Diversity management practices in a multinational company in the pulp and paper sector
DOI:
https://doi.org/10.19094/contextus.2024.83331Keywords:
ESG, multinational, organizational diversity, diversity management practices, diversity managementAbstract
Background: Companies with limited diversity show weaker performance compared to inclusive organizations aligned with ESG (Environmental, Social, and Governance) principles, although this correlation may not apply universally. Despite these efforts, some diversity-related actions have been inadequate, incomplete, yielded unfavorable outcomes, or proved ineffective.
Purpose: The present study aims to analyze the practices and actions adopted in the diversity management of a multinational in the Pulp and Paper sector.
Method: The research employs a qualitative and descriptive methodology. It also features a case study. The data collection method employed was a semi-structured interview script. Five employees actively engaged in implementing the company's diversity and inclusion initiatives as ambassadors, all representing minority groups, were interviewed.
Results: The company conducted various initiatives to promote diversity and inclusion, encompassing non-discrimination practices, support, and accountability measures. Most of these initiatives were deemed successful by interviewees. The study highlighted the benefits and challenges associated with diversity management practices, indicating progress towards the established goals. Simultaneously, certain practices impacted the personal lives of the participants, while external factors also influenced the outcomes and challenges faced.
Conclusions: The identified practices, along with the reported benefits and challenges, contribute to diversity management and align with existing literature while also reflecting the unique aspects of the company under review, prompting further inquiry and potential future research.
References
Almeida, S. L. (2021). Racismo estrutural (1a ed.). São Paulo: Editora Jandaíra.
Amaral, S. C. S., & Ribeiro, A. M. M. (2009). A política de cotas e o acesso do negro à universidade pública: discursos e ideologias em confronto na comunidade científica, poder público e movimento social – o caso da UENF, Campos dos Goytacazes, Rio de Janeiro, Brasil. Confluenze. Rivista di Studi Iberoamericani, 1(2), 227-243.
Badal, S., & Harter, J. K. (2014). Gender diversity, business-unit engagement, and performance. Journal of Leadership & Organizational Studies, 21(4), 354-365. https://doi.org/10.1177/1548051813504460
Bardin, L. (1977) Análise de conteúdo. Lisboa: Edições 70.
Beauregard, T. A., Adamson, M., Kunter, A., Miles, L., & Roper, I. (2020). Diversity in the work–life interface: introduction to the special issue. Equality, Diversity and Inclusion: An International Journal, 39(5), 465-478. https://doi.org/10.1108/EDI-04-2020-0097
Brimhall, K. C., & Mor Barak, M. E. (2018). The critical role of workplace inclusion in fostering innovation, job satisfaction, and quality of care in a diverse human service organization. Human Service Organizations: Management, Leadership & Governance, 42(5), 474-492. https://doi.org/10.1080/23303131.2018.1526151
Cox, T. H., & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Perspectives, 5(3), 45-56.
Chang, E. H., Milkman, K. L., Gromet, D. M., Rebele, R. W., Massey, C., Duckworth, A. L., & Grant, A. M. (2019). The mixed effects of online diversity training. Proceedings of the National Academy of Sciences, 116(16), 7778-7783. https://doi.org/10.1073/pnas.1816076116
Diez-Cañamero, B., Bishara, T., Otegi-Olaso, J. R., Minguez, R., & Fernández, J. M. (2020). Measurement of corporate social responsibility: A review of corporate sustainability indexes, rankings and ratings. Sustainability, 12(5), 2153.
Dobbin, F., & Kalev, A. (2016). Why diversity programs fail. Harvard Business Review, 94(7), 14.
Dover, T. L., Kaiser, C. R., & Major, B. (2020). Mixed signals: The unintended effects of diversity initiatives. Social Issues and Policy Review, 14(1), 152-181. https://doi.org/10.1111/sipr.12059
Ferreira, F. A. C., Machado, D., Silva, J. S., & Silva, L. M. T. (2019). Estrelas Além do Tempo: uma Análise Fílmica da Práticas de Gestão da Diversidade nas Organizações. Anais do X Encontro de Estudos Organizacionais da ANPAD – EnEO. Fortaleza, Brasil, 10.
Foley, M., & Williamson, S. (2018). Does anonymising job applications reduce gender bias? Understanding managers’ perspectives. Gender in Management: An International Journal, 33(8), 623-635. https://doi.org/10.1108/GM-03-2018-0037
Gardenswartz, L., & Rowe, A. (2003). Diverse teams at work: Capitalizing on the power of diversity. Society for Human Resource.
