Yvy Karla also comments on one of the main measures that can be taken to reverse the situation: “organizations must develop awareness programs to eliminate prejudices and stigmas associated with hiring people with disabilities, and this can be achieved through training and workshops with leaders and employees, highlighting the benefits of inclusion and diversity in the workplace”.
TO WHOM DOES THE QUOTA LAW APPLY?
Today, the Quota Law applies to anyone with a physical, hearing, visual, mental or multiple disability, whether visible in the workplace or not.
However, to be entitled to reserved positions, the PcD condition must be attested by means of a medical report and Professional Rehabilitation Certificate, issued by the INSS, regardless of whether the disability is natural, that is, from birth, or whether it was obtained after an accident or illness.
How is the job market for PcD?
Despite the specific laws that regulate the inclusion of these professionals in the job market, there are no other rules for hiring people with disabilities. Therefore, the company must follow the rules established by the CLT that apply to all employees.
However, people with disabilities can have flexible and reduced hours, with a proportional salary, depending on their degree of disability or need for medical treatment. Furthermore, people with disabilities have the right to professional training and rehabilitation and an appropriate work routine, in addition to the necessary adaptations so that the physical space becomes accessible.
Soon, with the demographic census updated by the IBGE, we will know how many people with disabilities currently live in our country. The latest data released by the Brazilian Institute of Geography and Statistics, in 2017, indicated that almost 24% of the population had some type of disability, equivalent to approximately 45 million people.
The vast majority of this group faces difficulties entering the job market, even with the Quota Law. Also according to the IBGE, 7 out of 10 PcD cannot find a job , and those who do, receive, on average, R$1,000.00 less than other professionals.
In addition to prejudice, people with disabilities face other challenges before entering the job market. Lack of accessibility is one of the main ones, and ranges from problems with urban infrastructure and inadequate public transportation to unsuitable offices.
“People with disabilities often face barriers in accessing inclusive education and vocational training programmes. This lack of qualifications can affect their chances of applying for skilled jobs,” added Unilehu Vice President Yvy Abbade.
What are the benefits of having PcD in the organization?
Many people with disabilities report let’s talk about the best now feeling that they are hired by companies only to comply with the law, which further complicates the job market. What organizations need to understand is that there are several benefits to hiring these talents. Check out the following.
MORE EMPATHY
By opening the company’s doors to a person with disabilities, other employees feel more engaged and end up understanding that each person system for metalworking and industrial companies is different and can contribute in different ways, which brings more empathy to everyday life, as well as productivity and innovation.
END OF PREJUDICE
Unfortunately, many people are still prejudiced and believe that professionals with disabilities are less capable. Coexistence, therefore, reinforces australia database directory the idea of equality and means that unconscious biases are left aside.
DIVERSITY AND INCLUSION
Hiring a PcD demonstrates the company’s commitment to diversity and inclusion and the ESG agenda , which can attract customers and employees who value these principles.
NEW SKILLS
People with disabilities have valuable skills and experiences, but they often become underutilized in the job market. Including a person with disabilities in an organization is therefore an opportunity to approach challenges from a different perspective.
How to properly hire a person with a disability?
Every selection process for hiring new employees must be done with care and respect, but when we talk about affirmative positions or positions reserved for PcD, we must be even more careful. That’s why we’ve prepared some important tips. Check them out below.
RECRUITMENT AND SELECTION
During recruitment and selection, it is essential that the job requirements are in line with what the professional really needs to do on a daily basis. It is also possible to avoid requiring skills or experiences that the candidate can learn later, on the job.
NO UNTIMELY QUESTIONS
Diversity & Inclusion Specialist Consultant Yvy Karla Abbade highlights the questions to avoid: “The focus should be on the candidate’s professional skills and qualifications, not their physical or mental condition. It is inappropriate to ask specific details about the disability, their general health or previous sick leave. These discussions can be discussed later, if the person is selected.”
EVERY INTERVIEW IS UNIQUE
If each candidate in the selection process has a different disability, the interviews need to be different too. Get help from a sign language interpreter. Does the other candidate use a wheelchair? Consider accessibility to the location of the interview or give preference to online interviews.
HR staff also need to properly prepare for each interview by researching and learning about the candidates’ disabilities in advance. This will also help them to ask the right questions.
WORKSPACE ACCESSIBILITY
Continuing with the previous tip, accessibility is essential for any company that hires a person with a disability. In addition to the selection interview, the organization must assess whether all locations are safe and allow the person with a disability to be independent. This includes adapted furniture, toilets, floors, ramps and signage.
REMEMBER THE INTEGRATION
You have developed a humanized and inclusive R&D process, right? So, it is time to also bring inclusion to the integration and adaptation phase of this new employee.
To achieve this, direct managers can be involved from the very beginning — remembering that leaders must set an example of the equality and respect that must prevail in all work teams.
ASK FOR HELP
If you feel that you have not yet prepared yourself properly to conduct a selection process involving people with disabilities, consider asking for help. There are several NGOs that work with accessibility in the job market and R&D and talent management.