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If dealing with diversity in the corporate environment is a highly complex issue for ordinary businesses, imagine the challenge of welcoming people from over 200 countries during the Olympic and Paralympic Games. It isn’t just a question of the large range of languages, cultures, ethnic backgrounds and religions. Rio 2016 will welcome people with different life histories, expectations and in many cases, people with impairments that need to experience the Games with autonomy and in full dignity.

Therefore, creating an environment of diversity during the full journey of organising the Games is a must. In February 2012, Rio 2016 published its diversity manifesto, warmly welcoming and inviting everyone to take part in the remarkable experience of staging two of the biggest sporting events in the world.

For Rio 2016, diversity isn’t just a good idea on paper. Once the manifesto had been published, the Recruitment and Selection/Diversity and Inclusion area had to tackle the challenge of finding people with a wide range of profiles.

In 2013, the Rio 2016 workforce consisted of 54% men and 46% women, 4% being people with impairments, and 18% black and mixed-race; whereas, 2014 saw increased efforts to ensure that the workforce reflected the ideals set forth in the manifesto. In the last trainee programme, 58 students were recruited, 29 women and 29 men. Of this total, 25% were people with impairments and 46% black.

Furthermore, in 2014 Rio 2016 set up the Para-Athletes Programme, aimed at developing para-athletes within the corporate environment. During the first phase, 15 para-athletes was hired 15 para-athletes who have been working in various functional areas.

By the time Rio 2016 stage the Games, its workforce will increase three times, and the Organising Committee will continue to ensure that diversity and celebrating our differences are fundamental principles. If you would like to join this celebration, keep an eye on future job opportunities!