Abstract

While organizations struggle to find talent to be sustainable, persons with disabilities (PWD) struggle to enter and remain in the labor market. This study aims to explore the discrepancy between businesses’ readiness to incorporate PWD and the actual integration of this population. By employing a literature review and econometric analysis, including generalized linear models, this study examines the impact of Mexican standards and other factors on the inclusion of PWD in firms. The findings are grounded in the social model of disability, which proposes six hypotheses related to overcoming organizational barriers that result in a conceptual proposal of four key variables that could foster a more successful integration of PWD from recruitment to long-term employment, namely accessibility standards, assistive technology, compliance with Mexican standard frameworks, and the formulation and enforcement of human resources policies or programs. The conceptual framework also outlines the importance of considering and managing organizational ethics of care to prepare organizations for the inclusion of PWD. This study introduces the term “anapirophobia” to describe nonacceptance of disability. By identifying and addressing “anapirophobia,” it is possible to influence the workplace atmosphere for the inclusion of persons with disabilities. The results indicate that despite companies perceiving themselves as being prepared for the inclusion of PWD and compliant with regulations, this does not necessarily result in actual employment or support for the development of PWD.