Policies based on mandatory employment quotas for disabled workers: the case of Italy

Abstract

This article examines the Italian policy framework on the employment of disabled people. It discusses the strengths and limitations of Law 68 of 12 March 1999 (Regulation on the right to work of disabled people). Despite it having been enacted 16 years after being passed, Law 68/99 still faces problems in its implementation. The data analysis shows the propensity of firms to flout their obligations with regard to the recruitment of disabled people, preferring instead the risk of being sanctioned. In order for Law 68/99 to have a positive effect on the employment of disabled people, higher incentives (including subsidies for labour costs) must be introduced for employers, especially to enable the adaptation and adjustment of the workplace. With these inducements, firms would be encouraged to recruit disabled people and avoid penalties. In addition, disability management policies (still rarely implemented in the Italian workplace) and comprehensive training programmes can play a crucial role in overcoming discriminatory constraints regarding skills and physical ability, so as to increase the employability of disabled people in the labour market.

Discriminación e inclusión laboral en grandes empresas de Arica (Chile)

“…Finalmente, en cuanto a la inclusión laboral, en relación con la parte I de la tabla 3, los resultados se pueden confrontar con el caso de Italia. En Agovino et al (2019), cuyo estudio examina el marco político italiano sobre el empleo de PeSD, concluyen que se requiere que la red de estructuras locales trabaje de manera sistemática hacia la inclusión social de las PeSD. Sin embargo, la aplicación relacionada de la ley ha sido delegada a la emanación de decretos por parte del gobierno local, lo que ha generado disparidades en su implementación.…”

State And Ways To Increase Employment Of Persons With Disabilities

“…In Italy, the employer must have 7% of disabled persons out of a total of more than 15 employees in the company or pay a compensatory contribution. The intermediary organizations play an important role in educating disabled people and helping them to become employed (Agovino et al, 2019).…”

“…Researchers believe that quota-based jobs cannot improve the employment rate for people with disabilities; employers should be encouraged to accept them, and offer wage subsidies and adapted working environment (Agovino et al, 2019;Oborenko & Rivza, 2018;Shabunova & Fakhradova, 2016;Samper & Fernández, 2017;Sainsbury, 2018). Some studies prove that a well-developed social security system and substantial state payments for persons with disabilities have a deterrent effect on improving employment rates (Mussida & Sciulli, 2016;Wik & Tøssebro, 2014).…”

Reviewing the Policy of People with Disabilities Employment in Government Agencies

“…The regulation was promulgated as an effort to protect the rights of persons with disabilities. Two forms of policy that are usually used to protect the rights of persons with disabilities are anti-discrimination laws and quota obligations (Agovino et al, 2019;World Health Organization & World Bank, 2011).…”

“…Government, Local Governments, State-Owned Enterprises, and Regional-Owned Enterprises are required to provide job vacancies for people with disabilities at least 2 percent of their total employees. The quota mechanism targets the achievement of some labor recruitment (Agovino et al, 2019;Liao, 2021). The quota policy is an affirmative policy (Buchter, 2020;World Health Organization & World Bank, 2011).…”