A continuación, te explicamos cómo puedes fomentar la colaboración dentro de los equipos de alimentos y bebidas a través de la diversidad y la inclusión.

Be sure to emphasize the neurodistinctions. At first glance, it may seem that their performance is worse than the group average. But by giving them the right conditions and tasks, you will be surprised at how high their results turn out to be. But most neurodivergents are unaware of their diagnoses. And they spend their lives learning to hide their symptoms. Many of them develop depression, anxiety, burnout and even personality disorders. It is worthwhile to conduct screening tests among employees and consult with a clinical psychologist in case of high screening scores, e.g. ADHD, Asperger's, dyslexia, etc.

A diversidade pode ampliar o conjunto das habilidades e experiências do grupo, fazendo com que tenhamos uma gama maior de possibilidades. O resultado pode ser eficaz e muito criativo.

According to statistics, about 10-13% of people are neurodiversity. And it is difficult for them to pass tests and fill out questionnaires. Unfortunately, the majority of hr-specialists are not aware of this fact, which is why top-notch professionals do not get to the interview because of typos, incorrectly ticked boxes in the test or misunderstood context.

Unfortunately, there are no standard training programs for adults. Therefore, diseases require a small number of experts to develop them together. For example, for people with ADHD, you could take Safren's training skills "How to Deal with Adult ADHD: A Cognitive Behavioral Treatment Program" - this is one of the few programs that has been accepted by the American Psychological Association as having efficacy within an evidence-based framework. I also recommend having a full-time staff member to act as a mentor or coach to help them adjust to the company and address social issues within the team.

O dialogo sempre deve ser aberto, as equipes precisam ser participativas no sentido da inclusão, com a finalidade de que todos possuem voz e as opiniões de todos devem ser ouvidas.

Alas! But it is beautiful in words. In practice, corporate culture looks more complicated. It all depends on how much the management itself adheres to these rules. Therefore, first of all, you need to appoint and retrain managers who will be able to interact with the team on an equal footing. And when all team members can feel safe, they can move to open dialog. And after that, you can teach the team open dialog, self-statements and other psychological techniques from management psychology.

I agree. I love the Japanese model of management based on Zen principles for this. Try to improve the process with each new repetition, but don't forget that it is the process itself that counts.

Ao implantar o processo de melhoria contínua apoiado na diversidade, alguns pontos devem ser considerados, como por exemplo o engajamento de todas as partes interessadas; a criação de uma cultura cada vez mais inclusiva e a coleta dos feedbacks, além do mais, é importante que se tenha um desenvolvimento de soluções inclusivas, para que as experiências de todo o grupo sejam consideradas.

Trabalhar com diversidades não é tarefa fácil, mas as barreiras podem ser superadas com uma comunicação eficaz, encorajamento ao respeito mútuo, promoção da cultura de respeito, igualdade e inclusão, e principalmente quando as politicas e práticas da empresa são inclusivas e equitativas para todos os funcionários.