Employers’ attitudes towards labour inclusion of persons with borderline intellectual functioning (BIF): An empirical evidence

Figures & data

Table 1. Questions to drive the session

Question	Methodology used
1. Do you know what is Borderline Intellectual Functioning?	Focus group
2. Do you know any experience of companies that have employees with BIF?	Nominal group + focus + multivoting
3. Which are in your opinion the main barriers to employ persons with BIF?	Nominal group + focus + multivoting
4. Which are the advantages of employing persons with BIF?	Nominal group + focus + multivoting
5. Which measures would be necessary to employ persons with BIF?	Nominal group + focus + multivoting
6. Tasks that persons with BIF could perform.	Focus group

Table 2. Ideas on the barriers to hire persons with borderline intellectual functioning

Idea	M	Var	Spon.
The person competes with the rest of the market	4.88	0.07	1
There is no financial support; they do not reach the minimum degree of officially recognized disability (33%)	4.63	0.16	6
Difficulty of diagnosis; not included in training programs for people with disabilities	4.63	0.11	2
Lack of visibility	4.50	0.17	2
Lack of information on laws, disability, etc.	4.13	0.33	1
Lack of inclusion values	4.13	0.27	1
Corporate culture	3.88	0.29	1
Lack of adjustments because they are not identified as persons with disabilities	3.63	0.39	4
Lack of empowerment of persons with BIF	3.63	0.33	1
Focus of human resources on talent, implementation of selection criteria	3.50	0.31	2
Outsourcing services that do not add value to the company (worsening working conditions)	3.50	0.31	1
Investment in training time, lack of support for training	3.38	0.31	4
Little experience in the management of diverse teams	3.38	0.39	1
Increasingly technical positions	3.25	0.46	1
Attitudes of company’ staff as well as of the person with BIF	3.13	0.40	1
Leadership, lack of determination to address diversity	3.13	0.58	1
Lack of empathy of co-workers, difficulties of socialization	3.00	0.53	2
There are no suitable job profiles for people with BIF	3.00	0.56	1
Low self-esteem of the person with BIF	2.63	0.45	1
None	2.63	0.64	1
Impact of diversity on the work atmosphere	2.50	0.60	1
Slower response	2.38	0.39	1

M = mean score

Var = coefficient of variation.

Spon. = spontaneity or number of professionals who, independently, proposed the same idea

Table 3. Ratings given to ideas about the advantages of hiring persons with borderline intellectual functioning

Idea	M	Var.	Spon.
Social responsibility, social commitment, social initiatives	4.63	0.11	5
Improvement of the company´s social positioning	4.50	0.12	1
Humanization of organizations	4.25	0.33	1
Pride of belonging to the company, improvement of working atmosphere	4.13	0.20	2
Recognition of the company as a social enterprise, which can have an impact on recruitment of talent and benefits	4.13	0.24	2
Corporate reputation	4.13	0.24	1
Enrichment among very diverse profiles within the company. Multiculturalism, diversity, creativity. Social innovation	4.00	0.19	7
Greater proactivity, effort	3.75	0.28	1
Attraction of new young talented individuals	3.63	0.21	1
Personal enrichment/growth, tolerance	3.63	0.14	3
Increase visibility of this group, make their integration in the labour market normal	3.63	0.32	1
Provide visibility without singling out	3.63	0.29	1
Return of benefit to society	3.38	0.21	1

M = mean score

Var = coefficient of variation

Spon. = spontaneity or number of professionals who, independently, proposed the same idea

Table 4. Ratings given to the ideas about the necessary measures to employ persons with borderline intellectual functioning

Idea	M	CV	Spon.
HR Positioning	4.86	0.08	1
Financial support to encourages hiring	4.86	0.08	3
Identification of the group, diagnosis, legal recognition	4.71	0.16	6
Training and information	4.71	0.16	7
Awareness at all levels within the company	4.71	0.10	4
Specific training on disability in undergraduate and postgraduate studies	4.57	0.12	2
Functional analysis of workstation to adapt it to the person with BIF	4.43	0.12	1
Get the company to focus on intangible elements	4.43	0.18	1
Facilitate access to training	4.14	0.22	2
Time and dedication of other resources	4	0.25	1
Invest energy in HR	4	0.25	1
Law requiring firms to hire people with BIF	3.86	0.31	2

M = mean score

CV = coefficient of variation

Spon. = spontaneity or number of professionals who, independently, proposed the same idea

Figure 1. Barriers for hiring people with BIF

Figure 2. Difficulties for workers with BIF