1. 1 Prologues
  2. 2 Introduction
    1. 2.1 The Fundación ONCE experience
    2. 2.2 CSR and disability: CSR-D
    3. 2.3 Structure of the Guide
  3. 3 Equality of treatment and non-discrimination
  4. 4 Integration in the labour market as an element of value
  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. 12Relevant European and international legislation
  13. 13 Glossary
  • Logotype of European Social Fund
  • Logotype of Fundación ONCE
  • Logotype of Grupo Fundosa

Structure of the Guide

The guide deals with the various areas in a company where we believe something can be done on CSR and disability matters, taking into account that disability has an effect at all levels of the companies’ activity. Of course, employment and accessibility are two essential aspects, but we have also included other areas we consider important.

Also, we have included a self-diagnosis questionnaire that allows the company to assess its performance, which areas need to be improved, and more important, its progress. We suggest some indicators that the company could include in its CSR annual report.

Nevertheless, we have to underline that a single action guideline cannot be applied to all companies. The specific characteristics of the company such as its activity, number of employees, location, need to be taken into account.

The relationship between CSR and disability …

  • Has an influence on all CSR actions.
  • Is a dynamic process.
  • Must be adapted to each company’s reality.