riwc_para_a075 an overview over barriers and facilitators for people with disabilities in work
TRANSCRIPT
RI Congress Edinburgh October 25, 2016
A contribution by the research unit Vocational Rehabilitation and Inclusion – REHADATPatricia Traub
Facilitators and barriers in vocational training and employment of people with disabilities
Cologne Institute for Economic Research
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Private economic research institute in Germany
Advocate of a liberal economic and social order
Cologne Institute for Economic Research
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Registered association Membership consisting of some110 German
business and employers' associations and individual companies
Exemplary research units
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KompetenzfelderArbeitsmarkt und ArbeitsweltBerufliche Qualifizierung und FachkräfteBerufliche Teilhabe und RehabilitationBildung, Zuwanderung und InnovationFinanz- und ImmobilienmärkteInternationale Wirtschaftsordnung und KonjunkturÖffentliche Finanzen, Soziale Sicherung, VerteilungStrukturwandel und WettbewerbTarifpolitik und ArbeitsbeziehungenUmwelt, Energie, InfrastrukturVerhaltensökonomik und Wirtschaftsethik
ForschungsgruppenKonjunkturMikrodaten
Research unit: Vocational Rehabilitation and Inclusion
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ForschungsgruppenKonjunkturMikrodaten
Information resources for maximising the potential of workers with disabilities
Practical information and materials for use in the workplace Member of European Assistive Technology Information Network
A study by the Cologne Institute of Economic Research
In: IW-Trends 4/2015 and KOFA Study 2/2016
Authors: Metzler / Pierenkemper/ Placke / Seyda / Werner
Facilitators and barriers in vocational training and employment of people with disabilities
What motivates and what hinders companies to train people with disabilities?
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Picture: Fotolia
Methodical approach
Data basis: IW personnel panel 2015
1.385 companies with a minimum of one employee
Cross-sectoral
Representative
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Companies with trainees with the following disabilities
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Intellectual disabil-ity
Sensory disability
Mental disability
Physical disability
Learning disability
1.3 %
3.5 %
6.8 %
7.9 %
15.9 %
Central motives for training young people with disabilities
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Social commitment / Culture Wish to commit oneself socially Equal opportunities Diversity
Human resource factors Trainees with disabilities are especially motivated at work Positive experiences Filling training places Target group remains more often in the company after vocational
training
Financial reasons (comparatively weak) Reduction of compensatory levy Financial support
Companies which train young people with disabilities
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1-49 Employees 50-249 Employees 250 and more Employees
Total
11 %
22 %
38 %
12 %
22 %
34 %
51 %
23 %
Currently training-active Currently or in the last 5 years training-active
Influencing factors on the likelihood that a company will train a young person with disability
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New ideas through trainees
Works council in company
Tradition of training
Increase attractiveness as employer
Internships for people with disabilities
Company recruits disadvantaged young people
Employee with disability
5 %
6 %
9 %
9 %
16 %
17 %
43 %
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What inhibits companies to engage in training?
Additional burden due to holiday enti-tlement and more protection against
dismissal
Too many sick leaves
Too much bureaucracy
Lack of information about / lack of support
High level of supervision
Lack of equipment in the company
Not enough applicants
30 %
22 %
35 %
39 %
42 %
65 %
79 %
35 %
29 %
46 %
54 %
53 %
72 %
68 %
Companies without training tradition Companies with training tradition
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What do companies want?
2- or 3-year training for successful finishers of a subject-related practical training
Central service point for all questions about barrier-free workplace design
Possibility of training in individual stages (modular training)
Appropriate training material for trainees with disabilities (e.g. in easy to understand language)
Central point of contact for all information on training of people with disabilities
Designated, external contact person for all supporting measures for the entire training period
56 %
60 %
60 %
74 %
74 %
77 %
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What do employees with MS find helpful?
Source: REHADAT survey „MS and work“, autumn 2015, 846 participants
External personnel support (e.g. work assis-tance)
Qualification / Re-education for new work
Barrier-free work environment
Transfer to other work place in the company
Use of assistive products / technical aids
Homeoffice
Progressive reintegration
Support by office for vocational integration
Reduction of working hours
Flexible work and rest periods
Support by superiors and colleagues
4 %
7 %
12 %
14 %
18 %
19 %
23 %
27 %
38 %
45 %
65 %
Conclusion
Contact to people with disabilities must become „normality“ Inclusive schools Focus on capabilities, not on deficits
Central office for all information on the vocational training of young people with disabilities
Designated contact person for the entire duration of the vocational training
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Patricia TraubREHADAT
+49 (0)221 [email protected]
Facilitators and barriers in vocational training and employment of people with disabilities
Digital information and education by REHADAT
October 25, 2016Edinburgh