Dreams Renews Gender Equality Certification Until 2029
Chile.- 11 September 2026 | www.zonadeazar.com Dreams has renewed its certification under Chilean Standard NCh3262 on Gender Equality and Work, Family and Personal Life Balance for another three years following a new external audit across its properties.
The recertification will remain valid until February 2029 and confirms the continuity of the management system introduced by the company to incorporate equal opportunities, shared responsibility and work-life balance into its employment policies.
The achievement continues a process Dreams began in 2019 and has progressively expanded throughout its casino and entertainment operations in Chile.
Audits Conducted from May to August
The external assessment took place between May and August 2026.
The audits were carried out by Applus, a company specialising in inspection, testing and certification.
Different Dreams properties were reviewed to establish whether the procedures implemented by the group continued to meet NCh3262 requirements.
Three-Year Renewal
The successful process extends the certification for another three years.
It will remain valid until February 2029.
Throughout that period, Dreams will be expected to maintain and further develop the management system underpinning the certification.
What NCh3262 Evaluates
Chile’s NCh3262 standard establishes a management framework for incorporating gender equality and work-life balance into organisations.
Areas assessed include:
- Equal opportunities.
- Career development.
- Work, family and personal life balance.
- Shared responsibility.
- Human-resources processes.
- Professional development opportunities for women and men.
The standard requires these principles to be incorporated systematically rather than implemented solely through isolated initiatives.
Continuity of the Management System
Recertification involves more than reviewing written policies.
The assessment seeks to verify whether the management framework continues to operate effectively.
External auditors therefore examined procedures and practices to establish whether the principles remained embedded across the organisation.
Work Began in 2019
Dreams began formally strengthening its gender equality and work-life balance strategy in 2019.
The company subsequently developed procedures intended to make these principles part of its organisational culture and human-resources policies.
The process continued for several years before reaching its principal certification milestones.
Monticello Reached a Milestone in 2023
A significant step came in March 2023.
Casino Monticello became the first casino in Chile to receive the Iguala-Conciliación Seal.
The recognition is linked to implementation of NCh3262 and is awarded through Chile’s National Women’s Service and Gender Equality agency, SernamEG.
First Casino in Chile with the Seal
Monticello’s recognition represented a precedent for Chile’s casino sector.
No other gaming property in the country had previously achieved the Iguala-Conciliación distinction.
Dreams subsequently used that experience as a foundation for expanding the management approach across other properties.
Expansion Across the Portfolio
After the Monticello process, Dreams extended its equality and work-life balance policies across its broader operations.
The company has a presence in:
- Iquique.
- Mostazal.
- Temuco.
- Valdivia.
- Puerto Varas.
- Coyhaique.
- Punta Arenas.
The latest recertification reflects the wider organisational system now in place.
First Gaming Company to Achieve Certification
In 2024, Dreams also became the first gambling-sector company in Chile to secure NCh3262 certification.
That milestone expanded the scope beyond the initial recognition achieved by Casino Monticello.
The initiative therefore evolved from a property-level programme into a broader organisational framework.
A Distinctive Standard in Chile
When Dreams initially achieved certification, only a limited number of Chilean organisations had reached the standard compared with the country’s wider corporate universe.
This gave the process additional relevance within the company’s employment and people-management strategy.
Good Labour Practices Programme
Dreams’ work is connected with the Good Labour Practices with Gender Equality Programme promoted by SernamEG.
The initiative supports public and private organisations seeking to integrate gender equality into their permanent management practices.
Its scope covers internal processes, organisational culture, career development and work-life balance.
Iguala-Conciliación Seal
The Iguala-Conciliación Seal recognises organisations that systematically incorporate gender equality and work-life balance into their management structures.
It is not simply a measure of female workforce participation.
It also looks at career procedures, family responsibilities and organisational conditions capable of producing unequal outcomes.
Equal Opportunities
Ensuring equivalent opportunities for professional development is one of the areas covered by the framework.
Dreams aims to maintain systems in which career opportunities are determined by talent, performance and professional capabilities.
The principle extends across several areas of people management.
Career Development
Professional progression remains an area the company wants to strengthen further.
