Diversity and Inclusion in Latin American and Caribbean Workplaces: Experiences, Opportunities, and Challenges

ISBN-13: 9783030354213 / Angielski / Miękka / 2021 / 218 str.

Carlos Tasso Eira de Aquino; Ronald R. Rojas

Spis treści

Chapter 1: Introduction: (Dr. Carlos Tasso Aquino)

The workplaces in the Latin America and Caribbean regions in many ways present a paradox in that it has unique conditions that keep attracting businesses and yet many of the countries in the region also face serious challenges that can undermine many of these prospects. The simplistic assumption that Hispanics are all defined by a few cultural factors—whether from Central America, South America, Mexico, or the Caribbean—is misguided. Although there are commonalities among the cultures and subcultures within the Latin American region, there are also significant differences. This book addresses specific topics related to diversity and inclusion in the workplace that are relevant to Latin America and the Caribbean. By bringing those topics into a single textbook, we intend not only to address issues of Diversity and Inclusion from a regional perspective, but also foster awareness of regional outcomes that can impact the successful operations of global/multinational corporations and organizations that have customers and suppliers in this part of the world. This is a two-part book, where Part 1 addresses some of the emerging frameworks on diversity and inclusion in Latin America and the Caribbean workplace and part 2 lunges into some of the country specific actualities. The uniqueness of this effort resides in making available a single collection of workplace experiences, opportunities, and challenges that emerge from the nuances of diversity and inclusion dynamics in Latin American and Caribbean countries

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Part I: Diversity and Inclusion – The LA&C Region

Chapter 2: Diversity and Inclusion Scholarship: A Latin American and Caribbean Perspective (Dr. Carlos Aquino, Center of Excellence in Diversity and Inclusion, USA)

Scholarship is a relevant component in the search for success by many educational institutions. Its importance is highlighted and enforced by different accreditation bodies all over the world, as an effort to pursue quality and relevant content in higher education. Besides being a learning provider, educational institutions need also to become and remain learning organizations, and the myriad of faculty, alumni and students related to them should believe and act towards lifelong learning. Diversity and Inclusion is one of the top topics today in this globalized and multi-cultured workplace we live. Scholarship in Diversity and Inclusion must remain at the forefront of institutions that want to succeed and be recognized as beacons of a diverse society we live in. This chapter describes a framework currently in action to be a milestone in fostering and achieving Diversity and Inclusion scholarship in Latin America and the Caribbean.

Chapter 3: Cultural influences of Latin American perceptions on inclusion and diversity (Dr. Ronald Rojas, St. Vincent de Paul Regional Seminary)

The literature tendencies on global organizational development are showing a shift in emphasis from diversity as a mandate towards inclusion as a workplace value, and therefore, to approaches that are more in step with interpersonal and relational frameworks. Consequently, this shift has also prompted research beyond the traditional American- European view of inclusion, where now more consideration is being given to the moderating effects of other national cultures. Along with these trends, this chapter argues that perceptions from national cultures within Latin American countries play a significant role in formulating diversity and inclusion strategies. Here, I argue that values typical of most Latin American and Caribbean countries as portrayed in Hofstede’s cultural dimensions reinforce the notion that native cultures have a moderating effect on inclusion and diversity views and suggest these constructs are perceived differently than interpreted in most North American strategies and training programs. This chapter highlights the relevance and implications of Latin American and Caribbean cultural values upon diversity and inclusion perceptions.

Chapter 4: Women Entrepreneurs in Latin America and the Caribbean (LAC): The LAC difference (Dr. Keri Heitner, Walden University)

Despite the obstacles they face, women entrepreneurs in Latin American and Caribbean countries are achieving greater gender parity than in other parts of the world. This chapter will focus on the drivers of entrepreneurial success for women in LAC countries, analyzing how culture, catalysts, supports, and governmental and private sector initiatives and partnerships are fostering women’s entrepreneurship in this region. The chapter will include examples of women entrepreneurs in the Latin America and Caribbean regions.

Chapter 5: Workforce Diversity in Ports – The Global and the Caribbean Perspectives (Michael C. Ircha)

This chapter examines the challenges women face in working in traditional male workplaces and suggests steps for ports to attract women port workers. Cargo handling in seaports has traditionally been a male dominated occupation. This was particularly true when muscle-power was a key occupational requirement for physical lifting and hauling heavy commodities. In recent decades, the need for “brawn" has been replaced with “brain and aptitude” required to operate sophisticated cargo-handling equipment.  In today’s ports, women are increasingly being recruited into this traditional male environment as “work within ports has become less physical, even in port operations that require more physical jobs, women can perform equally well as men.”[i]  The term ‘port workers’ encompasses: dockworkers, longshoremen, stevedores, checkers, linesmen and foremen. The chapter is based on previous Maritime Employers Association’s (MEA) research on best port labour practices and how the MEA overcame resistance to workplace diversity in the Ports of Montréal, Trois-Rivières/Bécancour, Toronto and Hamilton. The challenges and opportunities for females in ports globally and in the Caribbean are outlined along with how ports can improve their working environments to further attract women port workers. 

