This chapter explores the concept of diversity management and the inclusion of people with disabilities within organizational contexts from a biopsychosocial perspective. It integrates theoretical foundations, legal frameworks, and empirical evidence to provide a comprehensive analysis of the subject. Utilizing a fictional case study of a Brazilian technology company, the chapter explores how physical, organizational, communicational, and attitudinal barriers influence human resource management practices and constrain the full participation of workers with disabilities. Key concepts such as diversity, inclusion, accessibility, equity, and ableism are explored, emphasizing the role of organizations in producing or mitigating disadvantages experienced by this group. The chapter presents evidence-based organizational diagnostic strategies that combine validated psychometric tools and qualitative approaches to identify strengths and weaknesses related to organizational culture, climate, and readiness for change. Considering these findings, potential organizational interventions are discussed, focusing on the promotion of accessibility across multiple dimensions, revising recruitment, selection, and development practices, and fostering continuous awareness among managers and teams. The chapter underscores that the integration of people with disabilities extends beyond mere legal quota compliance, necessitating comprehensive structural, cultural, and symbolic transformations to foster fair, accessible, and inclusive work environments.