Management of the Personnel and Intellectual Resources in Russia Management of the Personnel and Intellectual Resources in Russia Управление персоналом и интеллектуальными ресурсами в России 2305-7807 30554 10.12737/article_5d7b8d1050d0e5.97415304 Социальная и кадровая политика Social and personnel policy Социальная и кадровая политика Negotiation of Discrimination of Talents As a Factor of Reducing the Competitiveness of Modern Organizations Преодоление дискриминации талантов как фактора снижения конкурентоспособности современных организаций Виниченко М. В. Vinichenko M. V. mih-vas2006@yandex.ru

доктор исторических наук;

doctor of historical sciences;

 Караксони Петер Karaksoni Peter karacsonyp@ujs.sk Макушкин С. А. Makushkin S. A. s_makin2009@mail.ru

кандидат исторических наук;

candidate of historical sciences;

 Российский государственный социальный университет Москва Россия Russian State Social University Moscow Russian Federation Университет Селье Янош Комарно Словакия Университет Селье Янош Комарно Slovakia ФГБОУ ВО "Российский государственный социальный университет" Россия Russian State Social University Russian Federation 8 4 16 23 https://naukaru.ru/en/nauka/article/30554/view

В статье рассматривается проблема дискриминация талантов в организации с позиции снижения потенциала организации в конкурентной борьбе на рынке товаров и услуг и рынке труда. В условиях экономической нестабильности руководство различных государств, организаций ищет дополнительные возможности повышения конкурентоспособности. Важнейшими из них является человеческий потенциал. Однако его реализация, особенно у талантливых сотрудников, затрудняется по ряду объективных и субъективных причин. Выявление причин и определение путей преодоления дискриминации талантов является актуальной проблемой как для России, так и всего мирового сообщества, что и стало целью данной работы. Дискриминация талантов исследуется по различным основаниям: по полу, возрасту, национальному и расовому признаку, религиозным мотивам, по принадлежности к политический партии или к общественному движению и другим основаниям. В статье проведен сравнительный анализ дискриминация талантов населения Московского региона России и ряда стран Евросоюза, Южно-Азиатского региона, США на основе данных, полученных с использованием таких методов, как анкетный опрос с использованием онлайн сервиса Google Форма, вторичный анализ данных социологических исследований, фокус-группы, интервьюирование и др. В ходе исследования удалось установить, что в организациях Московского региона существует дискриминация по различным основаниям. Так считает 40% респондентов. Руководство организаций проводит определенную работу, но ввиду недостаточной подготовки, ему не удалось добиться искоренения дискриминации талантов в организациях. 76% процентов респондентов считают гендерную дискриминацию талантов как состоявшийся факт, при этом в худшем положении находятся женщины с детьми. Возрастная дискриминация наиболее остро стоит у сотрудников пенсионного возраста. Их потенциал в перспективе реально рассматривают только в 6% случаев, в то время как молодежи — в 52%. Дискриминация по национальному, расовому и религиозному признакам достигает 34%. За принадлежность к политическим партиям и (или) общественному движению постоянно подвергаются гонению не более, чем в 4% случаев. В целом, полученная статистика коррелируется с зарубежным опытом и свидетельствует, что дискриминация талантов носит ограниченный характер. Однако следует помнить, что количество талантливых сотрудников как правило не велико, и каждый из них может существенно повысить эффективность организации. В статье предложены пути преодоления дискриминации талантов. Результаты исследования могут быть применены в государственном секторе и бизнес структурах в России и за рубежом.

The article deals with the problem of discrimination of talents in an organization from the position of reducing the potential of an organization in the competitive struggle in the market of goods and services and the labor market. In the conditions of economic instability, the leadership of various states and organizations is looking for additional opportunities to increase competitiveness. The most important of these is human potential. However, its implementation, especially among talented employees, is hampered for a number of objective and subjective reasons. Identifying the causes and identifying ways to overcome discrimination of talent is a pressing issue for both Russia and the entire world community, which was the goal of this work. Discrimination of talents is investigated for various reasons: by gender, age, national and racial characteristics, religious motives, belonging to a political party or to a social movement and other reasons. The article presents a comparative analysis of discrimination of talents of the population of the Moscow region of Russia and a number of countries of the European Union, the South Asian region, the United States based on data obtained using such methods as a questionnaire using Google Form online service, a secondary analysis of data from sociological research, focus groups, interviewing, etc. In the course of the study, it was possible to establish that there is discrimination in organizations in the Moscow region on various grounds. So says 40% of respondents. The management of organizations is doing some work, but due to insufficient training, it has not managed to achieve the elimination of talent discrimination in organizations. 76% of the respondents consider gender discrimination of talents as a fact, while women with children are worse off. Age discrimination is most acute among employees of retirement age. Their potential in the future is really considered only in 6% of cases, while young people — in 52%. Discrimination on ethnic, racial or religious grounds reaches 34%. For belonging to political parties and (or) social movement, they are constantly subjected to persecution in no more than 4% of cases. In general, the statistics obtained is correlated with foreign experience and shows that discrimination of talents is limited. However, it should be remembered that the number of talented employees is usually not large, and each of them can significantly improve the efficiency of the organization. The article suggests ways to overcome discrimination of talents. The research results can be applied in the public sector and business structures in Russia and abroad.

 талант дискриминация потенциал эффективность конкурентоспособность talent discrimination potential efficiency competitiveness

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