Other companies such as Ecopetrol, Telefónica Movistar, Scotiabank Colpatria, Teleperformance and Cenit also stand out in this annual measurement
The Centro Nacional de Consultoría publishes each year the National Ranking of Inclusive Companies, which seeks to recognize the efforts of companies to create work environments free of discrimination. It is a checklist, based on UN recommendations, with which the participating companies demonstrate their good practices in terms of inclusion.
Mónica Lemoine, Vice President of Business Development the CNC, explained how and why this measurement is carried out: "We devised the ranking with the focus of having a guide that companies could follow, so that they were aligned with the good practices of the UN and, at the same time, could share their processes with other organizations that are also in the fight against discrimination, to strengthen each other”. In the most recent edition of this ranking, which has been carried out since 2016, the first three positions were occupied by IBM, Google and Ecopetrol, with scores of 329, 319 and 315, respectively, out of a maximum score of 360. The following positions were obtained by Telefónica Movistar (315), Scotiabank Colpatria (314), Teleperformance (314), Cenit (311), Johnson & Johnson (311), Banco de Bogotá (310) and Sodexo (303). These scores are awarded based on two parameters: the analysis of the situation of the companies and a self-assessment in the performance of application of the regulations.
“The norm has five points: respect human rights at all times and in all places, eliminate discrimination in the workplace, provide support to people, avoid violations and act coherently in the public sphere”, commented the vice president. Another aspect that is taken into account in the ranking is that in cases of discrimination companies have due diligence, that is, that they have mechanisms aimed at protecting the violated rights effectively and with a solution purpose. For this, internal strategies must be established that promote a healthy coexistence in spaces of diversity. For Juan Sebastián Ochoa, a psychologist specializing in Diversity and Inclusion, the first thing that companies must take into account when thinking about an inclusive environment is to carry out an adequate diagnosis: "It is very important to understand where the organization stands, to know what are the their legal frameworks, understand how their work groups are made up and identify the percentage of people who self-identify as belonging to a diverse population group”. However, the professional admits that sometimes organizations are afraid of doing this type of internal survey. “There are several ways to ask these sensitive questions: The first is to hire an outside organization to help the company make this diagnosis. Or if the company does it on its own, it must guarantee the anonymity of the answers, that there is the option of 'I prefer not to say' and that the summoned participants have the possibility of answering the instrument or not”. Finally, the psychologist pointed out that the second step is to raise awareness and break the biases that may exist in processes such as selection, hiring, maintenance of personnel, and communication. "From then on, an inclusion route begins to be established so that the organization is attractive to the diverse people who are outside and guarantees those who are inside that whoever wants to expose their reality can do so in a safe space," concluded.
Other diverse populations that must be protected
In addition to promoting the protection of the rights of the Lgbti community, there are other population groups that must be included in the measurement of good practices of organizations. Differences stemming from gender, origin, political beliefs, physical disabilities or the situation of a victim, must have special vigilance on the part of the company, to prevent situations of discrimination, exclusion or harassment, and generate a truly inclusive work environment.
Article taken from larepublica.co
By: Luis Miguel Rojas