Organizational policies for inclusion: practices of respect towards sexual and gender minorities
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Data de Publicação: | 2020 |
Outros Autores: | , , |
Tipo de documento: | Artigo |
Idioma: | por |
Título da fonte: | Research, Society and Development |
Texto Completo: | https://rsdjournal.org/index.php/rsd/article/view/1894 |
Resumo: | This paper presents and analyzes proposals of organizational policies for the insertion and permanence of sexual and gender minorities in the labor market. For this purpose, a bibliographic research on invisibility, marginalization and violence in labor relations involving LGBT+ people, as well as a quantitative research using a questionnaire answered based on availability and convenience, about their own previous knowledge on inclusion policies. 194 of the respondents considered themselves LGBT+, thus meeting the established criteria. Data were treated through statistical analysis and the majority of the respondents stated they didn’t know any pro-LGBT+ company. Furthermore, diversity management models were identified in the literature, such as the model for dissolution of differences, which is characterized by indifference to diversity, seeking standardization; the model for celebration of differences, which respects the LGBT+ community and comply with inclusion policies; and the model for learning and affectivity, an ideal model in which the organization recognizes and values each employee’s own individuality. In view of the above, it can be seen that there are ways to seek equality of conditions in work relations. It is up to companies to implement policies that go beyond mere discourse for diversity, thus transforming the work environment into a favorable place for minority groups. |
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Organizational policies for inclusion: practices of respect towards sexual and gender minoritiesPolíticas organizacionales para la inclusión: prácticas de respeto a las minorías sexuales y de géneroPolíticas organizacionais de inclusão: práticas de respeito às minorias sexuais e de gêneroMinorías sexuales y de géneroEmpleabilidadGestión de la diversidadPolíticas organizacionalesDiversidad e inclusión.Minorias sexuais e de gêneroEmpregabilidadeGestão da diversidadePolíticas organizacionaisDiversidade e inclusão.Sexual and gender minoritiesEmployabilityDiversity managementOrganizational policiesDiversity and inclusion.This paper presents and analyzes proposals of organizational policies for the insertion and permanence of sexual and gender minorities in the labor market. For this purpose, a bibliographic research on invisibility, marginalization and violence in labor relations involving LGBT+ people, as well as a quantitative research using a questionnaire answered based on availability and convenience, about their own previous knowledge on inclusion policies. 194 of the respondents considered themselves LGBT+, thus meeting the established criteria. Data were treated through statistical analysis and the majority of the respondents stated they didn’t know any pro-LGBT+ company. Furthermore, diversity management models were identified in the literature, such as the model for dissolution of differences, which is characterized by indifference to diversity, seeking standardization; the model for celebration of differences, which respects the LGBT+ community and comply with inclusion policies; and the model for learning and affectivity, an ideal model in which the organization recognizes and values each employee’s own individuality. In view of the above, it can be seen that there are ways to seek equality of conditions in work relations. It is up to companies to implement policies that go beyond mere discourse for diversity, thus transforming the work environment into a favorable place for minority groups.Este documento presenta y analiza modelos de gestión de políticas organizacionales para la inclusión de minorías sexuales y de género (MSG) en el trabajo. Con este fin, desarrolló un estudio bibliográfico sobre la invisibilidad, la marginación y la violencia en las relaciones laborales que involucran a MSG, así como la investigación cuantitativa, a través de un cuestionario estructurado y aplicado por conveniencia y disponibilidad, sobre el conocimiento previo de los mismos MSG sobre políticas organizacionales a favor de este grupo. De las respuestas recopiladas, 194 cumplieron con los criterios de considerar una minoría