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Conapred figures have come to estimate that in Mexico only one in 10 people with cognitive or mental disabilities is employed in the country.
IMCO has a study where it shows the average number of hours worked and not paid in Mexico, by gender.
Institutes such as the World Economic Forum have figures on labor gaps today.
An employee with Down’s Syndrome was fired from Wendy’safter 20 years working in the company, from which he hoped to retire. The story was denounced on social networks and the negative pressure against the chain’s image led him to be rehired.
The case that occurred in the United States is a story with a happy ending, for people with cognitive or mental disabilities in a first world country, because when we see the figures in regions such as Mexico, the situation is different because according to estimates by the National Council to Prevent Discrimination (Conapred), only one in 10 people in this condition within the country, they are employed.
Contrary to what is happening in the United States, with controversial claims of an employee with Down Syndrome being fired in Wendy’sin Mexico there are cases of companies like Similar pharmacies either Bearwho directly or indirectly employ people with this condition within their plants.
In the case of Farmacias Similares, it is known that they entrust the maquila of the famous Doctor Simi stuffed animals to people with different cognitive-mental capacities, while the manufacture of fat for El Oso is entrusted to people in this condition, at least the line production of this product.
There are three antecedents, the first He tells us about talent management for employees with Down syndrome in the United States; one second reference warns us of the level of inclusion of people with these conditions in Mexico and thirdthe cases of two Mexican brands that include talent in their production line.
With this series of cases at hand, there are very important antecedents of the moment in which the talent management of employees with Down syndrome is found and although it is noteworthy to mention that companies resort to them, there are still enormous pending both in terms of greater inclusion, as well as in avoiding layoffs for “lapses,” as Wendy’s explained it.
Wendy’s and a unique employee
Carolina Restaurants Group operates a Wendy’s in North Carolina, where Dennis Peekof 51 yearswas fired after more than 20 years of working in said branch, arguing that the decision was made due to a “lapse” in human resources within this company.
This is Dennis Peek. His sister tells me she found out yesterday he was fired from his job at @Wendys in Stanley, NC after 20+ years. In my report tonight hear what the company says is an “unfortunate mistake” that lead to his termination & what is being done to fix it. @wsoctv pic.twitter.com/iIoUzcoNSA
— Hannah Goetz (@HannahGoetztv) October 6, 2022
After the result of the decision, which multiplied and multiplied in complaints within social networks, the company was forced to announce that it would rehire Peekthanks to the fact that his story went viral on Facebook, after the enthusiastic man’s sister, Cona Young TurnerHe assured that he was preparing a big party to celebrate his retirement when he arrived.
“We are committed to creating a welcoming and inclusive environment for our employees and customers (…) we value Dennis, have been in contact with his family and look forward to welcoming him back to work at the restaurant or celebrating in a big way if he decides to retire. . If Dennis retires and wants to return to work, we will also be happy to welcome him, “quotes the response given by the company.
These incidents warn us of a very important point today and it is the labor inclusion that has been motivated in the market and not only that, the challenge from which angles such an exercise is executed.
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