Abstract

This article is a literature review about labor insertion of people with disabilities in Latin America. It analyzed different documents (regulations, technical reports and papers). The results show the existence of a legal frame in the region for inclusion of people with disabilities. However, unemployment, poverty, inequality, and lack of opportunities affect this group. The discussions concentrate on the need to consolidate public policies and priority actions to transform the lives of these people.

Keywords:
Latin America; Right to Work; Employment Opportunities; Labor Policy; Literature Review

Introduction

The labor insertion of people with disabilities is a topic of recent interest in Latin America, although different international instruments have established it as an essential right of this population. However, this group has considerable obstacles to insertion in the field of employment (Gandarillas et al., 2014GANDARILLAS, B. et al. El efecto de la responsabilidad organizacional sobre las actitudes hacia la contratación de personas con discapacidad. Universitas Psychologica, Bogotá, DC, v. 13, n. 4, p. 1615-1624, 2014.). Globally they have low health and academic outcomes, lower economic participation and higher poverty rates than the rest of society (OMS, 2011OMS - ORGANIZACIÓN MUNDIAL DE LA SALUD. Informe mundial sobre discapacidad. Malta, 2011. Disponível em: <Disponível em: https://bit.ly/1mVYZaR >. Acesso em: 4 fev. 2019.
https://bit.ly/1mVYZaR... ).

Improving the quality of life through access to employment is essential to develop the self-determination of such people, since social relations and their health are strengthened (Flores et al., 2014FLORES, N. et al. Actitudes, barreras y oportunidades para el empleo de personas con discapacidad intelectual. Revista Infad de Psicología, Badajoz, v. 4, n. 1, p. 613-619, 2014.; Riaño-Galán et al., 2016RIAÑO-GALÁN, A. et al. Calidad de vida e inserción socio-laboral de jóvenes con discapacidad. Revista Electrónica de Investigación Educativa, Ensenada, v. 18, n. 1, p. 112-127, 2016.). The job training programs for young people with disabilities have aimed to increase the possibilities of insertion in the professional sphere (Pegalajar; Xandri, 2015PEGALAJAR, M.; XANDRI, R. La inclusión sociolaboral de jóvenes con discapacidad intelectual: una experiencia a partir del programa “Capacitas”. Revista Nacional e Internacional de Educación Inclusiva, Almería, v. 8, n. 1, p. 59-73, 2015.). Supports are decisive; they promote development, education, interests, personal well-being and improve individual functioning (Aaidd, 2011AAIDD - ASOCIACIÓN AMERICANA DE DISCAPACIDADES INTELECTUALES Y DEL DESARROLLO. Discapacidad intelectual: definición, clasificación y sistemas de apoyo. Madrid: Alianza, 2011.).

The labor insertion of people with disabilities allows both private companies and state agencies to develop a different view, valuing the administrative capacities of workers in such condition. In addition, they become organizations with greater social responsibility (Espínola; 2017ESPÍNOLA, A. La gestión inclusiva de la discapacidad en los departamentos de RRHH: un derecho pendiente. Intersticios, Madrid, v. 11, n. 2, p. 115-129, 2017.), developing positive attitudes towards disability and facilitating inclusion in the workplace (Gandarillas et al., 2014GANDARILLAS, B. et al. El efecto de la responsabilidad organizacional sobre las actitudes hacia la contratación de personas con discapacidad. Universitas Psychologica, Bogotá, DC, v. 13, n. 4, p. 1615-1624, 2014.).

The question that guided this work was: What is the current status of labor market insertion of people with disabilities in Latin America?

Therefore, this review aims to describe the situation of labor market insertion of people with disabilities in Latin America. The article investigates three determining aspects. First, the right to employment as expressed in the regulations of different Latin American countries is reviewed. Then, the current panorama of labor market insertion is described. Finally, the challenges revealed by the analysis are demonstrated.

Method

This article shows a literature review. This methodology contributes to investigate the current situation of some problems (Guirao-Goris, 2015GUIRAO-GORIS, S. Utilidad y tipos de revisión de literatura. ENE Revista de Enfermería, La Palma, v. 9, n. 2, p. 1-12, 2015.). In this case, all the texts that allowed to approach the subject matter raised in the introduction were selected. Thus, we used: (1) national laws focusing on the right to employment of such people in Latin America; (2) reports from international organizations addressing the labor market insertion of people with disabilities; and (3) specialized scientific articles about the subject in Latin America.

Regarding the selected national laws in force, a complete search was carried out in different websites related to the subject in each of the Latin American countries considered for this study.

As to the reports concerning the labor market insertion of people with disabilities, a search was made in different websites of the countries selected in this study and of the main organizations that address this issue at the international level.

Referring to the articles, 12 documents were obtained from SciELO, Scopus and Web of Science databases using a systematic search considering the publications from January 2012 to December 2018. The descriptors used were: “insertion,” “work,” “people” and “disability.” The following inclusion criteria were established: (1) theoretical or empirical works, (2) which addressed the above-mentioned topic, (3) publications referring particularly to Latin American countries and (4) in Spanish, English and Portuguese. Books, reviews and book chapters were excluded. This process was carried out between October and December 2018.

On the other hand, due to the low number of articles obtained through the search strategy used, a complementary search was done on Google Scholar, where 15 publications were selected without distinction of year.

A total of 52 documents were distributed as shown in Table 1.

Results

The results are presented in three analytical sections. The first section focuses on the right to employment of people with disabilities as expressed in fourteen legal texts about labor inclusion in Latin America. The second, offers the current panorama. Finally, it outlines the challenges in the region.

