Challenges and Trends in Organizational Management and Industry by Unknown

Author:Unknown
Language: eng
Format: epub
ISBN: 9783030980481
Publisher: Springer International Publishing

6 Final Remarks

It is hoped that this chapter, and as it has always been referred to throughout it, encourages further research at the academic level with the aim of deepening the theme of diversity in Portuguese organizations. Encourage studies with greater objectivity in order to suggest the direct and indirect results of greater diversity in the context of organizations. For instance, understanding which means can be used to achieve greater individual performance using good diversity management practices, and understanding which are the bad practices to learn from mistakes, resolve them and not remedy them. It is suggested that a survey about the diversity management policies practiced in our organizations should be carried out, that cover not only issues of race and ethnicity, but also other different forms of inclusion, such as, in the case of this chapter, sexual orientation. Emphasize sexual diversity and understand how it can lead to positive or negative changes in the individual’s performance, in a work context, related to the management that is done and the attention received.

Another suggestion has to do with the mobilization of research in the scope of diversity policies that belong to the public sphere, transporting them to the sphere of organizations, in a process of social privatization. It is very important that people get rid of the prejudiced looks that allow bias, and the looks that block the importance of difference, not only in social life but also in work. That organizations see the difference as part of talent and human potential.

Last but not least, we must re-emphasize diversity and the concern of its management by organizations. Continue to raise awareness with top management, using the studies and research that are being carried out in this area. It may seem like a natural and reductionist subject, but, it is a fact that these issues are “normalized” not to be talked about. The issue of diversity may often seem well discussed in society in general and in organizations in particular, but that is not what is currently happening.

In this chapter, it was verified through the analysis of the interviews of both interviewees that despite knowing that discrimination exists, both in the work context, and in general, they admit that they never felt any kind of discrimination. They agree that it makes sense to talk about diversity and its management by organizations because, in a work context, the opportunity must be given to the individual, to their individuality and to the ability to socialize.

The differences of each one should be a triumph for organizations to capture talent and encourage their employees to progress in their careers. This is the best way to manage diversity in organizations. However, there is still a lot of resistance for managers to think and act this way.

It is also concluded that it no longer makes sense to talk about discrimination when, nowadays, it should no longer exist—at least when we mention it in its pejorative form. Respondents said that it exists, that sometimes it is even hidden, but that mentalities are changing and that is why we must elucidate people, both employees and managers.

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