Post by account_disabled on Apr 29, 2024 21:21:56 GMT -6
Equity via Shutterstock
The VP of human resources explains the programs that earned them the Labor Equality Certificate and how it is an axis of their business strategy.
Everyone talks, but few do; This is the Nepal WhatsApp Number List reality that predominates in companies when we talk about gender equality and human talent. The pretexts can be several: high economic costs, the lack of a strengthened organizational culture, the lack of leaders in companies or a constant inequality between the importance of the human versus the economic result. However, there is always the exception to the rule... what do companies that are working on both issues do? What are the strategies and programs that have made them successful? How to manage gender equality? Today we present you a success story.
“We do what we say”, Nestlé case
On February 16, this company was awarded the Certification of the Mexican Standard NMX-R-025-SCFI 2012 on Labor Equality between Women and Men, which was granted by the Ministry of Labor and Social Welfare (STyPS), obtaining a score of 329, the highest of all the companies evaluated, according to data from the ANCE AC –certifying body-.
The topics evaluated were:
• Equality and non-discrimination in human resources administration, recruitment and selection, total compensation, employee permanence, documents and guiding principles of the organization.
• Social security , benefits, benefits, training and practices that promote the reconciliation of work, family and personal life.
• Adequate work environment , free of discrimination and workplace violence.
• Accessibility and ergonomics for people with disabilities and pregnant or breastfeeding women.
• Syndical freedom.
But what has this company done to deserve a certification like this? In this regard, Nora Villafuerte, VP of Human Resources at Nestlé, assures that its equity strategy is based on a single factor: congruence .
“We are a company that seeks economic and human well-being, it must be a company faithful to its values and have very solid principles, as well as apply them with its people,” comments the director.
In an interview with AltoNivel.com.mx, Villafuerte indicates that the benefits of implementing equity and equality programs in organizations are multiple and are reflected in several aspects: commitment, staff loyalty, greater productivity, excellent work environment and greater economic profits.
However, for this to work, the organization must have solid principles that guide it from the moment of hiring until the end of its employees' working lives. In the case of Nestlé, there are ten principles and they seek to ensure that these are reflected in all the important components of the company.
“Each of these principles must be reflected in acting with people, companies must care about their people and this is not an issue of good will or good people, it is a business issue; When people know that you care about them, they do their best, they give their best and they do their job with pleasure.”
But, how to measure the business success of companies, when we talk about equity? In the case of the company it is through the programs they implement:
Motherhood, the primary theme of successful women
It is an issue of utmost importance, when women enter the age of thirty they begin a new stage in their lives, many of them begin to plan to have a family, but they also want to achieve professional success and here an imbalance occurs." , this is reflected in low productivity, a bad work environment and staff turnover.
Given this, three years ago it established a program where it offers its workers a six-month maternity period, in addition to the three months indicated by law. “Turnover is no longer a problem, women decide to stay with us and appreciate and love this benefit,” commented Villafuerte.