En el panorama empresarial actual, los principios de equidad, diversidad e inclusión no solo son una cuestión de justicia social, sino una poderosa herramienta para la toma de decisiones estratégicas, el crecimiento organizacional y la retención de talento. Según el Foro Económico Mundial, las culturas laborales inclusivas tienen 3.8 veces más probabilidades de aprovechar el potencial de sus empleados, además de reducir significativamente las tasas de rotación.
Durante el panel Liderazgo auténtico para equipos diversos, organizado por Natura y moderado por Mauricio Reynoso, director de la Asociación Mexicana en Dirección de Recursos Humanos (AMEDIRH), expertos coincidieron en que la diversidad y la inclusión son fundamentales para la innovación y la agilidad organizacional. Claudia Arnal, socia fundadora de ReKonecta; Talina González, directora de Talento, Desarrollo y Cultura de Heineken; Alejandro Pérez Galindo, socio de People Consulting en EY; Claudia Hernández Leyva, de Bayer México, y Renata Maldonado, de Natura, compartieron cómo el liderazgo inclusivo no solo mejora la toma de decisiones, sino que también crea entornos de trabajo que inspiran creatividad, resiliencia y bienestar.
Uno de los aspectos más destacados en el panel fue el vínculo entre el bienestar laboral y el compromiso de los empleados, un punto que también se refleja en el estudio Better Work 2024, realizado por Betterfly en colaboración con Criteria. Según este informe, el compromiso laboral en México varía significativamente entre las diferentes ciudades. Monterrey lidera con un 54% de compromiso, seguido de Ciudad de México con un 50% y Guadalajara con un 49%, mientras que Querétaro se queda rezagado con un 40%.
Diversidad y bienestar: factores críticos en el liderazgo inclusivo
Alejandro Pérez Galindo de EY precisó que la diversidad incluye diferencias de género, edad, preferencias sexuales y etnicidad, mientras que la inclusividad significa aprovechar estas diferencias para obtener mejores resultados en los negocios. Talina González, de Heineken México, complementó esta idea al mencionar que la cultura diversa e inclusiva que promueven dentro de la empresa ha sido clave para el empoderamiento de sus colaboradores. Esto coincide con los hallazgos del estudio Better Work 2024, que revela que, aunque el salario sigue siendo un factor importante, el bienestar, el clima organizacional y la cultura tienen un impacto mayor en el compromiso laboral en México.
Renata Maldonado, de Natura, subrayó la importancia de atender la salud mental del talento humano. Señaló que las organizaciones deben educar a sus empleados sobre los sesgos inconscientes y creencias limitantes. Además, afirmó que un entorno laboral que permite a los colaboradores descansar y cuidar de su salud física y mental no solo promueve el bienestar, sino que también impacta directamente en la productividad. Según el estudio Better Work 2024, el 72% de los empleados mexicanos recibe beneficios laborales, lo que tiene una influencia significativa en su nivel de compromiso.
El estrés y el impacto en el compromiso laboral
Un tema recurrente en el panel fue el manejo del estrés en el entorno laboral. Claudia Arnal, de ReKonecta, mencionó que los líderes inclusivos deben crear entornos que reduzcan el estrés, proporcionando autoexpresión, autonomía, conexiones profundas, progreso claro y sentido de pertenencia. Estas características no solo promueven la seguridad psicológica en el equipo, sino que también se reflejan en el nivel de compromiso.
El estudio Better Work 2024 revela que 4 de cada 10 trabajadores en México enfrentan altos niveles de estrés, lo que afecta su compromiso laboral. En Monterrey, por ejemplo, el 40% de los empleados reporta altos niveles de estrés, mientras que en Ciudad de México y Querétaro esta cifra asciende al 45% y 47% respectivamente. Los hallazgos del estudio subrayan que, a mayor estrés, menor es el compromiso laboral, lo que refuerza la importancia de que las organizaciones prioricen el bienestar emocional de sus colaboradores.
Claudia Arnal destacó que, para que los empleados se sientan seguros y comprometidos, deben contar con líderes que promuevan una cultura de inclusión y bienestar. El estudio Better Work 2024 añade que los empleados que reciben beneficios ajustados a sus necesidades muestran niveles de estrés más bajos y, en consecuencia, mayor compromiso. En Monterrey, el liderazgo en este aspecto ha sido clave para que el 54% de los empleados mantenga un alto nivel de compromiso, impulsado por la buena comunicación y adaptación de los beneficios a sus necesidades.
Compromiso laboral y liderazgo inclusivo: la clave para el éxito organizacional
El compromiso laboral es una métrica vital que refleja el grado de satisfacción y vinculación de los empleados con su empresa. En el panel, Talina González compartió que en Heineken México han visto un crecimiento significativo en el compromiso de sus empleados al fomentar la inclusión y ofrecer un entorno que permita a los colaboradores expresar su creatividad y potencial. Esta observación resuena con los datos de Better Work 2024, que indica que las ciudades con mayor nivel de compromiso son aquellas que se esfuerzan por crear climas organizacionales saludables y beneficios ajustados a las necesidades del personal.
Uno de los principales aprendizajes del estudio es que México es el país de Latinoamérica donde la compensación monetaria tiene menor impacto en el compromiso. En lugar de eso, los trabajadores valoran más un entorno inclusivo, flexible y que ofrezca oportunidades de desarrollo profesional. Esto refuerza la importancia del liderazgo inclusivo como un componente clave para el éxito de las organizaciones.
Conclusión: La importancia de un liderazgo inclusivo en tiempos de cambio
Los datos y las discusiones del panel Liderazgo auténtico para equipos diversos resaltan la necesidad de que los líderes adopten un enfoque inclusivo, no solo para cumplir con metas de diversidad, sino para fomentar un entorno donde todos los colaboradores puedan prosperar. Tanto el panel de Natura como el estudio Better Work 2024 coinciden en que el bienestar, la inclusión y la atención a las necesidades individuales de los empleados son factores determinantes para el compromiso y la retención de talento.
El futuro del trabajo se centra en los colaboradores como el activo más valioso de una organización. Para lograr un éxito sostenido, las empresas deben priorizar el bienestar y la inclusión en su cultura organizacional, y el liderazgo inclusivo será el motor que impulse ese cambio.
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