Diversity is a topic we discuss in conversations with friends, in academic studies and in various public actions and institutions. But how do we deal with it in our work environment?
LGBT (lesbian, gay, bisexual, transvestite and transgender) pride day is celebrated on June 28, when on the same date in 1969, a New York bar suffered several police raids full of violence and abuse of authority against the LGBT community. The date became a symbol of resistance to demand rights, raise awareness and seek greater visibility for this community. The month of June also became LGBT Pride Month.
Let's understand the scenario of the LGBT community in Brazil. According to a study by Santo Caoswhich interviewed 230 people, the results are as follows:
- 47% declare their sexual orientation at work;
- 53% do not declare or only declare to a few people. Among the main reasons for not declaring are: lack of intimacy, fear of discrimination, dismissal or doubt about professional ability or not feeling the need to expose personal life;
- 40% of those interviewed had already suffered discrimination on the grounds of sexual orientation at work, the main situations they faced were jokes, gossip and bullying, among others.
To discuss the subject, we interviewed our director Jorge Dalfovo about this reality and how companies can contribute to diversity and inclusion:
What challenges have you encountered in your life as part of the LGBT community?
JD: The biggest challenges that I, and anyone else who declares their sexual orientation in the professional environment, run the risk of facing, are the looks of contempt and incapacity towards us from company leaders and directors. Thank God, now as an entrepreneur I can do things differently. Unfortunately, homosexuals are still seen as a social disgrace by many families and businesspeople, but what I've seen throughout my life is the opposite: friends and homosexual professionals seek professional excellence to reaffirm themselves in a generally homophobic corporate world that sees sexuality as a need to impose itself for its own benefit.
That's why I say that sexuality isn't a choice, it's part of who you are. I'm very happy and fulfilled, but I went through a lot of social rejection. It was only when I had my own business that I was able to speak openly, with total freedom, that I'm gay, because of the insecurity generated by embarrassing situations and the prejudice impregnated in society.
How have you reacted to homophobic attacks or any other kind of discrimination?
JD: The phrases said by directors or coworkers, which are often part of everyday life, but are offensive such as "ah become a man", "that's not a man's thing" and other expressions, in a society where calling someone gay is an offense. So, in order to deal with these homophobic attacks, I channeled all the negative and hate-filled words into my professional side, showing how capable I am and how honest and sure I am of what I set out to do. The problem is not being gay, the problem is being homophobic.
Why is diversity important for Lean Sales?
JD: People's talents are what make Lean Sales unique. Diversity is one of our main values and strengths. We don't hire for sexual orientation, skin color or gender, we hire for attitude, technical ability and above all for your values as a human being.
Our environment is free of any kind of prejudice or phobia, and welcoming diversity is the secret of our originality.
How does Lean Sales promote inclusion and diversity?
JD: Lean Sales promotes inclusion through various social actions, empowering people, making them visible to the market, stimulating their growth. What matters to us are professional qualities, values and principles that define human beings, such as ethics and character, and not religion, skin color, sexual orientation, etc.
We give a voice to the different, the minority, because we believe that diversity is the meaning of our purpose and that it makes us a better human being.
What advice do you have for companies wishing to create inclusion policies in the workplace?
JD: It has never been more important to talk about diversity and inclusion because we live in a prejudiced society, which often manifests this prejudice in subtle ways. This reveals itself in companies that don't hire people because of the intrinsic discrimination in their organizational culture.
Companies need to make their employees feel part of it and comfortable in their working environment, bringing more acceptance, which consequently increases productivity.
I'd like to make this appeal to all business owners like us at Lean Sales: hire people for their background and their values, the rest doesn't matter, i.e. it won't affect the quality of the results, if it does it will be in a positive way, and what the professional has to offer your business.
Here at Lean Sales, diversity, knowledge, competence, skill and people go hand in hand!