equal opportunities for disabled students and graduates young people with disabilities access to...

Equal Opportunities For Disabled Equal Opportunities For Disabled Students and GraduatesStudents and Graduates

Young People with Disabilities access to Young People with Disabilities access to Higher Education and Integration into the Higher Education and Integration into the

Labour MarketLabour Market

Warsaw, Poland September 10-12, 2007

The WAM Project

An Irish Context

• People with disabilities are two and a half times less likely to be in employment than non-disabled people.

• In a booming Irish economy, the rate of people with disabilities gaining employment has at best remained static.

• The number of students with disabilities completing college or university has significantly increased;

1994 → 4612005 → 2760

Willing, Able Mentoring (WAM)

• EU EQUAL funded project led by AHEAD (Association for Higher Education, Access & Disability)

• Main aim →To identify & change policy and practice that create real barriers to the recruitment of graduates with disabilities in the Irish labour market

• WAM has 3 core components: → Mentored Work Placement Programme

(pilot survey)→ Thematic Network→ Transnational Partnership

Mentored Work Placements

• Why use structured mentored work placements?

•Benefits:

For Graduates with disabilitiesFor Employers

WAM Mentoring - The key points

Purpose:•Facilitate learning and development

•Offer guidance / support

• Provide a role model

• Improve performance and job satisfaction

• Assist with transition into the organisation

Structure:• Confidential relationship.

• Negotiated agreements.

• Importance of active listening

• Directed by mentee

• Separate from day to day activities

WAM Model of Direct Engagement: ‘WALKING THE LINE’- Action Learning Principles

Measured application of current policies and practise in context of real work

→ Disability proofed current recruitment & selection policies(Language use, Competency based selection & interview process, clearly defined job specifications/ descriptions)

→ For WAM Participants(Needs Assessment & Mentoring Model)

→ Issues arising(Created safe space to share and learn from issues arising, work with line management to handle issues including health and safety issues)

Participant Profile (R1 & R2)

Disability:Physical:15 (32%)Sensory: 15 (32%)

Mental Health Difficulties: 11 (23%)Specific Learning: 6 (13%)

Age:18-25 →20 (43%)26-34→17 (36%)35-44→5 (11%)45-54→3 (6%)54+ →2 (4%)

47 Placements in Total

-62% in Public Sector

-38% in Private Sector

• 90% of managers stated that they would definitely employ a graduate with a disability again;

‘…it opened our eyes. He came in and he had this disability and he pulled his weight, performed and contributed and not just with his work but within the cultural and office space…’ [manager]

•88% of all mentees interviewed stated that the placement was a positive experience;

‘I can picture my future better’ [mentee/participant]

Round 1 Positive Outcomes

More Round 1 Positive Outcomes!!

Managers:

• 60% encountered no difficulties• 40% never worked with a person with a disability (PWD) before

Mentors:

• 74% would happily fulfil the role again• 78% encountered no difficulties• 65% never worked with a pwd before

Potential Barriers

• Attitudes/Perceptions• Disclosure• Equity of Accommodation• Disability Benefits (Lack of Incentives)• Self-Confidence (Graduate & Employer)• Career Guidance• Awareness of Supports• Importance of Detailed Job descriptions• Language used by employers during recruitment• Diversity of disability

Questions?

Contact Details;

John-Paul Byrne

Email; johnpaul@ahead.ieTelephone; 00353 1 2789325The WAM Project @ AHEAD, Irelandwww.ahead.ie