Inclusion of people with disabilities in the production system of a footwear industry

Abstract

This article presents a study on the inclusion of people with disabilities (mainly mental impairment) in the workforce of a shoe company. The items that could impact on the success of inclusion were identified, and this included employees and other individuals taking part in the process. The inclusion process identified the interests, likes and dislikes of each employee with disabilities and correlated these with the activities available in the company. The case study evaluated the quality of the inclusion through interviews, questionnaires and an assessment of production efficiency. The results showed that inclusion did not adversely affect production, and highlighted that staff with disabilities do their work correctly. According to all employees interviewed, the inclusion of staff with disabilities improved the relationship of the boss with all of the staff and also led to the work environment being enhanced. The final evaluation is that the company´s policy of inclusion succeeded.

A Framework for Capacity and Operations Planning in Services Organizations Employing Workers with Intellectual Disabilities

“…Large SECs specialize mostly in persons with physical disabilities [15], and we find that those people with intellectual disabilities who tend to require more supervision and control usually work in small-sized organizations largely owned by non-for-profit associations and foundations. As their main activity, SECs produce their own products [16] or provide services to customer companies [13], like cleaning [17] or logistics services [18,19], or even manufacturing subassemblies [20].…”

“…This literature review, although far from being exhaustive, suggests that the frameworks proposed in the literature do not cover simultaneously all the specific difficulties and aspects of the problem described in this paper and, as a matter of fact, we were unable to find works dealing with capacity and operations planning in the context of sheltered employment centers and workers with intellectual disabilities. Indeed, although the inclusion of persons with intellectual disabilities is well debated in the literature, most of the research focuses on psychologic [11,19,20] and social and economic aspects [6,12,34]. From a production planning perspective, little works dealing with planning of activities for workers with disabilities in the context of assembly lines [10,[35][36][37] appeared to be relevant for our research.…”

Measuring the impact of an organizational inclusion programme on absence among employees with disabilities: A quasi‐experimental design

“…Some examples are the Americans with Disabilities Act 1990, in the United States (Baldridge and Veiga, 2001;Stone and Colella, 1996); the Disability Discrimination Act 1995, in the United Kingdom (Foster and Fosh, 2010); the Persons with Disabilities Act 1995, in India (Kulkarni and Lengnick-Hall, 2011);Brazil's Federal Law No. 7853 of 1989, known as the "Law of Quotas" (Bitencourt and de Macedo Guimarães, 2012); and the Social Integration of People with Disabilities Act 1982 (updated in 2013) in Spain. Other countries have developed disability policies based on the non-discrimination principles found in their basic legislation (Campolieti, 2009).…”

L'effet d'un programme d'inclusion sur l'absentéisme des travailleurs handicapés: les enseignements d'une quasi‐expérience

“…À partir des années 1980, mais depuis les années 1990 surtout, plusieurs pays se sont dotés de lois visant à favoriser l'insertion professionnelle des personnes en situation de handicap. Outre la loi ADA mentionnée plus haut, aux États-Unis (Baldridge et Veiga, 2001;Stone et Colella, 1996), il faut citer la loi de 1995 sur la discrimination des personnes handicapées au Royaume-Uni (Foster et Fosh, 2010); la loi indienne de 1995 sur les personnes handicapées (Kulkarni et Lengnick-Hall, 2011), la loi fédérale n o 7.853 de 1989, ou «loi sur les quotas», au Brésil (Bitencourt et de Macedo Guimarães, 2012); et la loi de 1982 (révisée en 2013) sur l'intégration sociale des personnes handicapées en Espagne. Dans d'autres pays, les politiques relatives au handicap se fondent sur le principe de non-discrimination consacré par le droit général (Campolieti, 2009).…”