Human Resource Practices for Diversity Management: The Inclusion of Intellectual Disabilities in a Public Federation of Brazil

• Autor(a) principal: Maccali, Nicole
• Data de Publicação: 2014
• Outros Autores: Kuabara, Paula Suemi Souza, Takahashi, Adriana Roseli Wünsch, Roglio, Karina de Déa, Boehs, Samantha de Toledo Martins
• Tipo de documento: Artigo
• Idioma: por
• Título da fonte: RAM. Revista de Administração Mackenzie
• Texto Completo: https://editorarevistas.mackenzie.br/index.php/RAM/article/view/6827
• topic: Diversity management. Resources human practices. Intellectual disability. Inclusion. Organization.; Gestión de la diversidade. Practicas de recursos humanos. Discapacitados intelecutales. Inclusión. Organización.; Gestão da diversidade. Práticas de recursos humanos. Deficientes intelectuais. Inclusão. Organização.

Diversity management has been a theme recently debated in management due to the legal and normative pressures that exist in several countries. In Brazil, this theme became apparent after the promulgation of Law 8213/91 which includes the obligation of public and private organizations to reserve a percentage of their vacancies for persons with disabilities. However, few organizations can meet the percentage demanded by law. In addition to the difficulties of finding these new employees, managers need to deal with the differences among the organizational actors seeking social justice, as they should concern about the consequences of this interaction that is not always harmonious. Adjustments are often necessary to avoid segregation and social exclusion in the work environment. Thus, the aim of this paper is to analyze the interface between diversity management in the inclusion of intellectually disabled people in the organizational context and the practices of Human Resources (HR) generated from this new reality. This theme was investigated in a case study at SESI/PR and SENAI/PR – Paraná/Brazil, with a qualitative approach through interviews with a female manager, six employees, five intellectually disabled people active in the organization and one external collaborator - responsible for monitoring the insertion process in the organization of persons with disabilities. Among the results is verified that the practices of HR are essential for the inclusion of persons with disabilities to take place effectively and generate good results. It was observed that the practices of human resources mentioned above were well structured at the beginning of the inclusion project, but require maintenance policies. Among the contributions of this paper, there is a finding of relevance of human resource practices (recruitment, socialization and awareness, training) for the diversity management, pointing to the need of organizations invest in diversity management for the inclusion of this population fact occur, in addition to law enforcement.