Although most people outside will try to understand and help foreigners, according to official statistics from IBOPE, only 4. However, the Portuguese and Spanish languages have so many similarities that even though a Brazilian may not speak Spanish, they will most likely understand simple conversations in Spanish. Industrial and Social Differences The use of English as a business language will largely depend on the industry that you are working within. When doing business within industries like technology, advertising and law it is also very likely that you will be able to hold meaningful business conversations in English.
Other; and Management Commitment and Accountability. The second section begins with those companies found to be comprehensively noteworthy, and then identifies noteworthy companies in each of the seven major groupings, including management commitment and accountability.
Finally, the Task Force discusses noteworthy partnership arrangements, or any type of collaborative effort involving employers and another group, to achieve EEO worksite objectives.
Ultimately, the most successful companies have figured out that it makes best economic sense to draw talent and ideas from all segments of the population. Inclusive hiring and promotion practices bring into the organization segments of the workforce that may well provide competitive advantage in the increasingly global economy.
Systematic exclusion of these segments denies these resources to the organization and lessens the chances of eventual success.
For these companies, pursuing diversity and equal employment opportunity is just as integral a business concept as increasing market share or maximizing profits.
In this way, diversity and EEO become not just programs, nor even separate departments, but rather a way of life that is integral to all business activities of the company.
This can be complex legal terrain. The EEOC itself enforces five separate statutes, and employers are subject to a myriad of other federal, state and local statutes, ordinances and regulations that also govern the employment arena.
Thus, there is no substitute for strong commitment and hard work in this area. The third section reviews "best" practice findings from a conceptual perspective. A further explanation of the concepts behind the letters of the acronym is summarized on the following page: Assistance can be obtained from EEOCprofessional consultants, associations or groups, etc.
LEAD -- Senior, middle, and lower management must champion the cause of diversity as a business imperative, and provide leadership for successful attainment of the vision of a diverse workforce at all levels of management.
ENCOURAGE -- Companies should encourage the attainment of diversity by all managers, supervisors, and employees, and structure their business practices and reward systems to reinforce those corporate objectives. Link pay and performance not only for technical competencies, but also for how employees interact, support and respect each other.
Self-analysis is a key part of this process. Ensure that a corrective strategy does not cause or result in unfairness. Help them understand that EEO initiatives are good for the company and, thus, good for everyone in the company. Include them in the analysis, planning, and implementation.
Long term gains from these practices may cost in the short term. Invest the needed human and capital resources.
The suggestions above are just a small sampling of the characteristics that seem to be common in most of the companies that operate their EEO compliance procedures above and beyond the minimum basic legal requirements.
Additional ideas are set forth in each of the seven "best" practice areas studied. Since these ideas are rather extensive, they are not discussed here. Statutory, Regulatory, Policy, and Operational Changes The fourth section considers what Commission statutory, regulatory, and policy changes may be necessary to facilitate best practices.
This section also considers what the Commission might do operationally to facilitate best practices. In addition, based on the input from external and internal stakeholders, the Task Force concludes that no recommendations to Congress for changes in the statutes enforced by the Commission are warranted at this time.
Finally, the EEOC has been and continues to be committed to providing guidance to the public about the laws we enforce. That commitment includes obtaining input from internal and external stakeholders about the type and kind of policy guidance we should issue. The Office of Legal Counsel, which is primarily responsible for development of policy for consideration by the Commission, regularly meets with a broad range of external stakeholders, including personnel from other federal agencies, to seek input on policy issues.
The development of policy is also driven by the types of issues that are reflected in our charge inventory and litigation docket, and by input from investigators and attorneys in the field.
The Task Force believes that the Commission should continue to facilitate accessibility and responsiveness on policy issues, and continue to welcome advice and comment from stakeholders on how it may better serve the public interest.
The Task Force recommends that the Commission place greater emphasis on the development of procedural and substantive guidances. The Task Force encourages a comprehensive and speedy review of Volume II of the Compliance Manual with input from external stakeholders in close coordination with the Commission staff.
Operational Considerations One of the key factors in implementing best practices is for those affected by EEO laws to be well informed about their rights and responsibilities under those laws. This section of the Best Practices Task Force Report assesses what the Commission can do operationally to facilitate the development and implementation of best equal employment opportunity policies, programs, and practices.
A Task Force committee was assigned to address this area. From the nationwide voluntary action program begun by the agency into the Office of Technical Assistance, created in and which grew into a twenty-one person office byto the creation of the Office of Voluntary Programs that continued operations through the s, the Commission constantly maintained a dual focus with law enforcement on the one hand, and education, outreach, and technical assistance efforts on the other.If doing business in Brazil for the first time, check out whether you will need a translator or not.
As with many Latin countries, communication tends to be predominantly oral rather than through the written word. Latest breaking news, including politics, crime and celebrity. Find stories, updates and expert opinion. Sep 29, · Overcoming language challenges when doing business in Brazil Posted on September 29, by Innovation Norway - Rio — 1 Comment It’s a well-known fact that language skills beyond Portuguese are rather limited in Brazil.
🔥Citing and more! Add citations directly into your paper, Check for unintentional plagiarism and check for writing mistakes. Sep 28, · The Asahi Shimbun is widely regarded for its journalism as the most respected daily newspaper in Japan.
The English version offers selected articles from the vernacular Asahi Shimbun, as well as. After almost three years of economic recession, the Brazilian economy is now slowly heading towards a recovery.
IMF predictions had Brazil’s economy growing by % in , and interest rates are decreasing. Will the air of optimism last? However, the economy twists and turns, doing business in Brazil remains notoriously complicated.