Only a few days ago, a survey from Bumeran revealed that 70% of trans and non-binary people in Chile have experienced a situation of violence and/or harassment in their workplace. 50% informed having been excluded fromsocial gatherings or work meetings, and over 40% have suffered psychological harassment. Two years ago, we learned about the first Chilean judgment against a public institution due to a case of transphobia.
The Regional Clinical Hospital of Concepción was charged with a series of discriminatory actions directed towards a trans youth when they expressed their gender. Faced with this, the justice system a ordered compensation in the millions and the creation of a protocol in order to avoid this kind of conduct and for their staff to receive training in the matter.
Today, multiple forces are proving the need for designing a strategic organizational agenda with a Diversity, Equity, and Inclusion (DEI) policy to transform their culture.
DEI policies are being demanded by strong social drivers, a growing demand of investors, and legislation of local regulatory entities.
The case mentioned requires working on the model of leadership to change behaviors and increase physical and psychological safety for teams; consolidating internal training to elevate individual levels of awareness and commitment; and creating complaint mechanisms to channel and give visibility to situations of violence through a clear, transparent process of investigation that provides the most objectivity and justice possible when dealing with critical cases.
DEI is a key cultural principle that multiplies purpose for organizations.
By valuing what makes each person unique and encouraging respectful environments that are free of biases for the deployment of their talent and potential, a sense of belonging is strengthened and innovation is enhanced. This makes it possible to design better experiences and positively impact people’s lives, business results, and their sustainable development, creating value for the community.
Implementing DEI in organizations requires a systemic methodology. Chile needs more businesses, organizations, and public and private entities to incorporate DEI policies—but preventively—not as a reaction to situations of discrimination and/or violence.
By Alejandro Blanco Smith, leader in Diversity, Equity, and Inclusion (DEI) at Olivia