sexual y/o de género. Los datos se analizaron utilizando estadística básica y la mayoría de los encuestados informaron que no conocían a ninguna compañía pro-MSG (0.62). También se identificaron tres modelos de inclusión en la literatura: (i) disolución de las diferencias, que se caracteriza por la indiferencia a la diversidad, buscando la homogeneización; (ii) celebración de diferencias, lo que demuestra respeto y cumplimiento de las directrices inclusivas y específicas de MSG; (iii) y aprendizaje y afecto, un modelo ideal en el que se valora la individualidad del empleado. Dado el estudio desarrollado, se dio cuenta de que hay formas de lograr la inclusión de MSG en las relaciones laborales, y corresponde a las empresas implementar políticas que deben ir más allá del discurso de la diversidad, haciendo que el entorno laboral sea seguro y saludable.O presente artigo apresenta e analisa modelos de gestão de políticas organizacionais de inclusão das minorias sexuais e de gênero (MSG) no trabalho. Para tanto, desenvolveu estudo bibliográfico sobre invisibilidade, marginalização e violência nas relações de trabalho que envolvem MSG, bem como pesquisa quantitativa, por meio da aplicação de questionário por disponibilidade e conveniência, sobre o conhecimento prévio das próprias MSG sobre políticas organizacionais a favor deste grupo. Das respostas, 194 atendiam ao critério de se considerar uma minoria sexual e/ou de gênero. Os dados foram tratados por meio de análise estatística e parte considerável dos respondentes declarou desconhecer uma empresa pró-MSG (0,62). Identificou-se, ainda, três modelos de inclusão na literatura, sendo eles: (i) dissolução das diferenças, que se caracteriza pela indiferença com a diversidade, buscando a homogeneização; (ii) celebração das diferenças, que demonstra respeito e cumprimento de diretrizes inclusivas e específicas às MSG; (iii) e aprendizagem e afetividade, modelo ideal no qual se valoriza a individualidade do empregado. Diante do estudo desenvolvido, percebeu-se que existem meios de concretizar a inclusão das MSG nas relações de trabalho, cabendo às empresas implementar políticas que devem ir além do discurso pela diversidade, tornando o ambiente de trabalho seguro e saudável.Research, Society and Development2020-01-01info:eu-repo/semantics/articleinfo:eu-repo/semantics/publishedVersionapplication/pdfhttps://rsdjournal.org/index.php/rsd/article/view/189410.33448/rsd-v9i1.1894Research, Society and Development; Vol. 9 No. 1; e176911894Research, Society and Development; Vol. 9 Núm. 1; e176911894Research, Society and Development; v. 9 n. 1; e1769118942525-3409reponame:Research, Society and Developmentinstname:Universidade Federal de Itajubá (UNIFEI)instacron:UNIFEIporhttps://rsdjournal.org/index.php/rsd/article/view/1894/1587Copyright (c) 2020 Luiz Paulo Ribeiro, Henrique Silveira Zanin, Ivan Paulo da Silva, Ana Flávia Maciel Dias, Renato Neves Júniorinfo:eu-repo/semantics/openAccessRibeiro, Luiz PauloZanin, Henrique da SilveiraSilva, Ivan Paulo daDias, Ana Flávia Maciel2020-08-19T03:04:08Zoai:ojs.pkp.sfu.ca:article/1894Revistahttps://rsdjournal.org/index.php/rsd/indexPUBhttps://rsdjournal.org/index.php/rsd/oairsd.articles@gmail.com2525-34092525-3409opendoar:2024-01-17T09:26:45.819522Research, Society and Development - Universidade Federal de Itajubá (UNIFEI)false |
dc.title.none.fl_str_mv |
Organizational policies for inclusion: practices of respect towards sexual and gender minorities Políticas organizacionales para la inclusión: prácticas de respeto a las minorías sexuales y de género Políticas organizacionais de inclusão: práticas de respeito às minorias sexuais e de gênero |
title |
Organizational policies for inclusion: practices of respect towards sexual and gender minorities |
spellingShingle |
Organizational policies for inclusion: practices of respect towards sexual and gender minorities Ribeiro, Luiz Paulo Minorías sexuales y de género Empleabilidad Gestión de la diversidad Políticas organizacionales Diversidad e inclusión. Minorias sexuais e de gênero Empregabilidade Gestão da diversidade Políticas organizacionais Diversidade e inclusão. Sexual and gender minorities Employability Diversity management Organizational policies Diversity and inclusion. |
title_short |
Organizational policies for inclusion: practices of respect towards sexual and gender minorities |
title_full |
Organizational policies for inclusion: practices of respect towards sexual and gender minorities |
title_fullStr |
