These are two issues that in our country have not yet been included in all workplaces. There are still taboos, stereotypes, discrimination and a large number of erroneous beliefs that prevent us from accepting certain groups that are culturally and occupationally segregated as part of normality. 

Among the most vulnerable groups are people with disabilities, illnesses, ethnic origin, religion, sexual orientation, the elderly, and even, although it seems that in the 21st century this is not the case, women are also among these groups. 

In the workplace, although these groups are sometimes offered jobs, they do not always have the same working conditions as other employees, either because they do not have the same salary or professional growth opportunities, or because they are not accepted within the work team. On many occasions, it is their own colleagues who reject or hinder the work of these people who are among the vulnerable groups we have mentioned. 

Of course, this causes the affected employee to make his or her work doubly complicated, to suffer stress, depression or simply to see his or her fundamental rights constantly violated. 

Fortunately, there are more and more workplaces that include these groups in their policies, giving an example that their company is still as functional, and even to the surprise of many, these people are so clear that they will have to make a greater effort, that their level of commitment and loyalty to the company translates into quality and increased productivity. 

Many times we tend to reject an elderly person because we believe that they no longer have the energy or capacity to perform their work, without stopping to think about the experience and desire to be productive that they can inject into work teams. 

Or when it comes to a person with a disability, illness or even a woman, we doubt their skills and capacity, but we may be surprised by the care and dedication to carry out their work. 

Equity and labor inclusion are tools that are contributing to create spaces where different ways of seeing, being and feeling can converge; where everyone is allowed to develop and exercise their rights freely without having to fight battles to achieve it. 

Having equity and inclusion policies in organizations can have many advantages, but the most important is to generate an organizational climate free of discrimination, which reminds us that no one is exempt from being located at some point within the vulnerable groups that we have been mentioning. Normalizing equity and inclusion in the workplace enriches us all because it makes us accept each other as we are;