At the vibrant intersection of art and technology, Re:Humanism stands as a pioneering project, exploring the impact of artificial intelligence (AI) on contemporary art. Founded in 2018, this biennial award goes beyond celebrating the creative potential of new technologies, delving deeply into the ethical, social, and cultural questions they raise.

We had the privilege of interviewing Daniela Cotimbo, art historian and curator, who guided us through the genesis, evolution, and future of Re:Humanism. Below is the full interview, where Daniela shares her vision, highlights of past editions, and the challenges awaiting the next chapter of this unique initiative.

"Re:Humanism brings art and artificial intelligence into a unique dialogue. What was the initial idea behind the project, and how has it evolved over time?"

Re:Humanism was born in 2018 from a collaboration between me, an art historian and curator, and Alfredo Adamo, now CEO of Frontiere, with the aim of offering reflections on the advancements of techno-science, particularly AI. The first edition of the prize was a success, with significant participation from artists and audiences and thought-provoking discussions. This encouraged us to continue, establishing the prize as a biennial event and creating a cultural association.

Today, Re:Humanism seeks to maintain its focus even between prize editions, organizing activities such as exhibitions, performances, debates, workshops, and the production of publications.

"Looking back at past editions of the Re:Humanism Art Prize, which projects or works impressed you the most, and why? How did these pieces embody the spirit of the prize?”

It’s always difficult to single out specific projects from a collection where every piece was chosen to enhance the initiative’s goals. That said, I’ll highlight a few projects that have sparked new perspectives and collaborations.

In the first edition, Adversarial feelings by Lorem comes to mind—a project that, even in 2018-2019, experimented with generative neural networks to explore emotional states as audiovisual flows. This was Lorem’s first project using AI, and it led to further collaborations, including a publication with his Krisis Publishing house. 

The second edition, held in the immediate post-pandemic period, focused heavily on our relationship with nature and other living species. A standout project was Epitaphs for the Human Artist by Numero Cromatico, a multidisciplinary research center in neuroaesthetics. Their work included an installation and a publication of poems generated by a neural network trained to create epitaphs—poetic forms presented alongside a study on primary colors, highlighting the evocative power of "alien" poetry.

From the third edition, I’d mention Ai Love, Ghosts and Uncanny Valleys <3 . I Broke up with my Ai and will never download them again by Mara Oscar Cassiani. This project offered a poignant reflection on toxic relationships mediated by social platforms, affective chatbots, and customizable avatars. The participatory installation allowed visitors to interact with discarded, sexualized avatars through cushions on a fake grass setup, addressing digital exploitation while also offering resources to combat online abuse.

These are just a few of the many projects that have enriched our experience over the years. Some are even part of the collection hosted at Frontiere’s headquarters in Rome.

"The Re:Humanism Art Prize invites contemporary artists to engage with AI-related themes. What can we expect this year? What is the theme for the 2025 edition? What are the main selection criteria, and what kind of dialogue do you aim to foster with the public through these creations? When and where will the selected works be exhibited?"

Compared to previous years, this edition of Re:Humanism will take a more specific approach, delving into some of the issues surrounding new artificial intelligence models, commonly known as LLMs. Artists will be invited to reflect on their creative potential, explore how AI can be utilized from feminist and decolonial perspectives, and address the theme of sustainability.

It’s a significant challenge that, in our view, aligns with the growing accessibility of tools enabling everyone to test both the potential and risks of this technology.

The selection process will remain the same: a mixed jury composed of experts in contemporary art, media art, and advanced technologies will evaluate proposals based on the quality of the submission, the robustness of the project and the artist, originality, and thematic sensitivity.

There will also be some new developments regarding the awards, which we are not yet ready to announce. However, we can confirm that the exhibition will be hosted by Fondazione Pastificio Cerere and will take place in June 2025.

"How is AI redefining the role of artists and the creative process? What challenges and opportunities do you see for the future of art in relation to technology?"

I see challenges for everyone, but I see art as an opportunity to face them! I’m quite critical of the debate that fascinates many, namely the interference between human artists and AI as a creative entity.

AI is undoubtedly changing how we conceive and produce art—and, as always with new technologies, this is both good and bad. On the positive side, AI expands expressive possibilities, even for those who might not be entirely comfortable with visual or digital media.

