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Human Rights Campaign observan ventajas de inclusión social

La sociedad debe fomentar la igualdad de oportunidades, beneficios y respeto para todos sus habitantes, situación que no debe ser diferente en los lugares de trabajo de las personas. Sin embargo, en Estados Unidos de América, en 2011 todavía es legal despedir a la gente debido a su identidad de género en 36 de 50 estados en dicho país y despedir a la gente debido a su orientación sexual en 29 estados.

Lo anterior lo compartió Deena Fidas, directora adjunta del proyecto “Inclusión Social en el Ámbito Laboral” de la Human Rights Campaign -en evento organizado por la Embajada de Estados Unidos y la Asamblea Legislativa del Distrito Federal-, quien aclaró que en muchos casos las empresas exitosas están más adelantadas que la ley en ese sentido, y no es casualidad. El tema de la diversidad es un tema de hoy y es un tema del futuro para las organizaciones.

“Se ha demostrado que las empresas que atienden la diversidad en el lugar de trabajo tienen mayores índices de retención. Asimismo, los negocios lucrativos saben que es necesario penetrar un mercado más diverso y se preocupan por contar con productos para mercados más diversos, entre otros aspectos”, precisa la experta en temas de diversidad.

Deena Fidas comentó que el 74 por ciento de las empresas en el índice Fortune 1000 cuentan con políticas en materia de orientación sexual para sus colaboradores. La cifra sube a 89 por ciento y a 95 por ciento, respectivamente, cuando se habla de empresas en los índices Fortune 500 y Fortune 100.

“En el caso de la Human Rights Campaign, desde hace 10 años publicamos anualmente el Índice Corporativo de Equidad (CEI), un documento que analiza las prácticas de las empresas en materia de equidad para la comunicad lésbico-gay, bisexual y transgénero en materia de políticas y beneficios, prácticas internas y prácticas externas. En el estudio más reciente (2011) se evaluaron un total de 616 negocios, entre ellos 144 empresas del Fortune 500″, enfatizó.

Por otra parte, Deena Fidas comentó que las dimensiones de la diversidad son tan amplias como la imaginación y que las “amenazas a la diversidad” pueden ser tanto visibles como invisibles, abarcando elementos como edad, etnia, raza, discapacidad, género y atributos físicos por un lado, y cuestiones como valores, creencias, hábitos, religión y personalidad, por otra parte.

El CEI ha detectado, entre otros aspectos, que un ambiente laboral que no fomenta una cultura de la diversidad puede tener consecuencias, como hacer que la gente se sienta deprimida o distraída, mienta sobre su vida personal, evite relacionarse con otros compañeros o participar en actividades sociales organizadas por la empresa, disminuya su productividad o se sientan agobiados por el lugar de trabajo, entre otros aspectos, lo cual se traduce en una menor productividad para la empresas misma.

Reconociendo que las políticas corporativas pueden tener un alcance limitado, la experta opinó que al final del día es mejor contar con prácticas que fomenten la diversidad en el ámbito laboral que no tenerlas, y que cada vez son más las empresas que se suman a la causa, incluso adelantándose a las políticas de los países donde operan.

Fuente: Reforma, p. 2.
Publicado: 12 de julio de 2011.

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