The management system therefore considers not only recruitment but the ability of employees to move into new responsibilities and more senior roles.
Recertification should consequently be viewed as a continuation of the process rather than its completion.
Female Leadership as a Continuing Challenge
Dreams specifically identified women’s career development and access to leadership positions as one of its priorities.
The company wants to create conditions enabling women to build long-term careers within the organisation.
This includes addressing both formal career opportunities and potential barriers to advancement.
Focus on Talent Development
Eliana Guaiquil, Corporate Head of Organisational Development within Dreams’ HR function, highlighted women’s career progression as an important part of the organisation’s ongoing challenge.
The company wants talent and capability to have the same opportunities for development.
Its objective is to allow both women and men to envisage long-term professional growth within the business.
Work, Family and Personal Life Balance
Certification also addresses the relationship between professional, family and personal responsibilities.
The framework seeks mechanisms that allow employees to balance those different aspects of their lives.
Work-life balance is therefore one of NCh3262’s central principles.
Shared Responsibility
Shared responsibility represents another significant component.
The standard promotes a more balanced distribution of family and care responsibilities.
For organisations, this means avoiding policies or practices built around the assumption that such responsibilities belong primarily to women.
Organisational Culture
NCh3262 requires the principles to become part of organisational culture rather than remain limited to administrative documents.
That is why certification and recertification processes evaluate continuity.
Long-term application is an important part of the standard.
HR as a Strategic Function
Human resources plays a central role in these systems.
Recruitment, training, career development, assessment and work-life policies are directly connected with the standard’s goals.
Dreams has incorporated these areas into a formal management structure.
Independent External Verification
Using an external certification body provides independent verification.
Applus reviewed operations over several months before confirming renewal.
The approach tests whether corporate commitments are being translated into actual procedures and practices.
Assessing Multiple Properties
Geographical reach adds another dimension to the process.
Dreams operates properties across a substantial portion of Chile.
Maintaining a common management standard requires policies to work across locations with different regional and employment realities.
From Iquique to Punta Arenas
Dreams’ presence extends from northern Chile to Patagonia.
Its operations include Iquique, Temuco, Valdivia, Puerto Varas, Coyhaique and Punta Arenas, as well as Monticello in Mostazal.
Corporate certification seeks to create common principles across this geographically diverse footprint.
Diversity Within Casino Operations
Casino and entertainment properties employ highly diverse professional profiles.
Gaming, hospitality, food and beverage, security, administration, entertainment and customer service can all operate within the same complex.
Implementing equality policies in this environment therefore requires them to apply across different roles and career paths.
Equality as a Management Issue
The recertification reflects a wider movement towards integrating social commitments into formal business-management systems.
Rather than treating equality and work-life balance solely as corporate-responsibility initiatives, NCh3262 makes them part of auditable internal processes.
The principles can therefore be evaluated periodically.
Talent Retention and Development
Work-life and career-development policies can also influence an organisation’s ability to attract and retain employees.
Clear advancement opportunities and working arrangements compatible with different personal responsibilities can become particularly significant for large employers.
Dreams is seeking to maintain those principles within its people strategy.
Recertification and Continuous Improvement
Renewing certification does not imply leaving existing practices unchanged.
Management standards generally require monitoring and continuous improvement.
The period to 2029 therefore represents another cycle in which Dreams will need to assess and refine its procedures.
Industry Context
The gaming industry has increased its focus on diversity, inclusion, career development and employment conditions in recent years.
In markets such as Chile, national standards provide a framework for turning these commitments into measurable and auditable management systems.
Dreams entered the process in 2019, achieved the Iguala-Conciliación Seal for Monticello in 2023 and subsequently extended certification across the wider organisation.
Next Steps and Impact
The renewed certification will remain valid until February 2029.
During that period, Dreams plans to continue strengthening equal opportunities, work-life balance and shared responsibility, with particular attention to women’s professional development and access to leadership positions.
The recertification also requires continued application of the management system across the company’s different properties.
After a process that began in 2019, Dreams now enters another stage in which the central challenge will be translating continued certification into measurable progress across its workforce and leadership structure.
Editó: @fonta
