Diversity management has been a recently debated theme in management due to the legal and normative pressure that exist in several countries.
However, few organizations can meet the percentage demanded by law. In addition to the difficulties of finding these new employees, managers need to deal with the differences among the organizational actors, seeking social justice, as well as concern about the consequences of this interaction — which is not always harmonious.
Adjustments are often necessary to avoid segregation and social exclusion in the work environment. Thus, the aim of this paper is to analyze the interface between diversity management in the inclusion of intellectually disabled people in the organizational context and the practices of Human Resources HR generated from this new reality.
Among the results, it was verified that the HR practices are essential to make the inclusion of disabled people effective and to make it render good results, and that these practices facilitate the management of diversity in the organization field. It was observed that the practices of human resources mentioned above were well structured at the beginning of the inclusion project, but require maintenance policies.
Among the contributions of this paper, we highlight the realization of the relevance of human resource practices recruitment, socialization and awareness, training for the diversity management, pointing to the need of organizations to invest in diversity management so the inclusion of this population really occurs, going beyond law enforcement.
Key words: Diversity management; Human resources practices; Intellectual disability; Inclusion; Organization. Sin embargo, pocas organizaciones consiguen cumplir con el porcentaje exigido por la ley. A partir do Decreto n. Segundo o Decreto n.
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