¿Cuáles políticas de inclusión laboral en el Poder Judicial pueden mejorar la competitividad considerando a poblaciones en condición de vulnerabilidad?

Abstract

This article examines how labor inclusion policies within the Costa Rican Judiciary influence institutional competitiveness, particularly regarding vulnerable populations. The study evaluates staff knowledge, implementation, and perceptions of policies related to gender equality, accessibility, diversity, workplace harassment prevention, and employee well-being. A mixed-methods approach was applied, combining a survey of 103 judicial employees with semi-structured interviews conducted with key managerial personnel. Descriptive analysis, thematic coding, and triangulation were used to integrate quantitative and qualitative findings. Participants reported generally positive perceptions of gender equality, harassment prevention, accessibility, and well-being initiatives. However, high levels of neutral responses and significant unawareness of existing policies were identified. Interview data revealed gaps in communication, inconsistent leadership, workload imbalance, and emotional fatigue, all of which affect internal competitiveness. The sample does not represent all judicial circuits or hierarchical levels, and no official institutional impact measurements were available. Findings support strengthening internal communication, promoting inclusive leadership, improving accessibility, and ensuring consistent implementation of existing policies across judicial units. This study provides recent empirical evidence on the link between labor inclusion and institutional competitiveness, an underexplored topic within Costa Rica’s public sector.