“Bar riers which Inhibit the Transition from School to Employment” Employers answers Summary on 31.05.13 Focus groups/ 5 th Action Meeting, Varna, Bulgaria.

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“Bar riers which Inhibit the Transition from School to Employment”

Employers answersSummary on 31.05.13

Focus groups/ 5th Action Meeting,Varna, Bulgaria

04th– 05th June 2013

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General statistics

Summarized 42 interviewed employers from 8 countries (Austria, Bulgaria, Croatia, France, Greece, Ireland, Netherlands & Malta)

Ireland answers: 100% on intellectual disabilityBulgaria answers: 100% on physical disability

Remarks: Most often barrier relates to the type of disability. Intellectual/mental (adaptation of tasks, assistants, productivity) have different barriers than physical (architectural access/universal design..) and some needs differ.

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Insight on:

Work conditionsGood in most answers, normal salaries (norms) and good integration, though some adequate equipment and assignments need to be improved

Tasks• For intellectual: simple (not multi-tasks) auxiliary activities (cleaning, gardening…)• Physical: significant specialists job positions & desk/administrative (accountant,

jurist, graphic designers, security…) or light load activities (gardening & cleaning)• Depending on disability

ProductivityStated to be good/sufficient, though depends on disability, its severity & the personal character factor (motivation, etc.) Nevertheless, exists a lot of perception that the productivity is very low!

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Categorizing bar riers:

• 11 types of barriers on Attitude/Perception• 7 types of barriers on Structural/Administrative• 3 types of barriers on Environment/Physical• 5 types of barriers on Education/Training• 6 types of barriers on Resources/Opportunities• 4 types of barriers on Accessibility• 5 types of barriers on Economy

Attitude/ PerceptionEmployers:

AU BG CR IR MT ND GR FR

Reduced productivity, absences on work , not Reliable and punctual, not educated

Do not understand the disability, not used to peculiarities, lack on awareness on how to deal with pwd

NB!

Too much cost & time for adaptation and integration of pwd in working process, Too much responsibilities,Too complicated

Legislation too much in favor of pwd (do not allow cuts) NB!

Some companies remain reluctant to hire this public because of the supervision that it can cause

Attitude/ PerceptionPeople with disability:

AU BG CR IR MT ND GR FR

Fear of making mistakes and losing job, lack of confidence

PwD often doesn't recognize the chance given, if there's a suitable job available; don't have realistic expectations about the jobs they can do and the salary they can earn; don't know their own strengths, weaknesses and limitations when it comes to work.

Lack of motivation because of feeling to be second-hand persons

The exclusion - special school and place right from the beginning

Attitude/ PerceptionColleagues & relatives:

AU BG CR IR MT ND GR FR

Colleagues: misunderstanding on disability and the work that can be done, seen as threat, fear of loosing jobs,

Some parents don't understand their child has become an adult and employee. They expect the employer and colleagues to be as concerned as the former teachers from school.

Parents are afraid of bad treatment of their children

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Structural/AdministrativeAU BG CR IR MT ND GR FR

Losing benefits and services if employed full-time; Employment embargo

Lack of formal or informal programmes for motivating pwd to actively seek employment & acquire additional education

Not real application of UNCRPD; Lack of offices for consultation on employment an training; Missing coordination b/n existing services for employment and social integration; Not enough of mechanisms and conditions for reintegration in standard work environment; Laws that overprotect pwd - do not encourage effectively the employment of pwd

NB!

„Complicated“procedures in hiring/firing PwD & giving preferences for employers.

NB!

Lack of instruments for social security to reflect on the differences in the income, the social exclusion and isolation of pwd

Financial penalty is very low for employers not hiring pwd !Wages are regulated by Minimum Wage Legislation

The laws are neither effective, nor respected; companies prefer to pay the tax, rather than to hire

Environment/Physical

AU BG CR IR MT ND GR FR

Lack of environmental assessments based on pwd’s individual needs; Lack of facilities to train pwd in a practical environment in skills

Architecture, bad infrastructure - work conditions and work equipment; difficult access to the workplace and other areas and facilities (incl. working environment & transportation not adapted for pwd (incl. mental))

! ! ! !

Sometimes the nature of the work does not allow access to pwd; most job posts require special & health restrictive work conditions

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Education/TrainingAU BG CR IR MT ND GR FR

Lack of training & educational programmes in practical skills (in work, IT & social skills ..), no vocational preparation & no specialist job trainings (faculty)

NB!

Trained for jobs that don’t suit the needs of the labor market & business

NB!

Lack of tailor made training and professional orientation, responding to pwd needs and abilities

NB! !

Lack of training for employers on how to perceive and deal with pwd

Lack of specialized trainers

Lack of link with companies.Little or no accessibility of places; Fear for the adapted teaching

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Resources/OpportunitiesAU BG CR IR MT ND GR FR

Lack of staff, additional help from mentors, assistants (induces additional expenses)

Lack of funding or it doesn’t last; (incl. on education); No preferential target funding and credit for pwd and specialized enterprises

NB! NB!

State benefits don’t allow for dual payment. Cannot collect disability benefit and internship benefit.

Employers have to spent too much time & finance (for training, adaptation..)

No (not enough) supported employment; labor mediation for employers & pwd

NB! NB!

