Why should the institution / company adopt a disabled person alternating school-work?

Beyond the role required of each institution / company as part of the company, and of participating in its requests, there are other considerations that suggest a commitment in this field, such as:

disabled employees are a relevant component, even numerically, of each company;

an important percentage of the population and families is involved in problems

relating to the different disabilities: they are therefore an important and significant reference “target”, also of the market; the current social and economic context requires Bodies / Companies to implement that Corporate Social Responsibility, which is realized through

behaviours that ensure trust, transparency, loyalty, respect and availability towards the customers to whom they are addressed. This context privileges with adhesion and consensus the organizations that demonstrate a real sensibility to their own expectations. Hence the need and convenience

for Entities / Companies to acquire an "ethical know-how" and a "sensitive behaviour" to the issues of the integration of disabled people, whether these employees or customers; at the same time the gradual assumption of autonomy of disabled people, as well as the presence of the elderly, mean that among the recipients of the products and services of companies the importance of customers with special needs is always greater; the technological aids available today and the financial contributions provided for by various national and regional laws make it possible to look positively at the employment integration of the disabled, with perspectives of internal motivation and acquisition of consensus in the community in the midst of which the company operates.

The disabled person is above all a resource. Why resource? Real work experiences have shown that people can bring out unexpected potential. Among the experiences of open work, the size of a small company favors the birth of friendships, affections, relationships, exchange of humanity, reciprocity and moments of recreation, in which the differences coexist by finding their own space, in which each finds its own role and contributes to the growth of the company, in short it finds the dignity that only work can give to a man and a woman. These men and women, with their difficulties, working find their place in their community, each according to their possibilities, each with their own way of being, often strange or very strange. People, albeit with disabilities, will be men and women who can live life to the full, finally citizens. It seemed important to mention the book by Silvia Angeloni:  “L'aziendabilità. Il valore delle risorse disabili per l'azienda e il valore dell'azienda per le risorse disabili”. “ The Companyability: The value of disabled resources for the company and the value of the company for disabled resources ". In this study it is stated that "companies are institutions able to meet the needs of disabled people and, at the same time, disabled people are skilled resources to meet the cost-effectiveness requirements of companies. To fill management gaps, the disability management model is used, a revolutionary approach in methods and results, because it postulates that it is above all the company that has to adapt to disability and because it demonstrates the multiple advantages connected to the inclusion strategy. . The enhancement of disabled resources is the lever with which the work of "all" people is given dignity and a noble function is returned to "any" company. Revisiting with this more intelligent and responsible view the relationship between companies and disabled resources brings with it a reversal even in the conclusions: companies need the disabled more than the disabled do not need companies. "

It also seems important to us the interview given by Luisella Del Vigna.