Let´s Talk About Diversity
Greg Parks
In the midst of significant global changes such as generational turnover, talent shortage and advancing technology, Greg Parkes, Executive General Manager at Autopia, shares the organisation’s journey towards a more diverse and inclusive workplace.
There are thousands of articles discussing the importance of diversity, while study after study proves the economic benefits of a diverse workforce to an organisation. As a result, over the last decade, the corporate world has focused more on diversity, celebrating our differences in gender, cultural background, ways of thinking and more.
The journey towards diversity
At Autopia, the importance of diversity and inclusion stems from the core of our business: our customers. Having built an organisation with a personalised, highly consultative approach, it was evident to us that our customers came from a whole range of backgrounds, and our staff should too. So, in an effort to learn how to promote diversity and inclusion within our organisation and create a positive impact in our business community, we embarked on our own diversity and inclusion journey, leading to the development of our thought leadership program.
Diversity matters: facilitating the conversation
Through Autopia’s Diversity and Inclusion thought leadership program, we have had the privilege of sharing experiences with corporate leaders from around Australia, and partnered with pivotal organisations, including UN Women National Committee of Australia and Juggle Strategies, a workplace flexibility consultancy firm. Through these partnerships, we have developed a series of White Papers for business, exploring gender and cultural diversity, as well as workplace flexibility, and best practices for promoting and implementing effective diversity and inclusion programs within a business. With the objective of generating discussion around these issues, these White Papers also aim to provide guidance for companies on their own journey of change. Along the way, and thanks to insights from our expert partners, we have learned that it is not enough to achieve a statistically diverse workforce; true inclusion comes when there is a cultural shift within the organisation. As Vernā Myers, Author and Diversity Advocate once said, “Diversity is being invited to the party; inclusion is being asked to dance.”
Undoubtedly, changing an organisation’s culture can be slow. In fact, achieving diversity and inclusion is not a one-off, set-and-forget exercise. It is an ever-evolving process that must go beyond written procedures to become part of the day-to-day life of an organisation. Achieving diversity and inclusion is a process that requires us to re-think how we do business, but one that we know can have a positive and tangible effect on productivity and performance. Working towards diversity and inclusion in the workplace is not only the right thing to do; it’s the smart thing to do.
(Fonte:http://www.hcamag.com/opinion/opinion-lets-talk-aboutdiversity-241797.aspx)
Undoubtedly é composta pelo uso de afixos. A palavra que passa pelo mesmo processo de formação de palavras é
Let´s Talk About Diversity
Greg Parks
In the midst of significant global changes such as generational turnover, talent shortage and advancing technology, Greg Parkes, Executive General Manager at Autopia, shares the organisation’s journey towards a more diverse and inclusive workplace.
There are thousands of articles discussing the importance of diversity, while study after study proves the economic benefits of a diverse workforce to an organisation. As a result, over the last decade, the corporate world has focused more on diversity, celebrating our differences in gender, cultural background, ways of thinking and more.
The journey towards diversity
At Autopia, the importance of diversity and inclusion stems from the core of our business: our customers. Having built an organisation with a personalised, highly consultative approach, it was evident to us that our customers came from a whole range of backgrounds, and our staff should too. So, in an effort to learn how to promote diversity and inclusion within our organisation and create a positive impact in our business community, we embarked on our own diversity and inclusion journey, leading to the development of our thought leadership program.
Diversity matters: facilitating the conversation
Through Autopia’s Diversity and Inclusion thought leadership program, we have had the privilege of sharing experiences with corporate leaders from around Australia, and partnered with pivotal organisations, including UN Women National Committee of Australia and Juggle Strategies, a workplace flexibility consultancy firm. Through these partnerships, we have developed a series of White Papers for business, exploring gender and cultural diversity, as well as workplace flexibility, and best practices for promoting and implementing effective diversity and inclusion programs within a business. With the objective of generating discussion around these issues, these White Papers also aim to provide guidance for companies on their own journey of change. Along the way, and thanks to insights from our expert partners, we have learned that it is not enough to achieve a statistically diverse workforce; true inclusion comes when there is a cultural shift within the organisation. As Vernā Myers, Author and Diversity Advocate once said, “Diversity is being invited to the party; inclusion is being asked to dance.”
Undoubtedly, changing an organisation’s culture can be slow. In fact, achieving diversity and inclusion is not a one-off, set-and-forget exercise. It is an ever-evolving process that must go beyond written procedures to become part of the day-to-day life of an organisation. Achieving diversity and inclusion is a process that requires us to re-think how we do business, but one that we know can have a positive and tangible effect on productivity and performance. Working towards diversity and inclusion in the workplace is not only the right thing to do; it’s the smart thing to do.