The right to employment as expressed in the laws of some Latin American countries

The Universal Declaration of Human Rights states that everyone has the right to choose any employment under fair and favorable conditions (ONU, 1948ONU - ORGANIZACIÓN DE LAS NACIONES UNIDAS. Declaración universal de los derechos humanos. París, 1948., art. 23). In addition, a special convention recognizes the right to work of people with disabilities (ONU, 2006ONU - ORGANIZACIÓN DE LAS NACIONES UNIDAS. Convención sobre los derechos de las personas con discapacidad. Ginebra, 2006. Disponível em: <Disponível em: https://bit.ly/2Ir4boq >. Acesso em: 5 fev. 2019.
https://bit.ly/2Ir4boq... , art. 27). In order to promote equal opportunities to enter the labor market, states have created a series of normative elements. These vary according to the context of each country (OIT, 2014OIT - ORGANIZACIÓN INTERNACIONAL DEL TRABAJO. Lograr la igualdad de oportunidades en el empleo para las personas con discapacidad a través de la legislación: Directrices. Ginebra, 2014. Disponível em: <Disponível em: https://bit.ly/2GCSW8H >. Acesso em: 4 fev. 2019.
https://bit.ly/2GCSW8H... ).

In Argentina, the Law of the comprehensive protection system for people with disabilities stated the obligation of both government and private entities to employ 4% of those who prove to be in this condition. Likewise, there would be a reserve of vacancies for this purpose (Argentina, 1981ARGENTINA. Ley nº 22.431, de 16 de marzo de 1981. Establece la protección integral de las personas con discapacidad. Boletín Oficial de la República Argentina, Buenos Aires, 20 mar 1981., art. 8). However, in 2003 this article was amended by Law No. 25,689 (Argentina, 2003ARGENTINA. Ley nº 25.689, de 2 de enero de 2003. Modifica la Ley nº 22.431, en relación con el porcentaje de ocupación de personas con discapacidad por parte del Estado Nacional, sus organismos descentralizados o autárquicos, los entes públicos no estatales, las empresas del Estado y las empresas privadas concesionarias de servicios públicos. Boletín Oficial de la República Argentina , Buenos Aires, 2 jan. 2003.) in which it is vital to certify the suitability for the postulated position.

The Brazilian Law for the inclusion of people with disabilities supports the right to work with equal opportunities (Brasil, 2015BRASIL. Lei nº 13.146, de 6 de julho de 2015. Institui a Lei Brasileira de Inclusão da Pessoa com Deficiência (Estatuto da Pessoa com Deficiência). Diário Oficial da União, Brasília , DF, 7 jul. 2015., art. 34). In addition, labor inclusion must comply with established rules regarding accessibility in the work environment (Brasil, 2015BRASIL. Lei nº 13.146, de 6 de julho de 2015. Institui a Lei Brasileira de Inclusão da Pessoa com Deficiência (Estatuto da Pessoa com Deficiência). Diário Oficial da União, Brasília , DF, 7 jul. 2015., art. 37). Companies with a number of employees equal to or greater than 100 have the obligation to employ 2% to 5% of workers in this condition (Brasil, 1991BRASIL. Lei nº 8.213, de 24 de julho de 1991. Dispõe sobre os Planos de Benefícios da Previdência Social e dá outras providências. Diário Oficial da União, Brasília, DF, 25 jul. 1991., art. 93).

In Law No. 20,422 (Chile, 2010CHILE. Ley nº 20.422, de 3 de febrero de 2010. Establece normas sobre igualdad de oportunidades e inclusión social de personas con discapacidad. Biblioteca del Congreso Nacional de Chile, Santiago, 10 fev. 2010.) approved in Chile, it is mentioned that the State, together with the competent bodies, will implement measures to promote inclusion (Chile, 2010CHILE. Ley nº 20.422, de 3 de febrero de 2010. Establece normas sobre igualdad de oportunidades e inclusión social de personas con discapacidad. Biblioteca del Congreso Nacional de Chile, Santiago, 10 fev. 2010., art. 43). Regarding the percentage of people with disabilities, in institutions where 100 or more staff members work, 1% will be people with disabilities (Chile, 2010CHILE. Ley nº 20.422, de 3 de febrero de 2010. Establece normas sobre igualdad de oportunidades e inclusión social de personas con discapacidad. Biblioteca del Congreso Nacional de Chile, Santiago, 10 fev. 2010., art. 45). The new Law No. 21,015 maintains this aspect in force. In addition, it adds that companies can employ subjects in this situation or maintain those who are assigned of a disability pension from any social security system, in relation to the total number of their workers (Chile, 2017CHILE. Ley nº 21.015, de 29 de mayo de 2017. Incentiva la inclusión de personas con discapacidad al mundo laboral. Biblioteca del Congreso Nacional de Chile, Santiago , 15 jun. 2017., art. 157).

The Statutory Law No. 1,618 approved in Colombia in 2013 (Colombia, 2013COLOMBIA. Ley Estatutaria nº 1.618, de 27 de febrero de 2013. Establece las disposiciones para garantizar el pleno ejercicio de los derechos de las personas con discapacidad. Diario Oficial, Bogotá, DC, 27 fev. 2013.) states that people with some kind of disability have the right to work (Colombia, 2013COLOMBIA. Ley Estatutaria nº 1.618, de 27 de febrero de 2013. Establece las disposiciones para garantizar el pleno ejercicio de los derechos de las personas con discapacidad. Diario Oficial, Bogotá, DC, 27 fev. 2013., art. 13). Similarly, it states that the national government should implement a system of preferences favoring the insertion of a minimum of 10% of people in this situation in its workforce (Colombia, 2013COLOMBIA. Ley Estatutaria nº 1.618, de 27 de febrero de 2013. Establece las disposiciones para garantizar el pleno ejercicio de los derechos de las personas con discapacidad. Diario Oficial, Bogotá, DC, 27 fev. 2013., art. 13).

