Diversity in the company is the focus of Natalia Fdez's presentation. Laviada at the SEK University of Ecuador
Fraternidad-Muprespa se sumó a la celebración de las cuartas Jornadas de Seguridad y Salud Ocupacional, con el título “Construyendo una cultura de prevención”, celebradas en la Facultad de Ciencias del Trabajo y del Comportamiento Humano de la Universidad Internacional SEK Ecuador. Natalia Fdez. Laviada, deputy general director of Prevention, Quality and Communication of Fraternidad-Muprespa participated on behalf of the Mutual Collaborator with Social Security, focusing his presentation on the important relationship between diversity, gender and health in 21st century companies.
T After thanking the invitation of the rector of UISEK, Nadia Rodríguez, through the dean, Pablo Suasnavas, her first words were to describe the diversity as the “active and conscious development of a process of acceptance and use of differences and similarities as potential in an organization.” “Diversity,” he added, “is heterogeneity, dynamism, complexity and globalization, but also a business challenge to avoid conflicts: the tool that can generate and convert an apparent problem into added value and competitive advantage.”
Diversity can be divided into several facets depending on the area to which it belongs:
- Cultural diversity or heterogeneity of the components of a work group, derived from internationalization and globalization in companies, which entails diversity of human capital in aspects such as values, experience, skills or knowledge.
- Diversity by age, derived from the delay in retirement ages and the necessary management of active aging in companies.
- generational diversity, by the different generations of people living together in the same company with very different motivations and characteristics.
- technological diversity, related to the professional coexistence of workers from analog or digital fields.
- Functional diversity, which brings together people with different and variable abilities over time and in life, and
- sexual diversity, since the sexual condition of the individual sometimes leads to workplace discrimination behaviors.
There is another category that erroneously included, gender diversity, “but given that it encompasses more than 50% of the population, we cannot speak of a marginal group,” explained Fdez. people or ideas are better or worse than others. That is the root of discrimination and non-inclusion. We must be aware of these biases, detect them and stop them.”
According to Fdez.
To conclude her participation, she returned to the importance of working on equity and conciliation between women and men, with a new model of cooperation and commitment between the sexes, which allows for a balanced distribution of responsibilities in professional and personal life.
“It is absolutely beneficial for the company” he stated in conclusion, “consolidate and manage diversity, since having healthy and inclusive companies has a direct impact on fewer sick leave and absenteeism rates and greater well-being at work, a function of company of the 21st century.”
