TALENT WITHOUT LABELS
Along with digital transformation, to the advancement of technology and the way in which companies were mutating to adapt to changes in the world in the way of working, there is a factor that we must not leave behind in this great path of evolution: labor inclusion.
With the popularization of remote work and the evolution of the world in general, it became increasingly imperative for technology companies to prioritize the most important resource they have: People.
Saying that "People come first" is not just another marketing phrase, but it represents the essence of many companies that discovered that taking care of the people who are part of them, the benefits to be gained are endless: productivity increases, can attract and retain the best human talent, increase efficiency, promote organizational values such as quality and teamwork, motivate the performance of employees and reward the performance of collaborators for their own satisfaction and that of the organization.
Labor inclusion is a very important aspect in this evolution of thought, where all people deserve to have the same opportunities. To achieve a successful labor inclusion, it is necessary to create sensitive and inclusive environments, eliminating unconscious prejudices and biases and designing processes that respond to people's needs and that at the same time contribute to improving corporate competitiveness.
Age should not be an excuse to hire a person!, the important thing is your talent!
The gender of a person does not matter, the important thing is your talent!
A person's family situation means nothing!! Be a mother or father alone / or with children, a person who lives with their parents, or whatever, It doesn't matter, the important thing is your talent!
A disability is not a reason for exclusion!, the important thing is your talent!
Now the question we must ask ourselves is…
What can we do to eliminate our prejudices when incorporating talent into our organization??
First of all, we must stop and think about. It is necessary to know our stereotypes, and identify our prejudices.
Once identified, we must discover the way in which we can reduce them, With each one of them, the impact in terms of decisions related to the talent of our organization.
At this point we should ask ourselves several questions:
¿Why I think that this old person could not do this job?
Is that really a reason that excludes this great talent?
could this woman do the same job that I thought for a man?
The fact of having to take care of his son while he works means a lower performance??
could this person's disability really prevents him from reaching the same
result or even a better one than someone who does not have it?
Finally, put yourself in the person's position and look at them straight on and at the same height, no qualifiers or labels Do you still believe that any of the answers to the above questions is a justified exclusion?
A person who fights for his dreams has no limits, and although there are thousands of barriers that make your way more difficult, It is full of possibilities that make it unique and extraordinary..
Stay with the best version of each person, help her get over herself, show him he can where others told him he couldn't.
