{"id":5835,"date":"2025-07-09T11:24:35","date_gmt":"2025-07-09T11:24:35","guid":{"rendered":"https:\/\/voicit.com\/?p=5835"},"modified":"2026-04-03T17:03:47","modified_gmt":"2026-04-03T17:03:47","slug":"diversity-and-inclusion-in-the-workplace","status":"publish","type":"post","link":"https:\/\/voicit.com\/en\/blog\/recursos-humanos\/diversidad-inclusion-entorno-laboral\/5835\/","title":{"rendered":"Diversity and inclusion in the workplace: a guide for HR with data, KPIs and checklist (2026)"},"content":{"rendered":"<style>\n@import url('https:\/\/fonts.googleapis.com\/css2?family=Manrope:wght@400;500;600;700&display=swap');\n.voicit-blog-content { font-family: 'Manrope', sans-serif; max-width: 780px; margin: 0 auto; color: #333; }\n.voicit-blog-content p { font-size: 18px; line-height: 1.7; margin-bottom: 20px; }\n.voicit-blog-content h2 { font-size: 26px; font-weight: 700; color: #111; border-bottom: 2px solid #f0f0f0; padding-bottom: 12px; margin-top: 48px; margin-bottom: 20px; }\n.voicit-blog-content h3 { font-size: 21px; font-weight: 600; color: #111; margin-top: 32px; margin-bottom: 14px; }\n.voicit-blog-content ul, .voicit-blog-content ol { font-size: 17px; line-height: 1.6; margin-bottom: 20px; padding-left: 24px; }\n.voicit-blog-content li { margin-bottom: 8px; }\n.voicit-byline { display: flex; align-items: center; gap: 12px; margin-bottom: 32px; font-size: 15px; color: #666; }\n.voicit-byline img { width: 36px; height: 36px; border-radius: 50%; }\n.snippet-bait { background: #f5f7fa; border-left: 4px solid #111; border-radius: 8px; padding: 16px 20px; margin: 24px 0; font-size: 17px; line-height: 1.6; }\n.snippet-bait strong { display: block; margin-bottom: 6px; }\n.toc-box { background: #f8f9fa; border: 1px solid #e5e5e5; border-radius: 12px; padding: 20px 28px; margin: 24px 0; }\n.toc-box ol { margin: 0; padding-left: 20px; }\n.toc-box li { margin-bottom: 6px; }\n.toc-box a { color: #333; text-decoration: none; border-bottom: 1px solid #ccc; }\n.stat-box { background: #f0f4ff; border-radius: 10px; padding: 20px 24px; margin: 24px 0; }\n.stat-box p { margin: 0; }\n.comparison-table { width: 100%; border-collapse: collapse; border: 1px solid #ddd; border-radius: 8px; overflow: hidden; margin: 24px 0; font-size: 15px; }\n.comparison-table td { padding: 12px 16px; border: 1px solid #ddd; }\n.comparison-table tr:first-child td { background: #1a1a1a; color: #ffffff; font-weight: 700; }\n.comparison-table tr:nth-child(even) td { background: #fafafa; }\n.case-box { background: #f9f9f9; border: 1px solid #e5e5e5; border-radius: 10px; padding: 20px 24px; margin: 24px 0; }\n.checklist-box { background: #f8f9fa; border-radius: 10px; padding: 20px 24px; margin: 24px 0; }\n.warning-box { background: #fff8f0; border-left: 4px solid #e65100; border-radius: 8px; padding: 16px 20px; margin: 24px 0; }\n.disclaimer-box { font-size: 14px; font-style: italic; color: #777; background: #f9f9f9; border-left: 3px solid #ccc; padding: 12px 16px; border-radius: 6px; margin: 24px 0; }\n.author-box { display: flex; gap: 20px; align-items: center; background: #f9f9f9; border-radius: 12px; padding: 24px 28px; margin: 32px 0; }\n.author-box img { width: 80px; height: 80px; border-radius: 50%; }\n.author-box-text { font-size: 15px; line-height: 1.5; }\n.author-box-text strong { font-size: 17px; display: block; margin-bottom: 4px; }\n.voicit-cta { display: block; text-align: center; margin: 32px auto; }\n.voicit-cta a { display: inline-block; background: #000; color: #fff; padding: 14px 28px; font-size: 16px; font-weight: 600; border-radius: 10px; text-decoration: none; }\n<\/style>\n<div class=\"voicit-blog-content\">\n<div class=\"voicit-byline\">\n<img decoding=\"async\" src=\"https:\/\/www.gravatar.com\/avatar\/9606a7cf8a077e463d66ccba5e8cd71f?s=96\" alt=\"\u00c1lvaro Arrescurrenaga\"><br \/>\nUpdated: March 2026 \u00b7 By \u00c1lvaro Arrescurrenaga, CEO of Voicit\n<\/div>\n<p>Companies in the top quartile for ethnic and cultural diversity are 39% more likely to outperform their industry average. This isn't an opinion\u2014it's the report's main finding. <a href=\"https:\/\/www.mckinsey.com\/featured-insights\/diversity-and-inclusion\" rel=\"nofollow noopener\" target=\"_blank\">\u00abDiversity Matters Even More\u00bb<\/a> According to McKinsey (2023), based on an analysis of more than 1,200 companies in 23 countries, diversity and inclusion in the workplace is not just an ethical issue\u2014it is a measurable competitive advantage.