Chapter 6: Case studies on the effects of Toxic Leadership on diversity and inclusion in the workplace within the Latin American and Caribbean regions (Dr. Felix Santiago)

This chapters presents two case studies with different perspectives of leadership within a diverse and inclusive workplace, one drawn from a multinational workplace sample and the other from a sample of military subjects with Latin American and Caribbean experience. Toxic leadership is an extreme negative behavior highly damaging to organizations and individuals. The rationale for individual tolerance of toxic leaders may be influenced by exceptional considerations. Although the narrative inquiry approach into the stories may not be generalized, the insights derived from the exploration may benefit organizational leaders, scholars, and practitioners in ascertaining patterns within organizational members with diverse characteristics and the effects on the workplace culture and objectives. Most importantly, the identification of the rationale for individual tolerance may assist organizations to mitigate the influence of toxic leader behavior.

Chapter 7: Implications of Gender Identity in Latin America and the Caribbean (Gary Howell, Psy.D. and Natalia Andino-Rivera, M.A, Florida School of Professional Psychology at Argosy University, Tampa)

Gender diverse people are discriminated against worldwide, and in some countries the murder rates are alarming and on the rise.  According to the Transrespect versus Transphobia (TvT) Worldwide Research Project (2017), there were 325 cases of reported killings of trans and gender-diverse people between October 1, 2016 and September 30, 2017, which was an increase of 30 murders compared to the previous year. Brazil had the highest reported number of killings (171), and Mexico had the second highest number of murders (56).  Since the inception of this project in January 2008 to the time of this report, a total of 2,609 reported murders against trans and gender-diverse people have been reported worldwide. The 2016 findings indicated Central and South America accounted for 78% of the globally reported murders. Over the last 20 years, those who identify as gender minorities (transgender, gender queer, gender diverse), have seen few advancements in Latin America and the Caribbean workplace.  Specifically, the lack of progress is most notable in regions where there has been a long history of oppression and aggression toward gender minorities.  In Latin America, Colombia and Argentina are leading other countries with protections in place regarding gender identity and allows their citizens to change their gender on governmental documents. Unfortunately, not all Latin American countries have policies in place for individuals to change their gender on governmental documents and some actually condone discrimination laws that protect employers who discriminate based on their employees’ gender identity. Given the significant fear of retribution that has become a rampant issue for the gender minority community, it is not uncommon for employees to conceal their gender identity and avoid social transition or gender expression altogether.  This inability to be authentic is further perpetuated in the workplace by systemic and societal oppression that negates or ignores a victim’s attempt to report discrimination, other types of abuse, lack of access to services, and leads to comprehensive refusal to acknowledge their identities. The Caribbean is far less tolerant via laws and protections for transgender and gender diverse individuals.  Much of the Caribbean still criminalizes individuals based on their gender identity and/or expression using antiquated “indecency” laws that were inherited from the British and French during the Colonial era. These laws, in combination with a repressive family dynamic, community and fear of public reprisal, keep individuals underground or subject them to violent attacks. Globally, murder and hate crimes toward transgender and gender-diverse individuals continues to be a source of psychological distress, and shapes the way gender minorities navigate their social, educational, and workplace environments. The adversity transgender and gender diverse individuals are subjected to creates barriers, further marginalization, and inequality in the workplace.

Part II: D&I –LA&C Countries

Chapter 8: Increasing Diversity in Technical and Vocational Training: The Commonwealth of the Bahamas (Dr. Robert Robertson, Bahamas Technical and Vocational Institute)

This chapter explores the current situation with respect to diversity and workforce skills as important components of the competitiveness of the Bahamian economy at a time of significantly increased global competition and economic insecurity in many markets. Specifically, the paper provides an overview of the perceived skills gap in the Bahamas and identifies ways that this gap can be closed including enhancing the use of a diverse workforce and the use of technology such as online learning. The paper focuses on the community college of the Bahamas as a case study.

