Sener culture

“If you want a different result, don’t do the same thing.” This nugget of wisdom underscores one of the keys to diversity in the company: the most diverse teams can come up with more creative solutions. By providing different points of view and having mixed teams work side by side, we can propose more innovative ideas that address all types of challenges, both traditional and new. 

We spoke with Gonzalo Azcárraga, the director of Sener’s office in Mexico, about the different facets of diversity and what it brings to the organization as a driver of business. 

In your opinion, what does staff diversity contribute in a business setting? 

Diversity provides different working methods, ideas and perspectives… This is particularly beneficial in environments where creativity, unconventional solutions and a disruptive approach bring value to the development of the solution, as is the case of engineering. Diversity of culture, gender, society, age… is a very powerful tool to deal with any problem we want to find a solution for.  

Diversity is an increasingly important strategic component for companies. Its presence in the workplace can enhance creativity and innovation, increase productivity and improve employee retention. 

Currently, four generations coexist in the same workspace in companies, on the same teams. What advantages do you think this intergenerational coexistence offers?  

At Sener, our foundational aspiration, as engineers, is to put technology to work for society by providing innovations that can improve people’s lives and are sustainable and environmentally friendly. This aspiration has been with us since Sener’s founding in 1956. It is this coexistence of the experience gained with the years and the originality of new minds and ways of working that adds value to Sener. Sener needs to stay true to its purpose by having different generations in its work environments. 

Diversity is an increasingly important strategic component for companies. Its presence in the workplace can enhance creativity and innovation, increase productivity and improve employee retention. 

 

How can we promote diversity in order to make it a strategic driver for the company?  

There is natural coexistence in work teams due to the very nature of the people who work at Sener. Having senior personnel supported by more junior employees in the development of a project results in a natural intergenerational contribution. However, diversity can be actively incentivized and promoted. For example, by establishing clear goals and objectives, promoting an inclusive culture in work teams and celebrating differences, implementing diversity training programs and evaluating recruitment processes. 

It is also particularly important to promote diversity in the company’s senior management, to instill this way of thinking throughout the entire organization. 

It is said that cognitive and experiential diversity is related to innovation. How do you think the capacity to innovate conditions cognitively diverse teams?   

Cognitive and experiential diversity refers to the variety of ways people think about and interact with the world as a result of their education, experience and personality. Cognitively diverse teams can have different ways of thinking, different perspectives and different approaches to solving problems. This can positively condition the teams’ capacity to innovate due to the greater variety of ideas presented, a better capacity for problem-solving, a diverse approach to identifying opportunities and the ability to adapt to any medium. 

It is important to keep in mind that technology alone is not enough to guarantee equality and inclusion. Companies must ensure that their processes, policies and practices are designed with inclusion in mind, and that there is a culture of diversity and respect in the workplace.

The digital transformation is having an impact on the corporate culture of companies. What impact do you think it will have on equality, diversity and inclusion processes?  

The digital transformation is having a significant impact on the corporate culture of companies, and it is also expected to have an impact on equality, diversity and inclusion processes. In general, technology can help promote equality and diversity by making opportunities and information more available to everyone, regardless of their origin, gender, sexual orientation, race or any other characteristic. 

For example, the digitization of selection and hiring processes can help reduce the subconscious bias in candidate selection by allowing for an objective assessment of skills and competencies. Online collaboration tools and video conferencing can also help promote geographical diversity and the inclusion of people with disabilities or special needs. 

However, it is also important to keep in mind that technology alone is not enough to guarantee equality and inclusion. Companies must ensure that their processes, policies and practices are designed with inclusion in mind, and that there is a culture of diversity and respect in the workplace. Technology can be a powerful tool to support these efforts, but it can’t replace the commitment and actions of the company and its leaders in this area. Since it is such a wide-ranging and cultural issue at the company, promoting diversity in the senior management team is a necessary requirement to achieve this. 

Managing diversity provides an opportunity to improve the company and strengthen its position in the market.

From your perspective as the director of the Sener office in Mexico, what challenges and what benefits are there to managing diversity? 

One challenge is having to ensure that our company has an open and inclusive culture in which everyone feels valued and respected. Another is promoting equal opportunities in all areas of the company, including personnel recruitment and hiring, promotion and professional development, and access to training and qualifications. We must also make everyone at the company aware of the importance of diversity and inclusion, and promote everyone’s active involvement in creating a more inclusive culture. And finally, we must identify and address any form of discrimination or harassment that may occur in the company. 

On the other hand, the benefits from my point of view would be a better ability to attract and retain talent, since a diverse and inclusive company is usually more appealing to professionals from all backgrounds. It also encourages innovation and creativity, given how diversity in perspectives and experiences can lead to more original and effective ideas. Other benefits are an improved company reputation and image, since companies that properly manage diversity and inclusion tend to be more highly regarded by their customers, partners and employees, and a lower risk of conflict.  

In short, I think that managing diversity provides an opportunity to improve the company and strengthen its position in the market, provided that we properly address the challenges that lie ahead.