Transcript Dia 1 - VSZOSZ

Holding Sustainable Employment
in a Turbulent World
Hans Vrind
President Workability Europe
Director International Salo Holding AG
Budapest, 23 June 2011
Introduction
There may be trouble ahead,
But while there's moonlight and music
And love and romance
Let's face the music and dance.
Introduction
Before the fiddlers have fled
Before they ask us to pay the bill
And while we still have that chance
Let's face the music and dance.
Introduction
Soon, we'll be without the moon
Humming a different tune, and then,
There may be teardrops to shed
So while there's moonlight and music
And love and romance
Let's face the music and dance.
Content
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Workability Europe
General overview
Perceptions
Statistics
Roles of stakeholders
Find jobs
How can we go on
The future
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Workability Europe
• the first regional group
to be formed by
the European members
of Workability International
• now has 40 member
organizations in over 22
countries
• Over 4,000 locations
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Our
OurVision
vsion
Equal opportunities
in employment
for ALL
Europeans
with disabilities
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Our Mission
Closing
the gap in
employment
levels
between
disabled
people and
non-disabled
people
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General overview UN Convention
• 600 million people with a disability
• United Nations Declaration
– Rights based approach
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UN Convention on the Rights of
Persons with Disabilities
Article 1 Purpose
The purpose of the present Convention is to promote, protect
and ensure the full and equal enjoyment of all human rights
and fundamental freedoms by all persons with disabilities,
and to promote respect for their inherent dignity.
Persons with disabilities include those who have long-term
physical, mental, intellectual or sensory impairments which in
interaction with various barriers may hinder their full and
effective participation in society on an equal basis with
others.
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Before and After the UNCRPD
DG EMPL – „Integration of people with disabilities“
DG JUSTICE – „Rights of people with disabilities“
Normative and economic considerations
Normative (rights based approach) and economic
considerations
Disability Action Plan 2003 - 2010
Disability Strategy 2020
Directives applying to MS
(Employment Framework Directive 2000/78/EC,
Proposal COM (2008)426)
UNCRPD applying to EU Institutions (+ reporting and
monitoring obligations)
Legal base: Art. 13 – non-discrimination
Legal base: Art. 10 and 19 TFEU, Art. 1, 21, 26
Charta of fundamental rights
Financial instruments: PROGRESS (Employment
and social Solidarity), ESF, horizontal programmes
Financial instruments: PROGRESS (Employment
and social Solidarity), ESF, horizontal programmes
Two (three) track approach (specific + mainstreaming
+ prevention)
Two (three) track approach (specific + mainstreaming
+ prevention)
No new competences at EU level
Political Window of Opportunity
Change of attitudes - process
Disability Strategy 2010-2020
A renewed commitment to a barrierefree Europe
Adopted on 15 November 2010. Three main
documents:
• Communication on a European Disability Strategy
2010-2020
• Initial plan to implement the Strategy: List of
Actions 2010-2015
• Background Document with facts and figures
Mandate
• Article 1 of the Charter of Fundamental Rights of the EU (the Charter):
‘Human dignity is inviolable. It must be respected and protected.’
Article 26: ‘the EU recognises and respects the right of persons with
disabilities to benefit from measures designed to ensure their
independence, social and occupational integration and participation in the
life of the community.’
Article 21 prohibits any discrimination on the basis of disability.
• The Treaty on the Functioning of the EU (TFEU) requires the Union to
combat discrimination based on disability when defining and
implementing its policies and activities (Article 10) and gives it the power
to adopt legislation to address such discrimination (Article 19).
• The United Nations Convention on the Rights of Persons with Disabilities
(the UN Convention), the first legally-binding international human rights
instrument to which the EU and its Member States are parties, will soon
apply throughout the EU. The UN Convention requires States Parties to
protect and safeguard all human rights and fundamental freedoms of
persons with disabilities.
Disability Strategy - Aim
1.
2.
3.
This Strategy focuses on eliminating barriers
The overall aim of this Strategy is to empower people with disabilities
so that they can enjoy their full rights, and benefit fully from
participating in society and in the European economy, notably through
the Single market.
Ensuring effective and consistent implementation of the UN Convention
across the EU
This Strategy identifies actions at EU level to supplement national ones, and it
determines the mechanisms needed to implement the UN Convention
at EU level, including inside the EU institutions. It also identifies the
support needed for funding, research, awareness-raising, statistics and
data collection.
Brussels
• In Brussels, Workability Europe successfully continues to build its
reputation as the expert organisation on the employment of people
with disabilities. WE therefore is invited regularly to provide input at
conferences, seminars and consultation processes.
• Workability Europe supports its members to develop their activities
and service provisions, and on an international level in order to
serve people who require these services most.
