Although we have made progress in the inclusion of underrepresented groups in the workplace, these figures show us that we still have a long way to go to create safe and fair spaces with equal growth opportunities for everyone.
Professional and personal development is directly related to income levels. The Latin America still presents significant gaps that could take us up to 98 years to close.
than men globally. In the case of single mothers, the gap is 22%.
Source: United Nations SET ’21
compared to their heterosexual counterparts, even when performing the same job, position, or role. Source: UPF APR ’21
Source: UPF APR ’21
than their hispanic or white counterparts.
Source: IDB Study of Salary and Gender Gaps ’21
The creation of career paths and development plans for all employees is becoming increasingly important. It is one of the three main strategies for talent retention in general.
Source: United Nations Feb ’21
and 48% consider disability as the main cause.
Source: Incluyeme.com
19% of job opportunities are denied to gay and bisexual individuals, rising to 35% for trans individuals.
Source: UNAM ’21
of being called for job interviews compared to Afro-descendants or indigenous people.
Source: IDB Study on Salary and Gender Gaps ’21
60% of men and women have been victims of these issues; 30% continue to experience them. In the case of the LGBTQ+ community, 87.6% of people are or have been victims. Only 30% of cases are reported.
Source: ILO ’21
67% of people have suffered discrimination in Latin America.
Source: ILO ’21
Only 38% of the population in the region has access to private education, considered of quality.
Source: UNESCO ’20
Especially in young people and those over 65 years old.
Source: UNESCO ’20.
For us, diversity and inclusion work is a human and empathetic process, this allows us to accompany organizations and the people who work to promote inclusion in the workplace, creating safe environments with equal opportunities for every individual, co-creation solutions for barriers in an intersectional way.
Analysis on multiple dimensions and axes – including extended demographics – to understand the current state of diversity and inclusion in the organization.
Sensitization workshops allow us to deepen the process of unlearning and relearning in relation to the diversity and inclusion strategy.
Support consultancy on diversity and inclusion for committees, strategy development, policies, procedures and indicators design with an intersectional perspective.
We aim to analyze the narrative and representation of different communication pieces – internal or external – to avoid biases that perpetuate stereotypes in society.
