How to Increase the Standard Employment of People with Disabilities?

Currently, people with disabilities of working age are employed in a much smaller proportion than the population without disabilities. Most studies have focused primarily on company practices to accommodate disabled staff to meet a mandatory quota, but with limited knowledge of the factors that affect the integration of these people in the workplace. Aware of the situation of disadvantage faced by this group and of the various obstacles that must be overcome in the process of occupational inclusion, this study proposes a new Design of Work Analysis, explicitly serving to state the different types and degrees of disability that are acceptable for the performance of the position, without requiring any modification in the job position. The purpose of this redesign is to provide an instrument that offers information to recruiters/selectors, allowing them to overcome possible barriers that, although they do not really exist, are potentially perceived with respect to a candidate with some type of disability who has applied for a standard job together with other candidates without disabilities. To achieve this objective, the study includes a brief review of the literature on the integration of people with disabilities in the world of work, and finally, a redesign of the current “Job Analysis” is proposed with two practical examples to observe its applicability.