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O Papel das práticas de gestão e desenvolvimento de RH na Inclusão de pessoas com deficiência e/ou incapacidade nas organizações
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Orientador(es)
Resumo(s)
A nossa sociedade, apesar de toda a evolução, ainda não se encontra totalmente
preparada para a inclusão das pessoas com deficiência e/ou incapacidade no mercado de
trabalho.
As políticas sociais de apoio à inclusão têm ajudado à inserção deste grupo
minoritário, mas não à sua verdadeira inclusão nas Organizações.
A própria Lei de Quotas é segregadora ao apenas incluir pessoas com um grau de
incapacidade igual ou superior a 60%.
As organizações do segundo setor não estão preparadas para receber estas pessoas;
já as organizações do terceiro setor, as denominadas IPSS’s, fazem um trabalho diário
incansável no acolhimento, acompanhamento e desenvolvimento das pessoas com
deficiência e/ou incapacidade para que possam ter ferramentas necessárias para ingressar
no mercado de trabalho.
No entanto, a maioria destas pessoas não conseguem nenhuma oportunidade e quando
conseguem encontram imensas dificuldades pelo caminho que acabam por sair das
empresas porque estas não têm práticas de recursos humanos direcionadas para estas
pessoas e, por isso, não as conseguem reter.
É aqui que os profissionais de Recursos Humanos têm um importante papel na
verdadeira inclusão das pessoas com deficiência e/ou incapacidade, ao criarem práticas
diferenciadoras com o objetivo da inclusão destas pessoas nas organizações, que é o que
não existe.
Ao criarmos práticas inclusivas nas Organizações, estamos também a incluir estas pessoas
na sociedade, pois sem emprego elas são colocadas à margem e não conseguem
desempenhar os seus restantes papéis na sociedade porque vivem dependentes de terceiros.
Esta dissertação privilegia a metodologia qualitativa, com recurso ao estudo de
caso. Foram estudadas duas organizações com experiência na inclusão de pessoas com
incapacidade ou deficiência, tendo sido realizado um total de 16 entrevistas. Os resultados
mostram que as IPSS’s estão muito mais preparadas para receberem pessoas com
deficiência e/ou incapacidade do que empresas do setor privado.
O trabalho realizado pelas associações que apoiam este grupo minoritário parecem
ter um grande impacto no desenvolvimento e na satisfação das pessoas com deficiência
porque, para além de lhes abrirem portas para o mercado de trabalho, fazem com que elas
se sintam úteis e independentes. No entanto, ainda há um longo caminho a percorrer no que toca a mudança de mentalidades, aceitação das diferenças como um potencial e não
como um entrave e improdutividade e também relativamente às práticas de gestão e
desenvolvimento de RH, pois não existem práticas diretamente para estas pessoas e as que
existem estão muito mais direcionadas para o recrutamento e seleção e acolhimento e
integração mas ainda existe nada relativamente à formação, desenvolvimento, gestão de
carreiras e avaliação de desempenho.
Outro aspeto que é importante destacar é que os profissionais de Recursos Humanos
não têm ainda noção do importante papel que têm na inclusão de pessoas com deficiência
e/ou incapacidade e ainda é muito necessário e urgente desenvolver práticas de gestão e
desenvolvimento de recursos humanos para estas pessoas.
Our society, despite all the evolution, is still not fully prepared for the inclusion of people with disabilities in the labor market. Social policies to support inclusion have helped the insertion of this minority group, but not its true inclusion in organizations. The Quotas Law itself is segregating by only including people with a degree of disability equal to or greater than 60%. The organizations of the second sector are not prepared to receive these people; whereas the organizations of the third sector, the so-called IPSS's, do a tireless daily work in welcoming, accompanying and developing people with disabilities so that they can have the necessary tools to enter the labor market. However, most of these people don't get any opportunity and when they do, they encounter so many difficulties that they end up leaving companies because these companies don't have human resources practices directed towards these people and, therefore, can't retain them. This is where Human Resources professionals have an important role in the true inclusion of people with disabilities, by creating differentiating practices with the purpose of including these people in organizations, which is what doesn't exist. By creating inclusive practices in organizations, we are also including these people in society, because without a job they are marginalized and cannot perform their remaining roles in society because they live dependent on others. This dissertation favors the qualitative methodology, using the case study. Two organizations with experience in the inclusion of people with disabilities were studied, and a total of 16 interviews were conducted. The results show that IPSS's are much more prepared to receive people with disabilities than companies in the private sector. The work done by associations that support this minority group seems to have a great impact on the development and satisfaction of people with disabilities because, in addition to opening doors to the labor market, they make them feel useful and independent. However, there is still a long way to go when it comes to changing mentalities, accepting differences as a potential and not as a hindrance and unproductivity, and also regarding HR management and development practices, because there are no practices directly for these people and those that exist are much more directed to recruitment and selection and reception and integration, but there is still nothing regarding training, development, career management and performance evaluation. Another aspect that is important to highlight is that Human Resources professionals are still not aware of the important role they have in the inclusion of people with disabilities and it is still very necessary and urgent to develop human resources management and development practices for these people.
Our society, despite all the evolution, is still not fully prepared for the inclusion of people with disabilities in the labor market. Social policies to support inclusion have helped the insertion of this minority group, but not its true inclusion in organizations. The Quotas Law itself is segregating by only including people with a degree of disability equal to or greater than 60%. The organizations of the second sector are not prepared to receive these people; whereas the organizations of the third sector, the so-called IPSS's, do a tireless daily work in welcoming, accompanying and developing people with disabilities so that they can have the necessary tools to enter the labor market. However, most of these people don't get any opportunity and when they do, they encounter so many difficulties that they end up leaving companies because these companies don't have human resources practices directed towards these people and, therefore, can't retain them. This is where Human Resources professionals have an important role in the true inclusion of people with disabilities, by creating differentiating practices with the purpose of including these people in organizations, which is what doesn't exist. By creating inclusive practices in organizations, we are also including these people in society, because without a job they are marginalized and cannot perform their remaining roles in society because they live dependent on others. This dissertation favors the qualitative methodology, using the case study. Two organizations with experience in the inclusion of people with disabilities were studied, and a total of 16 interviews were conducted. The results show that IPSS's are much more prepared to receive people with disabilities than companies in the private sector. The work done by associations that support this minority group seems to have a great impact on the development and satisfaction of people with disabilities because, in addition to opening doors to the labor market, they make them feel useful and independent. However, there is still a long way to go when it comes to changing mentalities, accepting differences as a potential and not as a hindrance and unproductivity, and also regarding HR management and development practices, because there are no practices directly for these people and those that exist are much more directed to recruitment and selection and reception and integration, but there is still nothing regarding training, development, career management and performance evaluation. Another aspect that is important to highlight is that Human Resources professionals are still not aware of the important role they have in the inclusion of people with disabilities and it is still very necessary and urgent to develop human resources management and development practices for these people.
Descrição
Palavras-chave
Inclusão Pessoas com deficiência e/ou incapacidade Práticas de gestão e desenvolvimento de recursos humanos Práticas inclusivas Inclusion People with disabilities Human resource management and development practices Inclusive practices