A inserção de pessoas com deficiência no mercado de trabalho: os sentidos da Lei de Cotas para os gestores de Recursos Humanos da região metropolitana do Rio de Janeiro

Abstract

Law No. 8213/91, known as the Quota Law was formulated as a tool to implement the National Policy on Employment Dues for Persons with Disabilities. This law today is one of the main means for the insertion of PCDs (Persons with Disabilities) into the labor market. However, the implementation of this law occurs in the face of some difficulties, such as accessibility, for example, in addition to prejudice regarding PCDs in the social environment, which ultimately interferes with its effectiveness. The purpose of this paper is to understand the meanings attributed to the Quota Law by HR Managers who act or have acted in organizations that apply the Quota Law. In order to achieve this goal, nine interviews were conducted, of which eight interviews were conducted with managers, some of whom were in full exercise until the date of the interview, and others who had recently left the organization in which they performed HR functions, and was also interviewed the coordinator of the State Nucleus for Assistance to the Disabled (NEAD). Besides the interviews, this work made use of the technique of observation and the analysis of the collected material occurred through the Nuclei of Meaning. The results show that the managers interviewed still perceive the Quota Law as a merely punitive Law, however, they understand the Quota Law also, as an important one, if not unique, tool for the insertion of PCDs into the labor market. With this, it can be said that the meanings that managers attribute to the Quota Law are loaded with prejudice and the way the Quota Law is signified by these managers reflects in the way they execute this Law, and it can be affirmed that the issue is cultural.