<\/p>\n<div class=\"snippet-bait\">\n<strong>What is diversity and inclusion (D&amp;I) in the workplace?<\/strong><br \/>\nDiversity is the presence of differences within a team: gender, age, ethnicity, sexual orientation, disability, neurodiversity, education, and experience. Inclusion is creating an environment where all these people can participate, contribute, and thrive on equal terms. Diversity without inclusion is just statistics\u2014inclusion without diversity is just good intentions.\n<\/div>\n<div class=\"toc-box\">\n<strong>In this article:<\/strong><\/p>\n<ol>\n<li><a href=\"#datos\">The data: why D&amp;I impacts results<\/a><\/li>\n<li><a href=\"#dimensiones\">The 7 dimensions of workplace diversity<\/a><\/li>\n<li><a href=\"#rol-rrhh\">The role of HR: from intention to action<\/a><\/li>\n<li><a href=\"#seleccion\">Diversity in selection: reducing biases from the first filter<\/a><\/li>\n<li><a href=\"#cultura\">How to build a truly inclusive culture<\/a><\/li>\n<li><a href=\"#kpis\">Diversity and inclusion KPIs<\/a><\/li>\n<li><a href=\"#legal\">Legal framework in Spain and the EU<\/a><\/li>\n<li><a href=\"#casos\">3 companies that do it well<\/a><\/li>\n<li><a href=\"#checklist\">D&amp;I Checklist for HR<\/a><\/li>\n<li><a href=\"#conclusion\">Conclusion<\/a><\/li>\n<\/ol>\n<\/div>\n<h2 id=\"datos\">\ud83d\udcca The data: why D&amp;I impacts results<\/h2>\n<p>Research on diversity and inclusion in the workplace has gone from anecdotal to conclusive. These are the most robust data available:<\/p>\n<div class=\"stat-box\">\n<ul>\n<li><strong>+39% financial return<\/strong> in companies in the top quartile for ethnic diversity (McKinsey, \u00abDiversity Matters Even More\u00bb, 2023)<\/li>\n<li><strong>+25% probability of higher returns<\/strong> in companies with greater gender diversity in executive teams (McKinsey, 2020)<\/li>\n<li><strong>87% better decisions<\/strong> taken by diverse teams versus homogeneous teams (Cloverpop, 2017)<\/li>\n<li><strong>2.5x more cash flow per employee<\/strong> in companies with inclusive cultures (Deloitte, 2018)<\/li>\n<li><strong>70% greater likelihood of capturing new markets<\/strong> with teams that reflect the diversity of the target audience (Harvard Business Review)<\/li>\n<\/ul>\n<\/div>\n<p>The mechanism is simple: diverse teams bring different perspectives, leading to better problem-solving, more innovation, and less groupthink. But diversity only works if the environment is inclusive\u2014if diverse voices aren't heard, diversity is merely cosmetic.<\/p>\n<h2 id=\"dimensiones\">\ud83d\udd0d The 7 dimensions of workplace diversity<\/h2>\n<p>Diversity goes far beyond gender and ethnicity. To manage it effectively, HR needs to understand all its dimensions:<\/p>\n<table class=\"comparison-table\">\n<tr>\n<td>Dimension<\/td>\n<td>Examples<\/td>\n<td>Risk of selection bias<\/td>\n<\/tr>\n<tr>\n<td><strong>Gender<\/strong><\/td>\n<td>Women, men, non-binary<\/td>\n<td>Algorithms that penalize CVs with \"women's\" (Amazon case)<\/td>\n<\/tr>\n<tr>\n<td><strong>Age<\/strong><\/td>\n<td>Generational (Z, millennial, X, boomer)<\/td>\n<td>Filters such as \"digital native\" or \"recent graduate\"<\/td>\n<\/tr>\n<tr>\n<td><strong>Ethnic\/cultural origin<\/strong><\/td>\n<td>Nationality, ethnicity, mother tongue<\/td>\n<td>Name or accent bias in