Labor Inclusion is Health

Working is an indicator of full health for an individual, demonstrated in various aspects of that person, respecting their individuality. It means that the person is healthy in one of the most important spheres of inclusion in anyone’s life—work. It can also be a sign of health for the different communities around them.

When appropriate, it brings self-esteem, self-confidence, and dignity through the independence it provides, even if only partially. Additionally, it enables new relationships and the splendid sense of belonging.

Yes, belonging to that moment... and in the many other moments that repeat daily or weekly in work environments. In the rich exchanges with other people, whether colleagues, clients, suppliers, etc. In continuous and uplifting bilateral evolution. In the construction and enhancement of learning both in technical skills and in socioemotional skills, which are increasingly recognized, and even more so, as the most important. Furthermore, work is a right for all people and a true, unquestionable win-win. The individual wins, the family and surrounding communities win, the company wins from the value it adds to the business, and the state wins.

This discovery still needs to happen in Brazil for most entrepreneurs, business owners, professionals, as well as the majority of families and nearly all political leaders.

Even today, ableism and the lack of awareness of the win-win situation of labor inclusion for people with disabilities prevails. For the entire ecosystem in which they live.

Despite celebrating the 33 years of the quota law, Brazil still has one of the worst labor inclusion rates. We have reached half the goal of this important law, despite having it for over three decades. We have just over half a million people with disabilities included, largely due to this law. Out of a total of nearly 19 million people, with almost 11 million in the economically active age range (PEA), this represents just over 4% of people with disabilities. If we look at the total number of people working (101 million), they represent less than 1%. We need to urgently change this scenario and bring this value to different businesses and sectors of society in Brazil. It will be very positive when we expand this benefit.

For this to happen, in addition to the legal empowerment of the quota law and the paradigm shift among families and leaders, it is essential to increase the use of the Supported Employment (SE) methodology. We imported this technology from the USA decades ago. Even without a quota law like we have here, they employ 10 times more people with disabilities than Brazil. The mass use of this methodology is one of the biggest reasons for such a difference. In SE, we work with the person with disabilities, their caregivers, and the company. Before, during, and after employment. We work in a process with three key parts: first, the discovery or construction of the vocational profile. In this phase, we identify, with a focus on the person, their characteristics, skills, preferences, and support needs. With this profile, we move to the second part, which is the employment development phase. We search for companies and roles that align with the profile identified in the discovery phase. The third part is post-placement follow-up. In this phase, we mediate relationships and offer support for workplace adaptations, task descriptions, process reviews (if needed), guidance for colleagues and managers, as well as all communication, logistics issues, career planning, etc. Ideally, we make ourselves dispensable as soon as possible. This way, the individuals become independent, self-sufficient, and therefore ready for inclusion and a new culture.

With this methodology, the chances of success are much higher. The company gains organizational health, evolves by changing its culture, and benefits greatly from inclusion, for its various stakeholders across its entire business chain.

At FANEA (Federation of Supported Employment Associations), we offer introductory courses to this methodology, training courses for SE consultants, and assistance with regulatory, policy, cultural, and rights-related matters, among other actions.

May we approve the laws that regulate SE so that we can advance with the necessary federal budget allocation. These are crucial steps to significantly expand the use of this methodology and the win-win of labor inclusion for people with disabilities in Brazil.

Organizational health means greater operational efficiency (McKinsey).

May full health be expanded with greater labor inclusion!