All human beings are born free and equal in dignity and rights and, endowed as they are with reason and conscience, must behave fraternally with one another. Universal Declaration of Human Rights (1948).
Disability and work
With the growing concern and efforts in favor of Decent Work, and in communion with the International Labor Organization (ILO), a world leader in occupational Health and Safety, new paradigms have been created that reflect the need to establish a harmonious relationship between man, work and their environment as an important part of the sustainable development of nations.
In this sense, the ILO is dedicated to promoting decent and productive work opportunities for women and men; with the objectives of promoting labor rights, encouraging decent employment opportunities, improving social protection and strengthening dialogue when addressing issues related to work.
On the other hand, according to the World Health Organization (WHO), approximately 10% of the world population has a disability, referring to this in terms of "deficiency" which he explains (2012) as: "problems that affect a body structure or function; the limitations of the activity are difficulties to execute actions or tasks, and the participation restrictions are problems to participate in vital situations ”.
Likewise, the Law for Persons with Disabilities (2007) in force in Venezuela, in its article 6, describes them as:
They are all those people who, due to congenital or acquired causes, present some dysfunction or absence of their physical, mental, intellectual, sensory capacities or combinations of them; of a temporary, permanent or intermittent nature, that when interacting with various barriers imply disadvantages that hinder or prevent their participation, inclusion and integration into family and social life, as well as the full exercise of their human rights on equal terms with others. (p.2)
Considering this, at a global level, efforts have been observed aimed at the inclusion of people with disabilities in work areas with the aim of promoting sustainable development from the personal growth of each individual within society, precisely these who are with the greatest number of barriers to function daily. Hence, over time, initiatives have been developed to achieve the Integration of People with Disabilities into their socio-labor environment, an example of this is evidenced in Convention 156 (C16) on equal opportunities and treatment between workers and workers of the ILO (1983), more specifically in its article 6 where it is established that:
The competent authorities and bodies of each country shall adopt appropriate measures to promote, through information and education, a better understanding by the public of the principle of equal opportunities and treatment between male and female workers and of the problems of male and female workers. family responsibilities, as well as a current of opinion favorable to the solution of these problems.
Taking the foregoing into consideration, it could be said that the first principle of work integration is related to the disclosure of information and awareness of the environment, so that people begin to free themselves from any discriminatory or erroneous precept that could affect development integral part of the disabled person.
For its part, in Recommendation 99 (R99), on the professional adaptation and rehabilitation of disabled persons, when it refers to the scope of application of Professional Adaptation and Rehabilitation in its article 2, it establishes:
Means of occupational adaptation and retraining, whatever the origin and nature of their disability and whatever their age, should be made available to all disabled persons, provided that they can be prepared for suitable employment and have reasonable prospects for employment. obtain and retain such employment.
The second principle would be related to providing employment opportunities to people regardless of the origin or type of disability, among other elements. For this, adaptation or re-adaptation is required, which are referred to in the same document as “that part of the continuous and coordinated adaptation and re-adaptation process that includes the provision of means - especially professional guidance, professional training and selective placement - so that the disabled can obtain and keep a suitable job ”. Thus, it is necessary to inquire about the barriers present within the individual, social and urban environment. However, it is relevant to limit the preparation required to "obtain and keep such a job."
Precisely, the analysis "Labor market of people with disabilities", carried out by the Occupational Observatory of the State Public Employment Service (2008), determines that the service and industry sectors are the ones that make the most contracts for workers with disabilities, while that construction and agriculture are the least.
The right words: Back the old paradigms...
Historically, different societies have tended to refer to someone with a disability with certain vocabularies that could, to date, be considered discriminatory or simply wrong in concept. However, thanks to the titanic task of the different research, promotion and development institutions and the continuous process of globalization, the evolution of the terms and information related to this topic has been more effectively disclosed.
Now, the third principle implies, form and train human capital in relation to this vocabulary in order to raise awareness in a human and at the same time technical way, relying on the multiplier effect that allows it to transcend from generation to generation. We then speak of a Person with a disability, as a human being who has a condition that, although it "limits" some activities, does not detract from the tangible possibility of developing and possessing other skills, in this way, terms such as invalid, disabled, incapacitated, handicapped or others.
A Management committed to its Human Capital, must ensure a process of effective Integration of people with disabilities to the socio-labor environment, for this it must be considered:
• Commit to the Individual Human Development of each of its collaborators.
• Training in relation to aspects related to Disability.
• Develop strategies adapted to your organization that allow and promote the participation of all its members.
• Evaluate the production process, work processes, facilities and other elements in terms of accessibility for people with different types of disabilities.
• Sensitize human capital on Human Rights and Sustainable Development.
"Awareness fosters positive and supportive attitudes based on rights and respect for diversity…" National Health Care Program for People with Disabilities (PASDIS).
Organizational climate and integration
In general terms, the organizational climate is a set of psychological and social conditions that characterize an organization at a given time. The work environment comes to be perceived by the members of the organization from the point of view that includes structure, leadership style, communication, motivation and rewards; all this has a direct influence on the behavior as well as the performance of individuals. Also, this in turn, influences the achievement of objectives, productivity and other factors of the organization.
