1.0Thinklusionhttps://thinklusion.webs.uvigo.es/en/thinklusionhttps://thinklusion.webs.uvigo.es/en/author/thinklusion/rich600338<blockquote class="wp-embedded-content" data-secret="kSqLeBUNR7"><a href="https://thinklusion.webs.uvigo.es/en/models/03-personnel-in-companies/">03 – Persons employed in the business sector</a></blockquote><iframe sandbox="allow-scripts" security="restricted" src="https://thinklusion.webs.uvigo.es/en/models/03-personnel-in-companies/embed/#?secret=kSqLeBUNR7" width="600" height="338" title="“03 – Persons employed in the business sector” — Thinklusion" data-secret="kSqLeBUNR7" frameborder="0" marginwidth="0" marginheight="0" scrolling="no" class="wp-embedded-content"></iframe><script> /*! This file is auto-generated */ !function(c,d){"use strict";var e=!1,o=!1;if(d.querySelector)if(c.addEventListener)e=!0;if(c.wp=c.wp||{},c.wp.receiveEmbedMessage);else if(c.wp.receiveEmbedMessage=function(e){var t=e.data;if(!t);else if(!(t.secret||t.message||t.value));else if(/[^a-zA-Z0-9]/.test(t.secret));else{for(var r,s,a,i=d.querySelectorAll('iframe[data-secret="'+t.secret+'"]'),n=d.querySelectorAll('blockquote[data-secret="'+t.secret+'"]'),o=new RegExp("^https?:$","i"),l=0;l<n.length;l++)n[l].style.display="none";for(l=0;l<i.length;l++)if(r=i[l],e.source!==r.contentWindow);else{if(r.removeAttribute("style"),"height"===t.message){if(1e3<(s=parseInt(t.value,10)))s=1e3;else if(~~s<200)s=200;r.height=s}if("link"===t.message)if(s=d.createElement("a"),a=d.createElement("a"),s.href=r.getAttribute("src"),a.href=t.value,!o.test(a.protocol));else if(a.host===s.host)if(d.activeElement===r)c.top.location.href=t.value}}},e)c.addEventListener("message",c.wp.receiveEmbedMessage,!1),d.addEventListener("DOMContentLoaded",t,!1),c.addEventListener("load",t,!1);function t(){if(o);else{o=!0;for(var e,t,r,s=-1!==navigator.appVersion.indexOf("MSIE 10"),a=!!navigator.userAgent.match(/Trident.*rv:11\./),i=d.querySelectorAll("iframe.wp-embedded-content"),n=0;n<i.length;n++){if(!(r=(t=i[n]).getAttribute("data-secret")))r=Math.random().toString(36).substr(2,10),t.src+="#?secret="+r,t.setAttribute("data-secret",r);if(s||a)(e=t.cloneNode(!0)).removeAttribute("security"),t.parentNode.replaceChild(e,t);t.contentWindow.postMessage({message:"ready",secret:r},"*")}}}}(window,document); </script> 03 – Company personnel Engagement and participation in activities aimed at low-skilled migrant women A small company has 50 employees, including management, human resources technicians and other workers. It has at its disposal a building with its own facilities and, among its social responsibility objectives is to fight for equal participation and empowerment of vulnerable groups such as migrants. The main weakness of this company’s personnel is their inexperience and the scarcity of tools to favor the labor inclusion of these groups, especially in the case of migrant women, whose unemployment rate is 95%. Empathize Put on the other person’s shoes and walk around in them for a while! This phase is aimed at sharing and understanding the needs and opinions of all members of the company, as well as those of the migrant women with whom they work. In addition, it is intended to evaluate the initial level of the competencies to be developed during the Design Thinking (DT) process. Timing Session 1. Discussion group Session 2. Qualitative analysis and evaluation thermometers Session 3. Initial evaluation tests In this first phase, a meeting is organized, attended by all the company’s personnel, to carry out a Discussion group. The coordinator proposes questions such as: What are the main difficulties in the labor inclusion of migrant women, how is action being taken, what aspects should be improved in the organization to favor this inclusion? Once the meeting is over, the information is reviewed on the basis of a Qualitative analysis : Difficulties observed in the company: lack of communication, individualism and lack of understanding of the causes that prevent the inclusion of migrant women in the labor market. Difficulties observed in migrant women seeking employment in the company: cultural barriers, lack of knowledge of the language of the host country and low academic and work training. Skills of migrant women: previous experience in some sectors, resilience and willingness to be included