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Genders & Generations: Diversity and Inclusion program focus in Brazil
Our values - Authenticity, Innovation, Respect, and Responsibility – naturally target us to integrate D&I day-by-day in the business.
The recent definition of a clear, objective strategy – with well-defined pillars and lines of action – will allow us to go further on the subject in a structured way. Our D&I program in Latin America is structured on the pillars.
At LAO, we prioritize two focus areas to begin implementing the D&I: generations in the workplace and women in leadership roles. In 2017 we carried out the first delivery: understanding the theme in the company’s context.
Through a research on atmosphere and focal groups, we managed to diagnose the current D&I stage at the company.
The atmosphere research about D&I rendered great indicators!
| Diversity and Inclusion | 89 |
|---|
| Kimberly-Clark shows care and concern about employees | 91 |
| Classify Kimberly-Clark regarding fair application of the policies and rules for all employees | 86 |
| Kimberly-Clark supports me where possible to balance my professional and personal life | 80 |
| I am respected as an individual | 94 |
| Kimberly-Clark understands and appreciates differences among employees (e.g. gender, race, religion, age, nationality, different thoughts, etc.) | 96 |
| Classify your leader regarding flexibility when you have a Family or personal issue to address | 90 |
| I may freely express different points of view | 86 |
Focal groups "Genders" and "Generations" had 45 participants. In "Gender", the themes approached were women in leadership positions, women who come back after maternity leave, pregnant women, and women without children having leadership power.
Focal groups "Generations" included men and women having different positions and ages and people who were born between 1956 and 1964 (baby boomers), between 1965 and 1979 (generation X), and those born from 1980 on (millennials).
Discussions about generations in the workplace gave some thought about the importance of mingling the generations, for they all have different skills and behaviors, and these are complementary for business success. Some areas need the experience of Generation X / Baby Boomers, while others seek an innovative look and the skills with technology of the Millennials, for instance.
Our workplace is favorable to D&I: the organizational culture, the career opportunities, financial stability, and people valorization set the basis for the creation of a D&I culture that offers equal to everyone, ensuring the development of the best talents in the best environment possible!