The law of inclusion in Chile ¿Is it a real solution?

Ilustration of a person on a wheelchair in a work environment

The change needs to start from the origin, changing minds looking for a change in the minds looking for a real inclusion and generating opportunities of work for all.

The law of inclusion in Chile Is it a real solution?

In Chile, 20% of people aged 18 or over are in that situation, which means that more than two million six hundred thousand, of which only 39.3% have a job, a low number, considering that person's needs as everyone else to subsist.

Have a pay job it’s a right for all the people, includes a economic income and a progress in the integration and participation of the citizens. The first of april began a new law of laboral inclusion in Chile, that principally consist that business or institutions with almost 100 workers have at least 1% of persons with some disability working, with the aim of prohibition of any discrimination and generate more jobs opportunities to the people in a disability situacion, erasing the payment discrimination, because they were receiving less than the other people.

In July of this year, after three months of validity, the law gets 574 companies contract 2,564 workers in a disability situation. However, the "Descúbreme" foundation detect after a study that only 21% of the organizations have an area for the inclusion of workers in situations of disability. The problem with that is that a person with a disability who is looking for a job has a difficult task in the integration process in a team where integration does not exist even at the organizational level.

Otherwise in the workers level, effects on the clients and customers, aspects that Lazarillo seek for solution improving the relation of people in the space of work, like also make closer the relation of people with information so they can unwind in the better way.

The change needs to start from the origin, changing minds looking for a change in the minds looking for a real inclusion and generating opportunities of work for all.

Within this context, we interviewed Simón Palacios, creator of Atrévete Consultoría, Coach in Labor Inclusion of Persons with Disabilities and Motivational Speaker about the new law of labor inclusion, and his opinion regarding the regulations, his criticisms and advice.

What do you think about the new Labor Inclusion Law?

It is a positive thing, since in the long run it seeks to generate inclusion at the labor level, but the way it was implemented is negative since the companies that had enough personnel to be required for the inclusion percentage began to look for people with disability, not talented people. There is also no preparation for inclusion, although people with disabilities know that the law exists, do not apply for jobs and are reluctant to find out if the companies are ready for accessibility or not.

It is not based on the hiring of people with disabilities, hiring them does not make us inclusive, making cultural changes at the society level on our victimizing gaze towards them, if it is. We have judgments, prejudices and biases against disability, often this generates tensions in the work environment to be poorly managed. The staff is not conversed or prepared for these contracts, it does not occur by itself when hiring people with disabilities.

What would be the work at the social level to improve the issue of inclusion in the workplace?

The truth that when talking about what the solution would depend on the company or organization in which we find ourselves, since they all have cultures or subcultures according to their areas. While it is true that the law put an important issue on the table at public and private level; It is also true that the way in which compliance will be controlled is not clearly defined. This law is not a radical change, it must be managed at a long-term business level, nothing is achieved by hiring people with disabilities if there is no follow-up, integration and adaptation. This on the other hand, exposes people with disabilities to face frustration in these situations, the poor preparation of organizational culture generates a barrier that involves both the person and their circle because of the apprehensions and overprotection many times existing.

What would be the ideal step by step for a company with intentions to include people with disabilities in its staff to do it correctly, either on its own initiative or because of the law

I do not believe there is a step by step, it depends on the culture and commitment of the organizations of the executive role and the other is to be able to rely on foundations, consultants and organizations that work with the issue of disability, not only with hiring, Not that in removing barrier

The issue of inclusion is transversal, if there is an internal and external inclusion strategy on accessibility, considering that the hiring of these people is for the business. By generating a varied work group, I can understand the market and on that basis generate an improvement in the value chain or a new product.cto.

You must understand what your outreach groups are within the organization and how to retain them, there is an emotional salary that values personal recognitions. That is why we can see that there is no step by step, mistakes will be made, you learn and see mistakes as an opportunity for improvement.

Of the people who look for work, we consider that there is some responsibility on their part?

We believe that people with disabilities have a responsibility to prepare for the job search; At dare consultancy and Red apis we have made free talks to support people with disabilities to support them in the work from basic aspects such as sitting, breathing until how to prepare for interviews where they do not float their disability but rather They can startle why they can be chosen. We teach them to be sold in the market, to recognize strengths and weaknesses to fit better in the search profile. We seek to develop soft skills.

Do you get involved at the family level?

In the consultant we do interviews with the family, but when they are cognitive disabilities since the others become another feature. But with intellectual disability, the charges are ex officio, unskilled labor, there we work so that the family can understand the types of work they can access, however we have managed to include people with cognitive disabilities in administration tasks , adjusting the charge in a reasonable manner so that it can be performed by a person with intellectual disability. The families of people with intellectual disabilities are more fearful, we seek to support them, to teach them that they must respect schedules and assistance in their places of work.

Do you think age influences personal and family search and disposition when looking for a job?

Yes, since being a disability is a barrier and being older, generates a double. Especially those who are over 50, since you are too old for the market, companies underestimate their professional abilities. Our work as a consultant is to be able to support and make known that people are in that place on their own merit, not because of their condition.

Do you have any recommendations for companies that seek to be inclusive?

My recommendation is mainly that when they do inclusion, they go out in search of talent, people that support, produce and generate competitive advantages, in the case of calling a person with a disability that is due to their talent. Otherwise, I hope to generate a real and transparent feedback as it influences the emotionality of people, it costs nothing to send an email or call, but always be courteous because we are working with people. Go find and help change the culture, we are much more than the Telethon.