On the other hand, it’s often forgotten that behind the magic of a prompt lies a learning and generative process that operates with autonomous, recursive dynamics, often marked by biases, errors, and other dysfunctions. Not settling for results and learning to observe them critically is essential for the proper use of AI in the artistic field, and this is the invitation we extend to all artists.

Another important point: reflecting on AI has taught me that the future that matters most to me isn’t the one I can predict, but the one I can build.

"Re:Humanism tackles ethical and social issues related to AI. What are the most pressing implications that art can help us better understand?"

We are living in a rather dark era, where disinformation and echo chambers are increasingly driving polarization and radicalization of opinions.

This phenomenon is rooted in a burdensome history of discrimination that has, for years, shaped technological advancements.  

Techno-scientific progress is not neutral; it is created by people who often design from asymmetric perspectives and objectives. While some issues related to AI are not new, it continues to present significant problems, including discrimination against women, non-conforming individuals, and people of diverse ethnic and social backgrounds. These challenges become even more dangerous when we lose the ability to trace their origins.  

Advanced interfaces of large language models (LLMs) allow us to generate increasingly sophisticated and realistic content using natural language. The problem will arise when these tools are fully integrated into search engines, potentially excluding non-repetitive but culturally diverse results.  

We also know that many big tech companies that pledged to meet sustainability goals —regarding energy consumption, resource use, and CO2 emissions—are failing to achieve these targets, largely due to the demands of artificial intelligence.  

This raises an urgent question: how can we design technologies that do not further endanger the planet's health and well-being but instead provide solutions to mitigate the damage already done?  

How can art help us? Artists have never stopped questioning these issues, although today they are asked to pay greater attention to the context surrounding them. Advanced technologies represent new forms of language that shape our experience, and major themes like time, space, intimacy, relationships, and memory have evolved in response to these discoveries.  

Artists can amplify this perspective because they have the unique ability to delve into the heart of these issues, overturn established viewpoints, and, more often than not, act as outstanding inventors.  

The importance of an ongoing dialogue

Re:Humanism is more than an award—it’s a platform for questioning the potential and limits of AI through the critical lens of contemporary art. The challenges faced by artists today are not just about creative experimentation but also about building a more inclusive, sustainable, and conscious technological future.

To learn more about Re:Humanism and the 2025 edition, follow our blog and official project channels. Stay connected to explore how art and technology can come together to redefine our perception of the world.

Introduction

In recent years, the promotion of Diversity, Equity and Inclusion (DE&I) has become an imperative in the workplace. Paying attention to people and valuing diversity have become central to many companies, including ours. In this context, we have developed an innovative training program on DE&I using the virtual environment. Let's discover our proposal together, focusing on virtual training methods and the value of diversity in the corporate environment. But first let's brush up on the basics: what we mean by Diversity, Equity and Inclusion.

Diversity, Equity and Inclusion are key concepts that relate to accepting and valuing differences among people in an environment, whether it is the workplace, the community or society as a whole.

Diversity refers to all differences that characterize people, such as race, ethnicity, gender, sexual orientation, age, religion, physical ability, social class, education, and more. These differences can be visible or invisible and make each individual unique. Diversity is an asset because it offers a variety of perspectives, experiences and knowledge.

Equity: The term "Equity" refers to fair treatment for all people, so that current norms, practices, and policies ensure that identity is not predictive of opportunities or outcomes in the workplace. Equity differs from equality in subtle but important ways. While equality assumes that all people should be treated equally, equity takes into account a person's unique circumstances, tailoring treatment accordingly so that the end result is equal.

Inclusion is the process of ensuring that all people, regardless of their differences, are fully involved, respected and valued in a given environment. Inclusion promotes a sense of belonging and acceptance so that no one feels marginalized or discriminated against. The goal is to create an environment where everyone can contribute fully and benefit from their participation.

Diversity, equity, and inclusion (DE&I) training for a company is designed precisely to make employees aware of diversity, equity, and inclusion issues, with the goal of fostering a work environment that welcomes and values differences among employees, creating a more equitable, respectful, and productive organization. Inclusion in business seeks to combat discrimination, bias, social exclusion, inequality of opportunity, and other challenges that may arise because of differences among employees.

