Silvia’s parents had no doubts when they decided to challenge the classification of their daughter’s 100% disability, believing she could benefit from a reassessment of her work eligibility. However, they admitted to having more concerns when it came to choosing where Silvia would work. They had to consider factors like the commute, which involved a journey of one hour and fifteen minutes by train, metro, bus, and a final stretch on foot, as well as the fact that the workplace was inside a potentially noisy and tiring shopping mall. To reach a final decision, a family meeting was held, as they always aimed to involve Silvia’s siblings in important decisions. Together, they opted for a workplace accessible by public transport, even if it was farther from home.
Making that decision wasn’t easy, but Silvia’s entire educational journey had been geared towards this goal, and no one wanted to see that effort wasted.
But “What’s wrong with Silvia?” Why was her initial fixed-term contract celebrated more than a university degree?
Silvia is a young woman with an attractive appearance, yet without a precise diagnosis. As a child, her delayed speech development was a major concern for her parents, Paola and Claudio Freschi. Later, they had to come to terms with a diagnosis of moderate to severe intellectual disability. However, acknowledging her disability and its limitations did not mean giving up or clipping her wings. On the contrary! Facing reality head-on allowed them to make peace with what she couldn’t do, while maximizing what she could develop.
Choosing Anffas’ assistant cook training program after middle school was a difficult decision, initially perceived as a surrender to Silvia’s intellectual limits, but in the end, it proved to be a winning strategy for her self-acceptance and for laying a solid foundation for her professional future. The program included annual internships in various work settings, requiring her to interact with different people and adapt to diverse environments. Crucially, she also needed to gain independence, including learning how to use public transport to reach each new workplace. “We had to manage our anxiety about knowing she was moving around Milan, and we became completely dependent on our phones!” recalls her mother Paola. She guided Silvia step by step through metro stations and bus routes, one internship at a time, until Silvia was finally able to move independently. Paola even accompanied her to her most important job interview, sitting in the background and intervening only when necessary. “Silvia always felt supported and saw each experience as her own way of growing up, avoiding feelings of inferiority to her university-attending siblings.” Paola herself adjusted her professional aspirations to better support Silvia, always with the goal of making her as independent as possible.
A Challenging Workplace Transition
Was everything smooth sailing? Not at all. Silvia suddenly found herself in a world that demanded adult responsibilities—clocking in, limited vacation days, and strict schedules—which didn’t align with the self-image she had built over time. These were tough months, but she overcame them thanks to her determination, psychological support, her family’s encouragement, and the McDonald’s team’s genuine commitment to inclusion.
The Role of the Employer
Of course, the employer plays a fundamental role. While laws require companies to hire a specific quota of employees with disabilities, many prefer to pay fines rather than comply. Silvia’s experience, however, demonstrates a virtuous example of inclusion. Companies like hers, benefiting from legal incentives, engage in responsible hiring practices. In Silvia’s case, her employment plan was supported by Consorzio SIR Ex Anffas, an organization active in Lombardy.
Silvia’s Work Experience
Silvia has been employed by Euroristoro, a company franchising several McDonald’s restaurants in Lombardy, for almost six years. The company, with approximately 900 employees, has provided Silvia with supportive colleagues and supervisors who have come to appreciate her strengths. The team truly functions as a cohesive unit, ensuring that Silvia’s work is tailored to her abilities while continuously encouraging her growth.
Debora, the restaurant director who worked with Silvia during her first two years, recalls that at first, “it wasn’t easy to work with a beautiful young woman whom no one would suspect of having difficulties unless they engaged in a proper conversation with her”. However, each day brought new learning experiences, and Silvia’s willingness to challenge herself inspired the team, elevating their values. She became a role model, and public recognition of her achievements made the entire team proud.
Arianna, who conducted Silvia’s initial interview nearly six years ago, takes pride in having witnessed her personal and professional growth. “Silvia’s presence in the restaurant is a source of human enrichment, a challenge, and a reminder to push past our own perceived limitations. Each step forward she takes is a source of pride not just for her family, but for all of us.”
Since October 2019, Silvia has been on a permanent contract. While there are some minor accommodations regarding breaks and rest periods, her contract is otherwise identical to that of her colleagues—no small feat in the structured, fast-paced world of a multinational fast-food company. However, everyone remains committed to ensuring that the working relationship is successful, embracing any inevitable challenges.
Silvia’s father Claudio shares a heartwarming moment: “When she signed her second contract, the manager told her, ‘Now that we know you well and recognize your abilities, we commit to keeping you forever—just like in a marriage.” Since she started working, her parents proudly state, “Silvia feels more grown-up, responsible, and useful to the restaurant’s smooth operation. She has gained self-esteem, expanded her social circle, and given meaning to her days. All our efforts have been rewarded, reminding us of the deeper value in what we experience.”
Towards Independent Living
More recently, Silvia has also started living independently in a supervised residence with other individuals with disabilities. What once seemed like a risky gamble has proven to be a well-planned and highly rewarding investment.
The Hiring Chain: Breaking Barriers
A 2019 report on Workplace Inclusion for People with Disabilities by the Italian Labor Consultants’ Foundation highlighted that, even 20 years after the passage of Law No. 68/1999 (which regulates employment for people with disabilities), exclusion from the workforce—and consequently from society—remains a harsh reality. This is especially true for individuals with intellectual disabilities, as the stigma of presumed unreliability remains deeply ingrained.
This is why Coordown urges companies and employers to challenge and dismantle this prejudice. A significant breakthrough came with their 2021 campaign, “The Hiring Chain,” featuring the unmistakable voice of British singer Sting, set to an original musical rhyme. The campaign’s first success story was the hiring of an employee with Down syndrome at Salvatore Ferragamo in April 2021—proving that inclusion is not just possible, but beneficial for all.
