Inclusive leadership and corporate governance in D&I

Lesly Meyer Guzmán, National Manager of the Good Practices with Gender Equity Program, SernamEG, Co-founder Community That Equality is a Trend

Lesly Meyer Guzman

What does it mean to exercise inclusive leadership? What does it take to exercise it? The exercise of inclusive leadership requires a high degree of awareness regarding to the magnitude of inequality and exclusion that people suffer in the workplace. How could we manage diversity if we do not know the dynamics of inclusion / exclusion that people suffer throughout their work and life trajectories? One way of approaching this reality is to do so through data, which allows us to understand the challenges that lie ahead as a society in terms of diversity, equity and inclusion.

¿Did you know that 30.8% of women leave the labor market after becoming a mother, that less than 1% of men who have been fathers have used parental postnatal care, and that women would have to work 42 days longer than men to earn the same? In this framework, the questions we must ask ourselves are: how much has this data managed to mobilize us? Have they been enough to motivate the exercise of inclusive leadership within companies? I do not think so.

Although today we can recognize that there are people who with great impetus push inclusion in the workplace, there is still much to do. We need to “pollinate” the sense of inclusion beyond one or two people, beyond the area of ​​HR, Communications and / or D&I, It is urgent to permeate all the business structures to move forward with greater speed and achieve significant and transformative impacts on this matter. Because inclusive leaderships cannot move mountains by themselves, they need organizational structures that allow them to sustain changes and vice versa.

Just as it is necessary to promote inclusive leadership, it is also essential to advance in the creation of corporate governance in D&I that activates the agency capacity of companies to transform their cultures and organizational structures in favor of the quality of work life of people, which promote understanding of the meaning of inclusion and mobilize all teams without hierarchical distinction, to collectively manage inclusion.

Inclusive leadership and corporate governance in D&I are indivisible pairs if we want to reduce gaps and inequalities that exist today and persist in our society, in a country where women still receive a third less than men, with a low representation in leadership positions, with social and labor policies that do not promote co-responsibility and, worse still, with With an increase rate of 51% in complaints of harassment, companies do not have much time left before taking concrete measures to advance in equity and inclusion, not only for an ethical principle, but also for a strategic objective.

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