Now that we have clarity on the three key concepts, let's see together how to bring them into the company through our training program.

Diversity, Equity & Inclusion Training

Diversity, Equity and Inclusion (DE&I) aims to create a welcoming and respectful work environment. Traditional training on DE&I involves instructors, presentations, and group discussions. However, challenges arise with the need to engage diverse audiences on a global scale.

Virtual training: global accessibility and time flexibility

Virtual training emerges as an ideal solution, eliminating geographical barriers and enabling employees to participate regardless of their location. Hourly flexibility accommodates variable work schedules, ensuring broad participation and increased adherence to training sessions.

Virtual embodiment: experiencing DE&I firsthand

We introduce virtual embodiment, a practice that uses avatars in virtual environments. This approach provides an immersive experience, enhancing empathy and reducing implicit bias. Users can literally "step into the shoes" of different people, having experiences that challenge biases and stereotypes. Such an approach not only actively involves participants but also transports them into a realistic context, facilitating understanding of different perspectives.

Implicit Association Test and Toronto Empathy Questionnaire: measuring impact

We always measure impact to assess the effectiveness of our program, using the Implicit Association Test (IAT) to examine participants' implicit associations. This instrument reveals automatic and unconscious <aa41>reactions, which are crucial for understanding biases and stereotypes. In addition, the Toronto Empathy Questionnaire (TEQ) measures empathy, providing data on participants' empathic abilities. Through these instruments, we can quantify and assess the change in participants' perceptions and skills.

Linking it All: the Metaverse and Immersive Training.

We take virtual training to the next level with the use of the metaverse. Here, participants interact in a virtual environment, dealing with D&I-related situations. This approach offers a more immersive and engaging experience, although it requires technological investment. However, this investment results in deeper and longer-lasting learning as participants are immersed in scenarios that require understanding and practical application of skills related to diversity and inclusion.

Conclusions

Virtual Diversity, Equity & Inclusion training is an innovative step toward creating inclusive workplaces. The use of virtual embodiment, psychological testing and exploration of the metaverse contribute to effective and engaging learning. Investing in DE&I not only is morally right but also results in a tangible business benefit. Data collected through tools such as the IAT and TEQ highlight the progress made and provide insights to further improve our approach.

Final note:

This case study demonstrates how virtual training can be a powerful engine for promoting DE&I in the enterprise. Adaptable to specific needs, it offers an innovative and engaging approach that brings long-term benefits. Our experience shows that investing in diversity and inclusion not only improves corporate culture but also contributes to a more productive and collaborative work environment.

Sources:

1. "Diversity and Inclusion: The Reality Gap" in Deloitte Insights: An in-depth report that explores the current state of diversity and inclusion in companies, emphasizing the importance of effective strategies.
2. "Virtual Reality as a Training Tool for Enhancing D&I" published in Harvard Business Review: This article discusses the use of virtual reality as a tool for enhancing diversity and inclusion training, drawing on case studies and research.
3. "The Impact of Implicit Association on Workplace Diversity" in Journal of Personality and Social Psychology: A scientific study examining how implicit association tests can reveal and influence diversity dynamics in the workplace.
4. "Empathy in the Workplace: A Tool for Effective Leadership" in Center for Creative Leadership: A white paper that explores how measuring empathy, such as through the Toronto Empathy Questionnaire, can play a crucial role in leadership and diversity management.
5. "Exploring the Metaverse: A New Frontier for D&I Training" on Forbes: An article discussing the potential of the metaverse as an innovative environment for diversity and inclusion training, highlighting use cases and potential benefits.

Introduction: STEM disciplines and the women's issue

What is STEM?

STEM is an acronym that stands for Science, Technology, Engineering and Mathematics. These disciplines are at the heart of technological and scientific innovation and are crucial areas for economic and social progress. However, despite their importance, women are significantly underrepresented in these fields.

Gender inequality in STEM education

Gender disparity in STEM education is a complex and multifactorial phenomenon. According to a 2022 UNESCO report, less than 30 percent of researchers worldwide are women, and there are countries where girls represent only 3 percent of students enrolled in engineering and computer technology programs. These numbers are a reflection of how cultural biases and stereotypes influence career choice in young women. In addition, the lack of female role models in STEM fields can create a vicious cycle where girls have fewer examples of success to emulate, leading to lower female representation in these fields.