On the other hand, in Costa Rica there are regulations for equal opportunities for people with disabilities. It states that the State shall guarantee the right to adequate work under individual conditions in urban and rural areas (Costa Rica, 1996COSTA RICA. Ley nº 7.600, de 29 de mayo de 1996. Establece la igualdad de oportunidades para las personas con discapacidad. Diario Oficial La Gaceta, San José, 29 maio 1996., art. 23). Also, training for people over 18 is declared a priority and companies will receive advice in order to adapt employment according to the needs of those who are working (Costa Rica, 1996COSTA RICA. Ley nº 7.600, de 29 de mayo de 1996. Establece la igualdad de oportunidades para las personas con discapacidad. Diario Oficial La Gaceta, San José, 29 maio 1996., art. 25 y 26).

Ecuador’s Organic Law on Disabilities guarantees the right to work with equal pay (Ecuador, 2012ECUADOR. Ley Orgánica nº 796, de 25 de septiembre de 2012. Establece la Ley Orgánica de Discapacidades. Registro Oficial, Quito, 25 set. 2012., art. 45). Regarding labor inclusion, every employer (public or private) with a minimum of 25 workers has the obligation to employ 4% of people with disabilities. In addition, the type of work must be consistent with their potentialities.

In Honduras, the Law on Equity and Integral Development for People with Disabilities indicates the State as the promoter of the right to dignified work, appropriate to their individual conditions (Honduras, 2005, art. 31). Likewise, this regulation establishes that public administration entities and private companies are obliged to employ people with disabilities according to the number of employees. For example, from 20 to 49, one person in this condition will be employed; from 50 to 74, two people; from 75 to 99, three; and for every 100 workers, four people with disabilities will be employed (Honduras, 2005, art. 35).

For its part, Mexico, through the General Law for the Inclusion of People with Disabilities enacted in 2011, establishes that the Ministry of Labor and Social Welfare will promote the right to employment of these human beings. In addition, it prohibits any type of discrimination, supports public policies of labor inclusion, encourages the creation of labor exchanges, provides technical and legal assistance, promoting the training of all personnel in companies (México, 2011MÉXICO. Ley General para la Inclusión de las Personas con Discapacidad, de 3 de marzo de 2011. Establece la inclusión de las personas con discapacidad. Diario Oficialde la Federación, Ciudad de México, 30 maio 2011., art. 11).

In 2008 in Paraguay the law was modified, establishing the obligatory incorporation of people with disabilities in public institutions (Paraguay, 2004PARAGUAY. Ley nº 2.479, de 14 de octubre de 2004. Establece la obligatoriedad de la incorporación de personas con discapacidad en las instituciones públicas. Registro Oficial, Asunción, 26 out. 2004.). The percentage of those who must work in state agencies and private legal entities with a majority of shares in the state was increased from 2% to 5% (Paraguay, 2008PARAGUAY. Ley nº 3.585, de 28 de agosto de 2008. Modifica los artículos 1, 4 y 6 de la Ley nº 2479/2004, queEstablece la obligatoriedad de la incorporación de personas con discapacidad en las instituciones públicas . Registro Oficial, Asunción , 3 set. 2008.).

Peru, via the General Law on People with Disabilities, manifests respect for labor law, in a job freely chosen or accepted, with equal opportunities and remuneration (Perú, 2012PERÚ. Ley nº 29.973, de 24 de diciembre de 2012. Establece la Ley General de la Persona con Discapacidad. Diario Oficial el Peruano, Lima, 24 dez. 2012., art. 45). As for the employment quota of such people, public entities are obliged to employ not less than 5% of their total staff. In addition, private employers with more than 50 workers will have to incorporate a percentage equal to or greater than 3% (Perú, 2012PERÚ. Ley nº 29.973, de 24 de diciembre de 2012. Establece la Ley General de la Persona con Discapacidad. Diario Oficial el Peruano, Lima, 24 dez. 2012., art. 49).

Finally, in 2007 the Law on People with Disabilities was made official in Venezuela. It establishes that the organs and public, private or mixed companies must insert in their work areas no less than 5% of individuals in this condition, performing in different fields. In addition, discrimination, conditioning or impeding the development of the functions of these people are punished (Venezuela, 2007, art. 28). Also, the human beings with intellectual disabilities must be integrated to the labor field according to their abilities in those jobs that can be developed by them, with supervision and monitoring (Venezuela, 2007, art. 29).

The current panorama of the labor insertion of people with disabilities in Latin America

This section reviews the current panorama of the insertion of people with disabilities in the different Latin American States. There is also a scenario of permanent mobility in relation to legislation that allows this information to be updated. The scenario shown below generates a diagnosis at the time of performing this study.

