INCLUSIVE MANAGEMENT AT THE UNIVERSITY OF BRASÍLIA: A QUALITATIVE ANALYSIS OF ORGANIZATIONAL DIMENSIONS ASSOCIATED WITH THE PERCEPTION OF EFFECTIVENESS OF INCLUSION POLICIES

Resumen

This article aims to analyze the organizational dimensions associated with the perception of effectiveness of inclusion policies for employees with disabilities at the University of Brasília (UnB). The research adopts a qualitative approach through a single case study conducted at the Darcy Ribeiro Campus of the University of Brasília (UnB), with 30 Technical-Administrative Education (TAE) employees with disabilities, selected through voluntary participation. Data collection involved document analysis (including the 2023–2028 Institutional Development Plan and institutional regulations) and the application of a semi-structured online questionnaire with 26 questions, submitted to thematic content analysis (Bardin, 2016). The results indicate that the perception of effectiveness does not stem exclusively from the existence of normative devices, but from the dynamic articulation between four interdependent organizational dimensions: structural, normative-procedural, cultural-relational, and elements associated with Quality of Work Life (QWL), systematized in the interdimensional model proposed by the study. The cultural-relational dimension proved to be a central mediator, conditioning the internalization of the others. It is concluded that the organizational effectiveness of inclusion policies depends on the systemic coherence between dimensions, with institutional culture being the main mediating mechanism between formal norms and everyday experiences of inclusion. It is evident that institutional effectiveness emerges from the articulation between structures, administrative practices, and cultural dynamics.