The 2030 Agenda of the United Nations promotes the inclusion of Persons with Disabilities (PwD) in the workplace as a core element of an organization’s social responsibility (SR). Respecting this right to inclusion in the workplace is especially imperative for public sector organizations (PSOs), because of their institutional role and the intrinsic link between the public values they embody, such as solidarity, justice, equity, and social inclusion, and SR principles. However, merely implementing work accommodations, as defined by various international and national legislations, such as that of Italy, may not be enough to make PwD feel genuinely included in the workplace. To address these issues, knowledge of disability and inclusion principles must be carefully managed as an intangible resource to help employees recognize the importance of including PwD as an organizational SR value. Socialization mechanisms play a pivotal function in facilitating the transfer and internalization of knowledge within organizations. In these terms, informal controls (cultural and personnel controls) may represent a powerful tool for modelling and transferring knowledge, thereby affirming the principles of workplace inclusion for PwD. Based on self-determination theory, this study examined how the managerial use of informal controls experienced by non-executive employees in PSOs influences their prosocial behaviours towards PwD via the indirect effect of organizational identification. This prosocial outcome is particularly important in PSOs, as it represents an expression of the core role of public employees as public servants. To test the research hypotheses, data were collected by administering questionnaires to a sample of Italian municipal employees. Regression analysis verified all the hypothesized paths. This study has contributed to the emerging body of research on integrating SR principles into management control systems within PSOs. In doing so, it has also shed a light on the neglected role of informal controls as factors shaping and transferring the knowledge of inclusion values toward PwD to public employees.