The Social Integration of Disabled Persons Act requires all companies with more than 50 employees to ensure that 2 percent of their workforce consists of people with disabilities, with the aim of promoting their integration into the workplace. However, there are exceptions, as the nature of the work performed by some companies makes it impossible for them to include these people in their workforce. In such cases, alternative measures are available, such as contracting the services of a Special Employment Center or making a donation to an organization responsible for providing professional training to people with disabilities.
Conversely, 7 out of 10 companies do not comply with the LISMI, in some cases because they are unaware of the law itself. People with disabilities account for 2.6 percent of job seekers and need and seek full autonomy through professional employment.
Working toward inclusion—by hiring these people or supporting other organizations in their training—does not represent an expense; rather, it improves the company’s social and sustainability principles, translating into value and opportunities for the company itself.
7 out of 10 companies with more than 50 employees do not comply with the LISMI.
The Social Integration of Disabled Persons Act requires all companies with more than 50 employees to ensure that 2 percent of their workforce consists of people with disabilities, with the aim of promoting their integration into the workplace. However, there are exceptions, as the nature of the work performed by some companies makes it impossible for them to include these people in their workforce. In such cases, alternative measures are available, such as contracting the services of a Special Employment Center or making a donation to an organization responsible for providing professional training to people with disabilities.
Conversely, 7 out of 10 companies do not comply with the LISMI, in some cases because they are unaware of the law itself. People with disabilities account for 2.6 percent of job seekers and need and seek full autonomy through professional employment.
Working toward inclusion—by hiring these people or supporting other organizations in their training—does not represent an expense; rather, it improves the company’s social and sustainability principles, translating into value and opportunities for the company itself.
