Diversity and Inclusion practices have emerged in the corporate sector to build an inclusive workplace for marginalized groups. Often, D&I practices are associated with Human Resources (HR) policies, reasonable adjustments, diversity statements, D&I training, and partnerships to advance D&I efforts. Considering that most D&I research is conducted in the Global North, this case study aims to expand D&I literature in Global South settings. With that purpose, I explore D&I practices in the food industry in Colombia, with a focus on enablers and barriers. The study was conducted in partnership with the Colombian National Business Association – ANDI, one of the most important actors in terms of representing the private sector in the country. I conducted 17 interviews representing 14 companies. Interviewees oversaw D&I efforts, under HR and Sustainability offices. The study findings present five enabling factors that facilitate D&I practices: institutionalizing D&I work, creating a culture of awareness, building a support network, measuring, and evaluating D&I work, and establishing partnerships. Together, the enabling factors establish a model to implement D&I practices in corporate settings. Despite efforts made to create a more inclusive workplace, evidence shows that companies face structural, cultural, and conceptual barriers that hinder the development of their D&I strategies and negatively impact marginalized populations. While most companies adopt an identity-conscious approach (as opposed to identity-blind) these strategies are mostly focused on gender equity, but categories such as race and ethnicity are not included. The study also presents evidence on the importance of certifications, rankings, and partnerships to enhance D&I strategies, as they incentivize knowledge exchange and provide practical tools.Findings show companies are heavily influenced by Global North approaches to D&I. Practitioners acknowledged the challenge of implementing practices that seem to be disconnected from the socio-cultural aspects of Colombian society. As D&I practices are imported and adopted without a critical perspective, they fail to build a diverse and inclusive workplace that responds to all employees’ needs.
Read
