Best Practices for the Inclusion of People with Disabilities: Compliance and Opportunities Under the General Law

In an increasingly diverse and inclusive workforce, integrating people with disabilities is not only a legal obligation but also an opportunity to enrich the professional environment and enhance a company’s competitiveness. The General Law on the Rights of Persons with Disabilities and their Social Inclusion (Royal Legislative Decree 1/2013) establishes that companies with 50 or more employees must allocate at least 2% of their workforce to people with disabilities, according to Technical Criterion 98/2016.

However, workplace inclusion goes beyond regulatory compliance. Implementing best practices in the management of diverse talent has a positive impact on organizational culture and fosters the development of more innovative and resilient teams. Below are some key strategies to promote effective inclusion:

Effective Strategies to Promote the Inclusion of People with Disabilities

1. Inclusive Recruitment

The first step toward fostering diversity is to establish accessible and equitable hiring processes. Companies can:

Adapt job postings using clear and non-discriminatory language.
Collaborate with organizations specialized in the employment of people with disabilities.
Ensure that interviews and selection tests are accessible to all candidates.

2. Workplace Adaptation

Facilitating the integration of people with disabilities involves making reasonable adjustments to workspaces and tools. Measures may include:

Modifying facilities to improve accessibility.
Incorporating assistive technologies, such as screen-reading software or ergonomic devices.
Adjusting work schedules or tasks based on individual needs.

3. Awareness and Inclusive Culture

A truly inclusive organization fosters respect and integration at all levels. To achieve this, it is advisable to:

Implement awareness programs to reduce stereotypes and encourage empathy.
Create a work environment where all employees feel valued.
Promote inclusion within the company’s core values and policies.

4. Professional Development and Growth

Hiring people with disabilities is just the beginning—it’s also essential to offer opportunities for career advancement. Actions may include:

Designing training plans tailored to each employee’s abilities and aspirations.
Ensuring equal access to promotions and career progression.
Encouraging mentoring and internal support networks.

5.Ways to Comply with the Legal Obligation

Companies can fulfill the 2% requirement in various ways, including:

Directly hiring individuals with a certified disability equal to or greater than 33%.
Outsourcing services to companies whose corporate purpose is the labor integration of people with disabilities.
Making donations to foundations and organizations dedicated to promoting the employment of people with disabilities.

Non-compliance with this obligation may result in financial penalties for the company.

Annual Compliance Report

During the first quarter of each year, companies must submit to the labor authority of the autonomous community where their headquarters or work centers are located a detailed report on the positions held by people with disabilities and those reserved for them. Each autonomous community must provide a channel for this communication.

Need Help?

At GM Integra, we offer support for preparing this report and provide expert guidance to ensure your company meets all legal requirements.
Contact us for more information!

You can contact us:

By email: comunicación@gmintegrarrhh.com

Call us at: 93 872 69 44

Best Practices for the Inclusion of People with Disabilities | GM INTEGRA HR