Argentina, in 2003, established the labor insertion of people with disabilities as a State issue. The Department for the Promotion of Employability of Workers with Disabilities was created. Programs were initiated with support from this agency, linking government and private institutions. Even so, the unemployment rates of this group are high compared to the rest of society (Mareño, 2015MAREÑO, M. Inclusión laboral de personas catalogadas como discapacitadas: algunas reflexiones para un debate necesario. Trabajo y Sociedad, Santiago del Estero, n. 25, p. 405-442, 2015.). 25% of those who have a chronic mental deficiency after a rehabilitation process find employment, since the socio-cultural reality of this country prevents them from being part of it (Rodríguez; Alcántara, 2016RODRÍGUEZ, P.; ALCÁNTARA, M. La inserción laboral en personas con discapacidad mental (trastorno mental severo). Revista de la Facultad de Ciencias Médicas de Córdoba, Córdoba, v. 72, n. 4, p. 339-341, 2016.). Therefore, in order to achieve a true labor inclusion it is decisive to improve the accessibility of all the existing workplaces in the nation (Mareño, 2015MAREÑO, M. Inclusión laboral de personas catalogadas como discapacitadas: algunas reflexiones para un debate necesario. Trabajo y Sociedad, Santiago del Estero, n. 25, p. 405-442, 2015.) and to overcome the stigma regarding these human beings (Rodríguez; Alcántara, 2016RODRÍGUEZ, P.; ALCÁNTARA, M. La inserción laboral en personas con discapacidad mental (trastorno mental severo). Revista de la Facultad de Ciencias Médicas de Córdoba, Córdoba, v. 72, n. 4, p. 339-341, 2016.).

In Brazil, there is a low participation in the labor market of people with disabilities, since they have lower educational levels than the rest of society (Lima; Jurdi, 2014LIMA, L.; JURDI, A. Empregabilidade de pessoas com deficiência no município de Santos/SP: mapeamento de políticas públicas e práticas institucionais. Revista Brasileira de Educação Especial, São Paulo, v. 20, n. 4, p. 513-524, 2014.). Similarly, people with motor, visual, hearing and intellectual disabilities are one of the groups with the highest degree of vulnerability, since they are subject to low income and employment conditions due to their limited participation in the workplace (García; Maia, 2014GARCÍA, V.; MAIA, V. Características da participação das pessoas com deficiência e/ou limitação funcional no mercado de trabalho brasileiro. Revista Brasileira de Estudos Populacionais, Belo Horizonte, v. 31, n. 2, p. 395-418, 2014.). In the case of subjects with intellectual disabilities, they obtain good results by being trained in employment programs (Gomes; Glat, 2017GOMES, A.; GLAT, R. Programa educacional especializado para capacitação e inclusão no trabalho de pessoas com deficiência intelectual. Ensaio: Avaliação e Políticas Públicas em Educação, Rio de Janeiro, v. 25, n. 95, p. 330-355, 2017.). Also, it has been shown that planning human resource practices, mainly recruitment, socialization and training, facilitate more effectively the insertion of such individuals in the working environment (Maccali et al., 2015MACCALI, N. et al. As práticas de recursos humanos para a gestão da diversidade: a inclusão de deficientes intelectuais em uma federação pública do Brasil. Revista de Administração Mackenzie, São Paulo, v. 16, n. 2, p. 157-187, 2015.). Government institutions are determining factors in labor market insertion, despite the existence of prejudices on the part of those who provide jobs, which adds to the lack of supervision (Hammes; Nuernberg, 2015HAMMES, I.; NUERNBERG, A. A inclusão de pessoas com deficiência no contexto do trabalho em Florianópolis: relato de experiência no Sistema Nacional de Emprego. Psicologia: Ciência e Profissão, Brasília, DF, v. 35, n. 3, p. 768-780, 2015.). In addition, social inequalities cause exclusion (Fiorati; Elui, 2015FIORATI, R.; ELUI, V. Determinantes sociais da saúde, iniquidades e inclusão social entre pessoas com deficiência. Revista Latino-Americana de Enfermagem, São Paulo, v. 23, n. 2, p. 329-336, 2015.). For example, in the hotel industry, the recruitment process of these personnel is carried out according to the type and severity of the disability presented, which generates exclusion, since the selection is not aimed at employing people according to their abilities, but the criterion used is the presence of a minor disability (Sá et al., 2017SÁ, M. et al. Human resources practices and inclusion of people with disabilities in the hotel industry of Belém, Brazil: a multiple case study. Revista de Gestão, São Paulo, v. 24, n. 1, p. 13-23, 2017.).

Therefore, the process of labor insertion in Brazil must start with inclusive practices, of interaction and responsibility on the part of the managers of each company or government institution. Likewise, the organizational and personal aspects of human beings with disabilities must be considered (Maccali et al., 2015MACCALI, N. et al. As práticas de recursos humanos para a gestão da diversidade: a inclusão de deficientes intelectuais em uma federação pública do Brasil. Revista de Administração Mackenzie, São Paulo, v. 16, n. 2, p. 157-187, 2015.). It is also crucial to make improvements in social security, school inclusion and in Brazilian legislation (García; Maia, 2014GARCÍA, V.; MAIA, V. Características da participação das pessoas com deficiência e/ou limitação funcional no mercado de trabalho brasileiro. Revista Brasileira de Estudos Populacionais, Belo Horizonte, v. 31, n. 2, p. 395-418, 2014.).