Stereotypes and prejudices about women in STEM disciplines

Prejudices and stereotypes about women in STEM disciplines represent one of the biggest barriers to their participation. Even today, teachers and parents often underestimate girls' abilities in science and math subjects, negatively affecting their self-perception and aspirations. These stereotypes can lead to an educational environment in which girls do not feel supported or encouraged to pursue interests in these areas, limiting their potential and diversity in the STEM field.

The world of work: barriers and inequalities

In the world of work, women in STEM careers face additional challenges. Women in technology and science fields-although this disparity seems to affect other work fields as well-are paid less than their male counterparts for the same work. In addition, women are less represented in leadership and decision-making positions: this gap is attributed not only to gender discrimination, but also to factors such as lack of work flexibility, which can be particularly problematic for women balancing career and family responsibilities.

Overcoming discrimination

Overcoming these discriminations is critical not only to promoting gender equality, but also to maximizing innovation and creativity in the STEM fields. The diverse perspectives and skills that women can bring to these fields are essential to the development of inclusive and innovative solutions to complex challenges. In addition, promoting women's participation in STEM can have a significant impact on the global economy. Increasing women's participation in these areas could add millions of new skilled workers to the global economy and give a major boost to a field that is not benefiting fully from the significant contribution that could be made by women because of bias and discrimination that is now in the public eye.

More in-depth strategies can be adopted to reduce the gender gap in STEM fields:

Early education and awareness: Implement initiatives in school curricula that actively encourage girls to participate in STEM subjects, such as workshops, science clubs, and hands-on projects. Training teachers to recognize and counter gender stereotypes, creating a positive and encouraging learning environment for female students is also critical.

Improving the academic and work climate: Actively address gender discrimination and stereotypes in workplaces and academic institutions. This may include training on gender disparities, promoting anti-harassment policies, and incorporating more equitable hiring and evaluation practices.

Mentorship and networking: Develop mentorship programs where women who have already achieved success in STEM fields can offer guidance, support, and professional advice. These programs can be supported by meetings, conferences, and professional social networks dedicated to women in STEM.

Equal pay and promotion policies: Implement regular salary audits to ensure equal pay and career opportunities. Institutions and companies should establish transparent and objective criteria for promotions and salary increases to ensure that women are evaluated fairly.

Flexibility and support for work-family balance: Offer flexible work options, such as flexible hours, remote work, and extended parental leave. These policies can help reduce the dropout rate of women from the STEM field, allowing them to better balance work and family responsibilities.

Conclusion

Overcoming the gender gap in STEM disciplines is a key goal, not only for gender equality, but also for the advancement of science and technology. The stories of women who have achieved success in these fields show that it is possible to overcome barriers.

And useful for everyone. Just think of Gwynne Shotwell, president and COO of SpaceX. Her leadership has played a key role in the company's development and success, especially in the field of spaceflight and commercial space transportation. Shotwell has a background in mechanical and thermal engineering and is considered one of the most influential figures in the modern aerospace industry. Her work has helped define new frontiers in commercial space exploration and transportation, making her one of the most relevant women in STEM today.

But despite these examples, which are growing in number, a collective effort to create more inclusive educational and work environments is essential. Commitment that must affect everyone, but especially men, who today hold those positions of power gained by merit but also, as we have seen in this article, by virtue of an unfair bias that affects women. Through education, awareness, equitable policies and support for women in STEM, we can not only close the gender gap, but also enrich the scientific and technological world with different perspectives and innovations.

Foto Credits: MIT Technology Review - Sawaka Kawashima Romaine

Introduction

Digitization is revolutionizing the way we operate in workplaces, not only increasing efficiency and productivity, but also opening new avenues for inclusiveness. With the advent of digital technologies, there has been a significant transformation that goes beyond the mere automation of processes: we are now able to create more inclusive and accessible workplaces. Digital technologies, such as artificial intelligence, cloud computing and various communication software, are breaking down physical, cultural and social barriers, enabling people from different backgrounds to work together more harmoniously and productively.

