Parallel to the diagnostic work developed by ICF's team, a challenge was launched to the Nova SBE Master’s students on this topic. They were asked to analyze the context and, based on in, to outline solution proposals. Thirteen proposals were presented, of which ICF chose three, as a basis for those it came to develop and test in pilot projects – Peer2Peer, HR4Inclusion, and Inclusive Future.
Peer2Peer arose from the need to combat one of the obstacles identified at the diagnostic stage – the lack of predisposition and preparation for the job market on the people with disabilities’ side, either due to the lack of opportunities or to issues related to the family environment.
The Peer2Peer pilot project took place between March and May 2018 in Cascais. It had the participation of ten Nova SBE students and ten people with disabilities who were selected by Private Social Solidarity Institutions (IPSS) of the Municipality of Cascais that wanted to enter the job market but had not yet had the initiative, confidence, or simply the opportunity to take this step.
Regarding the development of this pilot, it is important to highlight the involvement of Nova SBE's Career & Corporate Placement team, as the one responsible for developing the contents and facilitating the workshops' organization. Other Nova SBE community members, such as professors Clara Costa Duarte and Miguel Alves Martins who also played a key role in the program through their testimony in some of the sessions. Psychologist Edite Oliveira provided support to students who had been less in contact with this reality.
Other external partners also collaborated with ICF, namely the Municipality of Cascais, the Portuguese Asperger's Syndrome Association (APSA), the Salvador Association, Cadin, CERCICA, the Novamente Association, SEMEAR and also three companies in the recruitment and selection area – Argo Partners, Mercer, and Randstad.
HR4Inclusion arose from the need to fight one of the obstacles to employability identified at the diagnostic stage – the absence of a mechanism that makes this market work and ensures that supply and demand meet.
A centralized process in recruitment and selection companies, the know-how they possess, and their already established customer network allows for greater efficiency and opportunity of scale, thus increasing the employability of people with disabilities. Thus, rather than providing one-off responses to specific cases, a central point of reference for the meeting between people with disabilities who want to work and companies seeking to hire them is provided.
The pilot phase of HR4Inclusion lasted from June to November 2018. It included three recruitment and selection companies (Argo Partners, Mercer, and Randstad), which took on the pivotal role in the process, thirteen potential employers, and twenty candidates with disabilities - ten of whom had integrated the Peer2Peer pilot. The companies that accepted to be part of this pilot project were Accenture, Ageas, Bankinter, Brisa, Cascais City Hall, Gestmin, Jerónimo Martins, José de Mello Saúde, Millennium BCP, Nova SBE, Randstad, Santander, and Willis Towers Watson.
This pilot project resulted in the creation of an Inclusive Recruitment Process, which aims to capitalize on the know-how of recruitment and selection companies, ensuring an adequate match between the role available in the company and the capabilities and preferences of the candidate in question.
Inclusive Future arose from the need to raise awareness in the community, particularly in companies, of the possibility and added value of employing people with disabilities. By making success stories visible, Inclusive Future helps to deconstruct myths and gives confidence not only to job seekers, but also to those who are willing to hire.
The Inclusive Future pilot project was developed from the end of 2018 to the beginning of 2019, having launched ten successful cases of people with disabilities on the Design the Future platform – which has been around several years to inform people about many professions and thus helping young people with their vocational professional decisions – who were hired in different professional areas. These ten cases chosen were identified by ICF's community, namely by the Council of Families, the Council of Institutions, and Nova SBE students (students from the Nova Junior Consulting students club and the Communication, Leadership and Ethics course).