In Chile, 39% of people in this situation have low socioeconomic conditions, given that only 29% do some type of paid work. 70% do not have any paid work (Fonadis, 2005FONADIS - FONDO NACIONAL DE LA DISCAPACIDAD. Estudios, estadísticas, informes. Santiago, 2005. Disponível em: <Disponível em: https://bit.ly/2YvN1fY >. Acesso em: 1º fev. 2019.
https://bit.ly/2YvN1fY... , ²⁰⁰⁶FONADIS - FONDO NACIONAL DE LA DISCAPACIDAD. Discapacidad en Chile: pasos hacia un modelo integral del funcionamiento humano. 2006. Disponível em: <Disponível em: https://bit.ly/2YvN1fY >. Acesso em: 1º fev. 2019.
https://bit.ly/2YvN1fY... ). Also, there is a lack of training opportunities (Vidal; Cornejo; Arroyo, 2013VIDAL, R.; CORNEJO, C.; ARROYO, L. La inserción laboral de personas con discapacidad intelectual en Chile. Revista Convergencia Educativa , Talca, n. 2, 93-102, 2013.). Chilean companies have not adopted new forms of employment that allow their employees to develop activities from home using technology (Salazar, 2007SALAZAR, C. El teletrabajo como aporte a la inserción laboral de personas con discapacidad en Chile: una gran carretera virtual por recorrer. Revista Ciencia y Trabajo, Santiago, v. 9, n. 25, p. 89-98, 2007.). Although there are many different forms of placement and state intermediation, the numbers of unemployed in this condition, especially young people with intellectual disabilities, continue to increase (Manosalva; Mansilla; Olmos, 2011MANOSALVA, S.; MANSILLA, J.; OLMOS, A. Proyección laboral de jóvenes que presentan deficiencia intelectual pertenecientes al proyecto de integración escolar municipal y escuelas especiales en la ciudad de San Felipe, Chile. Rexe: Revista de Estudios y Experiencias en Educación, Concepción, v. 10, n. 19, p. 73-90, 2011.). On the other hand, hearing impaired people share the same collective culture with their own non-universal sign language that is limited by the predominance of a hearing culture (Morales, 2015MORALES, G. Diversidad auditiva: imaginarios sociales e inclusión laboral: una aproximación intercultural. Psicogente, Barranquilla, v.18, n. 34, p. 364-371, 2015.). Despite the fact that human beings in a situation of disability attend educational establishments, training centers and workshops, they do not achieve insertion in the Chilean labor field (Vidal; Cornejo, 2012VIDAL, R.; CORNEJO, C. Empleo con apoyo: una estrategia de inserción laboral para jóvenes con discapacidad intelectual. Revista Convergencia Educativa, Talca, n. 1, p. 113-127, 2012.). The process of inclusion in state institutions is slower than expected, since there are still barriers in the selection of personnel and regarding the promotion of civil servants (Chile, 2014CHILE. Ministerio de Desarrollo Social y Familia. Servicio Nacional de la Discapacidad. Estudio de inclusión laboral de personas en situación de discapacidad en el Estado. Santiago: Senadis, 2014. Disponível em: <Disponível em: https://bit.ly/35l7VB2 >. Acesso em: 4 feb. 2019.
https://bit.ly/35l7VB2... ). It is necessary to generate labor inclusion by a new model of employing these subjects (Vidal; Cornejo; Arroyo, 2013VIDAL, R.; CORNEJO, C.; ARROYO, L. La inserción laboral de personas con discapacidad intelectual en Chile. Revista Convergencia Educativa , Talca, n. 2, 93-102, 2013.).

In the case of Colombia, 60% of people with disabilities do not receive a monthly income (Colombia, 2014COLOMBIA. Ministerio de Salud y Protección Social. Boletín Observatorio Nacional de Discapacidad, Bogotá, DC, n. 4, 2014. Disponível em: <Disponível em: https://bit.ly/2yqo9rk >. Acesso em: 2 fev. 2019.
https://bit.ly/2yqo9rk... ). Also, there is a low level of accountability of companies for social responsibility in employing such individuals (Marrugo-Salas; Bernal, 2017MARRUGO-SALAS, L.; BERNAL, O. Inclusión sociolaboral de las personas con discapacidad en empresas de la ciudad de Cartagena de Indias. Aglala, Cartagena, v. 8, n. 1, p. 282-315, 2017.). On the other hand, employees with hearing disabilities working in national and foreign companies face physical, physiological, semantic and psychological barriers. Similarly, there are obstacles in organizational communication related to personal, administrative, information overload and partial information (Meléndez-Labrador, 2016MELÉNDEZ-LABRADOR, S. Comunicación interna incluyente: dos estudios de caso de inclusión laboral de personas con discapacidad auditiva en Bogotá, DC. Investigación y Desarrollo, Barranquilla, v. 24, n. 1, p. 26-52, 2016.). Regarding gender, women who are younger, have children or are pregnant increase the possibility of being included in the labor market. In contrast, men over the age of 44 are limited to participating in it (Espinosa, 2016ESPINOSA, Ó. Participación laboral de personas en situación de discapacidad: análisis desde un enfoque de género para Colombia. Economía: Teoría y Práctica, Bogotá, DC, n. 45, p. 137-167, 2016.). Labor inclusion in the Colombian context can be considered as a contribution to the construction of a culture of peace. Therefore, the State must pay attention to the municipalities with the highest prevalence of such subjects in order to guarantee equal labor opportunities (Marrugo-Salas; Bernal, 2017MARRUGO-SALAS, L.; BERNAL, O. Inclusión sociolaboral de las personas con discapacidad en empresas de la ciudad de Cartagena de Indias. Aglala, Cartagena, v. 8, n. 1, p. 282-315, 2017.).

