In the corporate universe, diversity is what makes a company break obsolete standards, open up space for all types of professionals, and ensure that their talents are noticed.
Inclusion, on the other hand, promotes growth, development, and, above all, value to the individual skills of employees.
These are prominent topics for any business that wants to stand out in the market through acceptance, receptivity, and, mainly, innovation.
In this context, International LGBTQIAPN+ Pride Day (June 28) exposes the urgency for organizations to go beyond discourse and implement effective measures to promote inclusive and equitable environments.
Today's article reveals an overview of the current IT landscape regarding these guidelines and what measures must be taken to turn the key of diversity, once and for all.

Follow along with the reading and check it out.

IT and the LGBTQIAPN+ community: a reflection of the current scenario

According to a study conducted by Google Brazil, 29% of people state that the IT area is the least diverse in companies.
Furthermore, 98% of respondents agree that organizations with teams focused on diversity, equity, and inclusion offer more attractive opportunities to employee teams.
Undoubtedly, the numbers prove the great importance of this debate for the technology area. It is evident that a long road must be climbed for there to be effective inclusion of women, Black people, LGBTQIAPN+, and people with disabilities in the IT field.
According to data collected by the Ethos Institute, only 13% of the LGBTQIAPN+ population have held director positions, and only 15% have been in coordination roles.
Most of the time, members of the LGBTQIAPN+ community are employed in entry-level positions, such as interns, assistants, and analysts.
In other words, it is not just about getting a job, but rather about a continuous and exhausting struggle for respect, appreciation, and acceptance in the corporate environment.

How can IT help in boosting diversity?

There is no other way: it is necessary to promote a drastic change in the mindset of leadership. After all, they are the ones who represent their employees.
Proof of this was the "Demitindo Preconceitos" (Dismissing Prejudices) study conducted by the consulting firm Santo Caos, which revealed alarming rates: 38% of the interviewed companies admitted they would not hire LGBTQIAPN+ people. In addition, 61% of employees belonging to the community said they hide their sexual and gender identities for fear of potential corporate reprisals.

Certainly, depriving any group of equal access to job market opportunities is a violation of fundamental citizen rights. But, unfortunately, this is the reality of the numbers, which reflect the exclusion of LGBTQIAPN+ in companies. It is certain that prejudice and ignorance must be eliminated, but this only happens with preparation and training.
Debates and discussions need to strengthen, so that recruiters, leaders, and managers understand, once and for all, that diversity and inclusion are essential pillars, and not just a competitive bonus.

The role of companies

The only way to ensure diversity and inclusion is through a firm stance and a well-defined organizational culture. With this in mind, we have listed some steps that can contribute:

Blind recruitment process

The blind recruitment process reveals skills and competences while hiding information related to the candidates' age, gender, and race, ensuring more equal interviews and preventing recruiters, even if unconsciously, from applying their preconceptions and mistaken judgments.

Information and constant dialogue

A topic involving millions of people should not be considered a taboo. It is high time for companies to encourage open dialogue about the LGBTQIAPN+ community, whether by promoting lectures aimed at breaking stereotypes, or even by inviting professionals to share their stories, experiences, and challenges.

Action!

Discourse is not enough. It is necessary to roll up our sleeves and draft strategic actions, such as visibility campaigns, affirmative positions, the creation of specific programs, and internal marketing practices to promote reflection, encourage new habits, and foster changes within the organization.

We at CodeBit see diversity as a source of acceptance, creativity, and innovation, and this is not limited to theory. We work daily to build an increasingly inclusive environment and ensure that everyone feels comfortable being authentic and expressing who they really are. After all, we recognize that each individual is unique and carries with them singular experiences, knowledge, and perspectives.

Although we have already traveled a long way on the journey of diversity and inclusion, we recognize that there is still much to be done, especially since this guideline is not a final destination, but rather a continuous process of learning, reflection, and, above all, action.

We commit to directing our collective efforts to ensure that each member of our team is treated with equity, respect, and dignity.

We will continue to move forward on this journey, learning from our employees' experiences, building a safe and inclusive environment, and contributing to a fairer, more inclusive, and inspiring future.