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Introduction to the training

Raising Awareness & Corporate Employment opportunities for P eople with D isabilities

bevis-browning
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Introduction to the training

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  1. Raising Awareness & Corporate Employment opportunities for People withDisabilities This project has been funded with support from the European Commission. This publication reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein. Introduction to the training

  2. Introduction to the training and introduction to the modules This training program consists of two main modules; • Supported Employment • Change Management For Successful Supported Employment Applications

  3. Introduction to the training and introduction to the modules The modules have supplementary documents ; • Module curriculums • Self study materials • Priority document • Employers Guide • Additional materials such as videos, forms, appendix etc. All documents are uploaded in RACE Project website www.employdisable.eu or www.engelliyeistihdam.org

  4. Introduction to the training and introduction to the modules Supported Employment Module consists of five units; Unit 1- Supported Employment and it’s Underpinning Ideology Unit 2- Supporting Individuals to Plan and Develop Careers Unit 3- Marketing Supported Employment to Employers Unit 4- Supporting Job-Finding Unit 5- Supporting Successful Working Relationships

  5. Introduction to the training and introduction to the modules Module of Change Management For Successful Supported Employment Applications consists of six units; Unit 1 - Understanding change Unit 2 - Stakeholder analysis Unit 3 - Dealing with the human side of change: resistance Unit 4 - Effective interaction in organizations Unit 5 - Managing stakeholders Unit 6 - Planning implementation: the Change Roadmap for supported employment

  6. Supported Employment

  7. Contents – Unit 1 • Disables’ positions in society and EU Regulations • Strategies to promote work for people with disabilities • The emergence of supported employment • Definition of Supported Employment • Core Values

  8. Learners who successfully complete this module will: • be familiar with the model of Supported Employment and it’s underpinning ideology • be capable of supporting individuals with learning disability to plan and develop careers • develop knowledge and skills in marketing Supported Employment and in finding jobs for individuals with learning disability • acquire skills in supporting successful working relationships between employers and their employees with learning disability

  9. Introduction to the training and introduction to the module Methods of Assessment • Project……………………..60% • 2 Assignments……………40% GRADING Pass 50 – 64% Merit 65 – 79% Distinction 80 – 100%

  10. Supported Employment Unit 1 Supported Employment and it’s Underpinning Ideology

  11. Disables’ positions in society Millions of people with disabilities around the world are excluded from society, are living in poor conditions and are unemployed. The total number of people with a disability is worldwide between 500 and 650 million, depending on legislation and registration. General figures are (1): • 370 million in Asia • 386 million of working-age worldwide • 238 million in Asia are of working-age unemployment rates are double that of the general population and high as 80 percent disability and poverty are linked: 20 percent of the world’s poor are disable. Many people with disabilities had lack of opportunities for education and (vocational) training. Specific attention is needed to increase work and living condition of disabled people all over the world. (1) Presentation Debra A Percy, senior specialist in vocational rehabilitation, ILO, Bankok, Thailand

  12. Disables’ positions in society A few concepts around disability and employment • Employment involves two parties, the employer and the employee. Here we are specifically speaking about employees or potential employees living with disabilities. For the simple reason that there is a huge diversity in the forms of disabilities, we will only present here some essential generalities in this respect. • It is important to make a distinction between innate and acquired disabilities. Whereas an innate disability exists before the person is born, an acquired disability is the result either of an accident or a disease. It is important for an employer to know whether a person was able to perform a certain task in the past, which, due to an accident or otherwise, they are no longer able to perform (or perform in the same way). • It is also essential to take into account the immense diversity of disabilities. A disability can be physical, intellectual, social, emotional… This highlights the importance of considering each person living with one or several disabilities as an individual above all. It also highlights the importance of focusing on their skills and abilities, rather than on their disability(ies). Adopting this approach as a basic principle leads to a better understanding of what the person can do in a professional context, and to the type of work he or she can perform – something which is always of central concern to potential employers.

