LEED project, Vientiane capital Good Practice: placement service

1. LEED project, Vientiane capitalGood Practice: placement service Project Timeframe: Nov 08-Dec 10 Time Necessary for design and capacity building: 6 months Time Necessary for implementation: ongoing Project Partner: LDPA (DPO); role of HI: methodology, procedures, material, capacity building, management until hand over; role of partner: implementation. Resources Needed for: Design + capacity building (1 expat; 2 national; developed in-house, resources from internet; now improved thanks to informal and free collaboration with ILO); Implementation: operations run by 4 national staff full time (3 after hand over); advisory from Disability Program Coordinator (organizational, employment matters, quality), Disability Advisor (disability issues) and Functional Rehab Advisor (adaptations)

2. Background • PWD have limited access to formal employment (lack of informations, attitudinal barriers, physical barriers) • Why? 10 months ago, no resource center job seekers (PWD and not); now ILO and MLSW is developing placement services in major cities, but « will disability issues be taken into account? » • How? Methodology, materials, DB developed in-house ( information from internet); short term consultant (no specific skills) to collect info on employers; now informal and free collaboration with ILO is providing technical reference (job center operation manual, specification for DB) that will help to improve the service. • Sustainability: further training and capacity building will ensure LDPA (DPO) is able to manage job center after hand over (now only execution); future collaboration with job center at MLSW; running costs after hand over: 1500 USD/month for Vientiane. Funding is only issue to sustainability.

3. The service implemented

4. PWD at work ບັນດາກິດຈະກຳທີ່ຄົນພິການສາມາດເຮັດໄດ້.

5. Initial results • LEED team capacity building: systematic process, formalized procedures, team is already semi-autonomous • Employers links: 280 business in DB; 35 businesses are collaborating • Employees links: 95 PWD registered • Vacancies received: 20 • # of PWD matched with vacancies: 80 • # of PWD employed: 10

6. Necessary Conditions • Contextual requirements that might affect success: • PWD interested in formal employment • Mobility might be an issue: some PWD need a dormitory at the workplace • Demand for unskilled or semi-skilled labor force • Employers willing to provide pre-employment or on-the-job training • Government policy to promote accessibility or employment of PWD would help; however, we prefer a market approach rather than affirmative actions (such as quotas). • LEED service VTE: 3 full time staff (1 to supervise and liaise with employers; 1 to manage Data Base + matching; 1 to liaise with PWD); staff costs + communication costs 1500 USD/month + office space. • Technical expertise: employment centers operations, database skills, skills to analyze the functional ability requirements of a job; basic knowledge of accessibility; knowledge of UNCRPD; advocacy skills.

7. Obstacles • Problem: establish collaboration with employers: • Job analysis is key to be able to match PWD with jobs, but it requires involvement of companies’ staff at all levels. • Many companies would not dedicate time if real benefits for their businesses are not expected • Solution: establish collaboration in several steps: • Rapid assessment to identify employers with most open attitude towards the employment of PWD. • Survey these employers to identify positive role models, case studies and form partnerships that would give visibility to the project within the employers’ community. • Win the interest of other employers to collaborate with LEED project.

8. Conclusion • LEED services will continue; areas to be developed: • Media advocacy campaign • Links with lao chamber of commerce and business association • Employment forum • Post placement services • Accessibility audit and consulting unit • ILO is setting up job placement service at MLSW in Vientiane, Savanaketh and Pakse. • In Savanaketh and Pakse, project will not create a LEED service but train 1 staff at LDPA provincial branch to refer PWD to the MLSW job center, advise the job center on disability issues, advocate with employers and provide post placement support. • 3 recommendations: • Market approach: convince employers that employ PWD make economic sense; develop positive role models; • Offer a professional service • Do not take for granted that PWD would welcome your service; you need to win their trust.