interviews<\/td>\n<\/tr>\n<tr>\n<td><strong>Disability<\/strong><\/td>\n<td>Physical, sensory, intellectual<\/td>\n<td>Inaccessible selection processes<\/td>\n<\/tr>\n<tr>\n<td><strong>Neurodivergence<\/strong><\/td>\n<td>Autism, ADHD, dyslexia<\/td>\n<td>Interviews that penalize atypical communication<\/td>\n<\/tr>\n<tr>\n<td><strong>Orientation\/Identity<\/strong><\/td>\n<td>LGBTQ+<\/td>\n<td>Lack of visible inclusive policies<\/td>\n<\/tr>\n<tr>\n<td><strong>Cognitive diversity<\/strong><\/td>\n<td>Education, experience, thinking style<\/td>\n<td>Prioritizing \"cultural fit\" over complementarity<\/td>\n<\/tr>\n<\/table>\n<p>The most common mistake: focusing solely on gender diversity (which is important, but insufficient) and ignoring the other dimensions. A team with gender parity but where everyone has the same background, age, and origin is not truly diverse.<\/p>\n<h2 id=\"rol-rrhh\">\ud83c\udfaf The role of HR: from intention to action<\/h2>\n<p>76% of companies say that D&amp;I is a strategic priority, but only 36% have a budget specifically allocated for it (source: <a href=\"https:\/\/www.shrm.org\" rel=\"nofollow noopener\" target=\"_blank\">SHRM<\/a>The gap between intention and action is enormous, and closing it is the direct responsibility of HR.<\/p>\n<h3>Concrete actions, not declarations<\/h3>\n<ul>\n<li><strong>Audit the selection process:<\/strong> Are there biases in the job description, in the CV screening, in the interviews? Review real data, not impressions.<\/li>\n<li><strong>Training hiring managers:<\/strong> 70% of hiring decisions are made by the manager, not HR. If the manager has unconscious biases, the entire D&amp;I strategy fails.<\/li>\n<li><strong>Diversify recruitment sources:<\/strong> If you only post on LinkedIn and at elite universities, the pool of candidates will be homogeneous by definition.<\/li>\n<li><strong>Measure and report:<\/strong> Create diversity dashboards by department, hierarchical level, and stage of the selection funnel.<\/li>\n<li><strong>Include D&amp;I in performance evaluations:<\/strong> that managers are also evaluated on how they manage diversity in their teams.<\/li>\n<\/ul>\n<h2 id=\"seleccion\">\ud83e\uddd1\u200d\ud83d\udcbc Diversity in selection: reducing biases from the first filter<\/h2>\n<p>The selection process is where the battle for diversity is won or lost. Biases come into play at every stage:<\/p>\n<h3>In the job description<\/h3>\n<p>Words like \"aggressive,\" \"ninja,\" or \"rockstar\" discourage female job applicants. A study by <a href=\"https:\/\/textio.com\" rel=\"nofollow noopener\" target=\"_blank\">Textio<\/a> It was shown that job postings with gender-neutral language receive 42% more applications from women. Language analysis tools can automatically detect these biases.<\/p>\n<h3>In CV screening<\/h3>\n<p>Name biases (candidates with names associated with certain ethnicities receive 50% fewer callbacks \u2014 <a href=\"https:\/\/www.nber.org\/papers\/w9873\" rel=\"nofollow noopener\" target=\"_blank\">NBER<\/a>These can be reduced with blind CVs: removing name, photo, age, and university from the first filter. Some ATS already offer this functionality.<\/p>\n<h3>In the interviews<\/h3>\n<p>Unstructured interviews are fertile ground for bias: the interviewer tends to favor candidates similar to themselves (\"affinity bias\"). The solution: <strong>structured interviews<\/strong> with the same questions for all candidates and predefined evaluation criteria.<\/p>\n<div class=\"warning-box\">\n<p><strong>Key fact:<\/strong> Structured interviews have a predictive validity of 0.51 (good) compared to 0.20 for unstructured interviews (source: Schmidt &amp; Hunter, 1998). In addition to being fairer, they are more effective at predicting performance.