Diversity and inclusion in the Big Four: addressing unconscious biases

Maysa Lélia da Silveira, Anete Alberton, Tatiana Ghedini
DOI: https://doi.org/10.21529/RECADM.2023017

Abstract

Diversity and Inclusion has been on the agenda of organizations in recent decades, pressured by civil society movements and the need for companies to operate in global markets. Even so, there were no significant advances in the panorama of diversity and inclusion in the labor market, as prejudice against the unknown and the different remains. The aim of this study was to analyze strategies for addressing unconscious biases in Diversity and Inclusion programs in the Big Four's workplace. The research carried out a documental analysis using the descriptive content analysis technique and data collection took place through access to publicly available corporate materials between the years 2018 and 2022. However, the first reports included in the research were from the year 2013, beginning of electronic disclosure. Among the results of this study, it was possible to identify that neuroscience is presented as a theoretical basis and that training has been the most used strategy for this approach. The top leadership of the companies has publicly committed to Diversity and Inclusion goals and that the four companies seek to achieve levels of diversity also in the composition of leadership at all levels.


Keywords

diversity and inclusion; prejudice; unconscious bias

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References


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