Diversity is not just inclusion!

Last week I attended an HR forum with many leaders from the most established companies in the market and prepared myself for an opening panel discussion on DIVERSITY. I'll admit that, despite agreeing the topic still needs to be widely addressed until we see meaningful change in the market, I expected it to be "more of the same" and doubted we would gain any major insights.

I was wrong! By the time we had already spent nearly an hour on the topic, I found myself completely engaged, with a lengthy list of notes (to bring back as lessons for Laços and share with clients and friends). We had actually ventured into entirely different territory — we were talking about INNOVATION. And I can't hide the fact that I'm addicted to this subject.

But I wanted to share a little about the journey we took to arrive at innovation.

Have you ever stopped to think that many people still confuse DIVERSITY with INCLUSION? They do go hand in hand, but it was very clear that everyone participating in that panel had a deeper understanding of the subject. There was unanimous agreement that Diversity is strategy!

We talk a great deal about the inclusion of generations, LGBT+, people with disabilities, genders, and various other groups, but the truth is we no longer have room to look for differences, because in reality there is no difference. People's productivity depends on their being in the right position. They are equal people — with minds that think differently — who work together to find different solutions. That is diversity in people management.

We see and live diversity from the moment we watch Volvo sell cars, utility vehicles, trucks, buses, and tractors (if retail is struggling, agriculture may be thriving — the Brazilian economy is an excellent example of this!), or in the capital markets when a portfolio manager allocates capital in both fixed income and equities (those who diversified today don't suffer as much from a benchmark rate that dropped from 12% to 6.5% in a single year). And, in my view, one of the best examples: Coca-Cola, which sells soft drinks, water, tea, sports drinks, and even clothing (yes, clothing!!).

Speaking of strategic people management focused on the business and on results, I had this wonderful experience last week, and what I learned and wanted to share is this: when we talk about INCLUSION, we are proposing that people be treated equally so that companies can build an environment where everyone is heard and respected. And that when we bring together people whose minds think differently, we will do things in an INNOVATIVE way — and we will see more and more companies treating DIVERSITY as it should be treated: as strategy!