of inclusion for business

Company benefits derived from job inclusion of people with disabilities are proven and clearly tangible to the company and its collaborators.  
These can be divided into two categories:  the company’s internal benefits which contribute to strengthening its culture, values, productivity and rentability; and the fiscal benefits.  

Benefits of hiring people with disabilities

Read: Inclusion, a business that can generate up to 28% extra income: Microsoft.   La inclusión, un negocio que puede generar hasta 28% de ingreso extra a las empresas: Microsoft


Company benefits of job inclusion for people with disabilities are proven and tangible to both the company and its collaborators, in the short and in the long term.  Every day, more companies are betting on strengthening the inclusion policies with which everyone wins:  people with disabilities, their families, the community, company, city and the entire country. 



The outlook for hiring people with disabilities is still poor; job openings are insufficient and with each passing day, demand is greater.  This can be a great opportunity for someone with a disability who does obtain a job in that s/he may be more motivated than the average employee and try harder in obtaining better results in order to keep a place within the company.  This results in key elements for a business:

 Greater loyalty, decreased absenteeism, less turnover and increased productivity that help a company be more rentable.  



Increasingly, professionals want to work in an environment where they’re valued for their contributions and not for external factors that don’t speak to their productivity (labels such as age, gender or disability).  Incorporating people with disabilities shows that the company is open and that its actions are in agreement with their corporate values; it reinforces the collaborators’ sense of belonging.   In so doing, people feel more comfortable being themselves, allowing them to do their best every day and improve their workplace environment. 




Recruitment, selection and hiring processes should avoid discrimination.  Instead of limiting talent to a determined profile, they should focus on selecting people based on their abilities, attitudes, values and experience; leaving characteristics such as age, gender and disability to one side.

If we remain true to this principle, we can reinforce diversity and inclusion policies, generating an open corporate culture without prejudice which is more competitive and in line with what society demands and needs.  


Hiring people with disabilities shows that a company acts in accordance with its values and policies and that it’s commited to the people in a community by recognizing their skills and offering equal opportunities.  This allows the company to be favorably perceived and recognized for its practices, providing a benchmark within the community or region.  




More often, professionals seek to work in companies that have similar values to their own; companies that attend the community’s needs in a sustainable and honest manner, because they’re aware of them.  A company with these characteristics, with coherent employer branding, attracts people who are willing to work, convinced that they want to contribute their talents to the company’s greatness.  


The Government of the Mexican Republic, through the Secretaría de Hacienda y Crédito Público (SHCP) which is the finance ministry, promotes job inclusion for people with disabilities  by offering fiscal stimuli*.  These additional benefits allow companies to promote inclusion and diversity and are applied directly to the taxes that are paid and stipulated in:  


* It’s important to clarify that not all fiscal stimuli are accumulable.  On occasion, in order to avoid double benefit, the SHCP permits one single option choice.   


ISR Law/
Impuesto Sobre la Renta (income tax)

Federal Decree; March 8, 2007

Allows for the deduction from the taxpayer’s accumulable income an additional 25% to the salary paid to people with disabilities, as long as they have not made the stimulus from Article 222 of the ISR Law effective.   

Article 40

Section XIII of the ISR Law allows for the deduction of the totality of investments made for the construction of accessible adaptations. 


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Article 222

Allows for the employer to deduct from its income, 100% of the ISR of personnel with disabilities retained and informed for salary payment as long as it complies with IMSS employee-employer  obligations. 

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Article 14

Points out that in the case of bids for the acquisition of property or services, preference will be given to people with disabilities or to the company in which at least 5% of its personnel are people with disabilities with no less than six months seniority.   


Public sector acquisitions, leases and services law

Customs law

Article 161

Allows for the importation of vehicles or any other type of equipment for people with disabilities without the payment of the General Importation Tax.