u0103un\u0103toare pentru individ \u0219i echip\u0103, \u00een final.<\/p>\n\n\n\n

Dizabilit\u0103\u021bile fizice<\/strong><\/h4>\n\n\n\n

Una dintre cele mai importante diversit\u0103\u021bi care ar trebui s\u0103 fie luat\u0103 \u00een seam\u0103 este cea a persoanelor cu diazabilit\u0103\u021bi fizice. 15% din popula\u021bia global\u0103 care are o form\u0103 de handicap ar trebui s\u0103 aib\u0103 un loc de munc\u0103. Po\u021bi s\u0103 \u00eencepi cu lucruri care \u021bin de desingne-ul site-ului afacerii tale,  poate fi utilizat de to\u021bi cei care ar vrea s\u0103 \u00eel citeasc\u0103? Dar cei care folosesc scaunele cu rotile pot s\u0103 treac\u0103 prin toate spa\u021biile de lucru? Iat\u0103 doar c\u00e2teva caracteristici de care ai putea s\u0103 \u021bii cont pentru a pune \u00een aplicare diversitatea pentru persoanele cu handicap.<\/p>\n\n\n\n

A\u0219adar dac\u0103 le oferi angaja\u021bilor oportunitatea de a oferi feedback direct \u0219i anonim po\u021b \u00eembun\u0103t\u0103\u021bii implicarea \u0219i vei promova diversitatea la locul de munc\u0103. Pe m\u0103sur\u0103 ce tot mai mul\u021bi vor lucra remote de oriunde sau o s\u0103pt\u0103m\u00e2n\u0103 la birou, una acas\u0103, nu putem trece peste aceste standard. Nu a fost niciodat\u0103 mai important ca acum ca angaja\u021bii \u0219i clien\u021bi s\u0103 interac\u021bioneaz\u0103 cu afacarea \u0219i, din contra, o lips\u0103 de accesibilitate le poate strica experien\u021bele. <\/p>\n\n\n\n

Diversitatea intereselor<\/strong><\/h4>\n\n\n\n

Este nevoie s\u0103 \u00een\u021belege\u021bi \u0219i interesele personale ale angaja\u021bilor. Aceasta atitudine poate avea un impact mare asupra sentimentului de apartenen\u021b\u0103 la organiza\u021bie. De asemenea identificarea tipurilor de diversitate la locul de munc\u0103 nu ar trebui s\u0103 fie o chestiune de obliga\u021bie, de a\u0219a trebuie. Este o \u0219ans\u0103 de a interac\u021biona cu angaja\u021bii, de a \u00een\u021belege ce e important pentru ei \u0219i de a te asigura c\u0103 se simt inclu\u0219i. <\/p>\n\n\n\n

De aceea este spre bine echipei s\u0103 le oferi angaja\u021bilor oportunitatea ca mai multe departamente s\u0103 se conecteze. A\u0219a ajung s\u0103 aib\u0103 interese comune. \u00cen acest fel se pun bazele unor conexiuni \u00eentre angaja\u021bi, mai ales dac\u0103 lucreaz\u0103 de acas\u0103.<\/p>\n\n\n\n

Exist\u0103 o mul\u021bime de tipuri de diversitate pe care nu le-am luat \u00een considerare, precum neurodiversitatea, v\u00e2rsta, etnia \u0219i religie. <\/p>\n\n\n\n

Lumea este divers\u0103, prin abodarea intersec\u021bional\u0103 a diversit\u0103\u021bii \u00een compania pe care o conduci vei ajunge s\u0103 fii mai atent la fiecare individ. <\/p>\n\n\n\n

Iar cel mai bun mod de a te asigura c\u0103 \u00eendepline\u0219ti nevoile diversit\u0103\u021bii la locul de munc\u0103 este prin sondaje, iar angajatul trebuie s\u0103 fie \u00een centrul oric\u0103rei ini\u021biative privind diversitatea, echitatea \u0219i incluziunea sa.<\/p>\n\n\n\n

\"\"<\/a><\/figure>\n","protected":false},"excerpt":{"rendered":"

C\u00e2nd ne g\u00e2ndim la diversitate avem \u00een vedere rasa, cultura, sexul \u0219i sexualitatea, exist\u0103 mul\u021bi al\u021bi factori care trebuie s\u0103 fie lua\u021bi \u00een considerare atunci c\u00e2nd promovezi diversitatea la locul de munc\u0103. Este important s\u0103 \u021bii cont de faptul c\u0103 dac\u0103 ai o concep\u021bie limitat\u0103 despre diversitate, atunci pui limite \u0219i cre\u0219terii profesionale a angaja\u021bilor.\u00a0 […]<\/p>\n","protected":false},"author":1,"featured_media":148,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_jetpack_memberships_contains_paid_content":false},"categories":[3],"tags":[],"yoast_head":"\nC\u00e2t de important\u0103 este diversitatea la locul de munc\u0103? - Blog Pulsul Echipei<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/pulsulechipei.ro\/blog\/cat-de-importanta-este-diversitatea-la-locul-de-munca\/\" \/>\n<meta property=\"og:locale\" content=\"ro_RO\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"C\u00e2t de important\u0103 este diversitatea la locul de munc\u0103? - Blog Pulsul Echipei\" \/>\n<meta property=\"og:description\" content=\"C\u00e2nd ne g\u00e2ndim la diversitate avem \u00een vedere rasa, cultura, sexul \u0219i sexualitatea, exist\u0103 mul\u021bi al\u021bi factori care trebuie s\u0103 fie lua\u021bi \u00een considerare atunci c\u00e2nd promovezi diversitatea la locul de munc\u0103. 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