As for Ecuador, a study by Pico and Torres (2017PICO, F.; TORRES, S. Mejores prácticas empresariales de responsabilidad social en la inclusión de personas con discapacidad: estudio de caso en empresas de Ambato, Ecuador. Retos: Revista de Ciencias de la Administración y Economía, Cuenca, v. 7, n. 14, p. 189-200, 2017.) showed that physical accessibility, signage and communication in some private companies have a high value to achieve inclusion of people with disabilities. In addition, the private sector, unlike state agencies, offers a greater number of vacancies (Espinoza; Gallegos, 2018ESPINOZA, M.; GALLEGOS, D. Inserción laboral de las personas con discapacidad en Ecuador. Revista Espacios, Caracas, v. 39, n. 51, p. 1-12, 2018.). On the other hand, the different governments have approved a series of legal norms. Also, they present statistics with the purpose of justifying the existence of this population, but they have not implemented effective public policies to improve the independent access of individuals in such situation, especially wheelchair users (San Antonio et al., 2015SALAZAR, C. El teletrabajo como aporte a la inserción laboral de personas con discapacidad en Chile: una gran carretera virtual por recorrer. Revista Ciencia y Trabajo, Santiago, v. 9, n. 25, p. 89-98, 2007.). The vocational training of this student body has multiple limitations, making a successful social and labor insertion impossible (Figueroa; Vázquez; Castro, 2018FIGUEROA, M.; VÁZQUEZ, G.; CASTRO, G. Aportes teórico práctico dirigido a la inserción sociolaboral de niños, adolescentes y jóvenes con discapacidad desde la Universidad Estatal de Milagro (Unemi). Revista Dilemas Contemporáneos: Educación, Política y Valores, Toluca, v. 6, p. 1-21, 2018. Número especial.). In order for a true labor inclusion in the Ecuadorian environment, technical and technological tools must be offered, cordial treatment must be given to these human beings and an intervention of the entities assigned to control public policies in the nation must be generated (Espinoza; Gallegos, 2018ESPINOZA, M.; GALLEGOS, D. Inserción laboral de las personas con discapacidad en Ecuador. Revista Espacios, Caracas, v. 39, n. 51, p. 1-12, 2018.).

Regarding Costa Rica, in 2010 the public policy of employment quota for people with disabilities was approved. However, the private sector was excluded from direct responsibility in the labor market insertion of these individuals. Therefore, political will is required to enforce this and other regulations in the country. Likewise, it is vital to generate a transformation and re-education of society with the objective of overcoming prejudices against this population (Abarca; Arias, 2014ABARCA, A.; ARIAS, E. La política pública de cuota de empleo para personas con discapacidad en Costa Rica. Revista de Ciencias Sociales, San José, v. 4, n. 146, p. 13-25, 2014.).

In Paraguay, despite the existence of a law making the incorporation of people with disabilities into public institutions mandatory, only 1% of them joined the labor market. Therefore, the employability of such human beings depends on the awareness of the entire Paraguayan society, as well as on the training of such subjects and the political actions carried out by the State in favor of this sector (Reyes, 2015REYES, A. Empleabilidad de personas con discapacidad desde el marco rector de Senadis, Paraguay. Revista Internacional de Integración en Ciencias Sociales, Asunción, v. 11, n. 2, p. 209-222, 2015.).

The article by Quiñones and Senior (2014QUIÑONES, R.; SENIOR, A. Inserción laboral de personas con discapacidad en el sector universitario: una visión gerencial. Revista Económicas CUC, Barranquilla, v. 35, n. 1, p. 11-26, 2014.) proposes that labor inclusion in Venezuela be developed by means of an orderly process of planning, design, execution and evaluation. On the other hand, in Peru there is a large national regulatory framework to generate labor inclusion (Quiñones; Rodríguez, 2014QUIÑONES, S.; RODRÍGUEZ, C. La inclusión laboral de las personas con discapacidad. Foro Jurídico, Lima, n. 14, p. 32-41, 2014.), but 77% of people with disabilities are unemployed (ONU, 2018ONU - ORGANIZACIÓN DE LAS NACIONES UNIDAS. 8 de cada 10 personas con discapacidad no participan del mercado laboral en el Perú. Lima, 25 set. 2018. Disponível em <Disponível em https://bit.ly/3lphTXI >. Acesso em: 5 fev. 2019.
https://bit.ly/3lphTXI... ). With the purpose of influencing an unfavorable and inequitable reality, a true public policy must be executed that makes possible the generation of equal labor opportunities, development and promotion of these human beings (Quiñones; Rodríguez, 2014QUIÑONES, S.; RODRÍGUEZ, C. La inclusión laboral de las personas con discapacidad. Foro Jurídico, Lima, n. 14, p. 32-41, 2014.).

In Honduras the situation is dramatic. Of 314,174 people in working age, only 118,301 are employed. Women with disabilities constitute the largest workforce at 53%, however, more men are accessing a job or engaging in an independent occupation. Informal commerce is the main activity with 47% of the total. Therefore, it is necessary to favor a better educational preparation of the population in such condition, since until now they are at disadvantaged when competing for a job (Observatorio de Discapacidad Honduras, 2019OBSERVATORIO DE DISCAPACIDAD HONDURAS. Empleo y discapacidad en Honduras. Tegucigalpa, 2019. (Boletín de monitoreo).).

In Mexico, the various regulatory elements have not favored the social inclusion of workers with disabilities, since salaried work is immersed in an area of high vulnerability due to its precariousness reflected in low wages and lack of social security by the State. What is required is for employment to regain its dual status as a social right and a producer of solidarity. In addition, it will have to reflect a better quality of life for this group (Vite, 2012VITE, M. La discapacidad en México desde la vulnerabilidad social. Polis: Investigación y Análisis Sociopolítico y Psicosocial, Ciudad de México, v. 8, n. 2, p. 153-173, 2012.).

Challenges for the employment insertion of people with disabilities

Despite the existence of different international, regional and national laws and instruments, people with disabilities continue to suffer discrimination, since their right to decent employment is not fulfilled in most cases (OIT, 2015OIT - ORGANIZACIÓN INTERNACIONAL DEL TRABAJO. Trabajo decente para personas con discapacidad: promoviendo derechos en la agenda global de desarrollo. Ginebra, 2015. Disponível em: <Disponível em: https://bit.ly/2LPDSZt >. Acesso em: 4 fev. 2019.
https://bit.ly/2LPDSZt... ). To promote a better standard of living, barriers that make it impossible for them to participate in communities, receive quality education, get a decent job, and have their demands accepted must be removed (OMS, 2011)OMS - ORGANIZACIÓN MUNDIAL DE LA SALUD. Informe mundial sobre discapacidad. Malta, 2011. Disponível em: <Disponível em: https://bit.ly/1mVYZaR >. Acesso em: 4 fev. 2019.
https://bit.ly/1mVYZaR... .

