Práticas organizacionais de diversidade e inclusão em um banco nordestino

Abstract

The researched topic falls within the area of Diversity Management, specifically addressing the implementation of organizational inclusion practices at Banco do Nordeste. The study aimed to analyze inclusion initiatives and opportunities for improvement in Diversity Management within a Northeastern banking organization. The methodological procedures characterize the descriptive nature of the research, as well as it ́s qualitative approach and the case study method. In order to confront theoretical and practical aspects, the data collection instruments were documentary analysis on the Bank's intranet, facilitated by the researcher's role as an intern in the company. Additionally, two interviews were conducted, one with a manager leader in the bank and another with an informal diversity promotion group, led by the same maneger. This group consists solely of bank female employees, with a total of 39 people interviewed. Regarding the results of the analyses, it was found that inclusion practices, both internally and externally, essentially focus on gender inequality, lacking attention to other dimensions such as age, race, sexuality, physical or mental disability, or psychosocial disability. Due to this other underrepresented groups do not have as much visibility. In addition to these, other identified challenges were misalignment of information and communication failure, shallow knowledge of management, trivialization of discrimination and prejudice, and lack of reporting. Analyzing this context, some existing improvement opportunities were identified in the current management. In this perspective, the following interventions were proposed: reformulation of internal communication; diversification of inclusion practices; visits from the Ethics Committee or members of the Diversity Group; and samples of testimonials from marginalized individuals in various dimensions. This way, other marginalized groups will truly be included in the banking environment; furthermore, knowledge and information will be facilitated in a better way; management will have a more detailed and complex view of the structural problem that is social exclusion, and reports and recognition of the problematic routine of discrimination and prejudice in the workplace will be encouraged.