Publisher's Synopsis
In Article 3(IV) of its Constitution, Brazil defined one of its objectives as: "to promote the good of all, without prejudice as to origin, race, sex, color, age or any other form of discrimination" (BRASIL, 1988). ILO Convention 111, to which the state is a signatory, also advocated combating discrimination in the labor market, defining the term discrimination in Article 1, a, as any distinction, exclusion or preference based on race, color, sex, religion, political opinion, national extraction or social origin, which has the effect of destroying or altering equality of opportunity or treatment in respect of employment or occupation (INTERNATIONAL LABOUR ORGANIZATION, 1958).However, despite the aforementioned regulations, what we see in practice in a large part of the corporate world is still a certain sloppiness on the part of company managers in promoting policies for the inclusion of minority groups in their spaces, either because of stagnation and accommodation to the dictates of a more backward culture that they were taught, or because of fear of losing a possible target audience by adopting so-called more progressive measures.
