Análise das práticas de gestão da diversidade: estudo de caso em uma empresa de beneficiamento de couro localizada no norte gaúcho

Abstract

The issue of diversity has gained emphasis in organizational studies, as a result of its steady increase in the work environment and the potential impacts on the overall performance of organizations. In a positive perspective, it started to be considered a practice to be managed in the organizational context in order to maximize its benefits. On the other hand, when not properly managed, it can generate interpersonal conflicts, resulting in damages for the workers and organization. In order to become a positive aspect for the development of workers andorganizations, it is necessary to implement diversity management, which is a management model based on the acceptance and appreciation of differences and has as its main objective the inclusion of diverse groups. However, despite the fact that the organizations explain through their discourses the fight against discrimination and prejudice, the absence of actions that contribute to the inclusion of diverse groups remains latent. The issue is not only to accept diversity, but to create an environment of inclusion and appreciation of differences. In this sense, the research question that guided this study was: How is diversity management handled by the leather processing company located in the northern region of Rio Grande do Sul? Based on this problem, this dissertation had as main objective to analyze the practices of diversity management in a large organization that works in the segment of leather processing located in the northern region of Rio Grande do Sul. In order to reach the goal outlined, a qualitative research, exploratory and descriptive, was carried out through a case study in a largecompany located in the north of RS. The techniques of data collection used were: nonparticipant observation, semi-structured interview and focus group. Subsequently, the data were analyzed through content analysis. The results found revealed that, in the organization, there are no diversity management practices. However, managers assume that they do not have diversity programs implemented and workers agree that there is no such program. It should be noted, however, that the work environment is not characterized by conflicts, as the organization's traditional management practices are based on respect for diversity and rejection of discrimination.