DIVERSITY, EQUITY, AND INCLUSION IN ORGANIZATIONS: A CRITICAL ANALYSIS IN THE ANGOLAN CONTEXT
DOI:
https://doi.org/10.56238/revgeov16n4-025Keywords:
Diversity, Equity, Inclusion, Organizational Culture, AngolaAbstract
This article examines the application and effects of Diversity, Equity, and Inclusion (DEI) practices in Angolan organizations, recognizing their strategic relevance for sustainability, innovation, and institutional legitimacy. Despite normative advances, the Angolan reality still presents significant gaps, stemming from structural inequalities, institutional fragility, and limited inclusive organizational practices. The study aimed to analyze the implementation of DEI in Angola by identifying formal policies, assessing workers’ perceptions, proposing strategies adjusted to the local context, and comparing public and private sectors. The research employed a questionnaire administered to 51 workers, structured into five sections. Data were analyzed using descriptive statistics and content analysis. The results reveal that the institutionalization of DEI is incipient: 35% of respondents stated that formal policies do not exist, and 37% were unaware of their existence; diversity and equity practices show low levels, particularly in the inclusion of people with disabilities and in pay equity. However, workers suggested consistent measures such as robust policies, regular training, and the valorization of African principles (Ubuntu, Mbongi). The study concludes that Angolan organizations face the challenge of moving beyond a reactive model—focused only on legal compliance—toward a transformative model, in which DEI is recognized as a strategic pillar for sustainable development, social justice, and global competitiveness.
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