| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 1.2 MB | Adobe PDF |
Authors
Advisor(s)
Abstract(s)
A abordagem da Diversidade e Inclusão não é apenas uma nova tendência de
Recursos Humanos, mas uma necessidade crescente. Têm sido várias as vantagens
estudadas na adoção de práticas de gestão para a diversidade e inclusão, nomeadamente
na melhoria da criatividade e inovação e o aumento da competitividade. Num mundo
global, equipas diversificadas estarão possivelmente mais aptas a atender às necessidades
dos mercados. Adicionalmente, empresas que demonstram compromisso com a
diversidade e a inclusão muitas vezes são percecionadas de forma mais positiva pelos
clientes e stakeholders.
É neste paradigma que as agências de intermediação laboral, tais como as
empresas de trabalho temporário, são chamadas a assumir um papel de promoção da
diversidade e inclusão.
A presente pesquisa procurou, a partir de um estudo de caso de uma empresa de
trabalho temporário, investigar o papel destes atores institucionais na temática da
Diversidade e Inclusão. A abordagem empírica incluiu as técnicas de Focus Group, de
observação direta com registo em diário de campo, de entrevistas a funcionários internos
da agência, de análise documental a dados secundários como reportórios e registos de
entrevistas e descritivos de funções.
Os resultados da nossa investigação apontam para o facto de o nosso estudo de
caso procurar posicionar-se ativamente na promoção da diversidade e inclusão no
mercado de trabalho, quer na gestão dos trabalhadores que agenciam, quer na
sensibilização das empresas suas clientes. Com efeito, por um lado, o nosso estudo de
caso procura, de forma explicita e consciente, propor uma lista de candidatos às empresas clientes que seja diversificada. Tal resulta do reconhecimento, por parte dos trabalhadores
do caso em estudo, dos benefícios de uma força de trabalho diversa. Por outro lado, junto
das empresas-clientes, a agência de intermediação procura incentivar a implementação de
medidas de promoção da diversidade.
The Diversity and Inclusion approach is not just a new trend in Human Resources, but a growing need. There have been several studied advantages to adopting management practices for diversity and inclusion, namely improving creativity and innovation, and increasing competitiveness. In a global world, diverse teams may be better able to meet the needs of the markets. In addition, companies that demonstrate a commitment to diversity and inclusion are often perceived more positively by customers and stakeholders. It is in this paradigm that labour intermediation agencies, such as temporary work agencies, are called upon to take on a role in promoting diversity and inclusion. Based on a case study of a temporary work agency, this research sought to investigate the role of these institutional actors in Diversity and Inclusion. The empirical approach included Focus Group techniques, direct observation recorded in a field diary, interviews with the agency's internal employees, and documentary analysis of secondary data such as interview reports and records and job descriptions. The results of our research point to the fact that our case study actively seeks to promote diversity and inclusion in the labour market, both in the management of the workers they hire and in raising awareness among their client companies. On the one hand, our case study explicitly and consciously endeavours to offer its client companies a diverse list of candidates. This results from the case study workers recognising the benefits of a diverse workforce. On the other hand, the intermediary agency endeavours to encourage its client companies to implement measures to promote diversity.
The Diversity and Inclusion approach is not just a new trend in Human Resources, but a growing need. There have been several studied advantages to adopting management practices for diversity and inclusion, namely improving creativity and innovation, and increasing competitiveness. In a global world, diverse teams may be better able to meet the needs of the markets. In addition, companies that demonstrate a commitment to diversity and inclusion are often perceived more positively by customers and stakeholders. It is in this paradigm that labour intermediation agencies, such as temporary work agencies, are called upon to take on a role in promoting diversity and inclusion. Based on a case study of a temporary work agency, this research sought to investigate the role of these institutional actors in Diversity and Inclusion. The empirical approach included Focus Group techniques, direct observation recorded in a field diary, interviews with the agency's internal employees, and documentary analysis of secondary data such as interview reports and records and job descriptions. The results of our research point to the fact that our case study actively seeks to promote diversity and inclusion in the labour market, both in the management of the workers they hire and in raising awareness among their client companies. On the one hand, our case study explicitly and consciously endeavours to offer its client companies a diverse list of candidates. This results from the case study workers recognising the benefits of a diverse workforce. On the other hand, the intermediary agency endeavours to encourage its client companies to implement measures to promote diversity.
Description
Keywords
Agências de intermediação Diversidade Inclusão Trabalho temporário Intermediation agencies Diversity Inclusion Temporary work