Chapter 9: Diversity and Inclusion in Colombian Enterprises (Dr. Merlin Patricia Grueso Hinestroza, Universidad del Rosario, Colombia and Dr. Concha Anton, Universidad de Salamanca, Spain)

Diversity in the workplace is a topic of great interest in Colombia. One of the reasons for its relevance is because there is no consensus about its impact on the company´s life; in fact, there are conflicting and inconclusive results. Some studies have shown that diversity in organizations is related to the company’s growth, increase innovations and enriches organizations. Also has been found that if there is an adequate mix of diversity (between men and women) in organizations, the financial performance will be better. Other evidence show there is a strong relationship between critical mass of women (both on the boards of the organizations and in management positions) and reduced vulnerability to the financial crisis. In contrast, studies conducted by other researchers have shown there is no statistically significant relationship between diversity in organizations and the results they obtain, such as financial or innovative performance. In order to validate the relationship between diversity and innovation in Colombian companies, a descriptive, quantitative study was carried out with a sample of 993 enterprises. The World Bank’s Enterprise Survey 2017 was used as a database. The results show that there is a weak relationship between gender diversity and innovation in the sample studied. In the conclusions, we discuss managerial and research implications for the study.

Chapter 10: Striving for Racial diversity in the Educational System – A Brazilian Case Study (Dr. Margaret Huntingford Vianna, Brasilia, Brazil)

An attempt to address the lack of racial diversity in the Brazilian educational system was met with the affirmative action quotas for students entering the university level, public paid institutions.  Despite the government-driven initiatives, the gap in filling the spaces reserved for non-White students evidences the reality that for non-White students to successfully compete for those scholarships, quality education and support from government and educators must begin for students in elementary school.  This chapter will examine the current policies and scholarship practices in place to leverage racial equity in education in Brazil.  Further, suggestions to what could be done to lessen the gap of diversity and racial equality in educational arenas in public and private sectors will be examined.

Chapter 11: Managing Disabled Inclusion Within The Columbian Workplace (Dr. Leonor Yaneth Goe Rojas Hernández, María Cristina Vargas Chaparro, Yury Arenis Olarte Arias, Escuela Colombiana de Rehabilitacion, Bogota, Colombia)

This chapter highlights the relevance of initiatives aimed at intensifying diversity and inclusion endeavors within the workplace for the disabled as well as for other vulnerable populations in Colombia. In doing so, these efforts intend to achieve reductions in poverty, inequality, violence, and mitigate social exclusion. Formulating effective workplace diversity and inclusion strategies also represents a calling for a wide range of professionals to collaborate in generating realistic strategies, therefore attaining the insertion, permanency, and promotion of disabled persons, leading to improved business performance. Accordingly, the Columbian Rehabilitation School recognizes the urgency to establish multiple partnerships and propose strategies with the business sector that allow the effective operationalization of the diversity and inclusion policies favorable to Colombia’s development and in line with the objectives stated by the International Labour Organization, the UNESCO, and Colombia’s National Development Plan-Pledge for Equity

Chapter 12:  Assessing Diversity across Cultures: A U.S.-Puerto Rico Perspective (Dr. Nilda M. Seda-Cuevas, College of Business Administration, Pontifical Catholic University of Puerto Rico & Dr. Ronald R. Rojas, Graduate School of Business and Management, Argosy University. (This article is reprinted with permission from the World Journal of Social Science Research, Vol.5, No. 3, 2018).

The purpose of this study was to compare workplace diversity perceptions between a US and Hispanic population. This study used the diversity perceptions of a sample of US business students and compared them with a sample of Hispanics using the Reaction to Diversity Inventory (RDI). The means of both samples were tested for significant differences at the p^tion of research on Hispanic perceptions of diversity behaviors in the US workforce and illustrates how cultural values of majority-minority populations can potentially impact the design and implementation of diversity initiatives, especially within a global workforce environment.

O autorze

Carlos Tasso Eira de Aquino is Executive Director of the Center for Professional Studies and Continuing Education at the United States Sports Academy, USA.

Ronald R. Rojas is Managing Director of the PRISM Leadership Consulting Group and Adjunct Instructor at St Vincent de Paul Regional Seminary, USA.

Blurb

This book explores the workplace experiences, opportunities, and challenges that emerge from the nuances of diversity and inclusion dynamics in Latin American and Caribbean countries. While the first part of the book addresses emerging frameworks on diversity and inclusion in Latin America by examining the effects of history, traditions, and cultural differences, the second part offers case studies of country-specific actualities. The authors highlight that despite the many shared cultural aspects of the region, it is not homogeneous and there are significant differences from place to place. It follows then that a variety of cultural differences implies a variety of approaches to workplace values, and more specifically, to the understanding of diversity and inclusion. Examining topics such as gender identity, disability, and racial gaps in countries throughout the region, this book offers scholars a fresh perspective on an emerging region.

Carlos Tasso Eira de Aquino is Executive Director of the Center for Professional Studies and Continuing Education at the United States Sports Academy, USA.

Ronald R. Rojas is Managing Director of the PRISM Leadership Consulting Group and Adjunct Instructor at St Vincent de Paul Regional Seminary, USA.