MWCC participates in the #CEOPorLaDiversidad Alliance, promoted by the Adecco Foundation and the CEOE Foundation. The alliance addresses a highly topical issue that is generating growing interest in the business world: LGTBIQ+ (lesbian, gay, bisexual, transgender, intersex and queer) diversity and inclusion policies and strategies.

Without a doubt, more and more companies are integrating this dimension into their corporate policies with the aim of promoting safer and more respectful working environments for LGTBIQ+ people. However, there is still a long way to go: bias, ignorance, invisibility and discrimination are still present, highlighting the need to move forward, starting with leadership, towards real and transformative inclusion.

The conference presented the new guide on LGTBIQ+ diversity and inclusion policies and strategies, developed within the framework of the Alliance in collaboration with 21gramos, Airbus, Siemens and The Adecco Group, which will be published shortly and made available to organisations and professionals committed to inclusion. It is a roadmap to accompany companies in creating safe and respectful environments for LGTBIQ+ people.

To achieve this goal, he recalled the main steps outlined in this guide, which will be presented shortly: understanding the LGTBIQ+ reality, forging alliances, integrating diversity into corporate identity, leading change, creating a DEI strategy to act as a compass, developing internal policies to ensure non-discrimination, activating cultural change - extending the commitment to all stakeholders - communicating the commitment and establishing and strengthening processes.

The conference was attended by David García Núñez, President of MWCC, and Claudia Huamani, a trans woman and migrant who, after a difficult history of discrimination, has recently achieved inclusion in the workplace at Carrefour.

García Núñez stressed that ‘Spain has made great strides in recent years, but stigmas still persist: for example, 47% of people do not dare to reveal their sexual orientation in the workplace. These stigmas will only be overcome with time and generational change. It is necessary for new generations to take up the baton to continue driving change.’ He also insisted that ‘the inclusion of LGTBIQ+ people does not depend on the business sector, but on people and their values. Leaders must be able to listen, empathise and believe in the corporate message they represent.’

He also recognised the role of REDI as a benchmark in promoting diverse and inclusive work environments, providing companies with tools and support in this transformation.

Looking to the future, the executive sent a strong message: ‘I want a country where freedom is a true hallmark, where no one is insulted or stigmatised for loving who they love.’