Informe Cátedra Liderazgo y Diversidad UC3M “Diversidad, equidad e inclusión en las empresas españolas.
Madrid, 18 de febrero de 2025.- La Cátedra de Liderazgo y Diversidad, impulsada por la UC3M y la Alianza #CEOPorLaDiversidad –desarrollada por la Fundación Adecco y la Fundación CEOE– presenta el informe “Diversidad, equidad e inclusión en las empresas españolas. Percepción del estado de desarrollo y madurez de las estrategias DE&I” con el objetivo de conocer la visión que tiene el tejido empresarial sobre el desarrollo de estas políticas.
“Uno de los valores que aporta esta Cátedra es la capacidad de ofrecer herramientas rigurosas para seguir creando impacto social a través de la acción de las empresas, de la mano de la UC3M. Nuestra agenda debe ser la agenda del talento, y solo alcanzaremos la excelencia contando con estrategias de inclusión y diversidad claras, cada vez más presentes en nuestras compañías, y contando con todo el talento, en toda su diversidad. Las estrategias DE&I son una clara oportunidad para las empresas, qué día a día refuerzan y aumentan su compromiso social”, detalla Ángel Sánchez, director general de Fundación CEOE.
Los resultados del informe se basan en una encuesta realizada a 93 empresas pertenecientes a prácticamente la totalidad de los sectores empresariales, de manera que la representación es diversa y heterogénea. Además de los datos aportados por la encuesta, para esta valoración es muy relevante la experiencia de la Fundación Adecco acompañando a empresas en el diseño de estrategias de DEI y en el desarrollo de programas de inclusión sociolaboral. Esta experiencia permite conocer la respuesta del tejido empresarial en el propio terreno, de una manera comparativa y no solo desde el punto de vista de cada empresa de manera individual.
Estas son las principales conclusiones:
● Los datos reflejan que las empresas tienen una visión desigual respecto a su gestión de la Diversidad, Equidad e Inclusión (DEI). Mientras que el 50% de las compañías afirma contar con un plan estructurado y aprobado por su Comité de Dirección, la otra mitad carece de esta planificación y podría estar implementando iniciativas de manera aislada, sin una hoja de ruta clara que las integre estratégicamente.
● El 36,9% de las empresas que sí cuenta con un plan estructurado de DEI cree que se encuentra en una fase de integración, en la que ya cuenta con una estrategia consolidada y presente en el ADN de la compañía, mientras que un 28,3% se ubica en una fase de gestión, con un equipo multidisciplinar que desarrolla estrategias de DEI con sus grupos de interés. Por otro lado, un 21,7% cree que está en fase de cambio cultural y un 10,9% en fase de iniciación.
● Los datos de la encuesta reflejan una tendencia clara en la gestión de la DEI: La atención se centra mayoritariamente en aquellas dimensiones más tangibles y tradicionalmente reguladas, como la interna, con un 53,7% (sexo, discapacidad, origen, etc.) o la corporativa, con un 48,3% (salario, beneficios, etc.), mientras que otros aspectos, como la personalidad, siguen siendo poco explorados (solo un 3,2% tiene en cuenta la diversidad cognitiva, los estilos de comunicación, la forma de tomar decisiones o la diversidad de pensamiento).
● “Aunque es cierto que algunas empresas, sobre todo las del IBEX 35, han mostrado un progreso notable en los últimos años, con altos niveles de integridad y ética empresarial, nuestra experiencia desde la Fundación Adecco revela que gran parte del tejido empresarial en España sigue en una fase de cambio cultural, desarrollando acciones que responden más al debate social y a las tendencias del mercado, que a una reflexión profunda y una visión estratégica”, destaca Francisco Mesonero, director general de la Fundación Adecco, entidad impulsora de la Alianza #CEOPorLaDiversidad, junto a la Fundación CEOE.
● Un 47,3% de las empresas afirma que la DEI ocupa un lugar prioritario en la agenda del Comité de Dirección, un dato positivo que, sin embargo, también plantea una lectura crítica: ¿qué sucede con el otro 52,7%? “Aún existe un margen importante de empresas en las que la diversidad e inclusión no es una prioridad en la toma de decisiones estratégicas, lo que sugiere que la transformación cultural es aún un reto pendiente”- destaca Carmen Paz Aparicio, directora de la Cátedra de Investigación “Liderazgo y Diversidad” de la UC3M.
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