<\/p>\n<\/div>\n<p>Documenting each interview with objective reports is essential to ensure that decisions are based on expertise, not subjective impressions. Tools such as <a href=\"https:\/\/voicit.com\/en\/\">Voicit<\/a> They generate automatic interview reports, creating an objective record that helps detect patterns of bias and ensure fairness in the process.<\/p>\n<h2 id=\"cultura\">\ud83c\udfd7\ufe0f How to build a truly inclusive culture<\/h2>\n<p>Hiring diverse people is just the first step. Without an inclusive culture, diverse talent leaves \u2014 the turnover rate in non-inclusive environments is 3.5x higher (Deloitte).<\/p>\n<h3>5 pillars of an inclusive culture<\/h3>\n<ol>\n<li><strong>Psychological safety:<\/strong> that anyone can express ideas, ask questions, or make mistakes without fear of reprisal. Google identified psychological safety as the number one factor for high-performing teams (Project Aristotle).<\/li>\n<li><strong>Mentoring and sponsorship:<\/strong> Mentoring programs for underrepresented profiles. The difference between mentoring (advice) and sponsorship (someone who advocates for your candidacy for a promotion) is critical \u2014 many diverse profiles have mentors but not sponsors.<\/li>\n<li><strong>ERGs (Employee Resource Groups):<\/strong> Employee-led affinity groups (women in tech, LGBTQ+, parents, neurodivergent). They highlight diversity and build community.<\/li>\n<li><strong>Continuing education:<\/strong> not a once-a-year \"unconscious bias\" workshop, but training integrated into daily life \u2014 in meetings, evaluations, promotion decisions.<\/li>\n<li><strong>Inclusive communication:<\/strong> neutral language in internal communications, diverse representation in marketing and employer branding, accessibility across all channels.<\/li>\n<\/ol>\n<h2 id=\"kpis\">\ud83d\udcc8 Diversity and inclusion KPIs<\/h2>\n<p>What isn't measured can't be managed. These are the essential indicators:<\/p>\n<table class=\"comparison-table\">\n<tr>\n<td>KPI<\/td>\n<td>What does it measure?<\/td>\n<td>How to measure it<\/td>\n<td>Frequency<\/td>\n<\/tr>\n<tr>\n<td><strong>Level representation<\/strong><\/td>\n<td>Percentage of diversity at each hierarchical level<\/td>\n<td>HRIS data<\/td>\n<td>Quarterly<\/td>\n<\/tr>\n<tr>\n<td><strong>Diverse hiring rate<\/strong><\/td>\n<td>Percentage of hires of diverse profiles vs. total<\/td>\n<td>ATS data<\/td>\n<td>Monthly<\/td>\n<\/tr>\n<tr>\n<td><strong>Wage gap<\/strong><\/td>\n<td>Compensation difference between groups<\/td>\n<td>Salary audit<\/td>\n<td>Annual<\/td>\n<\/tr>\n<tr>\n<td><strong>Rotation by group<\/strong><\/td>\n<td>If certain profiles leave more than others<\/td>\n<td>Exit interviews + HRIS data<\/td>\n<td>Quarterly<\/td>\n<\/tr>\n<tr>\n<td><strong>Equitable promotion<\/strong><\/td>\n<td>Percentage of promotions by demographic group<\/td>\n<td>Talent data<\/td>\n<td>Biannual<\/td>\n<\/tr>\n<tr>\n<td><strong>Perceived inclusion<\/strong><\/td>\n<td>How do employees feel?<\/td>\n<td>Climate survey (eNPS + specific questions)<\/td>\n<td>Biannual<\/td>\n<\/tr>\n<tr>\n<td><strong>Selection funnel by group<\/strong><\/td>\n<td>Conversion rates by stage and demographics<\/td>\n<td>ATS data<\/td>\n<td>Quarterly<\/td>\n<\/tr>\n<\/table>\n<p>The most revealing metric is the <strong>combination of representation + rotation<\/strong>If you hire diverse profiles but they leave within the first 12 months, you have an inclusion problem, not a diversity problem.<\/p>\n<h2 id=\"legal\">\u2696\ufe0f Legal framework in Spain and the EU<\/h2>\n<h3>Spain<\/h3>\n<ul>\n<li><strong>Equality Law (3\/2007):<\/strong> It requires companies with more than 50 employees to have a registered equality plan.<\/li>\n<li><strong>Royal Decree 902\/2020:<\/strong> Mandatory salary audits to detect and correct the gender gap.<\/li>\n<li><strong>LISMI (Law 13\/1982):<\/strong> Companies with more than 50 employees must reserve 2% of positions for people with disabilities.<\/li>\n<li><strong>Law 4\/2023 (Trans):<\/strong> protection against discrimination based on gender identity and sexual orientation.