1. 1 Prologues
  2. 2 Introduction
  3. 3 Equality of treatment and non-discrimination
  4. 4 Integration in the labour market as an element of value
    1. 4.1 Compliance with quota legislation
    2. 4.2 Beyond quota legislation
    3. 4.3 Equality of treatment legislation
  5. 5 Fostering full accessibility
  6. 6 Relationships with suppliers and subcontractors
  7. 7 Social action
  8. 8 Communication as a responsible tool
  9. 9 How to implement CSR-D
  10. 10 Self-diagnosis questionnaire
  11. 11 CSR-D report patterns and follow-up indicators
  12. 12 Relevant European and international legislation
  13. 13 Glossary
  • Logotype of European Social Fund
  • Logotype of Fundación ONCE
  • Logotype of Grupo Fundosa

Beyond quota legislation

While the previous section was relevant only for companies based in countries that have quota legislation, this section is relevant for companies from all European countries.

Companies who aim to be socially responsible on disability, should set themselves the following objectives:

  1. To establish concrete employment targets for people with disabilities and an action plan to achieve these targets. This applies both to companies that are bound by quota legislation, as well as companies that are not bound by any quota.
  2. To have people with disabilities working at all company levels.
  3. To establish concrete targets for people with disabilities who face additional challenges to being included in the labour market, like women with disabilities, people wtih more severe disabilities and elderly people with disabilities.