The criteria suggested for all partners around the world are the same used in editions of the award held in the State of São Paulo (2014 and 2015) to select companies that have good practices for workers with disability in accordance with the following:

  • Accessibility
  • Organizational Culture
  • Recruitment and Selection
  • Management
  • Role


This criterion refers to the architectural and technological aspects of the professional environment, to ensure the inclusion of the disabled person in relation to the use of the space (rooms, cubicles, bathrooms, elevators, among others), and the adoption of the so-called assistive technologies – resources that aim to enable and/or facilitate the interaction of employees with the equipment used in the execution of the tasks (such as screen readers, mouse that can be controlled by head movements, among other adaptations).

Organizational Culture

The goal is to identify how the information about social and professional inclusion of disabled persons permeate the company and are included in its practices and values. How the company disseminates the concepts related to the theme to all of its employees (including all hierarchical levels); how the company manages its employees’ potential behavioral and attitudinal barriers; and what is the company's current stage to accomplish this work.

Recruitment and Selection

This criterion deals with aspects related to best practices in the context of admission, permanence and development of the professional with disability. Information regarding activities such as the establishment of goals to be achieved by the department of human resources; policies to attract professionals with disabilities; guides admission and dismissal procedures; and policies for the allocation of professionals in the different departments of the company are evaluated.


The goal here is to identify the inclusion levels in the company from the standpoint of the resources allocated for the integration of disabled persons in the different hierarchical levels of the company, and what is the orientation of the career plan designed to these professionals. In addition, post-inclusion actions are evaluated, especially in the management of the employability of persons with disabilities that can be identified by the existence of an Inclusion Program, the continuous work of leaders with respect to the subject, and the creation of communication channels to facilitate the inclusive processes.


At this moment, companies are assessed regarding their role in the inclusion of persons with disabilities in the labor market, for all it does in addition to the provisions of inclusion laws in connection with the social and professional inclusion work of disabled persons. Practices such as, for example, the dissemination of information related to the theme to suppliers and partners, the media (external communications), and the society as a whole.