  13. UN and EU Regulations During the past decade, the attention given on a European level to a more accessible labour market for marginalized groups and those who are excluded from our society has visibly increased. The main UN and EU Regulations are; • UN Convention on the Rights of Persons with Disabilities (legally binding), Article 27 • Council of Europe Disability Action Plan (2006-2015) • EU disability action plan; for full implementation of the Employment Equality Directive • The European Employment Strategy (EES); is a key component of the Lisbon strategy • New State Aid Regulation (EC regulation N°800/2008)

  14. Employment Rates of People with Disabilities and People without a disability in Turkey, Statistics (*) unemployment rate is 9,8% in Turkey

  15. Employment Rates of People with Disabilities and People without a disability in Italy, Statistics

  16. Strategies to improve employment statistics for people with disabilities • Quotas • Anti-discrimination law • Pre-vocational training • Subsidies/payment schemes • Tax relief to employers

  17. UN Convention on the Rights of Persons with Disabilities, Article 27 The convention is legally binding for all UN members. Article 27 of the Convention is specifically linked to supported employment. “States Parties recognize the right of persons with disabilities to work, on an equal basis with others; this includes the right to the opportunity to gain a living by work freely chosen or accepted in a labour market and work environment that is open, inclusive and accessible to persons with disabilities.”

  18. The act covers • Prohibit discrimination on the basis of disability with regard to all matters • Protect the rights of persons with disabilities • Ensure that persons with disabilities are able to exercise their labour and trade union rights on an equal basis with others • Enable persons with disabilities to have effective access to general technical and vocational guidance programmes, placement services and vocational and continuing training • Promoting employment opportunities for persons with disabilities (helping to find a • job,…); • Promoting entrepreneurship of persons with disabilities; - Promoting employment in the public sector; - Promoting employment in the regular job market by active policy; - Ensuring reasonable accomodation for persons with disabilities; - Promoting re-integration in the labour market.

  19. Legal Regulations of PWD employment in Turkey; Turkey has mainly quata system for PWD employment in the country; • It is legal mandatory to employ PWD • with the rate of 3% of its total employment in the private sector in Turkey • with the rate of 4% of its total employment in governmental sector in Turkey for those who employes 50 labors in its institution/company. (Legal Newspaper;08.07.2005/ issue#: 25869, #2005/9077 Decision of Council of Ministers and 13.02.2008/issue#:26786 Decision of Council of Ministers) In addition to that; • There is no upper age limit to employ disables in governmental institutes (Legal newspaper; 24.06.2006 /issue# 26208) • There are vocational educational programmes for disables on local basis all over the country • İŞKUR (National Employment Agency) is the central point for both PWD employment candidates and employers for recruitment applications/ job vacancy information. In addition to that some HR recruitment agencies has a recruitment process but it does not include a supporting/training system. • Employers have some income tax relief when they employed PWD.

  20. Key characteristics of supported employment • Support to choose, find and stay in employment • Paid the going rate • Jobs in the open labour market • Training on-the-job

  21. Why is SE different? • No financial subsidies to employers • No training prior to the job • Support to find the job • Support to learn the job • Support to stay in the job • The employer pays a normal wage

  22. Definition of Supported Employment Supported Employment is paid employment with ongoing supports in the open labour market.

  23. Good supported employment can usefully be summarised under five main headings • Knowledge of the Person and their Potential (Vocational Profiling) • Job Finding • Job Analysis, Matching and Placement • Job Training • Maintenance Arrangements.

  24. Sheltered Workshops • Workers have no employment contract and are not protected by employment legislation • Workers are not entitled to trade union membership • Workers are not paid the going rate for the job. Their main income is statutory benefits. The workshop pays them therapeutic earnings. They are workers – but not employees!

  25. Criteria for Supported Employment • Real jobs in the open labour market • Ordinary employment contracts • Going rate for the job • Support to choose, find and keep the job

  26. Four Core Values underpinning Supported Employment • Normalisation • Social Role Valorisation • Inclusion • Empowerment

  27. Social Devaluation The person is placed in a social role with low value and status …and seen to be of less value and worth and therefore negative Appearance or characteristics of of the individual The person is treated as being of little worth by others The negative perception is applied to the whole person ….which are observed by others

  28. Negative consequences of social devaluation: • Rejection • Negative labeling • Segregation • Grouping • Loss of autonomy • Loss of relationships • Poverty • Low self-esteem

  29. Social Devaluation 5. 3. 1. The person is placed in a social role with low value and status …and seen to be of less value and worth and therefore negative Appearance or characteristics of of the individual 6. 4. 2. The person is treated as being of little worth by others The negative perception is applied to the whole person ….which are observed by others

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