In this sense, when it comes to Integration of People with disabilities, prior to the entry of the new worker, it is necessary to investigate how people perceive and feel about the work environment, in order to design the appropriate strategies for the common feeling. Hence, conducting an Organizational Climate Study (EDCO) is a Tool to achieve the third principle of integration, mentioned in the previous article, which implies training and training human capital and generating an awareness component.
However, the sensitization process must be gradual, so that each member of the organization internalizes their role within integration, the relevance of active participation and the multiplier effect obtained by being an example. Additionally, the Law on Persons with Disabilities in force in Venezuela (2007. p. 4), in its article 9, states that “ no person may be subjected to discriminatory treatment for reasons of disability ”, which supports the philanthropic intention through the legal path.
Skills development
Human development is understood as the process of expanding the capabilities of people who expand their options as well as opportunities. Thus, identifying the general, specific and attitudinal competencies required to achieve individual goals is essential for this. For their part, Blanco, Pacheco and Rivas (2012. p. 6) indicate that “it can be inferred that competencies provide workers with tangible opportunities to go beyond the proper execution of their tasks, in the same way they unequivocally imply success in job performance ”.
The Competency Training approach is then presented as an articulation strategy between the educational and productive sectors, since the objective is to prepare people to perform in a more efficient way and thus provide both an adequate and timely response to each time. most demanding needs of their social and work environment. In relation to the new educational trends Cejas, Magda (2005. p. 15) argues that these imply: “… the demonstration of Knowing how to know (knowledge), Knowing how to do (of competences) and in Knowing Being- Attitudes- (personal commitment-in the Being) which determines the formation as a process that goes beyond transmitting knowledge and skills ”.
It is then, when the aforementioned third principle is developed, the formation and training of human talent that includes all members of the organization, whether or not they have a disability. It must be analyzed, defined and established in relation to the production process that the company executes which are the skills required by the staff to perform their tasks safely within the framework of quality and productivity. The disabled worker is no different from the rest, in fact he has limitations and talents like any other; The important thing is to be very clear about what each of these are in order to be able to incorporate it into an activity where it is developed as part of the productive activity and as a person.
Consequently, considering the provisions of the Law for Persons with Disabilities in its article 28 on employment for persons with disabilities (2007) implies that:
The organs and entities of the National, State and Municipal Public Administration, as well as public, private or mixed companies, must incorporate into their workplaces no less than five percent (5%) of people with permanent disabilities, of their total payroll, be they executives, executives, employees, employees, laborers or workers. No argument that discriminates, conditions or seeks to prevent the employment of people with disabilities may be opposed. The positions assigned to people with disabilities must not impede their performance, present obstacles to their access to the job, or exceed the capacity to perform it. Workers with disabilities are not obliged or obliged to perform tasks that are risky due to the type of disability they have. (P. 9)
Thus, the integration process implies multidisciplinary action, where the Associates and Managers of Human Capital, Production and operations, Occupational Health and Safety as well as others involved will be the main responsible for its effectiveness. Hence, it is the people who know the strategic objectives who at work tables design the strategies that allow workers with disabilities to use and develop their potential to the maximum in favor of the socio-labor environment.
The role of management
A Management committed to its Human Capital, must ensure a process of effective Integration of people with disabilities to the socio-labor environment, for this it is due before starting the entry of new workers, consider:
• Analyze the competencies required based on those possessed in the field of Inclusion of People with Disabilities (PWD).
• Develop a personal and professional Growth Plan regarding the Inclusion of PWD.
• Study the Organizational Climate, which implies measuring it and designing strategies considering the present scenarios.
• Inquire about the life expectancies of the members of the organization.
• Promote organizational values oriented towards equality and respect for life.
• Promote and participate in healthy and functional interpersonal relationships.
• Stay updated on legislation and technical standards that benefit the integration of PWD into work.
• Determine the necessary competence for the personnel who carry out work.
• Ensure that your staff is aware of the relevance and importance of their activities and how they contribute to the achievement of the objectives.
• Inquire about what public and / or private organizations that have been successful in the inclusion process are doing.
Bibliographic references
• Blanco, Pacheco and Rivas (2012). Study of the training of competences to improve the area of occupational health and safety in SMEs in the state of Carabobo. FACES Magazine.
• Eyebrows M, Magda. (2005). Competency-based education. An integrative approach between companies and educational institutions. Journal of Education Sciences. Second Stage, Year 5, Vol. 1, No. 25. University of Carabobo. Faculty of Education Sciences. Pp. 113-128.
• R99. Recommendation on the Occupational Adaptation and Rehabilitation of Invalids, (1955).
• C156. Convention on Equal Opportunities and Treatment for Male and Female Workers: Workers with Family Responsibilities (1983).
• Law for people with disabilities (2007).
• Occupational Observatory of the State Public Employment Service. Official Website. redtrabaja.es.
• Rodríguez, Magaly (2008). Exceptional workers. Revista Todo en Domingo. El Nacional newspaper.
• International Labor Organization. (ILO). Official Website.
• World Health Organization (WHO). Official Website.
• National Health Care Program for people with disabilities. Official Website.