In a previous article, we presented and explored the concept of inclusiveness, emphasizing that it not only concerns the ethical and moral sphere, but also that related to corporate positioning, brand reputation, and employee productivity. We also saw that Artificial Intelligence can provide valuable support in the recruitment phase.

In this article, however , we will discover how digitization is facilitating job inclusion by providing unprecedented opportunities for diverse groups, including people with disabilities, remote workers, and multicultural teams. We will address the benefits, challenges, and strategies needed to fully exploit the potential of digitization in the area of work inclusiveness.

Improved accessibility for employees with disabilities

Digitization has revolutionized access to work for people with disabilities. Technologies such as speech recognition, screen reading software, and customizable user interfaces have become indispensable tools that enable people to work effectively. For example, screen reading software helps blind people access digital information, while speech recognition systems enable those with motor limitations to interact with computers without the use of their hands. In addition, machine translation applications and real-time subtitles in videos can help people with hearing impairments participate in online meetings and conferences. These technologies not only increase independence and participation, but also help create a more inclusive and welcoming work culture. However, it is crucial for companies not only to implement these technologies, but also to ensure that they are easily accessible and that staff receive the proper training to use them effectively.

Work flexibility and impact on employees' lives

Digitization has introduced an unprecedented level of flexibility to work. With tools such as cloud computing and online collaboration platforms, remote work has become a reality for many. This flexibility is especially beneficial for those with specific needs, such as parents with young children or people living in remote areas that are underserved by transportation. For example, working parents can better balance work and family responsibilities, while workers in remote areas can access job opportunities that would otherwise be out of reach. However, this transition also requires a cultural shift in organizations. Companies must adopt policies that support flexibility, such as flexible working hours and the ability to work asynchronously. They also need to ensure that all workers, regardless of location, have access to the same resources and development opportunities. This requires careful planning and ongoing efforts to ensure that remote work does not become a factor in isolation or disconnection from the rest of the team.

Communication and collaboration in the digital world

The advent of digitization has profoundly changed the way communication and collaboration occurs within work teams. Tools such as online collaboration platforms, video conferencing systems, and instant messaging have not only overcome geographic barriers, but have also created opportunities for more inclusive and diverse collaboration. In a digital environment, teams can be composed of members from all over the world, with varying backgrounds and skills, increasing diversity of thought and perspectives. This is particularly beneficial in terms of innovation, as different perspectives lead to more creative ideas and more effective solutions. However, the challenge lies in ensuring that all team members, regardless of their location or time zone, feel involved and valued. This requires clear communication, regular update sessions, and the use of technology that promotes equitable interaction. For example, it is critical to ensure that all team members have the opportunity to express themselves during online meetings and that working documents are collaboratively accessible and editable. In this way, digitization can help build a truly global and inclusive work environment.

Digital training and professional development

Digitization has also transformed training and professional development, making them more accessible and customizable. With the proliferation of e-learning platforms and online resources, employees now have access to a wide range of courses and training materials that can be tailored to their learning styles and schedules. This is especially useful for those who may have specific needs, such as people with disabilities or those who work full-time and are trying to balance education with other responsibilities. In addition, digital training can be customized to address specific skills and gaps, allowing employees to focus on areas that are most relevant to their professional development. However, it is important that companies do not rely solely on e-learning, but also use other training methods to ensure that all employees, regardless of their familiarity with technology, have access to training. In addition, in-person interactions and hands-on training remain crucial components of professional development, especially in industries where practical skills are critical. Therefore, a balanced training strategy that combines digital and traditional elements can offer the best learning and development outcomes.

Conclusion

In conclusion, digitization offers tremendous opportunities to promote inclusiveness in the world of work. Through the use of advanced technologies, companies can create more accessible, flexible and inclusive work environments. Implementing digital collaboration tools, online training programs, AI-based recruitment systems, and enterprise social networking platforms are all essential steps toward creating a more inclusive work culture. However, it is important to remember that technology alone is not a complete solution. It requires an ongoing commitment by companies to ensure that technologies are used ethically and consciously, and that inclusion policies and practices are integrated into all aspects of the organization. With the right combination of technology, culture, and policies, companies can not only improve their efficiency and productivity, but also become more equitable, diverse, and inclusive workplaces.

