Made available in DSpace on 2016-06-02T19:52:08Z (GMT). No. of bitstreams: 1 6297.pdf: 1546013 bytes, checksum: 7fda6a0bebfe08814f56559ade53124a (MD5) Previous issue date: 2014-08-04 / Financiadora de Estudos e Projetos / The purpose of this master´s degree thesis is to analyze the adoption of diversity programs for inclusion of women and blacks in companies in Brazil. We chose to conduct the survey on companies listed on the ranking "Melhores Empresas para Você Trabalhar" (Best Companies to Work For), in which they participate for human resources management practices evaluated as advanced. Few companies have diversity programs, but more than indicated by the literature review. Most programs are in initial stages. It was also possible to observe the relationship of the adoption of these programs with the size and origin of the capital of the companies surveyed. / O objetivo desta dissertação é analisar a adoção de programas de diversidade voltados à inclusão de mulheres e negros em empresas no Brasil. Optou-se por pesquisar empresas listadas no ranking Melhores Empresas para Você Trabalhar , no qual participam por terem práticas de gestão de recursos humanos avaliadas como avançadas. A quantidade destas empresas que têm programas de diversidade é pequena, mas maior do que indicava a revisão da literatura. A maior parte dos programas se encontra em estágios iniciais de implantação. Foi possível observar, ainda, a relação da adoção desses programas com o porte e a origem do capital das empresas pesquisadas.

This thesis analyses the Diversity and Inclusion (D&I) practices in international organizations, especially in the Hilti Group with a special focus on the Czech and Slovak market organizations. The goal is to develop recommendations for the improvement of Hilti's existing practice in gender, generational, global diversity and inclusion. The theoretical part provides an overview of the academic background of D&I, its management, evolution and trends with a special focus on gender and generational diversity. It is followed by best case practices for selected D&I benefits. As a next step, in cooperation with Hilti, a thorough analysis of gender, generational, global diversity and inclusion was conducted with the purpose of comparing global, regional and local outcomes. Moreover, this empirical part aims to get a deeper understanding of the current situation regarding D&I for the market organizations in the Czech and Slovak Republics. The hypothesis that Hilti has developed appropriate initiatives to further implement D&I into its culture, has been confirmed. For further improvement, some suggestions have been proposed. The recommendations for each diversity dimension (gender, generations, global) are based on the literature described in the theoretical part of this paper, best case practices, and also the own ideas of the author.