Master's – The power of being who you are: the influence of diversity programs and human resources management on the voice and life of LGBT+ people in organizations

Thiago Guarnieri Roveri

Master's – The power of being who you are: the influence of diversity programs and human resources management on the voice and life of LGBT+ people in organizations

Adviser: Prof. Dr. André Luiz Fischer

Comission: Profs. Drs. Wilson Aparecido Costa de Amorim, Sílvia Pereira de Castro Casa Nova and Pedro Jaime Coêlho Júnior       

Link YouTube:  https://youtu.be/dcMinwvdy0I 

​Abstract*

This dissertation aims to analyze how the voice is incorporated in diversity management programs and practices of strategic human resources management (GERH) related to it. The theme is analyzed from the perspective of 20 LGBT+ individuals within the scope of large organizations. An exploratory research, with a qualitative approach, was developed. The survey's results show that a voice is an important corporate tool for managing diversity, with the possibility of being incorporated through diversity practices and institutional mechanisms with different levels of maturity - which may vary according to the way organizations deal with it and understand the thematic of diversity and inclusion in their business context. The study revealed an association of diversity practices with human resources subprocesses, specially the trainings and the attraction and selection of candidates. Organizational environments favorable to diverse opinions, with actions promoted by the company that stimulate conversations about diversity and inclusion were pointed by all respondents as one of the key elements to empower their voices. The study applied the theoretical framework developed in this work (based on the latest literature on diversity management programs) to assess the levels of maturity at which individuals perceive that their organizations understand and deal with the theme. Still, an inclusive culture was indicated by all as highly important to influence the voice of employees and offer better professional and personal relationships. There was also a statement about the importance of structured diversity groups as a necessary practice for the voice of individuals. Among the areas represented by the participants in this study, the technology sector stood out because of their actions in fostering diversity. As a contribution in the corporate sphere, the relevance for the use of voice practices and mechanisms in the composition of diversity actions is presented. From the perspective of academic contribution, this work encourages a better understanding of the areas of interface between voice, GERH and studies on diversity management.

*Abstract provided by the author