Diversidade e In(ex)clusão: Grupos Não-Hegemônicos e o Papel dos Coletivos

The aim of this work was to reveal to what extent organizational collectives effectively act to combat inequalities, promote diversity, and contribute to the inclusion of minority groups in the workplace. In order to do this, we conducted empirical research, in which we interviewed leaders and members of collectives of non-hegemonic groups namely, women, blacks, and LGBTQIAPN+. With due authorization from the participants, their interviews were transcribed and subjected to critical discourse analysis. An output was that collectives are the result of the
articulation of non-hegemonic groups, which and participate in legitimate and institutional spaces to promote diversity. We have also identified that diversity actions have happened as a market trend and have been mimetically reproduced. As the largest companies implement these actions, they become benchmarks they become benchmarks and thus create a flow that is reproduced by other companies. However, no real change is observed in the structures that could promote inclusion and belonging. Thus, the collectives are elevated to the category of a symbol of respect
for diversity, an engagement with commitments to ESG practices, and a potential instrument to promote changes in organizational structure.