The management of the visible and non visible diversities reinforce the contribution and reduce the conflict.

To understand this amazing issue, it is necessary to define what we understand by diversity. This concept refers to difference, to the abundance of the different, to the dissimilarities. A simple definition of diversity makes reference to the variety of differences that exists among people and organizations.

We can see one of the uses of this concept in science: biological diversity or biodiversity which has an strong impact on Ecology, a sociological use of the concept of functional diversity as an alternative definition of disability appealing to a non negative terminology; a use related to the human rights and the study and the study of genre through the concept of sexual diversity and an anthropological use in the idea of cultural diversity to refer to the multiple cultures and the interaction between them and finally, a semiologic use of the concept in the idea of linguistical diversity to refer to the differences related to the multiple languages which exist in a specific area.

In this context, we are completely aware that the world of work has changed and goes on changing dramatically. Globalization, technology development, and its easy access, the society aging phenomenon, the coexistence of different generations in the organizations, workers from different nationalities with common objectives, more and more women in high directive positions, are just some examples which show that companies must have clear and explicit policies for the management of diversity.

It is necessary to explain why companies “must” achieve this.

It is clear that business does not have frontiers and that the different ages, sexes, abilities, races, religions, lifestyles, are not obstacles, on the contrary, they are seen as a competitive advantage

But what happens when diversity is not managed? It is probable that we are facing conflicts, bad relationships, which will not promote creativity and innovation and will have a negative impact in the labor environment and productivity.

It refers to a cultural change which tends to become a really inclusive organization. In this kind of organizations, efficiency is measured by the contributions that people make and by the ability of integration of the diversity to reach the objectives. It is about organizations which managed to understand that in different environments, it is necessary to count with work teams which reflect that diversity.

If all the companies used the same financial and technological resources, we would find the difference in the added value with which people (human capital) manage these resources. It would be the management of the visible and non visible diversities which would contribute and which would reduce the conflict.

Since diversity is global evidence which has had impact in all the socio economical system, not considering it a “must” would mean to run a risk of legal demands, loss of image and value for the shareholders. It is about one of the pillars of corporate governance and a substantial axis of corporate social responsibility.

On the other hand, we attend an interesting reconceptualisation with economical focus on variables such as knowledge and intangible assets in general. There are many prestigious specialists who believe that intangible assets such as diversity are definitely measurable. This means, that we are not talking about soft variables but about a direct contribution to the value of the company.

We live in a very diverse world: 52% of the population is female, 10% is white, mandarin is the most spoken mother tongue language followed by Spanish, English is the international language, Islamism is the most practiced religion, 10% of the population has any kind of disability or functional diversity. Becoming aware of these diversities is the paradigm of the new millennium, the paradigm which will generate a sustainable development.

It is interesting to see that Latin American countries in general were created by the diversity. They were “socially built” by the power of this concept. The best chapters of Latin American history were written by the strengthening of the positive contribution of the diversity: the transculturality.

In companies, the working teams that are not diverse tend to become obsolete. The fact that they do not change, leads to conformism, stops the introduction of innovation in the process and repeats formulas for the past.

There are still many things to do and understand. ILO is one of the active actors in this field, promoting equality in the diversity. This tripartite organization estimates that 386 million people who have the age to work have any kind of functional diversity and that in many developed countries, unemployment can reach 80%. The main cause is the employers’ belief that the people who have a functional diversity cannot work.

It is about changing misconceptions, innovating reaching a better level to generate and be part of sustainable companies. We need developed companies with inclusive policies of diversity, reaching benefits and social objectives, promoting decent work, creating a balanced workplace, aligning shareholders, workers and providers through a common objective. There are a lot of companies in the region on this way. It is worth the attempt.

Martín Padulla*

*Sociologist (USAL) – MBA (UCA)

Prof. Organization Sociology

Managing Director staffingamericalatina

mpadulla@staffingamericalatina.com