REFRAMING DISABILITY AFTER LABOR INCLUSION

ARE THERE CHANGES IN MANAGEMENT PRACTICES?

Abstract

The inclusion of people with disabilities in the labor market is a central theme that, although supported by legislation such as the Quota Law, still faces significant barriers, particularly prejudice and lack of accessibility. This article analyzed the perceptions of managers who have participated in the inclusion processes of people with disabilities, aiming to understand how coexistence can reframe stigmas and promote changes in organizational culture. Using a qualitative, exploratory, and descriptive approach, the research involved interviews with managers from 34 companies across different sectors and regions of Brazil. The results indicate that, despite challenges such as lack of professional training and persistent prejudice, most managers report positive experiences, associating inclusion with the strengthening of respectful coexistence and the reduction of bias. The analysis of disability definitions revealed a transition from biological/limiting views to social/positive perspectives, highlighting the crucial role of specialized institutions in mediating and supporting inclusion processes. The study concludes that practical experience fosters the deconstruction of prejudices but emphasizes the ongoing need for training and awareness to overcome structural and conceptual barriers.