2023-04-19 20:48:09
From a few years ago, it is possible to notice a significant increase in the attention given by companies to the theme of diversity, equity and inclusion. Specific areas are being created to deal with this demand, in addition to affinity groups, committees and other actions.
An initiative that has been increasingly adopted in organizations is the creation of affirmative vacancies. These are work positions that consider belonging to minority groups as a selection criterion, as the less representative social groups are called: black people, women, people with disabilities, LGBTI+, people over 50 years old, among others.
According to a survey by the recruitment company Gupy, between June 2021 and June 2022, the number of affirmative vacancies created on the platform reached more than 1,400, while in the same period of the 2020-21 biennium, only 20 job positions of this type were published. type – number 70 times smaller.
On the Vagas.com portal, the number of affirmative vacancies reached more than 26 thousand between 2021 and 2022, a growth of more than 33%.
“Affirmative vacancies are an important strategy to increase representativeness within the organization. However, to be truly inclusive, hiring is not enough: it is necessary to create equity tools, so that inclusion is part of the organizational culture and climate strategy. As a result, more people have opportunities for growth, and employee engagement increases”, points out Jean Soldatelli, partner at Santo Caos consultancy, which implements Diversity, Equity and Inclusion projects with companies throughout Brazil.
In this context, companies such as Magazine Luiza and Bayer have recently sparked a great debate for having created specific trainee programs for black people, with the aim of forming future leaders. In their wake, other companies began to develop similar actions, either with a greater focus on race and ethnicity, or thinking regarding gender equity, inclusion of LGBTI+ or PwD people.
99Jobs, another employability platform, recently reported that around 44% of people enrolled in trainee programs developed by the company are black. Last year, 50% of these programs, developed on the platform for multinationals and large companies, focused on ethnic-racial inclusion.
With regard to other minority groups such as people with disabilities (PwD), many companies have not yet reached this level of maturity in the search for inclusion. “Between 2014 and 2019 alone, according to data from the Ministry of Labor, more than 18,000 fines were applied for non-compliance with quotas for PwD, totaling almost R$630 million that might have been invested in effective inclusion programs”, analyzes Jean Soldatelli, of Holy Chaos.”
Due to the Brazilian Inclusion Law, which obliges companies with more than 100 employees to have a progressive percentage of people with disabilities on their staff, many organizations choose to open affirmative vacancies aimed at these professionals. But, apparently, not all succeed in this goal.
The PcD S/A study, launched by Santo Caos, points out that 54% of the professionals with disabilities interviewed want to leave the company where they are working in the short term. The main reasons are: lack of real opportunities for growth, discrimination suffered, and the offer of positions below the capacity of these professionals.
Even for professionals from other social backgrounds, such as the LGBTI+ community, the reality is also complex: almost 30% have already suffered some type of prejudice or discrimination at work, according to the study Demitting Prejudices.
Without other supporting initiatives, affirmative vacancies do not seem to be enough to reverse the scenario. “In addition to hiring, companies need to invest in internal training and awareness, both for leaders and employees in general; and establish a strategy of diversity, equity and inclusion that is implemented with seriousness”, concludes Soldatelli, from Santo Caos.
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