The aim of this essay is to discuss that the Internal Social Responsibility discourse as a management model intends to homogenize the treatment of the internal actors of the organization, once it is used in an instrumental perspective focused exclusively in legal themes on the work relation, in opposition to a meaningful perspective focused on the humanization of the work environment. Consequently, organizations hide, under this discourse, practices truly dehumanizing in social life, and encourage, even more, intolerance to differences. This discussion takes place in Latin America, where it demands strength from intercultural discourses and the defense of the human rights in political and business agendas, what highlights the contradictions inherent to these discourses. From a bibliographic review oversocial responsibility, discourse, social identity theory and self-concept theory, the individual, social and organizational mechanisms of elaboration and overcome of stereotypes were discussed, as they help the person to establish references for the perceptions and interpretations of reality. It is discussed that the discourse of social internal responsibility could propose a change in the way that the persons are treated in the organization. In this context, difference would not as a way of social exclusion, but it would be a way to promote equity, giving value to characteristics of individual action in the organization and not in the sense of reinforce the difference between "us" and "them", in function of the role that each one has in the organizational dynamic.
Internal Social Responsibility; Social Identity Theory and Self-Concept Theory; Organizational Discursive Practices.