Tree categories and subcategories of content analysis
| 1. Legislative conditions for targeted placement | |
| Types of available financial tools [1.1] | With Law No. 68/99 and following specifications the legislator has introduced various financial tools for “targeted” placement and in particular Article No. 14 appears to be a means of fulfilling the obligation of growing interest also in terms of value for money (savings) for companies. The Region also grants dowries and tax bonuses under certain conditions |
| Flexibility of tools [1.2] | The flexibility of the tools appears to be an element on which to improve: the times are too stringent and there is a double threshold between those who are hired as disabled and those who become disabled during their working life (46 and 60%) that no longer appears neither justified nor realistic. The algorithm by convention Article No. 14 could be raised, while the percentage of people to be hired should be adjusted to the other European states and the percentage of exemption should also be increased |
| 2. Diversity management | |
| Companies culture [2.1] | The corporate culture has also developed thanks to forward-looking HR managers and when it is effective based on inclusion, acceptance, integration and growth opportunities for companies and disabled people, there are still companies in which placement is instead mainly experienced as an imposition or a task |
| Relationship with colleagues [2.2] | The relationship with colleagues is a central aspect of integration, showing them how the contribution of people to companies is fundamental |
| Self-stigma and prejudice [2.3] | The stigma is carried out by the disabled themselves (as also happens to cancer patients): this implies the difficulty in approaching the discourse with people who could already be included in the disabled protection legislation. The occupational physician can be a decisive support resource |
| Personnel selection and matching [2.4] | Selection and matching are sometimes difficult for small family businesses that cannot differentiate tasks or because disabled people do not accept positions, they do not consider appropriate. The lack of support from public bodies forces independent scouting, also because the employment centers do not always update the lists with those who are really looking for work |
| 3. Tutor’s role | |
| Monitoring and evaluation of individualized project [3.1] | Company tutors promote a better integration of disabled workers, especially in its initial phase. The role is also important for more technical tasks and specific forms of disability and the need for prolonged support |
| Lifelong learning and accompaniment [3.2] | Training and active policies accompany the disabled person's project from integration and subsequently also in the case of a change of job or company |
| Mediation with professionals and caregiver [3.3] | The tutor has a decisive role in keeping in touch with both professionals and caregivers |
| 4. Relationship with territory | |
| Public and private organization involvement [4.1] | Networking is fundamental and, in some cases, it is to be implemented further, even with respect to the associations of disabled people involved, it could also be useful for companies to have further help in identifying accredited cooperatives |
| Homogeneity of procedures [4.2] | There is a disorienting inhomogeneity at regional and national level of procedures also with respect to bureaucratic times and ICT/digital interlocution, with different management systems of the provincial lists of targeted placements |
| Types of available financial tools [1.1] | With Law No. 68/99 and following specifications the legislator has introduced various financial tools for “targeted” placement and in particular Article No. 14 appears to be a means of fulfilling the obligation of growing interest also in terms of value for money (savings) for companies. The Region also grants dowries and tax bonuses under certain conditions |
| Flexibility of tools [1.2] | The flexibility of the tools appears to be an element on which to improve: the times are too stringent and there is a double threshold between those who are hired as disabled and those who become disabled during their working life (46 and 60%) that no longer appears neither justified nor realistic. The algorithm by convention Article No. 14 could be raised, while the percentage of people to be hired should be adjusted to the other European states and the percentage of exemption should also be increased |
| Companies culture [2.1] | The corporate culture has also developed thanks to forward-looking HR managers and when it is effective based on inclusion, acceptance, integration and growth opportunities for companies and disabled people, there are still companies in which placement is instead mainly experienced as an imposition or a task |
| Relationship with colleagues [2.2] | The relationship with colleagues is a central aspect of integration, showing them how the contribution of people to companies is fundamental |
| Self-stigma and prejudice [2.3] | The stigma is carried out by the disabled themselves (as also happens to cancer patients): this implies the difficulty in approaching the discourse with people who could already be included in the disabled protection legislation. The occupational physician can be a decisive support resource |
| Personnel selection and matching [2.4] | Selection and matching are sometimes difficult for small family businesses that cannot differentiate tasks or because disabled people do not accept positions, they do not consider appropriate. The lack of support from public bodies forces independent scouting, also because the employment centers do not always update the lists with those who are really looking for work |
| Monitoring and evaluation of individualized project [3.1] | Company tutors promote a better integration of disabled workers, especially in its initial phase. The role is also important for more technical tasks and specific forms of disability and the need for prolonged support |
| Lifelong learning and accompaniment [3.2] | Training and active policies accompany the disabled person's project from integration and subsequently also in the case of a change of job or company |
| Mediation with professionals and caregiver [3.3] | The tutor has a decisive role in keeping in touch with both professionals and caregivers |
| Public and private organization involvement [4.1] | Networking is fundamental and, in some cases, it is to be implemented further, even with respect to the associations of disabled people involved, it could also be useful for companies to have further help in identifying accredited cooperatives |
| Homogeneity of procedures [4.2] | There is a disorienting inhomogeneity at regional and national level of procedures also with respect to bureaucratic times and ICT/digital interlocution, with different management systems of the provincial lists of targeted placements |
Source(s): Authors' own work
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