Organizational policies for inclusion: practices of respect towards sexual and gender minorities |
title_full_unstemmed |
Organizational policies for inclusion: practices of respect towards sexual and gender minorities |
title_sort |
Organizational policies for inclusion: practices of respect towards sexual and gender minorities |
author |
Ribeiro, Luiz Paulo |
author_facet |
Ribeiro, Luiz Paulo Zanin, Henrique da Silveira Silva, Ivan Paulo da Dias, Ana Flávia Maciel |
author_role |
author |
author2 |
Zanin, Henrique da Silveira Silva, Ivan Paulo da Dias, Ana Flávia Maciel |
author2_role |
author author author |
dc.contributor.author.fl_str_mv |
Ribeiro, Luiz Paulo Zanin, Henrique da Silveira Silva, Ivan Paulo da Dias, Ana Flávia Maciel |
dc.subject.por.fl_str_mv |
Minorías sexuales y de género Empleabilidad Gestión de la diversidad Políticas organizacionales Diversidad e inclusión. Minorias sexuais e de gênero Empregabilidade Gestão da diversidade Políticas organizacionais Diversidade e inclusão. Sexual and gender minorities Employability Diversity management Organizational policies Diversity and inclusion. |
topic |
Minorías sexuales y de género Empleabilidad Gestión de la diversidad Políticas organizacionales Diversidad e inclusión. Minorias sexuais e de gênero Empregabilidade Gestão da diversidade Políticas organizacionais Diversidade e inclusão. Sexual and gender minorities Employability Diversity management Organizational policies Diversity and inclusion. |
description |
This paper presents and analyzes proposals of organizational policies for the insertion and permanence of sexual and gender minorities in the labor market. For this purpose, a bibliographic research on invisibility, marginalization and violence in labor relations involving LGBT+ people, as well as a quantitative research using a questionnaire answered based on availability and convenience, about their own previous knowledge on inclusion policies. 194 of the respondents considered themselves LGBT+, thus meeting the established criteria. Data were treated through statistical analysis and the majority of the respondents stated they didn’t know any pro-LGBT+ company. Furthermore, diversity management models were identified in the literature, such as the model for dissolution of differences, which is characterized by indifference to diversity, seeking standardization; the model for celebration of differences, which respects the LGBT+ community and comply with inclusion policies; and the model for learning and affectivity, an ideal model in which the organization recognizes and values each employee’s own individuality. In view of the above, it can be seen that there are ways to seek equality of conditions in work relations. It is up to companies to implement policies that go beyond mere discourse for diversity, thus transforming the work environment into a favorable place for minority groups. |
publishDate |
2020 |
dc.date.none.fl_str_mv |
2020-01-01 |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/article info:eu-repo/semantics/publishedVersion |
format |
article |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
https://rsdjournal.org/index.php/rsd/article/view/1894 10.33448/rsd-v9i1.1894 |
url |
https://rsdjournal.org/index.php/rsd/article/view/1894 |
identifier_str_mv |
10.33448/rsd-v9i1.1894 |
dc.language.iso.fl_str_mv |
por |
language |
por |
dc.relation.none.fl_str_mv |
https://rsdjournal.org/index.php/rsd/article/view/1894/1587 |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/openAccess |
eu_rights_str_mv |
openAccess |
dc.format.none.fl_str_mv |
application/pdf |
dc.publisher.none.fl_str_mv |
Research, Society and Development |
publisher.none.fl_str_mv |
Research, Society and Development |
dc.source.none.fl_str_mv |
Research, Society and Development; Vol. 9 No. 1; e176911894 Research, Society and Development; Vol. 9 Núm. 1; e176911894 Research, Society and Development; v. 9 n. 1; e176911894 2525-3409 reponame:Research, Society and Development instname:Universidade Federal de Itajubá (UNIFEI) instacron:UNIFEI |
instname_str |
Universidade Federal de Itajubá (UNIFEI) |
instacron_str |
UNIFEI |
institution |
UNIFEI |
reponame_str |
Research, Society and Development |
collection |
Research, Society and Development |
repository.name.fl_str_mv |
Research, Society and Development - Universidade Federal de Itajubá (UNIFEI) |
repository.mail.fl_str_mv |
rsd.articles@gmail.com |
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1797052644821303296 |