And how do we manage these actions?

[asikurrahmanshuvo]

Over the past three years, we have promoted events, conferences and workshops on these topics. We carry out volunteer activities in education and employability, connecting Rockers with their purpose of positively impacting the world.


In addition to the Social Impact and Diversity, Equity and Inclusion teams, we have the Rocker Network Groups, focused on five pillars: gender equity (Women and Parents in Rock); racial equity (AfroRock); accessibility (Rock Inclusion), focused on people with special needs; identity (Roqueer), focused on the LGBTQIAP+ community; and giveback (Rock.org), which works on volunteer issues.

With these groups created organically by employees, we manage to bring management closer to representation and more people closer to inclusion practices. In a decentralized way, but connected to the whole, we propose italy consumer mobile number list that the teams themselves review their processes.

An example of this is what the Talent Acquisition (TA) team has been doing, who reviewed all their recruitment processes to attract diverse talent to the company.

The first step was to train the team on recruiting and having a diverse portfolio. We also conducted a training with the TA team on people with special needs, with best practices in hiring and attraction.

We review the accessibility of our technical tests to see if they are flexible and accessible to neurodiverse people.

Similarly, we structure affirmative jobs. Today we have a job opening process, which begins with the creation and inclusive communication of the job offer, which goes through the awareness of the leaders and the complete experience of the candidates.

It is important to remember that this benefits everyone, not just those we perceive as underrepresented groups. We are talking about a more humanized hiring process.

Another concern Rock Content has is to change the structures. We have updated our parental leave policy, considering all family formats, allowing anyone, regardless of their affective-sexual orientation, gender identity or location/country in which they are located, to request the longest possible period of leave (120 days).