DCV and its “successful inclusion” formula

DCV and its “successful inclusion” formula
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The new Employment Inclusion Law, aimed at promoting an effective integration of disabled people into the working world, and which sets a quota in relation to the total employees of a company, entered into force on April 1st, 2018. “Adapting ourselves to the requirements of this new regulation has been very natural to us”, stated Sandra Valenzuela, Human Resources Manager of Depósito Central de Valores (DCV).

Since its inception, the Company’s corporate management style has focused on inclusion and respect for diversity in its work teams. Thus, stated Sandra, they addressed the incorporation of women within DCV. “We currently are present in all segments of the organization, 35% of leadership positions are women, and we look for internal equity in terms of remuneration”, she said.

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The next step was working on the inclusion of physically disabled people, advances that they were required to implement following the particular situation of an employee. “She had an excellent performance, but due to health issues, her mobility was reduced, which made her going to the office very difficult”. And at that time, we changed our way of thinking and we took the office to her home. She has been working at home for several years now, and she is still a contribution to this company”, she said. After this, we addressed cognitive disability, and a person with Down Syndrome joined the team. “When we have talked about inclusion, we have given it a surname: successful inclusion, since hiring to meet the quota required by the employment inclusion law or out of charity is not what we are looking for. Just like any other recruitment, when there is a vacant post, we look for the correct person, regardless of whether or not he or she is a disabled person” explained Sandra.

For the executive, communication within the Company and ongoing training to both teams and disabled people joining the Company, have been key for this “successful inclusion”. And for this, she added, we need to rely on institutions that have experience in this area. Today, approximately more than 2% of the employees have some type of disability, a figure that surpasses the 1% quota required by the law for companies with more than 100 employees.

Another aspect of employment inclusion has been the arrival of foreign employees to DCV. They account for 4% of the staff, and their incorporation has contributed to diversity in teams, enriching our corporate culture.

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The goal is to continue moving forward. Upon modifying its human resources processes (such as selection processes), they are currently reviewing work positions in order to include more disabled people. “We want people with disabilities to continue joining our company, since they have been a very significant contribution, they are highly committed. They have helped our company very much. 94% of our employees say DCV is a diverse and inclusive company, which is the best evaluated variable in our commitment survey, and this makes us really proud”, stated Sandra Valenzuela.

 

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