“Companies have many ways to work on inclusion, only opportunities and time are needed”
- The experience of exchange between companies, institutions and agents has organized the initiatives of the transformative economy Beterri Saretuz, and Jennifer Alonso will participate in the third session of May 11 in Hernani to talk about inclusion. We have been with her to ask about the work they are doing in Sutargi, with people in situation or risk of exclusion, at her headquarters in Lasarte-Oria. Enrollment to participate in exchange experiences is still open.
In Sutargi you seek an inclusive insertion of people. But what does inclusive labor insertion mean?
Inclusion fosters shared values for the common good and social cohesion; it means that all people are fully involved in political, economic, social, educational, labour and cultural life and have the opportunities and resources to enjoy the living conditions. Companies need to be clear about what inclusion means, that in order to achieve real inclusion, diversity needs to be promoted.
Two types of diversity are usually distinguished: identity, that is, associated to a person's sense of belonging to a social category, whether of origin, gender, disability... and cognitive, ways of thinking and solving a problem that we human beings have. Good management of these two diversities will lead to a better development of the company.
"From the moment we start reflecting on the vision and values of companies or projects, a lot can be done about inclusion."
People with disabilities or those at risk of exclusion often have difficulty accessing decent employment. What does your company offer?
Sutargi was born in 1992 from a hybrid logic, in which we take into account the productive and technical aspect, but we also work in promoting the relationship with the labour market and training through professional support for obtaining or creating jobs.
For people with disabilities, we seek a direct and dignified employment that guarantees their quality of life through accompaniment. On the other hand, we want to facilitate the employment of people in situations or at risk of exclusion.
To do this, you have several projects in place…
Within the Elkar Ekin Plan of the Provincial Council of Gipuzkoa we have two projects and in a cross-sectional way the project called DEKOsocial. These three projects follow the same logic: work, both productive and technical, the relationship with the labour market and professional support, always focusing on the person.
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These people constitute a training and benefit pathway until they reach employment. What steps do they take and what kind of follow-up do they need?
It depends on the person. It is very important to make a good diagnosis to know what is the follow-up you will need. But normally, once the person is known, both from the socio-orientator and from the technical point of view, we find the keys to work, and then we go to the labor market.
In this sense, we diagnose employability, job training, social support, support for empowerment and social participation, active job search plan...
They also provide guidance to other cooperatives and businesses. What are your most common questions or doubts?
The greatest uncertainties are related to formalities in order to regularize administrative situations. Most of the people who come to our programmes are in an irregular administrative situation, which means that they need a one-year contract to start a long journey towards regulation, as the total is 5 years. We also provide guidance on existing recruitment subsidies at the time for this group.
And what do these collectives have to contribute to them especially in the company? To the extent that society is diverse, what benefits does this diversity bring in the world of work as well?
Sustainability and accountability are achieved. They are people who have fled their countries in search of better living conditions, which leads them to offer the best of each. And, of course, it brings greater social and cultural wealth: it opens up opportunities for innovation, improves the working climate, increases the motivation of workers, greater capacity to create and solve things – it is beneficial that there are different views on a problem –, overcome fear, ignorance and mistrust…
"They are people who have fled their countries in search of better living conditions, which leads them to offer the best of each"
Can there be many ways and means to work inclusion at work, no?
From the moment we start to reflect on the vision and values of companies or projects, many things can be done. Diversity management plans can be developed or the impact of unconscious discrimination on staff selection can be reduced. In addition, new ways can be considered when offering jobs: For example, the Landuz, Paifil or Batz programmes are for that. And it is possible to carry out activities that promote the rapprochement between the different groups, in order to get to know more about each other. Create spaces to share ideas, doubts and fears among workers...
Sutargi has been working for some time with people in situations of exclusion or with disabilities with the support of public institutions, how is its involvement?
It is very important. They are our main funders and this financial contribution allows us to develop higher quality programmes.
You mentioned the Decosocial project earlier. They have linked the environment to inclusion through the transformative economy. What is a brief explanation?
Sutargi has recently had a more conscious alignment with the aim of moving towards a sustainable model, for which we have the strategic plan that we launched in 2018 on the environment. This year we launched the DEKOsocial project to bring together social and environmental issues and to respond to this challenge.
"Inclusive labor insertion is a line of inclusion, but the biggest challenge comes with social inclusion and in that we all have to do what we are company and person"
From the beginning we focused on pallets, which until then was a waste, we began to consider it as a resource to create sustainable, social and profitable furniture. It is precisely from 1 to 3 June that we will have the opportunity to get to know the project in its own life, with open doors from 9:00 to 15:00 hours.
As a member of Beterri Saretuz, you will participate on 11 May in the Exchange of Experiences session. What do you expect to donate and receive in return?
Knowing and helping to work the fears of people and companies with inclusion. That is, inclusive insertion is a line of inclusion, but the biggest challenge comes with social inclusion and in that we all have something to do, in what we are company and person.
Sometimes the managers of the company think that, because they cannot hire anyone, they cannot help at all, and that is not true! There are many ways to work with inclusion. We only have to have the opportunity to reflect and take time, and we will surely come up with something that will help make a more inclusive workspace… The exchanges of experiences are for that.
Beterri Saretuz eraldaketa egitasmoak gonbidatuta, Debagoiena 2030 sareko Aritz Ameztegik hitzaldia eman du Andoainen asteazkenean. Eskualde batean eraldaketa lortzeko nola eragin litekeen gako batzuk eskaini ditu.
[Itsaso Zubiria Etxeberria] The networks are very diverse. The net can be wire or iron, it can be used to fish or to hunt, the net can also be a trick, a trap, or the internet itself. The network could be that of the spider. The network could be social. Or the safety net. The... [+]
Beterri-Buruntzako hainbat enpresa eta eragile biltzen dituen ekimenak ostegunean aurkeztuko ditu bere ekintza plana eta aurtengo helburuak, Usurbilen. 2019an sortua, parte hartzean oinarrituriko proiektuen ekosistema sustatu nahi du sareak eskualdean, ekonomia eraldatzailearen... [+]
