For many organizations, hiring people with disabilities is not an easy task. Perhaps due to a lack of knowledge or training, an increasing number are turning to experts in the field for advice on how they can comply with LISMI. That is why we are going to tell you about different ways to overcome the fear of disability, drawing on what was discussed this morning at the Practical Seminar: A CHALLENGE FOR COMPANIES: Employment, Accessibility and Occupational Risk Prevention for People with Disabilities, organized by Fundación Alares, with the sponsorship of Sociedad de Prevención de Ibermutuamur.
Identification and Occupational Risk Prevention
One good option is what Dr. Teresa García-Margallo, from Sociedad de Prevención de Ibermutuamur, discussed: she revealed the need for organizations to make an effort to identify cases of disability among their employees. This would make it possible to adapt each job to the worker’s needs, improving the worker’s health while increasing the company’s productivity and reducing the number of sick leaves.
Labor Reform
Another piece of good news is that the Labor Reform includes progress in areas such as the geographical mobility of workers with disabilities, which can, to some extent, help improve people’s quality of life. However, Alejandro Jover, a lawyer and disability expert, stated that the Reform should have gone further and should have taken into account aspects such as job retention during dismissal processes.
Selection Process
Workers with disabilities bring a high degree of commitment, loyalty and, ultimately, positive results—both qualitative and quantitative. With a sound internal strategy for selection processes, we can achieve the full integration of workers with disabilities, thereby improving business competitiveness. Accordingly, as part of the essential stages of any selection process, positive discrimination in favor of people with disabilities will be implemented, taking into account the adjustments needed to comply with the regulations on “universal accessibility and design for all.”
It is everyone’s social responsibility to start normalizing disability and see it as an opportunity to become more competitive.
To follow the seminar, use our hashtag: #PRLDiscapacidad
