Management of leadership policies for people with disabilities

The management of leadership policies for people with disabilities is an extremely important and current topic in the field of Human Resource Management. After all, the inclusion of people with disabilities in the labor market is a matter of human rights and social justice.

For the inclusion of people with disabilities to be effective, it is necessary for companies to have specific leadership policies for this public. These policies must range from the selection to the development and retention of these professionals.

Selection of people with disabilities

In order to select people with disabilities, it is important that companies have a broad and inclusive view of what a disability is. It's not just about physical disabilities, but intellectual, sensory and psychosocial disabilities as well.

In addition, it is important for companies to have accessible selection processes that take into account the specific needs of each candidate with a disability. This ranges from the physical accessibility of the interview location to the availability of assistive technology resources, such as sign language interpreters and screen-reading software.

Development of people with disabilities

After selection, companies must invest in the development of professionals with disabilities, offering specific training and qualifications. It is important that these trainings take into account the specific needs of each professional, respecting their limitations and potential.

In addition, companies must offer opportunities for growth and professional advancement for professionals with disabilities, ensuring that they have the same development opportunities as other employees.

Retention of people with disabilities

Finally, it is important that companies have retention policies for people with disabilities, ensuring that they are valued and recognized for their work. This ranges from promoting an inclusive work environment to offering specific benefits to this audience.

In addition, companies must be aware of the specific needs of professionals with disabilities, offering reasonable adaptations in the work environment and work processes, whenever necessary.

In short, managing leadership policies for people with disabilities is a challenge, but also an opportunity for companies. By investing in the inclusion and development of these professionals, companies are contributing to building a fairer and more inclusive society.

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