Not enough internships & opportunities to experience, practice and learn on the job in workplaces; Lack of opportunities for practice the skills learned. Job coaches problems…Employers are directed according to the market need of the work. The work on their personal interest is little, even not valued.

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AccessibilityAU BG CR IR MT ND GR FR

Limited access to information & support services for pwd (access to information and publicity; lack of specialized TV programmes,radios, web-pages, goods, services and other related from this rights & opportunities ; lack of access to health services & routine medical service)Lack of information on employers (about pwd that have the necessary qualification and labur ability; about what are pwd, what programmes, projects, benefits there are for employers; lack of information on what disability is suited for what profession/work).

NB!

Too complex assignments

It would be more necessary to make accessible the culture.

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EconomyAU BG CR IR MT ND GR FR

Less business, fewer work opportunities and tighter finances; Austerity measures (shortages in training, mentoring time and employment).Very competitive markets; Big pressure on high output for workers; No place for supplementary costsNot enough places on training programs (demand is bigger than supply )

Low income from products/services of specialized enterprisesA lot of supply of candidates on the labor market, more than the demand

Jobs don't always pay more than benefits, that isn't stimulating Pwd to find a job.

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Solutions?Attitude /PerceptionGeneral Changing societal attitude through wide public awareness, incl. specific needs and

abilities; The young people with disabilities should not be brand marked as disabled.

Trainers/ Service providers

Training / information /experience on how to deal with PwD in case of a problem in order to eradicate the stigma of PwD; Encourage the development of self-esteem of PwD; To develop self-confidence, provide support and guidance to them on an individual basis; Explain what an employer expects from an employee; Give information, based on reality, be clear in what's possible and what's not;

Personal network Support and encouragement; people who are capable, patient, empathic and willing to help PwD; realistically assess their options and guide them toward their strengths; allow independence; join associations and create connections with other family of PwD; Give help when needed; Be enthusiastic, keep helping, explore possibilities

People with disabilities Need to have an intensive contact to the employers and look together with the companies what kind of work can be done; be more active.

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Solutions?Structural/AdministrativeGeneral The integration should be as easy as possible for the employer. There should

always be someone to ask and help if there is a problem;

Politicians • Mothers of children with disabilities should be included as pwd; • More severe sanctions for employers that discriminate PwD; • More clear and less bureaucratic procedures for hiring PwD; • Make it possible to fire a person with disability if necessary.;

Service providers • Facilitate employers with administration and legal obligations;

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Solutions?Environment/PhysicalGeneral Working environment must be adapted to accommodate PwD;

To complete environmental assessment based on the individual prior to placement in employment

Politicians Provide financial mechanisms for adaptation of working environment;

Employers Be informed on financing & apply for funding

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Solutions?Education/TrainingGeneral More possibilities for practical training/education of PwD in enterprise; Opening

of training units for vocational guidance in schools; Professional guidance

Politicians (with help of trainers)

Certified education and training programs; Training prorammes for teachers & employers on how to motivate & work with pwdDevelop adequate educational and training programmes related to the specific type of disability, market needs & technological progress; Have more clear rules on education

Trainers/Mentors Training in skills appropriate to employment; Keep the training updated & interactive.To encourage acquiring additional skills

Personal network Support PwD for independent living & encourage education

People with disabilities Be more active in training; Stay away from typical and non-individual trainings. Look for constant improving (incl. through informal learning); qualify for the occupations in demand on the labur market.

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Solutions?Resources/OpportunitiesGeneral PwD should work in institutions, working on disability issues.

Needed mediator that know the abilities of the person with disability & orient to suitable work/employer; Support in the transition to employment; Bank institution to lend & support preferentially to pwd; Support the creation of big and specialized sheltered workshops for work experience; PwD should have work programmes if they can't find work after school.

Politicians Focus on Education & training . More incentives for employers (rewards) & More possibilities for small business to integrate pwd; Make risks acceptableLifting of embargo on employment in the local government; Further encourage and conduct a policy of PwD employment and social inclusion; Search & finance innovative projects that try to find new ways to integrate people with disabilities into the labor market;

Personal network/ Service providers

Promote the involvement of PwD in the local associations (volunteering) with an aim of socialization and to assess properly which job position would be the best match after school; Provide legal support to the employer

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Solutions?AccessibilityGeneral To create separate institution, specialized only for PwD as for example “Work office

for the development of PwD”, that should provide qualitative consultations related to legal rights and interest, opportunities for training, education, professional orientation and opportunities for work placements, entrepreneurship;

Politicians Necessary to keep records on PwD (number, disability type, number of employed and unemployed PwD) to evaluate area for improvement ; Support advocacy services.

Trainers/Mentors Communicate and create connections with employers who are able to employ people with disabilities so that these persons can provide valid information about employment opportunities after graduation from school; Give feedback to employers about individuals;

Employers If they want to hire a PwD, take in account what is needed for support and adjustments. Are the colleagues willing to give support if needed?; Give a PwD the chance to show what he can do, don't focus on the disability; Open up!; Share good experiences with other employers.

Personal network Seek help from government bodies and non-government institutions regarding their rights and obligations.; fight for their rights;

People with disabilities Active participation in society; attending courses, going to job interviews, or answering tenders and writing requests, know the benefits for employers; fight for their rights

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“Bar riers which Inhibit the Transition from School to Employment”

Thank you!

Focus groups/ 5th Action Meeting Varna, Bulgaria

04th– 05th June 2013