The inclusion of people with disabilities in organizations has been a difficult process, in terms of hiring those professionals, enhancing their performance or even retaining them. Despite the imposing statutory, which hasbeen demanding, for over 20 years, that private companies must hire people with disabilities, not all organizations have fulfilled it. This research was carried out in a large organization, which has an inclusion program with the purpose of knowing the perception of people with disabilities and managers about the program. 291 disabled people, 198 managers and one human resource (HR) professional participated in the sample. Quantitative and qualitative research methods (cross-sectional survey) were used. The case study was conducted in an organization which is a movement to transform itself in an inclusive company. Currently experiencing the integration phase, in which the people, through their competence and adaptation, have shown that they are capable of producing. Changes have been noticed in the practices and values of the organization: its evolution will exclusion towards inclusion. It appears that, regardless the organization's size and sector, it is possible to make the inclusion of persons with disabilities; this organization has experienced a transitional period, changing to a truly inclusive model (society and organizations go through this transition); and there is a need for constant investment in reflection and information on disabilities, in order to reduce prejudice and social exclusion.
inclusion; people with disabilities; labor market