<\/li>\n<\/ul>\n<h3>European Union<\/h3>\n<ul>\n<li><strong>Salary Transparency Directive (2023):<\/strong> It requires reporting of the gender pay gap and providing information on salary ranges in job postings. Transposition into national laws by 2026.<\/li>\n<li><strong>AI Act:<\/strong> AI systems in selection are \"high risk\" \u2014 they require bias auditing and human oversight.<\/li>\n<li><strong>Directive on parity in boards (2022):<\/strong> 40% representation of the least represented gender in the boards of directors of listed companies by 2026.<\/li>\n<\/ul>\n<h2 id=\"casos\">\ud83c\udfe2 3 companies that do it well<\/h2>\n<div class=\"case-box\">\n<h3>Salesforce \u2014 Proactive Salary Audit<\/h3>\n<p>In 2015, Salesforce conducted its first gender pay audit and discovered significant gaps. They invested $3 million in immediate pay adjustments. Since then, they have repeated the audit annually and invested over $16 million in corrective measures. The result: a virtually eliminated gender pay gap and a reputation as a leading employer in D&amp;I.<\/p>\n<\/div>\n<div class=\"case-box\">\n<h3>SAP \u2014 Autism at Work Program<\/h3>\n<p>In 2013, SAP launched a program to recruit people on the autism spectrum, recognizing that many possess exceptional skills in pattern recognition, data analysis, and testing. The program adapted the selection process (without traditional interviews, using practical tests) and created an adapted work environment. More than 200 employees were hired in 13 countries.<\/p>\n<\/div>\n<div class=\"case-box\">\n<h3>Unilever \u2014 AI Blind Selection<\/h3>\n<p>Unilever eliminated CVs from the initial selection process, replacing them with cognitive games and AI-assisted video interviews (without demographic data). The result: a 16% increase in hiring diversity and a 75% reduction in time-to-hire. Importantly, they maintained human oversight in the final stages.<\/p>\n<\/div>\n<div class=\"voicit-cta\">\n<a href=\"https:\/\/app.voicit.com\/signup\">Try Voicit for free \u2192<\/a>\n<\/div>\n<h2 id=\"checklist\">\u2705 D&amp;I checklist for HR teams<\/h2>\n<div class=\"checklist-box\">\n<strong>Inclusive selection:<\/strong><\/p>\n<ul>\n<li>Job descriptions with neutral language (reviewed with tools like Textio)<\/li>\n<li>Blind CV in first phase (without name, photo, age, university)<\/li>\n<li>Structured interviews with predefined criteria<\/li>\n<li>Diverse interview panel<\/li>\n<li>Objective and documented interview reports<\/li>\n<li>Diversified recruitment sources<\/li>\n<\/ul>\n<p><strong>Inclusive culture:<\/strong><\/p>\n<ul>\n<li>Mentorship\/sponsorship program for underrepresented profiles<\/li>\n<li>Active and budgeted ERGs<\/li>\n<li>Integrated bias training (not just an annual workshop)<\/li>\n<li>Psychological safety measured in climate surveys<\/li>\n<li>Anonymous and functional reporting channel<\/li>\n<\/ul>\n<p><strong>Measurement and reporting:<\/strong><\/p>\n<ul>\n<li>Diversity dashboard by level, department, and selection phase<\/li>\n<li>Annual Salary Audit<\/li>\n<li>Turnover analysis by demographic group<\/li>\n<li>Quarterly report to management with metrics and proposals<\/li>\n<\/ul>\n<\/div>\n<h2 id=\"conclusion\">\ud83d\udca1 Conclusion<\/h2>\n<p>Diversity and inclusion in the workplace is one of the few strategies that simultaneously improves financial results, innovation, talent attraction, and brand reputation. Data from McKinsey, Deloitte, and Harvard Business Review have consistently confirmed this for over a decade.<\/p>\n<p>But moving from intention to action requires real commitment: <strong>audit the selection processes<\/strong> to eliminate biases, <strong>to build a culture where diversity translates into inclusion<\/strong>, and <strong>measure the results<\/strong> with specific KPIs.