This workshop was designed by Monika Hołymczuk and Piotr Konopka, leveraging their 18 years of experience in building effective remote teams with PWDs.
Legal Foundations and Disability Assessment System
The training begins with a comprehensive review of legal regulations, including:
Workshop content
The workshop thoroughly discusses 15 key disability categories, including:
This module focuses on:
Case study session (30 minutes)
Participants work on real examples, such as:
Interactive exercises including:
The InnoThink model is based on building remote teams of qualified specialists with disabilities tailored to the Client’s business needs. It allows companies to eliminate PFRON penalty payments entirely, gain valuable employees, enhance organizational culture, and fulfill ESG and CSR objectives.
Employing persons with disabilities directly reduces the base used to calculate mandatory PFRON contributions. Each employee with a disability increases the company’s compliance ratio, lowering the amount owed. Monthly savings range from PLN 4,500 to PLN 18,000 per individual.
Rather than treating PFRON penalty as sunk costs, investing those resources in new employees yields better returns. Employing people with disabilities reduces expenses, eliminates PFRON penalty, brings in skilled professionals, strengthens a company’s image, and fosters a diverse, innovative team.
Yes. The InnoThink model is designed to help companies meet the legally required 6% employment rate of persons with disabilities, which grants full exemption from PFRON penalty. In practice, this means zero PFRON penalty — legally and effectively — as confirmed by our clients’ experiences.
Yes. Our qualified specialists with disabilities have worked remotely for years with the same efficiency as in-office staff. With proper tools and communication, they achieve results comparable to on-site work. Removing access barriers often boosts productivity further.
Flexible hours, clear communication procedures, and tailored tools are key. InnoThink supports employers in organizing home workstations to ensure persons with disabilities can work comfortably and productively.
Education and transparent communication are essential. We recommend training teams in inclusive practices before onboarding. InnoThink provides such training. Also, preparing the work environment and discussing necessary accommodations ensures smooth integration.
Companies observe increased engagement and reduced turnover. Diverse perspectives drive innovation. Hiring people with disabilities enhances company values of inclusion and empathy. It boosts employee pride in working for a socially responsible organization, enriching team cohesion.
They bring a full range of competencies — from analytics and IT, through finance and customer service, to creative skills in marketing and design. They often demonstrate outstanding resilience, adaptability, and problem-solving, developed by overcoming personal challenges.
InnoThink provides skilled professionals for areas such as customer service (contact centers), administration, accounting, digital marketing, IT (testing, analytics), and creative roles (graphic design, copywriting). All roles are effectively executed remotely.
Employers must follow specific regulations, such as shortened work hours for employees with moderate or severe disabilities. They must also register employment with PFRON and maintain proper documentation. InnoThink ensures full compliance support.
Yes. The model fully complies with Polish labor law and PFRON guidelines. Developed with leading legal advisors (SK&S law firm), our process ensures legal security and full transparency, delivering measurable financial and operational benefits.
We start with a needs and capability analysis, identifying tasks suitable for remote work. InnoThink assists in legal and operational setup, and often recommends a pilot to test the model before wider implementation.
It includes needs analysis, recruitment, equipment setup, and integration training. InnoThink coordinates the entire process — from PFRON audits to onboarding. First teams typically launch within a few weeks, depending on scope.
Yes. InnoThink provides operational and HR support: documentation, PFRON monitoring, training, coaching, and team development. A dedicated advisor oversees your remote team’s performance and strategic growth.
Present concrete benefits. Highlight cost reductions (PFRON savings), access to skilled staff, and positive ESG/CSR impact. Case studies from successful implementations and expert support from InnoThink can help secure executive buy-in.
Common myths include lower productivity or higher absenteeism. In reality, our employees perform at peer levels with similar attendance. We address concerns with data, training, and real examples that shift perception from “risk” to “value.”
It directly supports the “Social” pillar of ESG and CSR goals. Creating jobs for persons with disabilities showcases inclusion and strengthens the company’s social responsibility — building long-term value for all stakeholders.
Inclusive workplaces strengthen brand reputation and improve ESG scores. In ESG reports, companies can highlight concrete results (e.g., % of employees with disabilities), which enhance credibility with investors and clients, and boost employer branding.
Yes. The InnoThink model is fully scalable. We maintain a vast candidate network and standardized onboarding processes, enabling us to build remote teams of dozens of qualified professionals. It’s proven effective even in large corporate environments.
Hiring individuals with disabilities lowers the employer’s PFRON assessment. The more such employees (relative to total staff), the smaller the fee. Reaching 6% employment rate of persons with disabilities grants full exemption from PFRON penalty.
It allows access to skilled professionals beyond the local area, avoids physical workplace adaptations, reduces costs, and increases satisfaction and productivity. Remote teams are often more flexible and loyal, creating operational and reputational value.
Our experience shows high loyalty among employees with disabilities. They appreciate inclusive environments and often show lower turnover. Companies using the InnoThink model report improved retention and team stability.
Future-ready jobs include remote, knowledge-based roles: IT (development, QA, data analysis), digital marketing (SEO, content, social media), and creative work (UX/UI design, copywriting). These roles are accessible and in high demand.
Use facts and real results. Employees with disabilities often meet or exceed performance standards. InnoThink educates employers and presents successful case studies, proving that ability, not disability, defines effectiveness.
No. Inclusive management is simply good management. What’s needed is awareness, flexibility, and open communication — not different principles. Clear goals, feedback, and equal development access apply universally to all teams.
PFRON penalty are not routine payments — they’re financial penalties for failing to meet legal obligations to employ persons with disabilities. They should be viewed as avoidable sanctions, not budgeted costs. With proper compliance, they can be eliminated.
