SOCIAL IMPACT
SAVIA's DNA is who we give work to.
Cartagena's kitchens run, in large part, on women who support their families alone — frequently with no contract, no social security and no path to grow. SAVIA also exists to change that, and the employability programme is the part of the company that is not for sale.
HOW IT WORKS
Four rules that are not negotiable.
Contract and social security from the first shift
No informal trial periods, no off-payroll payments, no intermediate structures. It is a legal requirement a large part of this sector fails to meet; here it is the baseline of the programme, not an achievement.
Paid training before operating
Food-handling and hospitality-protocol training happens before the first shift and is paid as working time. Nobody trains for free in order to work afterwards.
Shift patterns compatible with caregiving
The shift pattern is designed around the fact that a single mother cannot accept any schedule. It is a design constraint of the operation, not an exception to be requested.
A written path to grow inside the kitchen
From assistant to cook, from cook to site lead. The path exists in writing and progression depends on training and performance, not on availability for impossible shifts.
ON THE NUMBERS
We are not publishing yet how many women we have employed. The operation is starting, and a figure published today would be a promise dressed as data. When it exists it will be on this page with the counting method beside it — like every other figure on this site, which travels with its source attached.
WHAT IT MEANS FOR THE BUYER
Your canteen can be part of this at no extra cost.
Contracting SAVIA is, operationally, contracting a canteen with written guarantees. It is also, with no additional process on your side, formal employment for single mothers in this city — a supply-chain and sustainability data point your team can report, backed by our payroll and social-security documentation rather than by a statement.