Introduction:

In today's workplace landscape, the importance of inclusiveness in business is increasingly asserting itself as a key pillar of employee well-being, with immediate effects on employee productivity as well. Work inclusiveness is not only an ethical value to be pursued, but also represents a winning strategy for companies that wish to remain competitive and innovative. But what exactly is meant by "inclusiveness" in this context?

In simple terms, work inclusiveness refers to creating a work environment in which every individual, regardless of background, ability, gender identity, sexual orientation, ethnicity or age, feels that he or she can contribute meaningfully and is valued. It is about moving beyond mere tolerance of differences and actively embracing diversity as a resource and a source of enrichment.

Achieving a truly inclusive work environment is not a simple or immediate process. It requires constant commitment, a clear vision and well-defined strategies. Every company, large or small, has the power and responsibility to contribute to this positive change by promoting genuine inclusion in today's world of work.

Why is this so important? Research shows that inclusive companies not only achieve greater engagement and satisfaction from their employees, but also see an increase in creativity, innovation and, as a result, economic performance. In a globalized and interconnected world, access to the world of work in an equitable and inclusive manner becomes a key factor in any organization's success.

This article aims to explore how companies can achieve work inclusion in practice, focusing on winning strategies for an inclusive work environment. We will examine various initiatives and practices that can be adopted to build a work environment that truly values the diversity and uniqueness of each individual.

The importance of inclusivity in the world of work.

Tangible benefits of inclusive companies

Companies that adopt an inclusive approach enjoy many tangible benefits. Prominent among these are increased productivity and creativity. A work environment that welcomes and values diversity stimulates innovation, as different perspectives lead to original solutions and increased problem solving. In addition, an inclusive business climate significantly reduces employee turnover. When people feel accepted and valued, their loyalty to the company grows, thus reducing the costs associated with training new staff and maintaining high competence within the organization.

Inclusiveness as a lever of corporate growth.

Inclusiveness is not only a moral issue; it is also a strategic lever for corporate growth. Through numerous case studies, it has been seen that companies with a strong inclusive culture stand out in the marketplace, improving corporate image and brand. The adoption of inclusive policies results in increased customer loyalty, with customers increasingly choosing to support companies that reflect their values of equity and inclusion.

Strategies to promote inclusion in the company

Training and awareness raising

A key strategy for promoting inclusiveness in the company is training and awareness raising. Training programs should target both employees and leaders, highlighting the importance of an inclusive work environment and providing practical tools to achieve it. Inclusive workshops and team building activities can help build bridges between different groups of workers, promoting mutual understanding and respect.

Company policies and hiring practices.

To promote inclusiveness, it is essential that companies adopt targeted, nondiscriminatory hiring policies. This includes creating specific initiatives to facilitate access to employment for people with disabilities or minorities. Ensuring that recruitment processes are free of implicit bias and offer equal opportunities to all candidates is critical to building a truly inclusive work environment. In this respect, artificial intelligence can also provide valuable support, and we will explore this in more detail in the next section.

Artificial intelligence and recruitment processes

AI can help reduce unconscious bias during recruitment in several ways:
1. Objective data analysis: AI can analyze candidate data objectively, assessing qualifications and skills without being influenced by factors such as name, age, gender, or ethnicity.

2. Improved job descriptions: AI algorithms can be used to write or edit job descriptions so that they are gender-neutral and free of language that might deter certain applicant groups.

3. Screening of candidates: Using predetermined criteria and algorithms, AI can select candidates based solely on their skills and experience, reducing the possibility of human bias.

4. AI guided interviews: AI can be used to conduct initial interviews, evaluating candidates' responses in an unbiased manner.

5. Learning and adaptation: AI algorithms can learn and adapt over time to continuously improve the effectiveness of recruitment processes and further reduce bias.

It is important to note that while AI can significantly help reduce bias, it is not a perfect solution. Algorithms can have their own biases, often based on the data they are trained on. Therefore, it is critical to regularly monitor and adjust these systems to ensure that they are fair and inclusive.

Authentic inclusion: beyond standard policies.

Creating an inclusive work environment at all levels.