<\/p>\n<p>HR has the most powerful lever: it controls who joins, how they are evaluated, and what culture is built. Tools like <a href=\"https:\/\/voicit.com\/en\/\">Voicit<\/a> They help to document interviews objectively, creating a record that allows for the detection of biases and ensures that hiring decisions are based on skills, not affinity.<\/p>\n<div class=\"disclaimer-box\">\n<strong>Transparency note:<\/strong> Voicit is an AI-powered meeting transcription and reporting tool. It is mentioned as a complement to ensure objectivity and traceability in recruitment processes.\n<\/div>\n<h2>\ud83d\udcda Related Articles<\/h2>\n<ul>\n<li><a href=\"https:\/\/voicit.com\/en\/blog\/human-resources\/cv-screening-artificial-intelligence\/5770\/\">CV screening with artificial intelligence: a complete guide 2026<\/a><\/li>\n<li><a href=\"https:\/\/voicit.com\/en\/blog\/human-resources\/ethics-technology-human-resources\/5864\/\">Ethics in the use of technology for HR: privacy, transparency and fairness<\/a><\/li>\n<li><a href=\"https:\/\/voicit.com\/en\/blog\/human-resources\/recruitment-and-selection-report\/5731\/\">Recruitment and selection report: complete guide with template and KPIs<\/a><\/li>\n<li><a href=\"https:\/\/voicit.com\/en\/blog\/human-resources\/evaluate-candidate-responses\/5536\/\">How to evaluate candidates' answers in an interview<\/a><\/li>\n<\/ul>\n<div class=\"author-box\">\n<img decoding=\"async\" src=\"https:\/\/www.gravatar.com\/avatar\/9606a7cf8a077e463d66ccba5e8cd71f?s=160\" alt=\"\u00c1lvaro Arrescurrenaga, CEO of Voicit\"><\/p>\n<div class=\"author-box-text\">\n<strong>\u00c1lvaro Arrescurrenaga<\/strong><br \/>\nCEO and co-founder of Voicit. Entrepreneur specializing in AI applied to meetings and recruitment processes. Over 1,000 companies use the platform to transform meetings and interviews into actionable reports.\n<\/div>\n<\/div>\n<\/div>\n<p><script type=\"application\/ld+json\">{\n    \"@context\": \"https:\\\/\\\/schema.org\",\n    \"@type\": \"Article\",\n    \"headline\": \"Diversidad e inclusi\\u00f3n en el entorno laboral: gu\\u00eda para RRHH con datos, KPIs y checklist (2026)\",\n    \"description\": \"Gu\\u00eda completa sobre diversidad e inclusi\\u00f3n laboral para RRHH. Datos de McKinsey, 7 dimensiones, KPIs, marco legal (Espa\\u00f1a + UE), 3 casos de \\u00e9xito y checklist.\",\n    \"author\": {\n        \"@type\": \"Person\",\n        \"name\": \"\\u00c1lvaro Arrescurrenaga\",\n        \"url\": \"https:\\\/\\\/www.linkedin.com\\\/in\\\/alvaroarres\\\/\",\n        \"jobTitle\": \"CEO\",\n        \"worksFor\": {\n            \"@type\": \"Organization\",\n            \"name\": \"Voicit\"\n        }\n    },\n    \"publisher\": {\n        \"@type\": \"Organization\",\n        \"name\": \"Voicit\",\n        \"url\": \"https:\\\/\\\/voicit.com\",\n        \"logo\": {\n            \"@type\": \"ImageObject\",\n            \"url\": \"https:\\\/\\\/voicit.com\\\/wp-content\\\/uploads\\\/2023\\\/07\\\/Logo-voicit-black.png\"\n        }\n    },\n    \"datePublished\": \"2025-07-09\",\n    \"dateModified\": \"2026-03-09\",\n    \"mainEntityOfPage\": \"https:\\\/\\\/voicit.com\\\/blog\\\/recursos-humanos\\\/diversidad-inclusion-entorno-laboral\\\/5835\\\/\",\n    \"wordCount\": 2400,\n    \"inLanguage\": \"es\"\n}<\/script><\/p>","protected":false},"excerpt":{"rendered":"<p>Actualizado: marzo 2026 \u00b7 Por \u00c1lvaro Arrescurrenaga, CEO de Voicit Las empresas en el cuartil superior en diversidad \u00e9tnica y cultural tienen un 39% m\u00e1s de probabilidades de obtener rendimientos financieros por encima de la media de su sector. No es una opini\u00f3n \u2014 es el dato principal del informe \u00abDiversity Matters Even More\u00bb de [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":5836,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""}},"footnotes":"","rank_math_title":"","rank_math_description":"RRHH debe liderar la diversidad e inclusi\u00f3n en el entorno laboral. 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