The company justifies the agenda of the debate at that meeting as a topic that should be one of the major concerns of human resources, given the importance of diversity and inclusion in the workplace.
Inclusion of people with disabilities and/or needs in the labor market
Tempus understands that there are new and urgent issues in society that need to be rethought, such as the issue of inclusion of people with special needs in the labor market.
There are many parents who have special children and often feel alone in how they deal with their development, with the learning process and how they see the future of these children when they are adults.
These are, according to the company, unanswered questions: will they have a normal life? will they have a job?
“On the other hand, any of us can, from one moment to another, become a special person: if we lose our sight, hearing, or mobility, for example, will we stop being who we are? Will we stop being professional? – Do we interrupt our career? Can we start a new career? This is an important subject for HR professionals to rethink and bring this kind of reflection into the organization,” explains Tempus.
Transversalities of the topics related to human capital
In the past, professionals were seen only as a resource within an organization. In the Portuguese language, we have used the word “employee” for a long time when referring to workers. The word brings the concept that a worker is one who functions within a system, like a part that can be replaced by another without damage to the organization.
Nowadays, the issue of people management is seen across the board from the perspective that there is no way to build a nation, a company, or an organization apart from the importance of people in this construction process. The focus on people has been changing from year to year, bringing increasingly to light the challenges that organizations encounter in attracting, developing, and retaining good professionals.
Communication and information system
The third aspect is about communication breaking down traditional silos. The new generation of so-called Millennials (born between 1981 and 1996 and aged between 26 and 41 today) has been revolutionizing the world of work in the way they deal with the communication and information system and how they motivate themselves to work.
Many have been quietly leaving organizations, seeking their own work space, not caring much about being tied to an employer or not. Many are not interested in career, but in doing what gives them pleasure and motivation. Organizations need to change the way they deal with this generation to be able to retain their best talent.
Positive results of diversity and inclusion in attracting and retaining talent.
In this fourth and final aspect, it is concluded that the most diverse and inclusive organizations are often one of the best places to work and to attract and retain the best professionals. Inclusive and diverse organizations have attracted the attention of young talent more by the space they give for people to be themselves than necessarily by the positions or salaries they offer.
