Certification for Inclusive Employment for People with Disabilities in Europe

What is a UNI PDR?

To begin with, in the European Union, certain regulated topics lack a clear technical reference standard, meaning there are no established guidelines on "how" to implement the regulations, making it difficult to have consistent points of reference. To address this gap, the UNI system has developed "Reference Practices," which serve as initial guidelines for topics that have not been thoroughly covered or require better organization due to fragmentation. UNI values sustainability and consistency, acting as a body that listens to stakeholders' needs and distributes impartial reference practices to ensure balanced implementation.

Why is a Standard for the Inclusion of People with Disabilities in the European Labor Market Necessary?

The European Union recognizes employment as one of the most crucial means for individuals to gain independence, economic autonomy, combat poverty, and reduce inequalities. This is even more vital for people with disabilities, who, in addition to these challenges, must overcome cultural, architectural, digital, and sensory barriers that are still prevalent in EU countries. The urgency of this issue becomes apparent when considering that nearly 100 million people in the European Union could be classified as having a disability under various conditions.

The Current Situation: A Disheartening Reality

The employment gap between people without disabilities and those with disabilities in Europe is over 24%, with people with disabilities facing lower average salaries compared to the general population. Moreover, while 17% of the European population is at risk of poverty, this figure jumps to 28% among people with disabilities, highlighting the urgent need to ensure equitable income opportunities and address this unacceptable situation on the continent.

UNI/PdR 159:2024: A Tool to Bring Order

The complexity of the "work" topic is undeniable, and it becomes even more challenging when considering disability. However, it is reassuring that standardization bodies like UNI recognize the problem and the need for tools and mechanisms to organize, regulate, monitor, and guide the inclusion of people with disabilities in the labor market, ensuring non-discrimination, equal opportunities, and seamless integration of differences within organizational contexts.

In this regard, UNI introduced a tool in January of this year with the publication of UNI/PdR 159.

This practice offers practical guidelines to promote the inclusion of people with disabilities in the workplace.

It specifically focuses on practical actions and policies that companies must implement, giving HR departments a pivotal role in executing the certification process related to this UNI/PDR. Key actions include:

• Adapting workplaces by removing architectural and sensory barriers: Implementing a plan to eliminate structural barriers is a crucial first step in welcoming people with disabilities into the company, ensuring they can fully access all company spaces. Often, company environments are fragmented, with only some areas accessible or certain types of barriers removed while others remain. A tool that outlines necessary steps provides a significant opportunity for improvement.
• Eliminating digital barriers: Accessibility for people with disabilities, particularly in digital spaces, is critical. AccessiWay's mission is to break down these barriers, and the UNI/PDR standard supports this by ensuring that intranets, digital documents, interfaces, and management systems are accessible, promoting the full inclusion of workers with disabilities.
• Agile work and smart working policies: Flexibility and effective management of workspaces and hours are essential for appreciating differences and human needs. Flexible hours and remote work options can be vital in ensuring that people with disabilities or illnesses can contribute meaningfully to the workplace.
• Ensuring fair recruitment policies: Collaborating with employment centers to optimize resources already deployed by EU member states for the employability of people with disabilities is crucial.
• Promoting and formalizing roles like Diversity Managers and Disability Managers: These roles are essential in fostering good practices and promoting a culture that ensures not only accessibility but also a genuine culture of opportunity and diversity within organizations.
• Training: To foster an inclusive organizational culture, training is vital in broadening perspectives and skills. Fear often stems from ignorance, and through training, a company's workforce will be better equipped to understand and embrace diversity.

Similar to other certifications, such as UNI/PDR 131 for tourism, a checklist has been provided to better monitor progress.

The Path Forward

Europe has taken the lead in social innovation by providing a tangible tool to advance the challenging mission of including people with disabilities. However, there is a risk that this initiative may be limited to a few companies focused on achieving a high level of social impact, primarily driven by brand reputation and the growing importance of sustainability, which includes the social dimension. These guidelines should be supported by dedicated funds and mechanisms to ensure practical application, even in companies with limited resources for inclusion-related issues. If small and medium-sized enterprises had access to dedicated funds, this tool would likely have a broader reach. As often occurs with disability-related issues, excellent theoretical measures are implemented without the practical tools needed for the real and concrete execution of the required strategies and practices to achieve inclusion. Inclusion cannot rely solely on culture and willpower; it must also involve technical, accessible, and practical measures. Additionally, a unified observatory to highlight best practices from forward-thinking companies would be beneficial, allowing them to serve as examples for others, with a focus on benefiting workers with disabilities.