Achieving an inclusive work environment requires commitment at all levels of the organization. This means promoting inclusive leadership, where leaders act as role models (role modeling) by actively promoting values of diversity and inclusion. It is also important to encourage employee feedback and involvement in the inclusion process, listening to their experiences and ideas to continuously improve the work environment.

Challenges and opportunities in today's world of work

Companies today face unique challenges in managing diversity, especially in multicultural settings. Understanding and acceptance of different cultures, languages, and backgrounds are essential. In addition, technological developments offer new opportunities to promote inclusiveness, such as the use of software to reduce bias in recruitment processes and to facilitate communication in diverse work environments.

Measuring the impact of inclusion in the company.

Indicators and metrics of success

To evaluate the effectiveness of inclusiveness policies, it is essential to have indicators and metrics of success. These can include monitoring progress in employee diversity, analyzing employee engagement and well-being, and studying the impact of these policies on company performance. Collecting regular feedback and case studies can provide valuable data to continually refine inclusion strategies.

Sustainability and inclusiveness: an indissoluble pair

Finally, inclusiveness should be seen as an integral part of corporate social responsibility (CSR). Inclusive policies not only have a positive impact on employees and the company, but also contribute to the well-being of society as a whole. Considering the social and environmental impact of inclusive policies reinforces the company's role as a responsible actor committed to building a more equitable and sustainable future.

Conclusion

In conclusion, achieving work inclusion in the company is not just an ethical goal, but a winning strategy that brings tangible benefits. Every company can begin this journey by implementing inclusive policies, promoting diversity and training, and creating a work environment that reflects the values of inclusiveness.

In addition to those already discussed above, we highlight two other possible innovative approaches that can bring significant benefits in terms of inclusiveness, such as creating internal support networks for minority groups, encouraging the sharing of experiences and ideas, and implementing reverse mentoring programs, where young employees guide more experienced leaders on issues of inclusiveness and diversity.

These actions are just the beginning of a journey toward a truly inclusive work environment where every person can feel valued and integral to the company's success.

Introduction

In a world where the boundary between the work sphere and the private sphere seems increasingly blurred, the New Yorker's first cover of 2024 comes across as a powerful visual metaphor for this reality. The cover, which has kicked off an intense discussion on Social in recent days, is titled Deadline and is signed by an Italian artist, Bianca Bagnarelli. It portrays a woman working at night, while outside the window can be seen New Year's Eve fireworks. Important moments that pass inexorably while we are busy working and fulfilling our commitments.

The author's words perfectly sum up the profound meaning of this work, "I often work during the holidays. At first I think I'm taking advantage of scraps of time from moments when the rest of the world stops, but then I also realize I'm missing out on the fun and so it remains a bittersweet feeling."

The deadlines in which we are all immersed and which inevitably affect us are an invisible cage mediated by technology: by the smartphone that alerts us to the arrival of a Whatsapp voicemail that we will have to respond to or a new e-mail that does not bode well.

The protagonist's gaze, illuminated only by the light of the screen, is outwardly fixed and seems to prompt us to reflect on the complex relationship we all have with deadlines and the commitments we have to make. The young woman is evidently bright, utterly dignified, yet seems torn on the one hand by the lure of "real life" and the fear of missing out on something, and on the other by the need to meet deadlines.

Modern life often demands a constant and intensive commitment to work, at the expense of time devoted to ourselves, our hobbies and passions. The challenge lies in finding that balance that allows us to be productive and fulfilled at work, while still allowing ourselves breathing space and joy in our personal lives. We live in an age of constant connectedness and ever-higher work expectations. This can lead to a feeling of constantly falling behind on our commitments, both work-related and personal. However, it is crucial to remember the importance of balancing these two aspects of our lives for our overall well-being.

The need for work-life balance

The concept of Work-Life Balance refers to the search for a harmonious symbiosis between professional responsibilities and personal activities, a challenge that many people face on a daily basis. In an age of hectic pace and increasingly blending work-life boundaries, especially with the advent of remote working, this balancing becomes a crucial aspect of individual well-being.

Balancing life and work means allocating time, energy and resources equitably between different areas of life. It is not just a simple division of hours between office and home, but a more holistic approach that considers:

Quality time: devoting meaningful time to family, friends, and personally enriching activities;

Rest and recreation: ensure adequate periods of rest and detachment from work to recharge physical and mental energy;

Personal development: invest time in hobbies, learning and personal growth outside the work environment.

