TALENT DEVELOPMENT

STRATEGIES TO IMPROVE INTERNAL TALENT FROM THE MANAGEMENT OF DIVERSITY, EQUITY AND INCLUSION PROJECTS

Nowadays, work teams are more global, so implementing successful training programs from the perspective of diversity, equity and inclusion (DE&I) is essential for organizations to ensure that the work environment and professional growth are safe for all employees.

Sofía Rojas, engagement and D&I Manager of CETELEM, expressed in the webinar “How to enhance internal talent from the management of diversity, equity and inclusion projects”, organized by the Mexican Association of Human Resources Management (Amedirh), that currently there are benefits within organizations to bet on promoting a DE&I project, since the good practices of applying a culture based on these values, improve the work environment and employees feel integrated into the dynamics of the companies.

He said that inclusion is a philosophy that embraces the idea that everyone has something of value to contribute and that everyone has the right to belong. According to Deloitte data, 78% of leaders believe that diversity, equity and inclusion is a competitive advantage. In addition, 58% of employees say that DE&I has an impact on a more positive and stimulating work environment.

It is worth noting that in Mercer’s Survey of Priorities, Diversity, Equity and Inclusion in MX, 72% of organizations in Mexico are focused on improving DE&I issues, but only 40% have a strategy to carry it out.

Sofía Rojas expressed that Diversity, Equity and Inclusion have an internal impact on companies in the following aspects:

• Creativity and innovation

• Commitment and retention

• Productivity and Performance

• Talent attraction

How can they move forward from the Human Resources department?

He stated that organizations must have a clear ‘purpose’ to design a high-level strategy; implement an ‘inclusion journey’ where they seek to adapt the employee journey, focusing on human resources objectives combined with those of DE&I, in order to know the barriers, commitment actions, awareness, processes that must be adapted or made more flexible.

She mentioned that it is necessary to establish a ‘sponsor+team’, since diversity and inclusion are more than a program and it is an issue for the whole organization, so it is necessary to put teams from different areas and generate commitment.

Sofía Rojas expressed that ‘leadership’ is fundamental in this aspect because it creates a commitment in a visible and active way, with positive and constant communication; as well as ‘updating and driving’ the strategies by defining the commitments of the annual plan and making the necessary updates, so the Human Resources department has the role of driving, sharing and generating trust to achieve Diversity, Equity, and Inclusion.

SOURCE: MEXICO INDUSTRY

UPCOMING CHANGES TO THE WORK-RELATED DISEASE CATALOG

The official list of workplace-related diseases is about to change in Mexico. The current list of diseases that can be attributable to exposure to occupational risk factors dates from five decades ago. To update the list, the Mexican government sent a bill to the Mexican congress to add new diseases to the federal labor law, such as cancers, mental disorders, and respiratory illness (including covid-19), among others.

The bill has recently been approved by the lower house of the congress. It is expected to be soon approved by the Senate. Be aware that the new catalog does not make any of the new diseases automatically be considered work-related. A connection between the disease and a work-related risk or exposure must be established by an official health specialist. After the approval of the new table, the Mexican government must create new technical medical documents (cedulas) to be used by the Social Security occupational health personnel to either approve or reject the work-disease connection.

It is imperative for employers to continue working with occupational safety and health specialists to promote safe and healthy environment, preventing any harm from hazards in the workplace.

Contact us to learn more about the new list.

ALVARO GARCIA HR, Vice President