WORK INCLUSION OF PEOPLE WITH DISABILITIES AT ENAER
ENAER MAKES PROGRESS IN MATTERS OF LABOR INCLUSION
ENAER has developed a management process aimed at implementing concrete actions and measures in matters of Labor Inclusion for people with disabilities and recipients of disability pensions, in order to comply with current regulations, advance in the reasonable adjustments and accessibility measures required, and raise awareness among all levels of the company, seeking to move towards an inclusive organizational culture that respects and guarantees their rights, and promotes providing them with a better quality of life.
The following are the main advances in matters of Labor Inclusion:
- Implementation of a work plan for Labor Inclusion.
- Development of a Labor Inclusion Policy.
- Compliance with reports to the Civil Service.
- Having a Labor Inclusion Manager, certified by Chile Valora.
- Training for ENAER workers on labor inclusion.
- Communication on Employment Inclusion (newsletters, website, brochures).
- Measures against discrimination established in the Internal Regulations on Order, Hygiene and Safety.
- Special permits for employees with accredited disabilities to attend medical check-ups and therapies related to their condition without problems.
- Assistance in obtaining a credential for People with Disabilities.
- Accessible restrooms at the El Bosque plant, operational and suitable for people with disabilities.
- Parking spaces reserved for people with physical disabilities on the El Bosque floor.
- Accessible website and job application form for people with disabilities.
EMPLOYMENT INCLUSION POLICY
Our new Employment Inclusion Policy establishes the following: To promote the employment of people with disabilities, regardless of their disability pension status, in order to establish an inclusive organizational culture that guarantees the right to equal opportunities. This policy will be implemented through concrete measures to prevent and eliminate all forms of discrimination in our workplace.
WORK INCLUSION OF PEOPLE WITH DISABILITIES AT ENAER
The National Aeronautical Company of Chile is subject to regulations and social commitments at the national level, aimed at promoting the labor inclusion of people with disabilities or those receiving a disability pension, of any pension scheme within its organization and scope of action, eliminating discrimination and guaranteeing the right to equal opportunities. That is why it is important for our company to move towards an inclusive organizational culture that respects and guarantees their rights, and promotes providing them with a better quality of life, through the implementation of actions aimed at complying with the current regulatory framework on the matter.
REGULATORY COMPLIANCE
The legal framework of the Law N° 21.015/2017, "establishes that companies, whether public or private, with more than 100 workers, must hire or maintain, as appropriate, at least 1% of the employees for people with disabilities or recipients of disability pensions". In this regard, ENAER has among its staff people with disabilities and recipients of disability pensions, all with the appropriate qualification and/or certification as appropriate.
On the other hand, the Law N° 21.275/2020 requires companies to adopt measures that facilitate the Labor Inclusion of workers with disabilities, which establish that they must have at least one worker with specific knowledge in matters of labor inclusion, who will play the role of WORK INCLUSION MANAGER, who will be in charge of the process of labor inclusion of people with disabilities and those receiving a disability pension in the company, being able to carry out a diagnosis of the organization, prepare an Action Plan and training programs on the subject. In this regard, ENAER has a Labor Inclusion Manager, Mr. Leonel Contreras Ulloa, who is duly certified by the National Labor Competencies Certification System (Chile Valora).
The Decree No. 65/2017 of the Ministry of Labor and Social Security, is a regulation that “establishes rules on equal opportunities and social inclusion of people with disabilities for State Administration bodies”, and provides that the institutions affected by the aforementioned regulation must annually inform the National Directorate of Civil Service about the preferential selection processes carried out, as well as the maintenance and hiring of people with disabilities and recipients of disability pensions, information that must be published on the institutional website of the respective organization.
REPORT TO THE NATIONAL DIRECTORATE OF CIVIL SERVICE
Pursuant to the provisions of Decree No. 65/2017, the information reported by ENAER during the year 2026, in the electronic form provided by the National Directorate of Civil Service for this purpose, corresponding to the period January to December 2025, is presented below:
PREFERRED SELECTION | |||||||||||||
| |||||||||||||
| · The selection process or competition was declared void | |||||||||||||
| · There was more than one applicant with a disability on the same final list | |||||||||||||
| · The disabled person was not on equal terms of merit with the rest of the applicants on the final list | |||||||||||||
| · Other | |||||||||||||
| MAINTENANCE AND HIRING OF PEOPLE WITH DISABILITIES OR ASSIGNEES OF DISABILITY PENSION | |
| 1.- Number of people with disabilities and/or beneficiaries of a disability pension hired (only personnel hired under the labor code are counted) | |
| January 2025 | 5 |
| February 2025 | 5 |
| March 2025 | 5 |
| April 2025 | 4 |
| May 2025 | 4 |
| June 2025 | 4 |
| July 2025 | 5 |
| August 2025 | 5 |
| September 2025 | 5 |
| October 2025 | 6 |
| November 2025 | 8 |
| December 2025 | 8 |
| Average 2025 | 8 |
| 2.- Maximum allocation authorized by Budget Law (The maximum allocation is defined by the ENAER Board of Directors). | |
| Maximum allocation 2025 | 1.057 |
| 1% of its maximum allocation 2025 | 10 |
According to what is indicated in Decree No. 65/2017, during the month of April 2026, ENAER will present a report with well-founded reasons that excuse compliance with the obligation, given the nature of the aeronautical functions of the company.
| ACCESSIBILITY MEASURES IN SELECTION PROCESSES | |
| Did the institution identify the needs for adaptations and/or technical assistance of people with disabilities during the selection processes? | The applicant with a disability did not present the need to make adjustments, given that her disability is not affected by the selection methodology applied. |
| The website on which the calls for selection processes were published during 2022 has approved with AA or AAA status a web accessibility validator in accordance with the W3C web accessibility standard. | Has not passed any validator |
| What accessibility measures did the application form used in the selection processes and/or competitions developed have? | An application form with digital accessibility features is available, including an accessibility toolbar with visual customization tools that allows users to adjust text size, activate grayscale, and apply high contrast, facilitating navigation and content comprehension. This form is available in Word format. |
| DISSEMINATION OF REPORTS PREVIOUS PERIOD | |
| Regarding the preferential selection and hiring quota compliance report for the previous period, was it published on the institutional website within 30 days of the report being issued? | Yes, it was published within the deadline |
| Did your service require you to provide well-founded reasons for the previous period? | Yes, because it did not meet the 1% quota, having a provision equal to or greater than 100. (The report was submitted to the Civil Service on 14/04/2025) |
| Was the statement of justified reasons published on the institutional website within 30 days of the report being issued? | Yes, it was published within the deadline |