Technology is the ally of a culture of diversity and inclusion

Mateus Fonseca explains how unconscious biases work

Photo: Movele/Publicity

building a culture Diversity, equality and inclusion (DE&I) Within an organization is not something that gets done overnight. However, it is necessary to take the first steps – with determination and support from the leaders. In addition to employee awareness measures and positive policies, it is necessary to consider increasingly carefully the recruitment and selection processes so that they can not only contribute, but also promote this culture, after all, the topic of human development and integration is systemic.

In an unequal country like ours, apply Positive policies Encouraging the inclusion of minority group professionals is essential to overcoming discrimination, expanding opportunities, and changing our unconscious biases.

But what are unconscious biases? In short, they are ideas and trends that we automatically take from Standards that we learn throughout life, through friends and family, cultural appearances, and the content we consume, which can lead us to biased considerations.

However, when we talk about the selection or decision to promote a collaborator, we have a task to eliminate these biases as much as possible so that we do not exclude people from historical minority groups because of our personal experiences. And this isn’t an exclusive HR job, but the field has tools and processes that can accelerate this change.

Technology, especially artificial intelligence, has advanced a lot in recent years and – when used well – can help in Reduce and remove prejudices in decision making. Imagine a selection process that evaluates the profile of more than 40 thousand subscribers.

It is natural to have tools for the initial screening, however, its deliberate configuration and customization are essential to reduce these biases. It is possible, for example, to hide the personal data of the candidates, sharing only with those responsible for setting the macro and basic information for analysis. It’s called blind recruiting.

At Movile, we’ve developed a chatbot so we can eliminate unconscious biases in the selection process for Mobile Dream, an annual program to recruit young talent for all of the companies we invest in. The adoption of this technology made it possible to recruit 238 talents in the latest edition, Class 2022, all of whom belong to at least one minority – 51% women and 73% black and brown.

This is the second year we are using technology to ensure more inclusive employment and the results show that we are on the right track. In addition to the numbers, the testimonies of some participants reinforce the positive effects of this approach, such as the one chosen in the latest edition: “This was the first selection I made as a (a transgender man). We were always told at every stage to be ourselves, but you went to Much further, and gave us the confidence to be just who we were and lovingly hugged us at every stage. Thank you for letting me be myself!”

In addition to us, other companies also use tools to reduce hiring bias. However, it is important to stress that this will only be taken into account by the organization making the selection, if diversity and inclusion are, in fact, a real concern for the company and senior leadership.

More than that, making a company diverse and inclusive is not just about hiring. It is necessary to develop internal procedures to raise awareness and literacy and to review an appropriate code of ethics and conduct, a career acceleration program and specific mentoring for professionals from minority groups, as well as raising the awareness of senior leadership.

At Mobile Dream, for example, we have a training and acceleration track for certified people to develop and take on new positions and challenges internally, as well as preparing direct leaders on the importance of creating a good journey.

I believe that only by adopting these and other measures, as well as by constantly monitoring the evolution, will it be possible to advance towards a truly diverse, equitable and inclusive culture, in which there is active listening and appreciation of these professionals and which represents the Brazilian population. The road is long, but it’s definitely worth it.

Matthews Fonseca is Movile’s Director of Human Resources Products.

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