Companies will have to implement different actions to respect individual guarantees. For example, these organizations should include a rights-based approach to disability. Also, promoting the understanding of diversity in the work context makes it possible to take advantage of the talent of the staff (OIT, 2018OIT - ORGANIZACIÓN INTERNACIONAL DEL TRABAJO. Guía para empresas sobre los derechos de las personas con discapacidad. Ginebra, 2018. Disponível em: <Disponível em: https://bit.ly/2WvdlT7 >. Acesso em: 4 fev. 2019.
https://bit.ly/2WvdlT7... ). Some studies show the labor inclusion of employees in such condition as a business benefit, generating tax exemptions (Ruiz et al., 2018RUIZ, J. et al. Beneficio tributario del impuesto a la renta en la contratación de trabajadores con discapacidad. Revista Espacios , Caracas, v. 39, n. 4, p. 1-8, 2018.). For this reason, tax incentive regulations in favor of private companies should be strengthened, in order to facilitate this issue (Reyes, 2015REYES, A. Empleabilidad de personas con discapacidad desde el marco rector de Senadis, Paraguay. Revista Internacional de Integración en Ciencias Sociales, Asunción, v. 11, n. 2, p. 209-222, 2015.).

Similarly, there is a need to create inclusive human resource policies, design staff selection regulations, improve accessibility, and generate critical awareness about this theme (Chile, 2014CHILE. Ministerio de Desarrollo Social y Familia. Servicio Nacional de la Discapacidad. Estudio de inclusión laboral de personas en situación de discapacidad en el Estado. Santiago: Senadis, 2014. Disponível em: <Disponível em: https://bit.ly/35l7VB2 >. Acesso em: 4 feb. 2019.
https://bit.ly/35l7VB2... ). The use of inclusive language is another challenge, this aspect allows the empowerment of people with disabilities to obtain a job on the basis of equal opportunities (Marrugo-Salas; Bernal, 2017MARRUGO-SALAS, L.; BERNAL, O. Inclusión sociolaboral de las personas con discapacidad en empresas de la ciudad de Cartagena de Indias. Aglala, Cartagena, v. 8, n. 1, p. 282-315, 2017.).

Measures must be implemented to achieve effective protection of this vulnerable group (Duque; Quintero; González, 2016DUQUE, S.; QUINTERO, M.; GONZÁLEZ, P. Sobre la protección en el trabajo para las personas con discapacidad. Revista de Derecho, Barranquilla, n. 45, p. 59-84, 2016.). It is essential to establish public policies directed to the population with disability, specifically to the young people (Vidal; Cornejo; Arroyo, 2013VIDAL, R.; CORNEJO, C.; ARROYO, L. La inserción laboral de personas con discapacidad intelectual en Chile. Revista Convergencia Educativa , Talca, n. 2, 93-102, 2013.). The absence of regulations generates dependence on public policy, lack of business support and precariousness (Lima; Jurdi, 2014LIMA, L.; JURDI, A. Empregabilidade de pessoas com deficiência no município de Santos/SP: mapeamento de políticas públicas e práticas institucionais. Revista Brasileira de Educação Especial, São Paulo, v. 20, n. 4, p. 513-524, 2014.). As for the working day or the type of work to be done, a cultural transformation is decisive. It is necessary to adapt to other ways of working, for example, teleworking (Salazar, 2007SALAZAR, C. El teletrabajo como aporte a la inserción laboral de personas con discapacidad en Chile: una gran carretera virtual por recorrer. Revista Ciencia y Trabajo, Santiago, v. 9, n. 25, p. 89-98, 2007.). Without this implying new forms of precariousness. In the case of people with intellectual disabilities, supported employment is a strategy that facilitates inclusion (Vidal; Cornejo, 2012VIDAL, R.; CORNEJO, C. Empleo con apoyo: una estrategia de inserción laboral para jóvenes con discapacidad intelectual. Revista Convergencia Educativa, Talca, n. 1, p. 113-127, 2012.). In addition, it should be considered that hearing impaired people use other valid communication channels such as sign language (Morales, 2015MORALES, G. Diversidad auditiva: imaginarios sociales e inclusión laboral: una aproximación intercultural. Psicogente, Barranquilla, v.18, n. 34, p. 364-371, 2015.).

