The Impact of Inclusion on Organizational Profitability: Evidence and Strategies

In the webinar titled "Autism in Society: Breaking Barriers," crucial topics were addressed regarding workplace inclusion and the challenges faced by individuals with specific conditions in the work environment. Melissa, an expert in inclusion and diversity, shared her experiences and perspectives on the workday and the need for reasonable adjustments to ensure an inclusive work environment. During the conversation, the ambiguity in current labor regulations and how they can affect employee well-being were discussed, as well as the importance of genuine, not superficial, inclusion in organizations.

This article explores the highlights of the webinar, offering a detailed analysis of the proposals and challenges presented by Melissa.

One of the key topics was the recent debate over the interpretation of labor regulations, specifically the controversy about break times.

Some employers have opted to adjust daily breaks to 12.5 minutes instead of offering a full hour, leading to confusion and misunderstandings.

Melissa emphasized that this ambiguity in labor legislation demands greater clarity and precision to avoid misinterpretations and ensure that workers' rights are fully respected. The lack of precision in the laws can lead to unfair practices that negatively affect employee well-being. The minister has launched a campaign to emphasize the need for uniform regulation that guarantees a daily hour of rest, thus ensuring a balanced and fair workday for everyone.

Although Melissa has not been affected by these changes due to the 40-hour workweek policy adopted by the university where she works, she acknowledged that confusion around the daily 12-minute adjustment has been recurrent. She highlighted that effective and direct communication is key in these contexts to facilitate understanding and proper implementation of labor regulations.

Inclusion and Reasonable Adjustments

Another crucial aspect addressed in the webinar was workplace inclusion and the need for reasonable adjustments for individuals with specific conditions, including older adults on the autism spectrum. Melissa pointed out that these individuals often face significant barriers in the work environment, such as a lack of understanding and adequate support, which can hinder their performance and well-being at work.

Melissa emphasized the importance of evolving the law to address these needs and provide a framework that allows all individuals, regardless of their condition, to work in a supportive and respectful environment. She proposed reasonable adjustments, such as the implementation of remote work, hybrid workdays, and the provision of appropriate sensory spaces, to ensure an inclusive and accessible work environment.

Promoting True Inclusion

Inclusion should not be seen merely as a quota fulfillment to receive government subsidies but as a genuine integration of all people in the workplace. Studies show that organizations that value inclusion and diversity are 25% more likely to stand out in the market and achieve higher levels of profitability. This is because diversity drives creativity and fosters greater openness to new ideas and perspectives.

Melissa stressed that inclusion should be promoted authentically, not just superficially. Companies need to commit to integrating people of different abilities and backgrounds at all levels of the organization, especially in leadership positions, to ensure that inclusion policies are maintained and developed effectively. Only then can a truly inclusive and equitable work environment be built.

Advances and Challenges in the Inclusion of People with Disabilities: A Perspective from University Experience and Social Activism

The inclusion of people with disabilities is a highly relevant issue in both academic and professional fields, and more universities and organizations are taking steps to support this population. Melissa's experience reveals the current efforts and challenges in this field.

Melissa has had the opportunity to build important networks within the academic environment, highlighting her collaboration with universities such as the University of Chile and her participation in various inclusion initiatives. Her connection with the Faculty of Education has facilitated the launch and development of inclusive initiatives, such as the Includec application, which supports students and workers, seeking to raise awareness about the need for reasonable adjustments for people with disabilities.

Additionally, Melissa has formed connections with other academic areas such as the Faculty of Physical Sciences and Mathematics, where she has organized events, and the Incuba Udec incubator, which is recognized for its success in the field of innovation. These collaborations have been crucial for the growth of her application, which is part of an incubation program supported by Corfo.

Melissa highlights the importance of training service staff on visible and invisible disabilities. She has recounted cases where people with non-evident conditions, such as fibromyalgia or autism, face challenges due to the lack of understanding from those who should provide support. One example of this occurred when a friend with a disability card was denied access to a priority line at a supermarket, causing unnecessary distress. This type of incident underscores the need to train employees to understand that not all disabilities are visible.

The growth of the Includec application has been remarkable, with a significant increase in social media followers in a short period. Melissa attributes this success to the visibility and positive impact the application has generated in the community, reflecting a growing interest in inclusion and support for people with disabilities.

Melissa is also enthusiastic about participating in events such as webinars and outreach activities. Her willingness to collaborate and share her experience with other entities is key to expanding awareness about the importance of inclusion, both in the academic and professional environments.

Melissa's experience highlights both the advances and challenges in the inclusion of people with disabilities. Continuous training, awareness, and effective support are essential for improving inclusion in all aspects of society. By fostering greater empathy and understanding, visible and invisible barriers that many people face in their daily lives can be overcome.

Reflection and Future Proposals

To advance inclusion and equality in the workplace, significant improvements are needed. Government communication campaigns should focus on educating and raising awareness about true inclusion, not just from a legal perspective but from the experience of those affected. Additionally, the autism law, in particular, should be reviewed and improved to ensure that not only is the necessary budget maintained but that the voices of those directly involved in the issue are heard.

Inclusion should be approached from a holistic perspective, considering all aspects that affect people in their work and daily lives. In this sense, the active participation of individuals with direct experiences is essential for building a fairer and more accessible environment for all.

Finally, it is crucial to continue developing initiatives such as applications and tools that support inclusion and access to resources for people with diverse needs. Community collaboration and support are key to overcoming barriers and achieving true inclusion in the workplace and beyond.