Gil, A. C. (2002). Como elaborar projetos de pesquisa. Editora Atlas.
Gillan, S. L., Koch, A., & Starks, L. T. (2021). Firms and social responsibility: A review of ESG and CSR research in corporate finance. Journal of Corporate Finance, 66, 101889. https://doi.org/10.1016/j.jcorpfin.2021.101889
Halbritter, G., & Dorfleitner, G. (2015). The wages of social responsibility — where are they? A critical review of ESG investing. Review of Financial Economics, 26, 25-35. https://doi.org/10.1016/j.rfe.2015.03.004
Holck, L. (2016). Putting diversity to work: An empirical analysis of how change efforts targeting organizational inequality failed. Equality, Diversity and Inclusion: An International Journal, 35(4), 296-307. https://doi.org/10.1108/EDI-12-2015-0107
Hurmekoski, E., Jonsson, R., Korhonen, J., Jänis, J., Mäkinen, M., Leskinen, P., & Hetemäki, L. (2018). Diversification of the forest industries: role of new wood-based products. Canadian Journal of Forest Research, 48(12), 1417-1432. https://doi.org/10.1139/cjfr-2018-0116
Hunt, V., Prince, S., Dixon-Fyle, S., & Yee, L. (2018). Delivering through diversity. McKinsey & Company.
Jamieson, D., & O'mara, J. (1991). Managing workforce 2000: Gaining the diversity advantage. Jossey-Bass.
Johansson, M. T., Broberg, S., & Ottosson, M. (2021). Energy strategies in the pulp and paper industry in Sweden: Interactions between efficient resource utilisation and increased product diversification. Journal of Cleaner Production, 311, 127681. https://doi.org/10.1016/j.jclepro.2021.127681
Kalev, A., Dobbin, F., & Kelly, E. (2006). Best practices or best guesses? Assessing the efficacy of corporate affirmative action and diversity policies. American Sociological Review, 71(4), 589-617. https://doi.org/10.1177/000312240607100404
Kandola, R., & Fullerton, J. (1994). Diversity: more than just an empty slogan. Personnel Management-London.
Leslie, L. M. (2019). Diversity initiative effectiveness: A typological theory of unintended consequences. Academy of Management Review, 44(3), 538-563. https://doi.org/10.5465/amr.2017.0087
Mannix, E., & Neale, M. A. (2005). What differences make a difference? The promise and reality of diverse teams in organizations. Psychological science in the public interest, 6(2), 31-55. https://doi.org/10.1111/j.1529-1006.2005.00022.x
Modesto, J. G., Minelli, A. C., Fernandes, M. P., Rodrigues, M., Bufolo, R., Bitencourt, R., & Pilati, R. (2018). Racismo e Políticas Afirmativas: Evidências do Modelo da Discriminação Justificada. Psicologia: Teoria e Pesquisa, 33. https://doi.org/10.1590/0102.3772e3353
Nadiv, R., & Kuna, S. (2020). Diversity management as navigation through organizational paradoxes. Equality, Diversity and Inclusion: An International Journal, 39(4), 355-377. https://doi.org/10.1108/EDI-12-2018-0236
Nascimento, Í. C. S., Oliveira, M. C., & Rodrigues, M. S. R., Júnior. (2022). Diversidade nas organizações: contribuições para o alcance dos objetivos de desenvolvimento sustentável da Agenda 2030. Revista de Gestão e Secretariado, 13(3), 1033-1058.
Noon, M. (2018). Pointless diversity training: Unconscious bias, new racism and agency. Work, employment and society, 32(1), 198-209. https://doi.org/10.1177/0950017017719841
Oliveira, A. L. D. M., & Resende, M. C. D. (2017). Oficinas vivenciais: reflexões sobre direitos humanos de pessoas com deficiências. Psicologia Escolar e Educacional, 21, 295-301.
Oliveira, A. S., Oliveira, G. C., & Cardoso, J. S. (2020). Reflexos do machismo estrutural brasileiro em tempos de COVID 19: quando o distanciamento social é tão letal quanto o vírus. Revista da Seção Judiciária do Rio de Janeiro, 24(49), 93-111. https://doi.org/10.30749/2177-8337.v24n49p93-111
Polak, Y. N. S., & Diniz, J. A. (2011). Conversando sobre Pesquisa. In Y. N. S. Polak, J. A. Diniz & J. R. Santana (Orgs.), Dialogando sobre Metodologia Científica. Fortaleza: Edições UFC.
