Our impact, Their voices
First company in the construction sector in Colombia to implement a blind resume strategy through ILO´s SCORE Gender Equality Model (MIG SCORE)
Gender equality measures are always welcomed, but even more so in sectors that face areas of opportunities to secure equal treatment, opportunities and participation between women and men. This is the case of the construction sector in Colombia that has traditionally been a “man`s world”.
Even during 2019, although the sector was the highest employment generator, experiencing a 0.6% growth during March of the same year, it only employed 6.9% women (DANE).
Constructora Colpatria is a Colombian company with more than 40 years of experience in the construction sector in the country, and 13 years operating in Mexico and Peru. It has experience in housing and infrastructure and employs 1.000 people.
Since 2018, Constructora Colpatria committed itself to diversity and the promotion of an organizational culture based on equality, inclusion and respect. The multilatina understands diversity as part of business success and a generator of differential value in the market. In consequence, gender equality has become a catalyser of a more wholesome outlook that allows the company to use and trigger all the talent in the organization, without discrimination.
Although Constructora Colpatria felt proud of having 48% women in their staff, they understand that this was not enough and wanted to strengthen their gender equality management to support their business strategy and results. With this aim, the company chose ILO`s SCORE Gender Equality Model (MIG SCORE).
After the 8 month implementation led by ILO SCORE Certified Trainer Mónica Cortes Yespes, from the SCORE Implementation partner EQUILATERA (EQ), Constructora Colpatria has been able to boost organizational change through an enterprise improvement plan that focused on two emblematic MIG SCORE projects.
Emblematic MIG SCORE projects in Constructora Colpatria: Blind CV & gradual return to work after parental leave
The first emblematic project was named Talent Without Bias and it articulates two MIG SCORE spheres: Inclusive Hiring and Equal Pay for Work of Equal Value. This project focused on the improvement of the recruitment process as a means to secure equal opportunities for jobs access, treatment during the hiring process and enhance workplace diversity.
The first step was to train HR staff about discrimination and unconscious bias and good hiring practices. With this new awareness and knowledge, the second step focused on evaluating each job profile and assuring that the tittle and its description used neutral and/or inclusive language, and salaries fixed exclusively by level and responsibility. The blind candidate screening strategy also eliminated certain personal data (name, photo) and anonymized demographic information (age, sex, civil status, ethnicity, education level, etc.).
The third step was the approval by the selection committee of the vacant post. After the MIG SCORE implementation, all the job offers were revised and are neutral, inclusive and non-discriminatory in terms of language as well as of images.
With the first three steps in place, a first selection took place based on the profile and focusing on work-related experience, competences and formal education. The selection committee received the chosen candidatures in the same anonymous manner as in the recruitment phase.
After a second filter took place, candidates went on to the fourth step: interview. In order to set the same standard throughout the hiring process and prevent the emergence of unconscious bias, a semi-structured interview guideline was developed and socialized with the committee. Once the committee selected the chosen candidate for the vacancy, Constructura Colpatria provided follow-up during the process of signing the contract in order to assure comprehension of the contract and working conditions.
The improvements and new scope of the recruitment and hiring process were the inspiration for a document that outlined the 10 guiding rules for this activity, called the Recruitment Decalogue. The HR area socialized the document with all the staff.
The second emblematic project focused on the Work-life Harmony MIG SCORE sphere. The aim was to strengthen Proyecto Súmate, the firm´s benefit program, created to promote work-life balance through two initiatives: EnRED and Tu Tiempo Cuenta (flexible working hours arranged directly with supervisor). With this MIG SCORE strategy, Constructora Colpatria wanted to support the renegotiation of unpaid and paid work between women and men, and boost the enjoyment of paternity and maternity leaves.
As a result, two new benefits were included in Proyecto Súmate: a free day during the birthday month, and access to the EnRED Program for staff with newly born children. EnRed promotes responsible parenthood through healthy and progressive return to work for male and female workers by allowing one day out of the office per week.
The first group of EnRED program beneficiaries allowed Constructora Colpatria to understand the positive impact of this initiative among workers:
“It helped me adapt to the organizational world, to pick up once again my projects and my challenges. I thank Constructora Colpatria because these sort of initiatives make me feel that they care for people and it also contributes to my development as a women, as a professional and as a mom” - worker that benefited from the new strategies of Proyecto Súmate
Additional MIG SCORE Results
In addition to these two emblematic projects, through the MIG SCORE implementation Constructora Colpatria achieved 4 additional key results.
First, it built greater awareness and increased organizational capacity for gender equality management. It started at the highest level, and then trickled down through the HR department to different areas. The Enterprise Improvement Team participated in MIG SCORE spheres and key concepts training, and then 137 staff (61% women) participated on an inclusive hiring and communication workshop.
Second, the company was able to identify new areas of opportunity of improvement in HR after an in-depth revision of unconscious bias and better understanding of the staff`s differential needs.
Third, the Gender Equality Declaration was written and socialized with staff. This document supports the vision and commitment of Constructora Colpatria as an organization that values diversity.
Fouth, given the success of MIG SCORE and understanding the organizational impact of gender equality management, Constructora Colpatria has decided to expand the experience to their counterparts in Peru and Mexico during 2020.
