51 years ago, more specifically on June 28, 1969 in the United States, an event that would change our modern society happened, and it is, today, considered a symbol of the fight for rights of the LGBTQIA+ community: the Stonewall riots.  

The name is due to the Stonewall pub  mainly frequented by LGBTQIA+ individuals –, that suffered prejudice and police interventions at the time. On June 28, people who frequented the pub positioned themselves and decided that they wouldn’t accept more discrimination acts at the place, and this resulted in a partial victory for the community who urged to give voice to the movement. 

As a historically marginalized group, the history of the LGBTQIA+ is marked by fights and the constant pursuit for equality, rights, and visibility. Through those fights for rights, the community managed to spread the word of the movement, making it representative and present in the daily life of our society.  

The more active presence of the LGBTQIA+ helped to achieve some rights for the group. On the other side, the members’ sexual orientation ended up being a discriminatory criterion in the hiring processes of some companies (even if veiled). This way, the equality and inclusion in the job market are some of the goals that the LGBTQIA+ community desires, among work security as all other workers.  

To make their inclusion and to increase diversity in the work environment, companies need to correctly differentiate these two concepts. Therefore, we can define diversity as a set of people with different sexual orientations, gender identities, and ethnicities that coexist in harmony, while inclusion represents the tool that allows all these people to share the same space without discriminationfeeling welcome and comfortable. 

Between 2015 and 2017, the Cloverpop company made a survey to analyze how diversity inclusion in companies can impact performance indicators. One of the results showed that increasing diversity in the team helps to improve the decision-making to reach 87%. Beyond that, a diversified team presents a growth of about 60% in its results, generating more creative ideas and innovative solutions. In contrast, the survey also pointed out that heterogeneous teams can promote an increase of conflicts, and therefore, a higher delay to achieve conclusions.

Source: www.cloverpop.com

Poatek is inspired daily by diversity, reaching to contemplate each unique poateker in the different teams and contributing to everyone’s knowledge, through lectures, webinars with specialists, talks, and contents. 

To better construct and distribute information, Poatek has recently created its Committee of Diversity and Inclusion. The purpose of this committee is to develop a healthy work environment to debate and exchange knowledge through internal and external actions. It will reinforce, even more, the company’s belief that everyone is welcome, and that each member must be treated equally.  

Featured Image by Teddy Österblom on Unsplash.

 

About the author

Amanda Bandeira is a Software Engineer at Poatek.