Complying with the General Disability Act is not only a legal obligation, but also provides companies with talent and diversity. However, compliance is sometimes not easy for some companies. It is necessary to take into account factors such as the accessibility of facilities, adapted resources and tools, appropriate attention, inclusive leadership and policies regarding flexibility, teleworking and work-life balance, which are some of the keys to facilitating the incorporation and integration of people with disabilities in organisations. We spoke to Susana Vinuesa, Organisation Manager at CECABANK, Miguel Fontela, Retail HR Business Partner (Portugal & Spain) at ESTÉE LAUDER, Patricia Gálvez, Junior Legal Counsel, and Raquel Campillo, Legal Counsel, at BEAM SUNTORY, regarding the lessons learned and the challenges involved in the inclusion of this aspect of diversity.
Functional diversity is a term that defines disability, but with a focus on recognising the different abilities that exist among people. According to Fundación Adecco, the hiring of people with disabilities increased by 8% in 2022, which is good news, although there is still much to be done.
"In the luxury sector it is not so easy, especially at the point of sale. Perhaps because there are still certain stereotypes surrounding functional diversity. Something that certainly needs to be corrected. In fact, many lifestyle brands are already doing this, including in their campaigns people who represent the diversity that exists in society. At Estée Lauder Companies we have created an Inclusion and Diversity working group comprising 12 employees from different departments (marketing, finance, logistics...) to implement an annual calendar with different initiatives aligned with the company's strategy. These are 12 employees who have voluntarily decided to participate because they appreciate these topics, they find them interesting, and it allows them to engage in activities that differ to those they usually encounter in their regular posts; the reception has been very good", explained Miguel Fontela, Retail HR Business Partner (Portugal & Spain) at ESTÉE LAUDER COMPANIES.
"A good way to ensure the inclusion of people with functional diversity is to collaborate with the various foundations that specialise in this work and that train them to carry out different jobs and trades. We work with Fundación Juan XXIII, and also with Fundación Randstad in actions that combine sustainability with diversity, such as cleaning up a park or planting trees with people who have different abilities. A very nice atmosphere of equality and commitment is created, which is very inspiring and motivates the team. Corporate volunteering is a formula for integration, although it has to go further, because it is already required in the Non-Financial Information Statement and this determines who you are as a company, regardless of the economic value. At Beam Suntory, every employee must have a DEI target and meet it, something that is already implemented at all levels. It is factored into the performance assessment, because if there are no targets, there is no commitment. We also have specific groups of partners and diversity committees to develop actions and involve everyone in the organisation", added Patricia Gálvez, Junior Legal Counsel, and Raquel Campillo, Legal Counsel, at BEAM SUNTORY.
"Cecabank has sought out mobility and ergonomic solutions to eliminate architectural barriers and promote the autonomy and integration of people with reduced mobility. Our Equality Plan, and internal policies, focus on this goal, creating an optimal working environment for people and integrating people with different abilities. In addition, we are a company that is committed to the social and labour integration of people at risk of social exclusion and with disabilities. In fact, in 2020 we received the award from the Compromiso Integra network. Society is moving forward and companies have to be a reflection of that society, we have a responsibility to contribute to the change towards a more egalitarian, inclusive and sustainable society", remarked Susana Vinuesa, Organisation Manager at CECABANK.
For the participants in this Diversity Breakfast of the Diversity Leading Company programme of Equipos&Talento, the integration of people with disabilities in the company provides value and many benefits beyond work:
– Their contribution enriches the people in the organisation, the teams.
– Their involvement fosters responsibility, resilience and motivation.
– They are an example of overcoming barriers and adversity.
– Their commitment encourages empathy and solidarity.
