Global Compact International Yearbook 2017

directly responsible for these employees;
hold the training and transfer of knowledge
of an individual designated by the
company as a Mentor.
The Mentor is the person who has been
trained in all phases of the integration
process and has the know-how necessary
to keep the project in full swing. It is also
important to mention the support from
public agencies and their job exchanges
in the process of seeking candidates with
disabilities.
This project is one example of social value being
generated on the part of the private sector in
conjunction with a not-for-profit entity and
the collaboration of the public sector.
From placement to inclusion
This project started off with the incorporation
of six persons into the Contact Center
Area. Two and a half years later, there are
59 persons with disabilities working at
our hospitals: 41 in Contact Center jobs,
14 in Admissions dealing directly with
customers, and 1 in each of the following
areas: Homecare, Nursing, Occupational
Safety and Health, and Physical Medicine
and Rehabilitation. Because we believe
that persons with disabilities can work on
equal terms, we keep expanding the scope
of the inclusion model in the different
areas in which our workers are performing
their duties, fully integrating them
into teams in which diversity is a reality
and enriching for all. Similarly, in coherence
with our values, we at IBT consider
all our workers to have the same rights
and obligations, equivalent job positions,
and, of course, equal pay.
One of the challenges of hiring persons
with disabilities is finding progressively
more qualified professionals, especially
in countries where access to a full, quality
education is not readily available. One
of the positive aspects we would like to
highlight is that gaining access to decent,
formal employment means greater selfdependence,
economic independence,
personal and family stability, personal
growth, and higher self-esteem for them.
It enables them to be an active part of
their family environment in particular,
and of society in general. At the company
level, they have shown themselves to
be committed, responsible, efficient,
productive, punctual professionals with
a great willingness to learn and grow
within the organization as well as maintain
a low absentee rate. Also worthy of
special mention is that it is important to
invest in a little awareness-raising among
fellow workers who have no disabilities
in order to achieve true integration into
the workforce.
Our experience is that including persons
with disabilities on the different teams
has a major impact at the human level,
creating a sense of pride and belonging
among all, which also contributes to
the positive view the workers have of
the company.
Impact analysis
In 2017, we conducted a job impact
study in which 81 % of the employees
with disabilities took part:
• A total of 67 % have dependent minors
or older persons under their responsibility.
• A total of 68 % have never received any
support from a public agency or from
private institutions as a result of their
disability. In the cases in which some
support had been provided, the aid in
question was in the form of academic
scholarships or wheelchairs.
• Over 70 % stated having encountered
employment-related discrimination
due to their disability.
• In 27 % of the cases, their salary is their
household’s only income.
• In more than 40 % of the cases, their
salary sustains more than three of their
immediate family members.
• A total of 63 % have previously had
more informal than formal jobs.
DISABILITY IN PERU,
THE STATUS QUO
According to data from the Peruvian
National Institute for Statistics
taken from the first and latest National
Specialized Survey conducted
in 2012, a total of 5.2 % of the population,
meaning 1.6 million inhabitants,
have some disability:
• A total of 64 % have no schooling
or have an elementary education
at the most; only 6.9 percent have
studied at the college level.
• A total of 21.7 % of the working-age
population are economically active,
meaning they are either gainfully
employed or seeking employment.
• A total of 40 % have no access to
any type of health insurance, making
them twice as vulnerable.
• A total of 88 % are not undergoing
any rehabilitation therapy or treatment.
• A total of 58 % are independent
workers, meaning they do not have
an employment contract.
The difficulty of gaining access to
formal jobs and their scant occupational
qualifications also means less
access to health and pension systems.
Combined with the country’s
lack of inclusive educational policies,
this diminishes the prospects for
improvement of the poverty situation
of many persons with disabilities.
“
It helps me fend for myself as an individual,
to be responsible and not depend on anyone.
(Carina Gago)
This job makes me feel able and happy
because I can take care of my family.
(Freddy del Valle)
Global Compact International Yearbook 2017 111