
12 Feb Antonio Garrigues Walker: «Cada época tiene sus signos y el de la nuestra es la Diversidad»
El prestigioso jurista Antonio Garrigues Walker, ha sido el protagonista de la primera jornada del encuentro con motivo de la alianza #CEOPorlaDiversidad, celebrado en la sede de la CEOE. Esta alianza se certificó a finales del pasado año y su propósito es acelerar la implementación y el desarrollo de políticas de Diversidad, Equidad e Inclusión en las empresas españolas. Estas políticas no solo están encaminadas a incrementar la competitividad del tejido empresarial y del conjunto de la nación, sino que también tienen como misión impactar en retos sociales de primer orden como la reducción de la pobreza y la exclusión social, recogidos en los Objetivos de Desarrollo Sostenible (ODS).
En este sentido, Borja Echegaray, director de la Fundación CEOE, ha afirmado que: “es fundamental que desde el sector empresarial podamos liderar la apuesta por los ODS y contribuir a la generación de riqueza de una forma más responsable y sostenible. La alianza #CEOporlaDiversidad es una buena muestra de ello”.
Garrigues ha compartido con los asistentes al evento su visión sobre la Diversidad como el eje principal del paradigma empresarial, social y humano: «La diversidad va a ser una clave fascinante para las empresas, en las que la uniformidad de opiniones se convierte en un factor tremendamente negativo para el desarrollo y la innovación, en medio de la revolución tecnocientífica más importante de la Historia».
La Diversidad y la inclusión «no van a conocer límites»
Garrigues ha destacado que el mayor cambio sociológico que se ha producido en España ha sido el mayor protagonismo de la mujer y que «este profundo cambio que se ha vivido con la mujer lo vamos a ver en todas las esferas. Hasta ahora hemos ido poniendo límites a la diversidad, pero ya no los va a haber. No se va a poder excluir a nadie. Ya no. Vamos a necesitar una nueva actitud, ampliar esos límites que le hemos ido poniendo a la Diversidad y a la inclusión y ser más abiertos que nunca».
Los nuevos CEOs: sensibles y abiertos
En esta nueva era, en la que la Diversidad adquiere una importancia mayúscula, los CEOs deben cambiar. «Ya no han de tener el perfil de “jefe” habitual, jerárquico, de ordeno y mando. Hoy se exige que sean personas con cualidades muy especiales, la más importante, la sensibilidad. Sensibilidad en materia de cambio climático, de igualdad de género, de diversidad e inclusión…y apertura, capacidad de escucha, entre otros»- ha remarcado.
En España hay «poca movilidad social»
El jurista ha resaltado la importancia de que el tejido empresarial apueste verdaderamente, por políticas de Diversidad e Inclusión pues además de enriquecer a los equipos, constituyen un instrumento para combatir la desigualdad. «En España hay poca movilidad social. La familia en la que nacemos determina en gran medida nuestras posibilidades y el ascenso social es complicado y difícil. Hemos de pensar en ello. En la inmensa brecha social que podemos crear si no miramos a los que más lo necesitan. Y en el talento que puede llegar a perderse»- ha alertado.
«Las empresas tenemos que sentarnos más a hablar de Diversidad»
Por otra parte, ha destacado que, en general, hay un amplio consenso en que la Diversidad es positiva, pero nadie indaga verdaderamente en las causas. De hecho, la gestión de la Diversidad sigue generando conflictividad. «¿Ponemos límites a la Diversidad? ¿Cómo los negociamos? ¿La Diversidad mejora verdaderamente el funcionamiento de una empresa o la integramos como un deber ético? Es increíble que nadie profundice en un tema tan fascinante y prioritario. La curiosidad y la valentía intelectual han de ser condiciones básicas de nuestro siglo. Por eso creo que las empresas tenemos que sentarnos a hablar más de diversidad. Merece la pena estudiar el tema, sociológicamente, y encontrar caminos para que la conflictividad sea menor. Porque la Diversidad y la Inclusión han venido para quedarse y nos van a acompañar siempre. Para siempre. Cada época tiene sus signos y el de la nuestra es la Diversidad».- ha asegurado.
Salir del estancamiento: gran reto de las políticas de Diversidad & Inclusión
Por otra parte, Fundación Adecco ha presentado “mapa estratégico de la Diversidad”,como hoja de ruta para implementar estrategias concretas que impacten de forma global en las organizaciones y en la sociedad en su conjunto: desde el cambio cultural en el seno de las propias compañías, pasando por la relación de la empresa con una sociedad y grupos de interés heterogéneos y hasta iniciativas para la inclusión laboral de los segmentos de la población más vulnerables.
Dicho mapa contempla variables estratégicas que van a cobrar una importancia superlativa durante los próximos años para mejorar la competitividad de las empresas: nuevos modelos colaborativos que ayuden a consolidar equipos muy heterogéneos, liderazgo inclusivo, fórmulas para reducir situaciones de desigualdad en las empresas a través de conceptos como la “inclusión consciente”, la conciliación y flexibilidad como herramienta para crear estructuras empresariales basándose en la equidad como principio clave o poniendo en valor el papel que tienen las empresas en la reducción de la exclusión y desigualdad social.
“Este recurso servirá para salir del estancamiento en la fase de cambio cultural y dotar de coherencia, precisión y practicidad a las políticas de Diversidad e Inclusión, de modo que evolucionen de lo simbólico a lo real”- ha recalcado Francisco Mesonero, director general de la Fundación Adecco.
¿Todavía no conoces en qué consiste la Alianza #CEOPorLaDiversidad? Infórmate aquí.
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