Quote from Constructora Colpatria:
Constructora Colpatria is a Colombian company with more than 40 years of experience in the construction sector in the country, and 13 years operating in Mexico and Peru. It has experience in housing and infrastructure and employs 1.000 people.
Since 2018, Constructora Colpatria committed itself to diversity and the promotion of an organizational culture based on equality, inclusion and respect. The multilatina understands diversity as part of business success and a generator of differential value in the market. In consequence, gender equality has become a catalyser of a more wholesome outlook that allows the company to use and trigger all the talent in the organization, without discrimination.
Although Constructora Colpatria felt proud of having 48% women in their staff, they understand that this was not enough and wanted to strengthen their gender equality management to support their business strategy and results. With this aim, the company chose ILO`s SCORE Gender Equality Model (MIG SCORE).
After the 8 month implementation led by ILO SCORE Certified Trainer Mónica Cortes Yespes, from the SCORE Implementation partner EQUILATERA (EQ), Constructora Colpatria has been able to boost organizational change through an enterprise improvement plan that focused on two emblematic MIG SCORE projects.
Emblematic MIG SCORE projects in Constructora Colpatria: Blind CV & gradual return to work after parental leave
The first emblematic project was named Talent Without Bias and it articulates two MIG SCORE spheres: Inclusive Hiring and Equal Pay for Work of Equal Value. This project focused on the improvement of the recruitment process as a means to secure equal opportunities for jobs access, treatment during the hiring process and enhance workplace diversity.
The first step was to train HR staff about discrimination and unconscious bias and good hiring practices. With this new awareness and knowledge, the second step focused on evaluating each job profile and assuring that the tittle and its description used neutral and/or inclusive language, and salaries fixed exclusively by level and responsibility. The blind candidate screening strategy also eliminated certain personal data (name, photo) and anonymized demographic information (age, sex, civil status, ethnicity, education level, etc.).
The third step was the approval by the selection committee of the vacant post. After the MIG SCORE implementation, all the job offers were revised and are neutral, inclusive and non-discriminatory in terms of language as well as of images.
With the first three steps in place, a first selection took place based on the profile and focusing on work-related experience, competences and formal education. The selection committee received the chosen candidatures in the same anonymous manner as in the recruitment phase.
After a second filter took place, candidates went on to the fourth step: interview. In order to set the same standard throughout the hiring process and prevent the emergence of unconscious bias, a semi-structured interview guideline was developed and socialized with the committee. Once the committee selected the chosen candidate for the vacancy, Constructura Colpatria provided follow-up during the process of signing the contract in order to assure comprehension of the contract and working conditions.
The improvements and new scope of the recruitment and hiring process were the inspiration for a document that outlined the 10 guiding rules for this activity, called the Recruitment Decalogue. The HR area socialized the document with all the staff.
The second emblematic project focused on the Work-life Harmony MIG SCORE sphere. The aim was to strengthen Proyecto Súmate, the firm´s benefit program, created to promote work-life balance through two initiatives: EnRED and Tu Tiempo Cuenta (flexible working hours arranged directly with supervisor). With this MIG SCORE strategy, Constructora Colpatria wanted to support the renegotiation of unpaid and paid work between women and men, and boost the enjoyment of paternity and maternity leaves.
As a result, two new benefits were included in Proyecto Súmate: a free day during the birthday month, and access to the EnRED Program for staff with newly born children. EnRed promotes responsible parenthood through healthy and progressive return to work for male and female workers by allowing one day out of the office per week.
The first group of EnRED program beneficiaries allowed Constructora Colpatria to understand the positive impact of this initiative among workers:
“It helped me adapt to the organizational world, to pick up once again my projects and my challenges. I thank Constructora Colpatria because these sort of initiatives make me feel that they care for people and it also contributes to my development as a women, as a professional and as a mom” - worker that benefited from the new strategies of Proyecto Súmate
“With EN RED I was able to return to my work while having more time to spend with my daughter. I was able to deal better with breastfeeding and I planned by daily activities much better, making sure that everything flowed adequately in my job. Thanks once more for this beautiful opportunity”.
Ana Maria Espinosa, Senior Internal Auditor
Additional MIG SCORE Results
In addition to these two emblematic projects, through the MIG SCORE implementation Constructora Colpatria achieved 4 additional key results.
First, it built greater awareness and increased organizational capacity for gender equality management. It started at the highest level, and then trickled down through the HR department to different areas. The Enterprise Improvement Team participated in MIG SCORE spheres and key concepts training, and then 137 staff (61% women) participated on an inclusive hiring and communication workshop.
Second, the company was able to identify new areas of opportunity of improvement in HR after an in-depth revision of unconscious bias and better understanding of the staff`s differential needs.
Third, the Gender Equality Declaration was written and socialized with staff. This document supports the vision and commitment of Constructora Colpatria as an organization that values diversity.
Fouth, given the success of MIG SCORE and understanding the organizational impact of gender equality management, Constructora Colpatria has decided to expand the experience to their counterparts in Peru and Mexico during 2020.
Quote from Constructora Colpatria:
Data provided by Constructora Colpatria.“While rolling out the MIG SCORE, the key was to implement gender equality actions in a systematic way in order to achieve progressive changes in our organizational culture, accompanied by an internal communication strategy”