(Fonte:http://www.hcamag.com/opinion/opinion-lets-talk-aboutdiversity-241797.aspx)
Segundo Greg Parkes, autor do texto Let’s Talk About Diversity e gerente executivo da Autopia, o fator que motivou a jornada em direção à proposta de um local de trabalho mais diversificado e incluso foi:
Let´s Talk About Diversity
Greg Parks
In the midst of significant global changes such as generational turnover, talent shortage and advancing technology, Greg Parkes, Executive General Manager at Autopia, shares the organisation’s journey towards a more diverse and inclusive workplace.
There are thousands of articles discussing the importance of diversity, while study after study proves the economic benefits of a diverse workforce to an organisation. As a result, over the last decade, the corporate world has focused more on diversity, celebrating our differences in gender, cultural background, ways of thinking and more.
The journey towards diversity
At Autopia, the importance of diversity and inclusion stems from the core of our business: our customers. Having built an organisation with a personalised, highly consultative approach, it was evident to us that our customers came from a whole range of backgrounds, and our staff should too. So, in an effort to learn how to promote diversity and inclusion within our organisation and create a positive impact in our business community, we embarked on our own diversity and inclusion journey, leading to the development of our thought leadership program.
Diversity matters: facilitating the conversation
Through Autopia’s Diversity and Inclusion thought leadership program, we have had the privilege of sharing experiences with corporate leaders from around Australia, and partnered with pivotal organisations, including UN Women National Committee of Australia and Juggle Strategies, a workplace flexibility consultancy firm. Through these partnerships, we have developed a series of White Papers for business, exploring gender and cultural diversity, as well as workplace flexibility, and best practices for promoting and implementing effective diversity and inclusion programs within a business. With the objective of generating discussion around these issues, these White Papers also aim to provide guidance for companies on their own journey of change. Along the way, and thanks to insights from our expert partners, we have learned that it is not enough to achieve a statistically diverse workforce; true inclusion comes when there is a cultural shift within the organisation. As Vernā Myers, Author and Diversity Advocate once said, “Diversity is being invited to the party; inclusion is being asked to dance.”
Undoubtedly, changing an organisation’s culture can be slow. In fact, achieving diversity and inclusion is not a one-off, set-and-forget exercise. It is an ever-evolving process that must go beyond written procedures to become part of the day-to-day life of an organisation. Achieving diversity and inclusion is a process that requires us to re-think how we do business, but one that we know can have a positive and tangible effect on productivity and performance. Working towards diversity and inclusion in the workplace is not only the right thing to do; it’s the smart thing to do.
(Fonte:http://www.hcamag.com/opinion/opinion-lets-talk-aboutdiversity-241797.aspx)
O texto traz o exemplo de uma empresa que vem incorporando a diversidade e inclusão ao contratar seus funcionários. Assinale V (verdadeiro) ou F (falso) para as informações presentes no texto.
( ) A Autopia embarcou na jornada pela inclusão e diversidade, por meio do desenvolvimento de um programa de liderança.
( ) Na Autopia, a importância da inclusão e da diversidade vem da preocupação de alguns funcionários em conseguirem espaço no mercado de trabalho.
( ) Por ser uma empresa com clientes de diferentes origens e experiências, a empresa percebeu a necessidade de uma equipe de funcionários, que entenda os diferentes perfis de clientes.
( ) O processo de mudança na cultura de uma empresa é lento e vai muito além do planejamento, até se tornar rotina na vida da empresa.
A sequência correta é
Let´s Talk About Diversity
Greg Parks
In the midst of significant global changes such as generational turnover, talent shortage and advancing technology, Greg Parkes, Executive General Manager at Autopia, shares the organisation’s journey towards a more diverse and inclusive workplace.
There are thousands of articles discussing the importance of diversity, while study after study proves the economic benefits of a diverse workforce to an organisation. As a result, over the last decade, the corporate world has focused more on diversity, celebrating our differences in gender, cultural background, ways of thinking and more.
The journey towards diversity
At Autopia, the importance of diversity and inclusion stems from the core of our business: our customers. Having built an organisation with a personalised, highly consultative approach, it was evident to us that our customers came from a whole range of backgrounds, and our staff should too. So, in an effort to learn how to promote diversity and inclusion within our organisation and create a positive impact in our business community, we embarked on our own diversity and inclusion journey, leading to the development of our thought leadership program.
