Disability and the Mainstream Workplace: How Can We Promote Inclusion?

In the first part, we will see that the inclusion of people with disabilities in the mainstream workplace requires a series of measures: hiring quotas, anti-discrimination laws, financial incentives, and more. We will seek to understand the impact of these measures. We will also examine the issue of collaboration among the relevant stakeholders, focusing on specific groups: the worker with a disability, the employer, the occupational physician, the attending physician, and the medical advisor appointed by the National Institute for Health and Disability Insurance (INAMI). Through these points, we will also address the issue of reasonable accommodations. In the second part, we will analyze what may constitute barriers to the hiring of people with disabilities. We will address the issue of stereotypes and prejudices, the possible reactions of employers to the legal requirement of quotas and their motivations when they are not subject to them, the effects of having a person with a disability on relationships among colleagues, and finally the question of the identity of the worker with a disability.

Pages: 84, Paperback, Our Knowledge Publishing