Inclusão e socialização de pessoas com deficiência: um estudo de caso em uma empresa de supermercados

Abstract

Concern about the protection of minorities is increasingly present, both in the social context and in the organizational context. Groups that are considered vulnerable due to gender, race, beliefs and disabilities, among others, need to be protected from an exclusionary majority, which impairs their rights by understanding through a prejudiced view, that they are less important or that they do not deserve equal opportunities. In order to eliminate or at least minimize this process, organizations worldwide and the governments of some countries themselves have had to intervene, creating affirmative actions and policies for the inclusion of these minority groups. In Brazil, an example of such policies for inclusion is Law 8213/91 which, in its article 93, provides for the obligation to hire a percentage of persons with disabilities in companies with more than 100 employees, observing their total number of employees . However, inclusion alone is not a guarantee of equality, since the existing prejudice may result in discrimination in the environment where the person belonging to a minority group will be inserted. It is necessary, therefore, to carry out actions of socialization of these people in order to reach a stage of belonging to the environment. Based on this context, the general objective of this work is to analyze how the process of inclusion and socialization of disabled employees in a supermarket chain takes place. The supermarket sector of Santana do Livramento was chosen for the scenario of this study, because it falls within the list of companies with more than 100 employees, who need to comply with the legislation. In order to reach the objective, the theoretical reference sought to relate the concepts of Inclusion and Socialization of People with Disabilities in Organizations. As methodological procedures, a case study was carried out, with qualitative approach and descriptive research, whose data collection took place through semi-structured interviews with three groups: the disabled people employed in the organization, their co-workers and their manager human Resources. The content analysis was carried out based on the essential dimensions of Dubar (2005): Biographical, used to analyze the vision of the handicapped person; Relational, analyzing colleagues' views on the disabled; And Organizational, considering the perception of the human resources area about people with disabilities in the organization. It was found as a result, that the companies either fail to comply or partially comply with the legal determination.