Barreiras Atitudinais e operacionais: a preparação de profissionais de RH para a inclusão de candidatos com deficiência auditiva (surdo).

Abstract

This article aims to analyze the main barriers that prevent the effective inclusion of people with hearing impairments (deafness) in selection processes and the Brazilian labor market, with a specific focus on the unpreparedness of Human Resources (HR) professionals. Starting from a contextualization of the evolution of the inclusion of people with disabilities (PWD), the study identifies a central problem: the insufficient training of recruiters. The research argues that, even with the existence of legal frameworks such as quota laws, the lack of specific training for HR professionals, both in technical and professional dimensions, acts as a critical obstacle. This unpreparedness compromises the entire people management cycle, from attraction and recruitment to the integration of the deaf candidate. Methodologically, the article is structured from a literature review organized into five main axes: (1) the historical evolution of the inclusion of PWD in the workplace; (2) business obligations according to the Brazilian Law for the Inclusion of People with Disabilities (LBI); (3) the conceptualization and diversity of hearing impairment; (4) attitudinal barriers and biases in recruitment; and (5) the pillars for a genuinely inclusive selection process. In conclusion, the study shows that mere legal compliance is insufficient to guarantee inclusion. Effectiveness depends directly on the qualification of the agents involved in the process. Therefore, the urgent implementation of ongoing training programs for HR teams is recommended, covering technical and socio-emotional skills, as a fundamental strategy to overcome the identified barriers and promote meaningful and equitable labor inclusion for people with hearing impairments (deaf).