The mainstreaming of disability in socially responsible companies.

The group of people with disabilities is one of the groups at risk of exclusion with more difficulties in gaining access to employment and also one of those with a steeper wage gap.

In some of the articles of my blog I have treated before the delicate situation of people with disabilities (PWD hereinafter) have in forming part of the regular labor market. An ordinary labor market outside organizations such as Special Employment Centres, which already is complicated for people currently without any disability in Spain.

The Special Employment Centres are part of the so-called “protected employment” and are, or rather should be, a mechanism of transition to the regular labor market for PWD but often do not fulfill this function, becoming finalist resources themselves by various reasons that we should discuss in another article.

Some causes such as failure to comply the existing laws for over 30 years, invisibility in the media, the overprotective families, social prejudice, lack of universal accessibility or double discrimination because of disability and belonging to the female gender, are those that make more difficult the labor integration of this group of people in all kinds of organizations.

Why companies must integrate people with disabilities?

The integration of PWDs in companies is absolutely necessary and has not to be seen as social action or philanthropy but must be a clear commitment to the special skills and abilities of this group. This integration has to be seen, like any other group at risk of social or labor exclusion for whatever reason, within the political diversity of companies and applied at all levels of the organizations in a transversal manner. If the mere purpose of acting in a socially responsible manner is not enough for the most reluctant or skeptical organizations managers, here we can see 10 reasons for managers to integrate disabled people on their teams. Wanting greater loyalty of customers and employees, having increased demand for products and services, accessing to potential customers with purchasing power and specific needs or making the company positively apart from the competition, can certainly be the reasons to pass from idea to action.

How to achieve this integration?

The BEQUAL certification, promoted by the CERMI and the ONCE Foundation, is a complete model structured into 7 categories, 19 indicators and 69 sources of verification that enables organizations to demonstrate their commitment to the social integration of PWD. It is this model that I will use as a base to describe the general points in which we have to influence and some concrete actions that must be done in order to become a socially responsible organization with the disability.

The first point to achieve integration is extremely important and is the Management commitment to that goal, because without it it will not be possible to make any real and serious progress. The management strategy of the organization has to declare through its statutes and procedures equal opportunities, non-discrimination of PWD and universal accessibility. Such a strategy should have performance indicators, a work plan for achieving them and to conduct performance assessments. Also, the Management should include in its strategy of engagement and dialogue all the representative bodies and groups in the disability sector and consider and implement appropriate recommendations.

In the management of Human Resources, is obvious and essential the compliance with the spanish “General Law on rights of persons with disabilities and their social inclusion”, published on December 3, 2013, through the job reservation fee for these people or, where appropriate, through the implementation of “alternative measures” by Special Employment Centres and/or grants. Human Resources procedures should take into account people with disabilities in regard to recruitment, selection, hiring, promotion, training and adaptation and adjustment of jobs, and equal salaries and opportunities. It will also be needed to sensitize and educate the workforce on disability.

Another very important point and often given fulfilled especially in companies with modern facilities is the accessibility. In addition to the removal of architectural barriers to enable full accessibility in ambulation of PWD, the special needs of the group in terms of protocols and evacuation procedures, availability of accessible parking spaces, bathrooms, etc. must be adressed. No less necessary is that not only the internal communication channels of the company are accessible, but must also be so that external communication with customers, suppliers and partners outside the organization is facilitated.

When it comes to suppliers of the company, a responsible purchasing must be made, through policies and criteria adopted in the procurement processes with suppliers and subcontractors relating to the employment of PWD. This includes the purchase of goods or services to Special Employment Centres beyond compliance of the aforementioned Law or have suppliers that also meet this specific requirement.

With regard to the customer, the organization must have trained staff and systems to attend the PWD, it must provide universal accessibility into their products and services, and distribution and selling strategies of their products or services must consider accessibility by the customer or user. Also, the company can go a step further and develop and market products and services to meet specific needs of PWDs.

If the company makes any social action it should include disability in their specific initiatives, conducting proceedings to the group of PWD or that have an impact on it. It also should encourage and facilitate employee volunteering in advocacy, and knowledge and dissemination of issues of inclusion and disability management. Organized and promotional events can also be made, disseminating and collecting funds for charitable initiatives in this area.

Finally, in the field of corporate communication, the company has to make an external communication that takes into account PWD, prioritizing accessible communication channels, taking PWD within the design team and monitoring of the communication policy (or where appropriate, in consultation with PWD), and showing a positive image of PWDs in messages and advertising. As a culmination of everything mentioned in this article, it would be absurd that after these actions they were not communicated to the stakeholders, so it is essential that the report on Corporate Social Responsibility of the company note the PWD, including all the policies, initiatives, donations, products and services developed that take into account the inclusion and disability management, etc.

When talking about the CSR report we should highlight the initiative of the Global Reporting Initiative (GRI), in collaboration with the ONCE Foundation, that made a publication whose purpose is to “create a practical tool to help organizations to publicly disclose their commitment to respect and promote the rights of PWD”. Until future editions of the GRI Guide, this publication will serve to integrate information on disability in reports and public notices.

Note: This article was first published in spanish and can be found here.

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