This article examines the Italian policy framework on the employment of disabled people. It discusses the strengths and limitations of Law 68 of 12 March 1999 (Regulation on the right to work of disabled people). Despite it having been enacted 16 years after being passed, Law 68/99 still faces problems in its implementation. The data analysis shows the propensity of firms to flout their obligations with regard to the recruitment of disabled people, preferring instead the risk of being sanctioned. In order for Law 68/99 to have a positive effect on the employment of disabled people, higher incentives (including subsidies for labour costs) must be introduced for employers, especially to enable the adaptation and adjustment of the workplace. With these inducements, firms would be encouraged to recruit disabled people and avoid penalties. In addition, disability management policies (still rarely implemented in the Italian workplace) and comprehensive training programmes can play a crucial role in overcoming discriminatory constraints regarding skills and physical ability, so as to increase the employability of disabled people in the labour market.

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基于残疾工人强制性就业配额的政策：意大利案例

本文研究了意大利关于残疾人就业的政策框架。它讨论了 1999 年 3 月 12 日第 68 号法（关于残疾人工作权的条例）的优势和局限性。尽管第 68/99 号法律在通过 16 年后颁布，但在实施中仍然面临问题。数据分析显示，公司倾向于无视招聘残疾人的义务，宁愿冒被制裁的风险。为了使第 68/99 号法律对残疾人的就业产生积极影响，必须为雇主引入更高的激励措施（包括劳动力成本补贴），特别是使工作场所能够适应和调整。有了这些诱因，公司将被鼓励招募残疾人并避免处罚。此外，