A inclusion of people with disabilities in companies is an issue of great importance for building a fairer society. Inclusion projects not only promote diversity and innovation, but also improve the corporate culture and image of the companies that adopt them.
This article discusses how to successfully implement inclusion projects for people with disabilities in the corporate environment, proposing practical ideas and presenting success stories.
Defining the concept of PCD
What is PCD in a company?
PCD refers to People with Disabilities, a group that includes individuals with physical, sensory, intellectual or mental limitations that impact their daily activities. In the corporate context, the inclusion of PWD aims to ensure that these people have the same job opportunities and professional development as any other employee.
The Brazilian Law on the Inclusion of People with Disabilities (Law 13.146/2015), establishes guidelines for the inclusion of people with disabilities in companiesincluding mandatory quotas for companies with 100 or more employees.
Benefits of PCD inclusion
Diversity and innovation
A diversity in the workplace is a catalyst for innovation and belonging. Research shows that diverse teams tend to perform better due to the variety of perspectives and approaches to problem solving.
Including people with disabilities contributes to this diversity, promoting a culture of creativity and innovation. A study carried out by Accenture in partnership with Disability:IN and the American Association of People with Disabilities (AAPD) revealed that companies that are leaders in PCD inclusion have 28% more revenue and twice the net profit compared to their peers.
Improved corporate image
Companies that adopt inclusive practices are seen as socially responsible, which can improve their image with customers, investors and society in general.
Corporate social responsibility is a factor increasingly taken into account by consumers when choosing products and services.
A Nielsen report highlighted that 66% of consumers are willing to pay more for products and services from companies committed to positive social and environmental impact.
Increased productivity and engagement
The inclusion of people with disabilities can also result in increased productivity and employee engagement. Employees who work in a inclusive environment tend to feel more valued and motivated, which has a positive impact on their performance and loyalty to the company.
The International Labor Organization (ILO) states that inclusive companies benefit from a lower turnover rate and greater job satisfaction.
How to start a PCD inclusion project
First steps;
Diagnosis and planning
The first step in implementing a project to include people with disabilities is to carry out a detailed diagnosis of the company's current situation with regard to diversity and inclusion. A diversity census is the ideal tool for this mapping.
This diagnosis should include an analysis of recruitment, selection, training and development practices, as well as the physical and technological infrastructure available.
Based on the diagnosis, it is possible to draw up an action plan that sets clear and realistic targets for the inclusion of people with disabilities. This plan must be aligned with the company's general strategy and have the support of senior management.
Formation of inclusion committees
Forming inclusion committees is a best practice to ensure that the inclusion project is successful. These committees should be made up of representatives from different areas of the company and aim to promote, monitor and evaluate inclusion initiatives.
Adjustments and adaptations in the work environment
Adapting infrastructure
To ensure accessibility, it may be necessary to make adjustments to the company's physical infrastructure. This includes the installation of ramps, adapted elevators, accessible toilets, among other modifications that facilitate the mobility of people with physical disabilities.
Assistive technology
Assistive technology is fundamental to the inclusion of disabled people in the workplace. Tools such as screen readers, voice recognition software and ergonomic equipment can help overcome barriers and enable disabled people to perform their jobs efficiently.
The use of assistive technology is supported by data from the World Health Organization (WHO), which estimates that more than one billion people need one or more assistive technology products.
Employee training and awareness
Training programs and workshops
Train and sensitize employees on the the importance of inclusion is crucial to the success of the project. Training programs and workshops can help reduce prejudice and promote a culture of respect and appreciation for diversity.
The UN recommends that companies promote ongoing training on inclusion to create a more welcoming and understanding environment.
Promoting an inclusive culture
Promoting an inclusive culture involves more than just training employees. It is necessary to implement policies and practices that encourage diversity and inclusion in the day-to-day running of the company, creating an environment where everyone feels valued and included.
Inclusive policies and practices
Recruitment and selection policies
Recruitment and selection policies should be reviewed to ensure that there are no barriers to hiring people with disabilities. This could include adapting selection processes and advertising vacancies on channels accessible to people with disabilities.
Ongoing monitoring and support
It is important to provide ongoing mentoring and support for employees with disabilities. This can include mentoring, adapted performance evaluations and specific professional development programs.
Challenges and solutions in PCD inclusion
Physical and cultural barriers
Physical and cultural barriers are some of the main challenges in the inclusion of people with disabilities. Physical barriers can include a lack of accessibility in the company's facilities, while cultural barriers can manifest themselves through prejudice and stereotypes.
Communication challenges
Effective communication is crucial for the inclusion of people with disabilities, especially those with hearing or visual impairments. The lack of adequate resources and tools can make it difficult to integrate these employees.
Solutions and strategies to overcome obstacles
To overcome the challenges of including people with disabilities, it is important to adopt a practical and proactive approach.
This includes investing in accessible infrastructure, promoting awareness and continuous education among employees and using assistive technology to facilitate communication and job performance.
Tools and resources available
There are various tools and resources available to support the inclusion of disabled people in the workplace.
Organizations such as the Brazilian Association for Assistance to People with Disabilities (ABRAPD) and the National Secretariat for the Rights of People with Disabilities offer guidance, training and technical support for companies wishing to implement inclusion projects.
Conclusion
The inclusion of disabled people in companies is an ongoing commitment that requires effort, dedication and a strategic approach. The benefits of implementing inclusion projects are numerous, from promoting diversity and innovation to improving corporate image and increasing productivity.
Companies that adopt inclusive practices not only contribute to a fairer society, but also reap significant benefits in terms of employee engagement and performance.
For companies interested in starting or improving their inclusion projects for people with disabilities, partnerships with specialized organizations such as PlurieBRcan be an important differentiator.
With a detailed diagnosis, a customized action plan and an ongoing commitment to inclusion, it is possible to create a truly inclusive and diverse work environment.