A failure to balance in this respect can have deleterious effects, from stress to a sense of perpetual dissatisfaction, from burnout to a decline in personal relationships, to other physical and psychological problems that are increasingly being reflected on in recent years.

The impact of digitization on work-life balance

In the digital age, advanced technologies and connectivity have revolutionized the way we work and live, offering new opportunities to achieve a better balance between professional responsibilities and personal life.

Communication and collaboration tools

Digitization has introduced a wide range of communication and collaboration tools that make remote work more efficient and viable. Platforms such as Zoom, Slack, and Microsoft Teams allow teams to stay connected and collaborate in real time, regardless of their physical location. This is especially important for workers who have families or personal commitments, as they can reduce or eliminate commuting time, gaining valuable hours to devote to other activities.

Flexibility and accessibility

Mobile technologies such as smartphones and tablets, along with the increasing availability of high-speed Internet connections, have made working from anywhere a practical reality. This flexibility means that employees can manage work to better fit their personal schedules, making it easier to balance work deadlines with personal commitments, such as child care or appointment management.

Automation

Digital tools also offer solutions for automating repetitive and administrative tasks, freeing up valuable time that can be spent on more rewarding activities both at work and in personal life. Project management software, automated planning tools and artificial intelligence systems help streamline work processes, reducing workload and stress.

Support for personal well-being

New technologies also offer tools dedicated to personal wellness. Apps for meditation, exercise, and sleep monitoring are easily accessible and can help employees maintain a healthy lifestyle and manage stress. These tools can help create a balanced daily routine by integrating moments of relaxation and physical activity into the workday.

The role of companies.

Businesses play a crucial role in facilitating this balancing act. They can take several initiatives, such as:

Flexible work schedules: Flexible work schedules are one of the most effective initiatives that companies can take to promote a work-life balance. This policy allows employees to adjust their work schedules according to personal needs, promoting a more humane work environment that respects different individual realities.
Remote work policies: Remote work is another crucial strategy to support work-life balance. Especially after the COVID-19 pandemic, many companies have discovered the benefits of telecommuting.
Wellness support programs: Well-being support programs focus on improving the mental and physical health of employees, a key aspect of maintaining work-life balance.

The benefits for companies

Of the effects on people we have already discussed, but what benefits do companies enjoy whose employees manage to have a proper work-life balance?

Increased productivity

The link between work-life balance and increased productivity has been the subject of numerous studies. Workers who can effectively balance professional and personal commitments tend to be more motivated and focused when they are at work. This is because a good balance allows them to get adequate rest, reducing the risk of exhaustion and enabling them to meet work challenges with greater energy. In addition, the feeling of being supported by the company in terms of flexibility and well-being contributes to an increased sense of loyalty and commitment to the organization. According to some reports, companies that promote work-life balance practices can experience an increase in productivity of up to 21 percent (Corporate Executive Board).

Reduced absenteeism

Absenteeism, often linked to physical and mental health problems due to stress and work overload, is a significant cost to companies. A good work-life balance can greatly reduce these problems. Workers who have sufficient time for recovery and stress management tend to be less prone to illness and burnout. This translates into a reduction in health-related absenteeism. According to some research, work-life balance policies can lead to a decrease in absenteeism of up to 27 percent (International Journal of Health & Productivity), representing a benefit not only for employees but also for the company's operational efficiency.

Improved business climate.

An often underestimated but critically important aspect is the impact of these policies on corporate climate. A work environment that respects and supports employees' work-life balance tends to be characterized by a greater sense of satisfaction and belonging. Employees feel valued and understood, which stimulates greater commitment and loyalty to the organization. This positive climate is reflected not only in the daily atmosphere but also in long-term results, such as reduced turnover and the attraction of top talent.

Conclusion

Work-life balance is more than just an aspiration: it is a necessity for a healthy and satisfying life that can bring beneficial effects to individuals and companies. Inspired by the cover of the New Yorker from which we started, we can conclude that a better balance today is possible, thanks to new technologies and a renewed awareness of this issue on the part of both companies and workers, who are increasingly aware of the value of their time.