There are two other elements that could help solve the problem of social exclusion around disability: legal recognition and job training in order for such people to acquire new skills to insert themselves in some kind of dignified employment (Vite, 2012VITE, M. La discapacidad en México desde la vulnerabilidad social. Polis: Investigación y Análisis Sociopolítico y Psicosocial, Ciudad de México, v. 8, n. 2, p. 153-173, 2012.). Over the years a conceptualization of disability focused on the deficit has predominated, an issue that different regulations has tried to be modified by the terminology, but in practice it continues to be addressed in the same way (Mareño, 2015MAREÑO, M. Inclusión laboral de personas catalogadas como discapacitadas: algunas reflexiones para un debate necesario. Trabajo y Sociedad, Santiago del Estero, n. 25, p. 405-442, 2015.). For example, there is a gap between what is noted as work inclusion and what is expected (Sá et al., 2017SÁ, M. et al. Human resources practices and inclusion of people with disabilities in the hotel industry of Belém, Brazil: a multiple case study. Revista de Gestão, São Paulo, v. 24, n. 1, p. 13-23, 2017.). On the other hand, education systems at all levels must guarantee preparation for social and labor insertion (Figueroa; Vázquez; Castro, 2018FIGUEROA, M.; VÁZQUEZ, G.; CASTRO, G. Aportes teórico práctico dirigido a la inserción sociolaboral de niños, adolescentes y jóvenes con discapacidad desde la Universidad Estatal de Milagro (Unemi). Revista Dilemas Contemporáneos: Educación, Política y Valores, Toluca, v. 6, p. 1-21, 2018. Número especial.). Personal and organizational aspects must be adhered to in the diversity management process. Sometimes, integrating into the world of work demands the sacrifice of routine (Maccali et al., 2015MACCALI, N. et al. As práticas de recursos humanos para a gestão da diversidade: a inclusão de deficientes intelectuais em uma federação pública do Brasil. Revista de Administração Mackenzie, São Paulo, v. 16, n. 2, p. 157-187, 2015.).

Greater clarity should be sought in understanding the socioeconomic indicators of people with disabilities. The low participation in the labor market of this group requires modifications in the social welfare systems. An example is the immediate return to employment of early retirees (García; Maia, 2014GARCÍA, V.; MAIA, V. Características da participação das pessoas com deficiência e/ou limitação funcional no mercado de trabalho brasileiro. Revista Brasileira de Estudos Populacionais, Belo Horizonte, v. 31, n. 2, p. 395-418, 2014.). Professionals from human resources departments (private and state) must re-evaluate the processes of selection, recruitment and placement of such personnel with the aim of achieving effective insertion. In addition, to promote an inclusive culture by means of internal programs (Hammes; Nuernberg, 2015HAMMES, I.; NUERNBERG, A. A inclusão de pessoas com deficiência no contexto do trabalho em Florianópolis: relato de experiência no Sistema Nacional de Emprego. Psicologia: Ciência e Profissão, Brasília, DF, v. 35, n. 3, p. 768-780, 2015.).

Discussion and conclusions

Although efforts have been made in Latin America to ensure the right to employment for people with disabilities through different laws, there is still a long way to go. In Latin American societies, unemployment, vulnerability and limited options are barriers to the process of insertion. Established regulations cannot be the only mechanisms used to promote equal opportunities for this group. It is also important to consider the responsibility of those who are responsible for the personnel selection process. Here, it is necessary to generate positive attitudes towards individuals in such a situation, facilitating social and labor inclusion (Gandarillas et al., 2014GANDARILLAS, B. et al. El efecto de la responsabilidad organizacional sobre las actitudes hacia la contratación de personas con discapacidad. Universitas Psychologica, Bogotá, DC, v. 13, n. 4, p. 1615-1624, 2014.). In addition, adjustment measures related to accessibility, workplace adaptations, incentives and support services are essential for a true labor market insertion (OIT, 2002OIT - ORGANIZACIÓN INTERNACIONAL DEL TRABAJO. Repertorio de recomendaciones prácticas: gestión de las discapacidades en el lugar de trabajo. Ginebra, 2002. Disponível em: <Disponível em: https://bit.ly/2MvRd97 >. Acesso em: 4 fev. 2019.
https://bit.ly/2MvRd97... ). This allows institutions to have greater possibilities of generating a better organizational culture, optimizing human resources without discriminating against any individual because of his or her condition.

Considering that the UN approved in 1948 a dignified employment for every human being, we can say that the labor insertion of people with disabilities has been slow. In addition, in 2006, work was made mandatory for these individuals (ONU, 2006ONU - ORGANIZACIÓN DE LAS NACIONES UNIDAS. Convención sobre los derechos de las personas con discapacidad. Ginebra, 2006. Disponível em: <Disponível em: https://bit.ly/2Ir4boq >. Acesso em: 5 fev. 2019.
https://bit.ly/2Ir4boq... ). Successively, several countries approved inclusion laws that set inclusion quotas for private companies and state agencies. However, people with disabilities continue to be excluded from the workplace, as can be seen from the high unemployment rates of this population in Latin American nations.

Throughout the world, this group have struggled to install a new approach from a perspective centered on bioethics and respect for human rights (Palacios; Romañach, 2006PALACIOS, A.; ROMAÑACH, J. El modelo de la diversidad: la bioética y los derechos humanos como herramientas para alcanzar la plena dignidad en la diversidad funcional. Madrid: Diversitas, 2006.). Such an approach impacts a new organizational language. In this way, a new reality will be built within the organizations. Therefore, the challenges are increasing in different areas of society, this implies a change of paradigm where the differences are valued, avoiding any form of discrimination towards this group.

From this review we can say that labor market insertion of this individuals in Latin America is in an early stage; countries in the area are just beginning to develop public policies to transform their lives. On the other hand, Latin America is characterized by high rates of inequality. In particular, nations such as Honduras, Colombia, Brazil and Chile (Justo, 2016JUSTO, M. ¿Cuáles son los 6 países más desiguales de América Latina? BBC Mundo, [s. l.], 9 mar. 2016. Disponível em: <Disponível em: https://bbc.in/2zpfoz2 >. Acesso em: 20 fev. 2019.
https://bbc.in/2zpfoz2... ).

In this unequal context, it is essential to promote the participation of people with disabilities. Likewise, at the different educational levels there is a demand for preparation based on the needs of this group. A new look at disability is essential, as well as a vision distanced from the deficit and focused on the strengths that workers in this condition demonstrate. Such transformations do not guarantee total insertion, but could be useful in improving the socio-economic conditions of this population.

References

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