Fala com o RH! - Factorial entrevista Gabriela Augusto

Gabriela Augusto: A Journey of Diversity and Inclusion

Introduction to Gabriela Augusto

• Gabriela Augusto introduces herself as a Black trans woman, director, and founder of Transcendemos, a diversity consulting firm. She holds a law degree from PUC São Paulo but chose not to pursue a career in law.

• Recently recognized as one of LinkedIn's Top Voices and acknowledged by McKinsey for her leadership in the LGBT community, highlighting her impact on many people.

Challenges Faced in Professional Life

• Gabriela reflects on her journey filled with challenges, particularly during her transition while studying law. She noticed the lack of representation for individuals like herself in large law firms.

• Encountering numerous obstacles due to being a Black trans person, she was motivated to help others avoid similar experiences.

Initiatives for Awareness

• In 2016/2017, she created a booklet titled "Buzz," summarizing key concepts related to gender equality and racial equality. She distributed it freely among companies in São Paulo.

• The goal was to raise awareness about diversity and inclusion within organizations without charging for the booklet; she only requested commitments from companies to educate their employees.

Struggles with Corporate Acceptance

• Despite her efforts, many companies were initially reluctant to engage with her ideas. Her identity as a trans woman contributed to this challenge.

• Gabriela emphasizes that historically, it has been difficult for her voice to be heard within corporate environments where representation is lacking.

Recognition and Its Significance

• Being named a Top Voice is significant for Gabriela; it validates her work and provides visibility for the issues faced by marginalized communities.

• This recognition symbolizes progress not just personally but also collectively for the trans community, helping raise awareness about their struggles.

Impact of Social Movements

• In early March 2020, Gabriela feared that diversity initiatives would lose momentum due to economic crises; however, social movements like Black Lives Matter increased corporate focus on diversity.

• Events such as George Floyd's death prompted more companies to develop strategies around diversity and inclusion.

Growth of Transcendemos

• The year 2020 brought challenges globally but also opportunities for growth at Transcendemos as more organizations sought support in implementing inclusive practices.

• They focused on listening closely to partner organizations' needs while developing new solutions aimed at enhancing inclusivity within workplaces.

Strategies for Implementing Diversity Programs

• To effectively implement diversity programs, understanding the current landscape of an organization is crucial. Tools are available for assessing this scenario.

Understanding Diversity and Inclusion in Organizations

Identifying Priorities in Diversity Initiatives

• The discussion begins with the importance of identifying specific challenges within organizations to prioritize diversity initiatives effectively.

• A recent analysis revealed that addressing LGBT issues was a priority due to urgent challenges faced by individuals in this community, highlighting the need for targeted action.

Building Credibility and Trust

• One major obstacle in implementing diversity solutions is establishing credibility; clients often trust solutions more when presented by familiar figures, typically white men.

• The speaker reflects on their experience leading a consulting firm focused on diversity, noting that companies were often more critical when engaging with them compared to other firms.

Strategies for Effective Communication

• Companies must actively communicate their commitment to diversity and inclusion externally so that stakeholders can identify trustworthy organizations.

• To facilitate this, a certification program called "Empresa e Respeito" was created, which assesses companies' current status regarding diversity and sets measurable goals.

Commitment to Improvement

• The certification process involves defining clear objectives for increasing representation of women and marginalized groups within leadership roles and hiring practices.

• The emphasis is placed on the idea that no organization is perfect; thus, improvement commitments are essential rather than seeking unattainable perfection.

Understanding Diversity vs. Inclusion

• There’s a distinction between diversity (the unique characteristics of individuals such as race, gender identity, etc.) and inclusion (the experiences individuals have within an organization).

• It’s crucial for organizations to ensure that all employees feel valued and included regardless of their background or identity.

Importance of Pre-Hiring Assessments

• Before hiring underrepresented groups, organizations should conduct assessments to understand existing workplace dynamics and ensure inclusivity.

• Merely hiring diverse candidates without fostering an inclusive environment can lead to dissatisfaction among those employees if they do not feel welcomed or understood.

Inclusivity in the Workplace: Understanding Non-Binary Candidates

The Importance of Inclusivity for Non-Binary Individuals

• There is a significant number of non-binary individuals who may not fit neatly into traditional gender categories, which can create challenges during recruitment processes.

• When a non-binary candidate arrives at a company, their experience begins with interactions at reception and extends to how they are treated throughout the application process.

• Many registration systems only offer binary options (male/female), which can alienate non-binary candidates. Forms should include more inclusive options beyond just "man" and "woman."

Mapping the Candidate Journey

• It’s crucial to consider the entire journey of a candidate from awareness of job openings to the interview stage, ensuring that every touchpoint respects their identity.

• Companies should identify areas for improvement in their processes where non-binary candidates might feel disrespected or have negative experiences.

Co-Creation as a Strategy for Inclusion

• A tool called "dever sexuais" facilitates co-creation among employees to develop actionable strategies aimed at making workplaces more welcoming for transgender individuals.

• Co-creation is essential; while there are best practices available, solutions must be tailored collaboratively with those who work within the organization.

Knowledge Sharing and Cultural Change

• Organizations need to organize existing knowledge about diversity and inclusion effectively and share it widely among all employees to foster an inclusive culture.

• Visibility is key; discussing important dates related to diversity can help raise awareness within companies about issues affecting marginalized groups.

Practical Steps Towards Inclusion

• January marks Transgender Visibility Month, providing an opportunity for organizations to engage in discussions around trans rights and visibility through various communication channels.

• Companies should consider hosting events like discussion circles on relevant topics rather than superficial gestures such as giving gifts on International Women’s Day.

Promoting Genuine Discussions on Equality

• It's vital that organizations promote genuine conversations about equality rather than performative actions. Employees seek real opportunities for advancement rather than token gestures.