Publication: Procesos de gestión de personas en empresas chilenas afectas a la Ley
N°21.015, sobre inclusión de personas con discapacidad al mundo laboral
Authors
Jara Ramírez, José Miguel ; Farah Ojeda, Jorge Antonio
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Publisher
Universidad de Murcia. Servicio de Publicaciones
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DOI
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info:eu-repo/semantics/article
Description
Abstract
Este estudio caracterizó las medidas que han implementado las empresas privadas afectas
a la Ley N°21.015 en el ámbito de la gestión de personas, para promover la inclusión laboral de sus
trabajadores en situación de discapacidad, según tamaño y sector económico. Para ello, desde un
enfoque analítico, aplicó a 51 empresas el cuestionario “Herramienta de auto- diagnóstico”, basado
en los diez principios en la carta de la Red Global de Empresas y Discapacidad de la Organización Internacional
del Trabajo (En adelante OIT), el que fue adaptado y validado para su adecuación a la realidad
chilena. Como resultado, se obtuvo que las empresas, en general, sí se encuentran realizando acciones
para fomentar la inclusión y que las grandes empresas pertenecientes a los sectores terciario y cuaternario
se encuentran en un momento más avanzado que las de otros rubros. Sin embargo, esto refiere
principalmente a la contratación de personas en situación de discapacidad, lo que no garantiza que se
encuentren en igualdad de oportunidades, ya que existen procesos organizacionales discriminatorios.
Para evolucionar en esta materia, se concluye que las empresas deben flexibilizar los procesos de gestión
de personas, ajustándolos a las necesidades específicas de esta población.
This study characterized the measures that private companies affected by Law No. 21,015 have implemented in the field of people management, to promote the labor inclusion of their workers with disabilities, according to size and economic sector. To do this, from an analytical approach, the questionnaire “Self-diagnosis tool” was applied to 51 companies, based on the ten principles of the habicharter of the Global Network of Companies and Disability of the International Labor Organization (ILO), which It was adapted and validated for its adequacy to the Chilean reality. As a result, it was obtained that the companies, in general, are carrying out actions to promote inclusion and that the large companies belonging to the tertiary and quaternary sectors are at a more advanced moment than those of other items. However, this mainly refers to the hiring of people with disabilities, which does not guarantee that they have equal opportunities, since there are discriminatory organizational processes. In order to evolve in this matter, it is concluded that companies must make people management processes more flexible, adjusting them to the specific needs of this population.
This study characterized the measures that private companies affected by Law No. 21,015 have implemented in the field of people management, to promote the labor inclusion of their workers with disabilities, according to size and economic sector. To do this, from an analytical approach, the questionnaire “Self-diagnosis tool” was applied to 51 companies, based on the ten principles of the habicharter of the Global Network of Companies and Disability of the International Labor Organization (ILO), which It was adapted and validated for its adequacy to the Chilean reality. As a result, it was obtained that the companies, in general, are carrying out actions to promote inclusion and that the large companies belonging to the tertiary and quaternary sectors are at a more advanced moment than those of other items. However, this mainly refers to the hiring of people with disabilities, which does not guarantee that they have equal opportunities, since there are discriminatory organizational processes. In order to evolve in this matter, it is concluded that companies must make people management processes more flexible, adjusting them to the specific needs of this population.
Citation
Azarbe, Revista Internacional de Trabajo Social y Bienestar, N. 1, 2022
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