Chains are investing in diversity in order to give opportunities and generate more credibility to the company
The inclusion of People with Disabilities as supermarket employees demonstrated important results in some companies of the industry. GMAP supermarket chain, from Rio de Janeiro, is one of them. It has exceeded the limit established by the hiring policy for these professionals.
The chain’s stores in the cities of São Gonçalo, Itaboraí, Maricá, Rio de Janeiro and Petrópolis, exceeded the minimum number of employees required by law, 2% for business with a workforce between 100 and 200 employees, and up to 5% for companies with 1,000 or more associates.
Having about 2 thousand employees, the GMAP management started to include professionals with some disability in their staff without limiting specific sectors or areas of work. Moreover, in order to be able to offer opportunities to the people with disabilities in different positions, the company started to require education and qualification in accordance with these people’s profile so they could fill the job positions.
In addition to these measures, the company has narrowed the relationship with the Labor Ministry and was present in different editions of The Social and Professional Inclusion of People with Disabilities and Rehabilitated by the Social Security Day. Another agreement that influences the current GMAP staff situation was carried out with the SINE (National Employment System) webpage, developed by the National Employment Bank.
The supermarket chain, on the other hand, has closed a partnership with consultancy agencies expert in hiring and training disabled people. As result, besides breaking down prejudice and complying with the law, the company discovered talents such as the autist employee that makes store posters and works in the company for three years.
According to the Oldiversity survey, carried out by Croma, about the impact of longevity and diversity on the buying and consumption relations, 53% of Brazilians stated that they do not consume products from companies that have prejudiced behavior.
The study also shows that 78% of the participants accept diversity, but 88% agree that the physical and online stores in Brazil do not have the structure to serve people with disabilities. In the chain, Dia Supermercados, promoting diversity is part of the opportunity equality culture among their employees.
Programa Crescer is proof of that, designed for hiring and training people with disabilities, in addition to social inclusion. The project invests in the training and monitoring of associates with disability to ensure an adequate environment to development.