Target Location
Target Group
Raquel Aliaga – Spain
VALMETAL / FEMEVAL
CON VALORES Network. October 19th. MatchUp©
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About VALMETAL / FEMEVAL
The Valencian Employers’ Federation of the Metal Sector (FEMEVAL) was created in 1977, to put forward ideas and defend the interests of companies and their workers belonging to metal sector in the province of Valencia. Metal is the leading productive sector in the region of Valencia employing over 200.000 people and representing the 12.9% of the GDP.
FEMEVAL is made up of over 3.200 companies related to the metal sector (industry, trade and services) and nearly 40.000 workers. They can benefit from premises with a surface area of over 4.000 m2 and the strategic alliances FEMEVAL maintains with technological institutes, universities, public administrations and other institutions and business organizations on a regional, national and international scale.
Projects by: VALMETAL / FEMEVAL
Project 1
- GENDER GAP IN THE METAL SECTOR The metal sector (industry, commerce and services) has a strong masculine tradition. In certain educational branches of metal, women barely reach 13% of the total student number. In companies, the presence of women represents between 15 and 20% of the staff, but mostly in administration positions where parity is achieved while in production positions their presence is limited to 5%. Goals: Change of mentality to begin to perceive professions in a transversal way, either acting bottom up when students are deciding their professional future, making Vocational Training attractive or within companies, identifying and making visible women who already occupy these operational positions.
Project 2
- INCLUSION OF PEOPLE WITH NEURODIVERSITY IN COMPANIES OF THE METAL SECTOR Neurodiverse people generally find family, institutional and educational support during their training period. However, when they reach the age of incorporation into the workplace, this support network fades since integration into companies is not usually adapted to their needs. Goals: Promote job insertion and thus the social and economic autonomy of neurodiverse people by working in two aspects. First, at the company level, developing integration protocols that range from selection processes to any type of instruction directed to them; the training of personnel who must deal with these people (especially in HR) and the visibility of special needs from a positive approach. Secondary at the level of neurodiverse people by detecting their abilities that best fit the needs of the labor market.
Project 3
- PREVENTION OF OCCUPATIONAL RISKS AND TECHNOLOGY 4.0 The so-called 4.0 technologies in general reduce occupational risks, particularly those related to safety, hygiene and ergonomics. On the contrary, it has been observed that psychosocial risks can be aggravated with the intensive use of technology. Concepts such as techno-stress, techno-addiction, the feeling of isolation from colleagues due to remote work, multitasking or the anxiety generated by being replaced at work by technology are some of the psychosocial risk factors that are beginning to be increasingly common in professional environments. In addition to harming the emotional health of the staff, the climate generated by these sensations can derail any technological implementation project carried out in the company. Goals: Improve the psychosocial climate of those companies that face technological changes through a process of initial diagnosis and design of specific actions aimed at improving internal communication and attitude in the emotional management of change.