At present, it is necessary that values ​​such as equity and inclusion do not remain as an initiative, for that they must be seen as a strategic asset of the organization with a great impact on cultural change.

Buenos Aires, July 2019 – New trends in talent management seek to adapt to the demands of today’s world that are rapidly advancing, calling for structural changes in culture and organizational values.

“The challenge of the companies is to motivate for the permanence” cited Mauro Storero, manager of the human capital of the Sancor Salud company in a recent Human Resource Forum organized by the newspaper El Cronista. However, it is valuable to understand how these issues are progressive changes that often involve an alignment between departments.

Then we are in a dilemma, how to generate that permanence, to which Julián de Diego, professor of labor law in Argentina added “it is a responsibility of the organizations to generate protection, via and containment, but the collaborator will look for it on the other hand “, Reaction contrary to what permanency suggests: create a solid bond, wellbeing, commitment, and low rotation.

In this sense, the role of leaders is vital in the implementation of cultural changes because they will be the first to show the organizational philosophy, including symbolic actions.

On the other hand, the President of the Argentine Association of Ontological Coaching, Martín Cainzos said in that forum that currently should stop seeing issues of equity and inclusion as something to add to the agenda and should be seen as a cross-cutting change in the culture, that promotes the autonomy of teams with different potentialities, ethnicity, religion, gender, sexual orientation and age.

Given this, we must mention that the paradigm shift also comes through digital transformation, access to information and connectivity. In this way, managing diversity is to understand the value of each collaborator, motivating their recognition that drives their development and growth in the company, which at the same time fosters improvement in the work climate, commitment, and satisfaction.

About PDA International

PDA International is a global company that develops, implements and transfers technological tools and innovative programs for the integral management of talent. This organization was born 15 years ago and currently commercializes, implements and trains offering consulting and talent management solutions in more than 45 countries, leveraged on the information obtained through the PDA Assessment, helping to strengthen people and teams to face and overcome the challenges that the business world demands.

Organizations such as Mercedes Benz, Deloitte, Accenture, Telecom, Santander Bank, London Business School, among others have relied on PDA International.