• WE has several working groups inviting Members to share
projects and development work, for ex. the Service
development group
• Members have embarked on programmes with other
countries
What is the perception of disability
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•
•
Regional
Race
Religion
Gender
Employment age
Social Infrastructure for work
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European Statistics/Relation Social
Security Systems
 45 million citizens with long-standing health problem or a
disability
 one in six persons
 1 of 4 a family member
 32,2 % Finland the highest
 27,2 % United Kingdom # 2
 25,4 % The Netherlands
 6,6 % Italy
 5,8 % Romania
• 10 million disabled people in Russia, 700.000 of them up to 18
• 350.000 disabled people in Armenia (10%)
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1,5 million in special employment
in Europe
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•
•
•
•
Day care
Workshops
Working outside
Affirmative enterprises
Collective or individual placements by regular
employers
• Temp work or permanent
• Supported employment and Supported placements
• Permanent jobs on employers wage list
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Integration in mainstream
employment
Disability
300.000
Temp stay
in
workshops
Permanent
stay in
workshops
Unemployment
800.000
100.000
Direct
integration
projects
Mainstream employment
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Roles of government, employers
organizations and trade unions
•
•
•
•
•
Wage subsidies Quota systems
Finance accessibility of work places
Finance of adaptation of workplace
Attitude of colleagues and staff
Fear of influence of disability on
productivity
• Life long learning and personal
development plans
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Find jobs
• How, where, when
• Where are the hidden jobs?
• Diversity programs of larger companies and
government as employer
• Small and medium sized companies
• No, we have no jobs now, but in future?
• Find positive attitudes of human resource
departments/staff members/family members
• Build contact database
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How can we go further
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•
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What kind of jobs
Train disabled people for realistic vacancies
Added value of a disabled person to the work force
Who pays the training and job placements
Is permanent support needed and who is
responsible
• Follow the clients and build statistics
• Is supported employment a realistic goal for
everybody?
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Amfors Group,
performance since 1993
Resultaten Amfors Groep
Operationeel resultaat
Exploitatie resultaat
Subsidie resultaat
4.000
3.000
2.000
1.000
-
1.000-
2.000-
3.0001993
1994
1995
1996
1997
1998
1999
2000
Jaar
2001
2002
2003
2004
2005
2006
Strategic position Amfors companies
5,0
Investing in
growth
attractiveness market
4,0
Growth and
optimize profits
Restofors
Jobfors
Carefors
Detafors
3,0
Reafors
Cleanfors
Montafors
Grafifors
2,0
Eemfors
Metafors
Packfors
1,0
Harvesting
and
amortisation
0,0
0,0
Harvesting and
diversification
1,0
2,0
3,0
Competitive position
4,0
5,0
Strategic position development division
5,0
Investing in
growth
attractiveness market
4,0
Growth and
optimize profits
Restofors
Jobfors
Carefors
Detafors
3,0
Reafors
Cleanfors
Montafors
Grafifors
2,0
Eemfors
Metafors
Packfors
1,0
Harvesting
and
amortisation
0,0
0,0
Harvesting and
diversification
1,0
2,0
3,0
Competitive position
4,0
5,0
New Busines Developments :
• Digital manpower agency
project( Jobfors)
• Mail delivery project (
Mailfors)
• Restaurant and Catering
project ( Restofors)
The 10 Salo rules 1
Job-placement as a systematically approach
and a selling-process
1. One company – one responsible employee
2. Nopa – Nopro
– No placement without assessment (Nopa)
– No placement without profiling (Nopro)
3. “The Hour of the truth”
4. No “good-guy/bad-guy-game”
Don’t play “good-guy/bad-guy” within your organization
5. Be informed before contacting
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The 10 Salo rules 2
6. Individual cases
Treat each placement as an individual case
7. Slip into others skins
Think about the interests of the company
And imaging a matching
8. IPD
Keep the range:
first Interests of the companies,
than Potentials of the candidate,
than Disabilities and restrictions
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The 10 Salo rules 3
9. Think! Than talk
Sell it like a selling-professional
10.Don’t lie!
But don’t tell the truth without chance for the candidate!
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The future
Close
Social
Network
Family
WORK ABILITY
WORK
Content and Demands,
Environment
Community and
Organisation
Management and
Leadership
VALUES
Attitudes Motivation
PROFESSIONAL
COMPETENCE
HEALTH
Functional Capacity
The ‘house of work ability’ (Ilmarinen and Tuomi, 2004)
S O C I E T Y
Use of WAI Work Ability Index
This offers employees and
employers the opportunity to
someone's long-term employability
accurate mapping. On that basis,
they can take timely action to avoid
disruptions and reduce or prevent
disability.
WAI deserves a permanent place
in the health, working conditions
and staffing organizations. Rooted
in the rest of the policy is important
because the WAI only a supportive
tool, not an end in itself.
There may be trouble ahead
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Enormous State deficits
Some countries (almost) bankrupt
Inevitable Huge savings on Social Agenda
Even with a possitive approach to PwD
Focus to other groups
Unemployed
Youngsters
(“Cultural”) Minorities
Elderly disadvantaged
 More service for less money
 Ideological correct wage structure??
Creating Sustainable Employment in a
Turbulent World
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Efficiency and effectiviness
Public procurement
Our own procurement
Advocating their rights
Working with partners
Client organisations
Social Platform
Other service providers
Employers and trade unions
The voice of recognized professionals
 Lobbying local, national, regional and ….
 Strengthen the voice and be heard
Thank you!!
drs. Hans V. Vrind RA
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