Diversity matters: facilitating the conversation
Through Autopia’s Diversity and Inclusion thought leadership program, we have had the privilege of sharing experiences with corporate leaders from around Australia, and partnered with pivotal organisations, including UN Women National Committee of Australia and Juggle Strategies, a workplace flexibility consultancy firm. Through these partnerships, we have developed a series of White Papers for business, exploring gender and cultural diversity, as well as workplace flexibility, and best practices for promoting and implementing effective diversity and inclusion programs within a business. With the objective of generating discussion around these issues, these White Papers also aim to provide guidance for companies on their own journey of change. Along the way, and thanks to insights from our expert partners, we have learned that it is not enough to achieve a statistically diverse workforce; true inclusion comes when there is a cultural shift within the organisation. As Vernā Myers, Author and Diversity Advocate once said, “Diversity is being invited to the party; inclusion is being asked to dance.”
Undoubtedly, changing an organisation’s culture can be slow. In fact, achieving diversity and inclusion is not a one-off, set-and-forget exercise. It is an ever-evolving process that must go beyond written procedures to become part of the day-to-day life of an organisation. Achieving diversity and inclusion is a process that requires us to re-think how we do business, but one that we know can have a positive and tangible effect on productivity and performance. Working towards diversity and inclusion in the workplace is not only the right thing to do; it’s the smart thing to do.
(Fonte:http://www.hcamag.com/opinion/opinion-lets-talk-aboutdiversity-241797.aspx)
Ao falar sobre as mudanças que acontecem na Autopia, o texto se utiliza da seguinte sentença: In the midst of significant global changes such as generational turnover, talent shortage and advancing technology…, para contextualizar o momento atual pelo qual passamos.
Com base nesse contexto, relacione a segunda coluna de acordo com a primeira, em que as palavras em Língua Inglesa se equivalem às da Língua Portuguesa. Depois, assinale a alternativa correta.
1. turnover
2. shortage
3. significant
4. midst
( ) importante
( ) rotatividade
( ) em meio a
( ) carência
Let´s Talk About Diversity
Greg Parks
In the midst of significant global changes such as generational turnover, talent shortage and advancing technology, Greg Parkes, Executive General Manager at Autopia, shares the organisation’s journey towards a more diverse and inclusive workplace.
There are thousands of articles discussing the importance of diversity, while study after study proves the economic benefits of a diverse workforce to an organisation. As a result, over the last decade, the corporate world has focused more on diversity, celebrating our differences in gender, cultural background, ways of thinking and more.
The journey towards diversity
At Autopia, the importance of diversity and inclusion stems from the core of our business: our customers. Having built an organisation with a personalised, highly consultative approach, it was evident to us that our customers came from a whole range of backgrounds, and our staff should too. So, in an effort to learn how to promote diversity and inclusion within our organisation and create a positive impact in our business community, we embarked on our own diversity and inclusion journey, leading to the development of our thought leadership program.
Diversity matters: facilitating the conversation
Through Autopia’s Diversity and Inclusion thought leadership program, we have had the privilege of sharing experiences with corporate leaders from around Australia, and partnered with pivotal organisations, including UN Women National Committee of Australia and Juggle Strategies, a workplace flexibility consultancy firm. Through these partnerships, we have developed a series of White Papers for business, exploring gender and cultural diversity, as well as workplace flexibility, and best practices for promoting and implementing effective diversity and inclusion programs within a business. With the objective of generating discussion around these issues, these White Papers also aim to provide guidance for companies on their own journey of change. Along the way, and thanks to insights from our expert partners, we have learned that it is not enough to achieve a statistically diverse workforce; true inclusion comes when there is a cultural shift within the organisation. As Vernā Myers, Author and Diversity Advocate once said, “Diversity is being invited to the party; inclusion is being asked to dance.”
Undoubtedly, changing an organisation’s culture can be slow. In fact, achieving diversity and inclusion is not a one-off, set-and-forget exercise. It is an ever-evolving process that must go beyond written procedures to become part of the day-to-day life of an organisation. Achieving diversity and inclusion is a process that requires us to re-think how we do business, but one that we know can have a positive and tangible effect on productivity and performance. Working towards diversity and inclusion in the workplace is not only the right thing to do; it’s the smart thing to do.
(Fonte:http://www.hcamag.com/opinion/opinion-lets-talk-aboutdiversity-241797.aspx)
In fact, achieving diversity and inclusion is not a one-off, set-and-forget exercise.
A sentença apresenta um exemplo de uso da língua estrangeira no dia a dia. A partir do contexto apresentado no texto, entende-se a expressão set-and-forget exercise como