in the labor market. Now the company’s personnel must evaluate this phase based on the Evaluation thermometers. The report should indicate the openness shown by the team, whether the time spent in this phase has been adequate, as well as the degree of satisfaction with the information obtained. Individually, each person evaluates the team’s performance and an average of the scores obtained by all members is obtained. The average of the results reflects a favorable evaluation (in all thermometers the minimum score of 3 out of 5 is exceeded in order to pass to the next phase). Opening 3 Time spent 3 Satisfaction 4 Once the staff has achieved an adequate level of empathy, it is time to proceed with the initial competency assessment. The evaluation tools used collectively with the members are: the Creative Imagination Test for Adults (PIC-A) and the CREA. A successive order of intervention is followed so that all members participate collectively in the creation of ideas. Test results indicate that staff are able to produce multiple ideas (10 in total) but do not present different categories to a situation. Define What are your day-to-day challenges? Define them and prioritize them to begin to address them. This phase is aimed at improving the ability of the company’s personnel to identify problems and needs and to define them in a concrete manner. Timing Session 4. Challenge definition Session 5. Evaluation thermometers In order to define the challenge to be addressed, the results obtained in the qualitative analysis are commented on so that, based on a formula formula formula (Description of the company + NEED + NEED + WHY + situation of the group), each participant carries out his or her own interpretation of the challenge to be faced. Once the different responses have been obtained, all the members create a single proposal. The jointly defined challenge is: Challenge 1 The staff of this company NEED to understand the main challenges faced by migrant women in accessing the labor market BECAUSE they want to favor the socio-labor inclusion and employability of these women. At the end of this phase, using the Evaluation thermometers In order to improve their capabilities, all members of the organization reflect on the improvement of their capabilities to explore needs, define them concretely and prioritize them. Again, the average score obtained in each of the thermometers is calculated. Concrete definition/operational definition of requirements 4 Identification of different needs 1 Decision making appropriate/motivational 4 Despite obtaining a negative score (less than 3 out of 5) on one of the thermometers, the members jointly decide to continue the DT process and move on to the next phase. Despite having identified a single need, they are clear that this is the challenge they want to address first and foremost within their institution. Ideate The creative phase par excellence begins. Let’s imagine solutions! Timing Session 6. Activity Chained ideas Session 7. Devil’s advocate tool Session 8. Evaluation thermometers Based on the previously selected challenge (The company’s staff NEEDS to understand the main challenges faced by immigrant women in accessing the labor market. WHY they want to promote the social and labor inclusion and employability of these women), the activity Chained ideas in order to obtain ideas that can solve the challenge posed. Some of the ideas contributed by the team are: Idea 1 Establish relationships with companies in other sectors that can participate in personnel exchanges involving migrant women. Idea 2 To prepare and empower migrant women for a job interview through real simulations. Idea 3 Offer job training courses that may be of interest to migrant women by applying a previous survey. Idea 4 Propose discussions with different women from different cultures who have overcome a similar situation and are currently in the labor market. Idea 5 Create preparation groups for specific jobs of interest to migrant women. Idea 6 Offer training in the language and vocabulary required for a specific position. Each of the ideas is evaluated by teams through the tool Devil’s Advocate The following results are obtained: Idea 1 It is difficult tohttps://thinklusion.webs.uvigo.es/wp-content/uploads/2022/12/Thinklusion-Modelos-Fases-Empatizar.png