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Inclusion in the labor market has been determined more and more based on the demands that talents are making.
The talent in the vacancies has realized key spaces in the market.
studies like “Global Consumer Trends: Diversity, Equity & Inclusion in the Workplace” realize how important diversity has become in the workplace.
Inclusive companies seem to be making their way in response to the demands for new work models, where talent is added that breaks with stigmas and bad practices. studies like “Global Consumer Trends: Diversity, Equity & Inclusion in the Workplace” They realize that in countries like the United States, 72 percent of workers value diversity in their workplaces.
Other countries that participated in this study were Spain, a Hispanic economy that stood out with 70 percent of employees who voted for these trends and who realize how important it is to think about spaces to add new talent, the question is: does this talent exist to cover the opportunities or Is there still a lack of spaces to attend to the amount of talent willing to add their capacity to companies?
beatrice rodriguezGeneral Director of Ice Cream Shops frodyshare with Market2.0 part of the experience that has been carried out, with inclusive actions.
Merca2.0 – What are Frody’s goals for this campaign, to include people with Down Syndrome in its branches?
Beatriz Rodríguez – We want to cover the 52 vacancies, today they are already collaborating with
We four boys with Down Syndrome and in addition to integrating them into our workforce, we want their presence in our teams to serve as an example of inclusion for all the people who visit us, we want to remove the negative stigma and convey a positive message that socially supports people with disabilities.
Merca2.0 – What to consider to adapt companies to inclusive actions at work?
BR – According to the consulting firm PageGroup, 3 out of 10 Mexican companies are inclusive. A very important factor is “wanting it to be”, according to this initiative, values must be set, equal opportunities and access to work. In addition to adapting the work to the needs of the collaborators and in the case of having disabled people, removing the architectural barriers. In our case, Frody has values from his DNA that he wishes to transmit to his consumers, such as support for social causes, these are represented in each of our characters. The forcefulness in this type of support is basic to be able to form communities that join and generate a continuous purpose in the
company message.
Merca2.0 – How much talent is there to fill the vacancies that open up in inclusive campaigns?
BR – In our case, the talent we are looking for is kids with Down Syndrome. They are highly motivated, detail-oriented people who offer exceptional customer service. In addition to detonating in the teams characteristics such as: patience, tolerance and a more united work environment.
Merca2.0 – What stigmas are there against talent with different abilities that must be banished?
BR – According to Conapred, only 30 percent of people with disabilities have a job, one of the main causes being low access to education.
In addition to the belief that disability is equal to “little talent or cannot learn” and that is why they are not given the opportunity to join a company. Disability is not a limitation, it is simply a different characteristic and it is important that we work to communicate it, since only in this way will we stop isolating and limiting them to integrate into our society like anyone else.