Detalhes bibliográficos
| Ano de defesa: |
2011 |
| Autor(a) principal: |
Sena, Elaine Cristina |
| Orientador(a): |
Sandoval, Salvador |
| Banca de defesa: |
Não Informado pela instituição |
| Tipo de documento: |
Dissertação
|
| Tipo de acesso: |
Acesso aberto |
| Idioma: |
por |
| Instituição de defesa: |
Pontifícia Universidade Católica de São Paulo
|
| Programa de Pós-Graduação: |
Programa de Estudos Pós-Graduados em Psicologia: Psicologia Social
|
| Departamento: |
Faculdade de Ciências Humanas e da Saúde
|
| País: |
BR
|
| Palavras-chave em Português: |
|
| Palavras-chave em Inglês: |
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| Área do conhecimento CNPq: |
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| Link de acesso: |
https://tede2.pucsp.br/handle/handle/16951
|
Resumo: |
The inclusion of people with disability has been occupying an important space in the country´s political and social scenarios, a space gained from the movements and the people with disabilities themselves, their families and the professionals who are engaged in the issue, aimed at achieving rights and the occupation of their places in society. Addressing the inclusion of the deaf in a labor market that has increasingly presented itself as competitive, exclusionary and permeated with qualification requirements and expertise for directing an employable worker profile, has shown that the difficulties and barriers that have increasingly most limiting, not necessarily for their inclusion, since the legislation has advanced in this respect, but the real possibility of his or her professional development in the company. As work is the means of social inclusion that most favors the deaf person in his\her quest for independence and recognition, it also comes up as a limiting factor for his\her aspirations of growth and professional development. Thus, the main objective of this study was to identify the barrier and limitations the deaf experience in the work situation by the lack of career opportunities. The intention with this work is to raise the discussion not only about a law that already exists as an affirmative action, but also to reflect upon it from the point of view of the real meaning of "inclusion", and how the deaf are being treated in relation to the opportunities in organizations. The research was conducted with the deaf workers inserted in the companies and with the business employers, in accordance with the "Quota Law" into effect, which compels the hiring of people with disability at a rate of 2% to 5% of total employees, developing through interviews with two companies from Sao Paulo, one industry and one engeneering projects management company, represented by the direct supervisors of the deaf workers and by the Human Resources professionals. Further interviews were conducted with six deaf workers, four of those from the interviewed companies. The research proved to be of great importance for studies in this area, presenting some relevant data brought by the interviewed who indicated the persistence of prejudice and discrimination in some relation to the deaf worker, object of this study, even at a time when the discourses are in the order of inclusion as fact, and practices that do not conceive differences in treatment anymore, in access to work and to professional development opportunities within the organizations |
