With the aim of continuing to work on diversity, we have established links with different organizations, such as: ADEEI, IDEL, AMIA, Forge Foundation, Diagonal and Puerta 18 Foundation. We created two internal networks of volunteers, the Disability Network and the Gender Network, which work to promote gender equality and inclusion in the Company. At the beginning of 2021, we created a Diversity Committee reporting directly to the Ethics Committee. It receives complaints related to situations of harassment, mistreatment or violence in the workplace, based on gender or sexual orientation.
Committed to providing a diverse work environment based on fairness, trust, tolerance and respect, we developed a guide for dealing with situations of disrespectful treatment, harassment or violence in the workplace, which is complementary to the Code of Ethics. Its implementation was carried out through virtual meetings, whose participation was mandatory for all collaborators of the Company.
DISABILITY NETWORK
We continue to develop our program in coordination with different organizations, in pursuit of the labor inclusion of people with disabilities.
During the first half of fiscal year 2022, we continued with training for the ADEEI Association and the IDEL Foundation, and we held a workshop on the basic use of LinkedIn, with approximately 100 participants. At the end of the year, the Network supported the process of incorporating a person from ADEEI as a Contact Center Representative for the Real Estate Business. In August 2021, the LinkedIn workshop was repeated again, aimed at new members of these organizations, and during August and September 2022, workshops were held on the use of Instagram, Excel course and financial education.
A report was requested from the Commission for the Full Participation and Inclusion of People with Disabilities (COPIDIS) on accessibility for people with disabilities in the headquarters building. We are in the process of sharing this report with the Works area, in order to make the modifications indicated in the report. COPIDIS also conducted a training session with the Human Resources area, where they worked on the main characteristics to take into account when conducting job interviews with people with disabilities.
After a year 2020 interrupted by the pandemic, in 2021 we again obtained the TeACEPTO certificate in the Abasto Shopping Mall. This was granted by the Autism Parents Association of Argentina (APADEA): days and hours with reduced stimuli were established, where the intensity of the lights and the volume of the music in the environment are lowered, and the personnel was trained to provide personalized attention to people with ASD and their families.
In January, a talk was held for the Abasto Shopping Mall Security team (own and third party), focusing on the treatment of people with disabilities attending the mall. The main topic was disability in general and then several suggestions and/or tips were given in order to be more receptive when dealing with a person with a disability.
SIGN LANGUAGE TRAINING
During the fiscal year, we carried out a training for the Contact Center team and the company’s internal teams in ASL (Argentine Sign Language) together with the NGO Señas en Acción (Signs in Action). The objective was to provide an inclusive and complete service to external customers from the telepresence screens located in the shopping malls, and, at the same time, to generate awareness in all intra-company areas regarding the deaf culture, creating communication bridges and more inclusive spaces.
GENDER NETWORK
Some of the actions carried out during the fiscal year were as follows:
- Adherence to the WEPS principles of the Win-Win Program of UN Women. Diagnosis carried out and in the process of putting together the Company’s action plan.
- Development of the #NuevasMiradas Guide, to act in situations of harassment, mistreatment or violence in the workplace due to gender or sexual orientation. Creation of the Diversity Committee reporting to the Ethics Committee, which receives complaints related to the Guide.
- Carrying out of reflection workshops for a group of leaders and referents, where certain situations of inequity, mistreatment, harassment, etc., were worked on through scenes performed by actors and actresses, and a subsequent analysis on how to continue building respectful teams. These workshops will continue to be held throughout the Company.
- Assembly of the first Lean In group with women in the Company, to assist in the professional development and empowerment of each of the participants.
- Awareness workshops on the role of women in Rethinking 8M and Unconscious Biases (both with an external consultant).
- Company member of the Di Tella Diversity Network. Participation in activities, workshops and assemblies for member companies.
- Adherence to the public-private initiative of the Government of the City of Buenos Aires, participating in the activities and the pay equity survey.
- Support for women leaders participating in the leadership training program with a gender perspective.
- Inauguration of a lactation room in headquarters (Catalinas).
- Flexible schedule and 3 x 2 home office.
- Training course on “Diversity Management” for two members of the network of gender volunteers.
- Awareness-raising talk and presentation of the guide for dealing with situations of harassment, mistreatment or violence in the workplace due to gender or sexual orientation, aimed at leaders of the agro-industry.
- Diversity was incorporated as a value in the Company.
- A chapter on diversity and inclusion was incorporated into the induction talk.
- Awareness-raising talk on new masculinities in the month of Father’s Day. Likewise, in different parts of the country and through our shopping malls, we carried out the following activities within the framework of 8M.
DEI MAIN INDICATORS (DIVERSITY, EQUITY AND INCLUSION)
