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Advisor(s)
Abstract(s)
Na atualidade, são cada vez mais visíveis profissionais com deficiência em locais
de trabalho, o que poderá ser revelador de uma evolução positiva neste domínio da
inclusão profissional. No entanto, os comportamentos de desprezo, de discriminação
ainda estão presentes e as oportunidades de carreira não são igualitárias. A revisão
bibliográfica sobre este tema mostra ser cada vez mais frequente a implementação de
políticas, práticas e estratégias que conduzem a uma melhor integração de pessoas com
deficiência e/ou incapacidade. Todavia, ainda há muita coisa a fazer, tanto do lado das
empresas, que traduzem este preconceito e as mentalidades convencionais, às barreiras
arquitetónicas e à falta de cumprimento da legislação, como por parte dos profissionais,
os quais evidenciam, ainda, uma atitude que, nem sempre, contribui para evitar situações
de discriminação, podendo assim constituir uma barreira na manutenção do posto de
trabalho ou um motivo de autoexclusão.
A área de Recursos Humanos (RH) parece ter um papel crucial na inclusão destes
profissionais e, por isso, tem sido incentivada a desenvolver práticas organizacionais
neste âmbito, capazes de facilitar a integração e a inclusão de pessoas com deficiência
e/ou incapacidade no mercado de trabalho. As políticas socias de apoio à inclusão têm
ajudado à inserção deste grupo minoritário, mas não à sua verdadeira inclusão nas
Organizações.
Esta dissertação privilegia a metodologia exploratória de caráter qualitativo e
utiliza a entrevista como técnica de recolha de informação. No total, foram realizadas 18
entrevistas. Os resultados mostram que ainda há muito a fazer por ambos os públicos, e é
de realçar que as opiniões do (1) e (2) divergem quando se trata de alguns temas,
nomeadamente, a discriminação, entre outros.
Os resultados obtidos sugerem pistas de investigação futura e identificam alguns
contributos relevantes para a teoria e para a prática da inclusão profissional de pessoas
com deficiência e/ou incapacidade.
Nowadays, there are more and more professionals with disabilities in the workplace, which may show a positive evolution in the field of professional inclusion. However, contempt and discrimination behaviours are still present and the career opportunities are not equal. The literature review on this topic shows that the implementation of policies, practices and strategies that lead to better integration of people with disabilities is becoming more frequent. Yet, there is still a lot to be done, both on the companies' side, which reflects this prejudice and conventional mentalities to architectural barriers and lack of compliance with the legislation; on the professionals' side, who still show an attitude that usually contributes to avoid situations of discrimination, a barrier to remain in an employment or a reason for self-exclusion. The Human Resources field seems to have a critical role in the inclusion of these professionals and, has been encouraged to develop organizational practices in this area, able to facilitate the integration and inclusion of people with disabilities in the world of work. Social policies supporting inclusion have helped the integration of this minority group, but not their actual inclusion in the organizations. This dissertation is based on a qualitative exploratory methodology and uses interviews as a technique for gathering information. In total, 18 interviews were conducted. The results show that there is still a long way to go for both audiences, and it is noteworthy that the opinions of (1) and (2) diverge when it comes to some issues, namely discrimination, among others. The results suggest directions for future research and identify some relevant contributions to the theory and practice of professional inclusion of people with disabilities.
Nowadays, there are more and more professionals with disabilities in the workplace, which may show a positive evolution in the field of professional inclusion. However, contempt and discrimination behaviours are still present and the career opportunities are not equal. The literature review on this topic shows that the implementation of policies, practices and strategies that lead to better integration of people with disabilities is becoming more frequent. Yet, there is still a lot to be done, both on the companies' side, which reflects this prejudice and conventional mentalities to architectural barriers and lack of compliance with the legislation; on the professionals' side, who still show an attitude that usually contributes to avoid situations of discrimination, a barrier to remain in an employment or a reason for self-exclusion. The Human Resources field seems to have a critical role in the inclusion of these professionals and, has been encouraged to develop organizational practices in this area, able to facilitate the integration and inclusion of people with disabilities in the world of work. Social policies supporting inclusion have helped the integration of this minority group, but not their actual inclusion in the organizations. This dissertation is based on a qualitative exploratory methodology and uses interviews as a technique for gathering information. In total, 18 interviews were conducted. The results show that there is still a long way to go for both audiences, and it is noteworthy that the opinions of (1) and (2) diverge when it comes to some issues, namely discrimination, among others. The results suggest directions for future research and identify some relevant contributions to the theory and practice of professional inclusion of people with disabilities.
Description
Keywords
Pessoas com deficiência e/ou incapacidade Gestão de recursos humanos Inclusão profissional Empregabilidade de pessoas com incapacidade e/ou deficiência People with disabilities Employability of people with disabilities Human resource management Professional inclusion