Qi, L., Liu, B., Wei, X., & Hu, Y. (2019). Impact of inclusive leadership on employee innovative behavior: Perceived organizational support as a mediator. PloS one, 14(2), e0212091. https://doi.org/10.1371/journal.pone.0212091
Richard, O. C., Roh, H., & Pieper, J. R. (2013). The link between diversity and equality management practice bundles and racial diversity in the managerial ranks: Does firm size matter?. Human Resource Management, 52(2), 215-242. https://doi.org/10.1002/hrm.21528
Roberson, Q. M., & Park, H. J. (2007). Examining the link between diversity and firm performance: The effects of diversity reputation and leader racial diversity. Group & Organization Management, 32(5), 548-568. https://doi.org/10.1177/1059601106291124
Seabra, J. (2023). How does a sense of belonging affect employee productivity?. The Trends Hub, 3. https://doi.org/10.34630/tth.vi3.5034
Silva, J. S. (2019). Identificação com a Diversidade e Alterações nas Práticas de Trabalho Docente: Um Estudo Multicasos Em Universidades Federais. (Tese - Doutorado em Administração). Universidade Estadual do Ceará, Programa de Pós-Graduação em Administração do Centro de Estudos Sociais Aplicados. Fortaleza, Ceará.
Smulowitz, S., Becerra, M., & Mayo, M. (2019). Racial diversity and its asymmetry within and across hierarchical levels: The effects on financial performance. Human Relations, 72(10), 1671-1696. https://doi.org/10.1177/0018726718812602
Soranz, R. F. (2019). Diversidade e inovação: um estudo sobre as práticas de gestão da diversidade e a relação com a percepção de desempenho em inovação. (Tese - Doutorado em Administração). Universidade de São Paulo. São Paulo, São Paulo.
Souza Lima, A. L. (2021). Capacitismo e eugenia na educação brasileira: uma reflexão a partir de aproximações epistemológicas. Revista PHILIA - Filosofia, Literatura & Arte, 3(1), 2-20.
Theophilo, R. L., Rattner, D., & Pereira, É. L. (2018). Vulnerabilidade de mulheres negras na atenção ao pré-natal e ao parto no SUS: análise da pesquisa da Ouvidoria Ativa. Ciência & Saúde Coletiva, 23, 3505-3516. https://doi.org/10.1590/1413-812320182311.31552016
Tung, R. L. (1993). Managing cross‐national and intra‐national diversity. Human resource management, 32(4), 461-477.
Velasco, M., & Sansone, C. (2019). Resistance to diversity and inclusion change initiatives: Strategies for transformational leaders. Organization Development Journal, 37(3), 9-20.
Wandschneider, L., Namer, Y., Otok, R., Middleton, J., & Razum, O. (2020). Teaching Diversity in Public Health Through a Transformative Approach — An ASPHER Initiative. Frontiers in Public Health, 8, 588111. https://doi.org/10.3389/fpubh.2020.588111
Xie, L., Zhou, J., Zong, Q., & Lu, Q. (2020). Gender diversity in R&D teams and innovation efficiency: Role of the innovation context. Research Policy, 49(1), 103885. https://doi.org/10.1016/j.respol.2019.103885
Published
How to Cite
Issue
Section
License
Copyright (c) 2024 Journal: only for the 1st publication
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
The authors, while doing the submission, accept the notice below:
We authors hold the copyright related to our paper and transfer Contextus journal the right for the first publication with a Creative Commons’ international license of the modality Attribution – Non-commercial 4.0, which in turn allows the paper to be shared providing that both the authorship and the journal’s right for initial release are acknowledged.
Furthermore, we are aware of our permission to take part in additional contracts independently for non-exclusive distribution of the version of our work published in this journal (e.g. publishing it in an institutional repository or as a book chapter), while acknowledging both the authorship and the journal’s initial publication.
We also certify that the paper is original and up to this date has not been released in any other journal, Brazilian or of another nationality, either in Portuguese or another language, as well as it has not been sent for simultaneous publication in other journals.
Last, we not only know that plagiarism is not tolerated by Contextus but also certify the paper presents the sources of passages from cited works, including those authored by ourselves.
