Transcript Werkgevers Inclusief

1
Summary
Approach 1
Approach 2
Route via PAct + voluntary social
agreement
Route via PAct + unilaterally
imposed Quota
Social Agreement
100,000 jobs in 2025,
6,000 in 2015
Quota: +/- 5% of the workforce
has to consist of people whose
If not achieved ability to work is limited (penalty
if not the case)
To achieve
this
To prevent
this
Werkgevers gaan inclusief (employers to focus
on becoming inclusive)
Plan to create 7,500 jobs
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Participation Act
The Participation Act on 1 January 2015 means:
• one scheme for people at the bottom of the labour market
• Pooling of WWB (Work and Social Assistance Act), WsW (Sheltered
Employment Act) and future "Wajongers" (Young Disabled Persons
Act)
• larger group of people whose ability to work is limited who should
work according to their ability
• for regularemployers, so more important role for employers
• support with various instruments
• Quota
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Pooling of WWB, Wsw,
Wajong
This concerns a part of the Wajong Act.
Target audience PAct?
Wajong indication until
1-1-2015
Wajong indication as of
1-1-2015
Totally and permanently
unfit for labour
No; maintenance of Wajong
indication
Capable of working
No; maintenance of Wajong
indication
Totally and permanently
unfit for labour
No; will be given Wajong
indication
Capable of working
Yes
Target audience PAct
Value of wages > 100%
Value of wages 20% - 80%
Value of wages < 20%
WWB
Wajong
Wsw
Value of wages 80% - 200%
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Quota Act
• about 5% of the workforce
has to consist of people whose
ability to work is limited
• organisation > 25 employees
• fine of about €5,000 for every
missing job.
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Quota Act, why not?
•
stigmatising effect
•
high fines if not
achieved
•
is a negative financial stimulus
•
does not leave much margin for policy
freedom
•
not voluntary
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Social agreement - agreements
• 100,000 jobs with private
•
•
•
•
employers
25,000 jobs with public
employers
125,000 jobs by end 2025
end of 2015: first survey of
number of jobs
baseline measurement
1/01/2013
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Social agreement - agreements
31/12/2015 first
measurement!
Private
Public
- National
- Municipalities
- Provinces
- Education
Numbers job agreement
(in '000s)
2015
2016
2017
1. Additional jobs with private employers
6.0
8.0
9.0
2. Cumulated additional jobs with private
employers
6.0
14.0
23.0
3. Additional jobs with public employers
3.0
3.5
3.5
4. Cumulated additional jobs with public employers
3.0
6.5
10.0
2026
100.0
25.0
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Social agreement - agreements
Number of people with a
functional disability
working as of 1/01/2013
Formulated ambition at
werkgeversgaaninclusief.nl
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Social agreement - agreements
• (6,000 + 8,000)
Number of people with a
functional disability
working as of 1/01/2013
Formulated ambition at
werkgeversgaaninclusief.nl
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Social agreement - agreements
• (14,000 + 9,000)
Number of people with a
functional disability
working as of 1/01/2013
Formulated ambition at
werkgeversgaaninclusief.nl
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Social agreement - agreements
Number of people with a
functional disability
working as of 1/01/2013
Formulated ambition at
werkgeversgaaninclusief.nl
13
Employers to focus on becoming inclusive
We will work to achieve an inclusive labour market and assist
employers with three pilots
1
Draw up business
case with four
perspectives
2
Create 7,500 jobs
3
Develop a
framework for
employers with few
regulations
The werkgevers gaan
inclusief programme helps
employers create 7,500 jobs
until the end of 2015, among
others by offering free advice
to companies with at least
250 employees.
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Pilot 2: 7,500 jobs
How?
1.
online environment
2.
support branch federations
3.
free advice Werkgevers gaan
inclusief
www.werkgeversgaaninclusief.nl
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How many people by end 2015?
Social agreement (April 2013)
7,500 jobs
That is why AWVN on 8 October 2013 during its annual congress, on behalf of "De Normaalste Zaak"
offered Minister Asscher to create 7,500 jobs no later than by the end of 2015.
Autumn agreement (October 2013)
10,000 jobs
6th Letter of Amendment
Participation Act (February 2014)
6,000 jobs
AWVN continues to focus on 7,500 jobs by end 2015
Numbers job agreement
(in '000s)
2015
2016
2017
1. Additional jobs with private employers
6.0
8.0
9.0
2. Cumulated additional jobs with private employers
6.0
14.0
23.0
2026
100.0
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What if I do nothing?
17
What if I take action?
•
•
•
•
•
•
•
•
you express your social commitment
your employees perceive this as positive
you anticipate on the tightening of the labour market
you find motivated employees for simple repetitive work
you increase your power of innovation and market share
you contribute to achieving the agreements in the Social Agreement
you contribute to preventing the Quota Act from being enacted
you comply with the agreements in your CLA
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Who is included?
Guaranteed jobs and quota
Target audience:
People who are unable to independently earn the legal minimum wage in
the long term
Where can you find them?
• On the Wsw waiting list and within sw-begeleid werken
• At the Social Service (WWB with <100% value of wages)
• At UWV (anyone in Wajong)
Evaluation of value of wages by UWV with uniform national criteria
Priority
"Wajongers" and people on the Wsw waiting list in 2014-2016
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Who is included?
Target audience
guaranteed jobs and
labour quota
Participation Act
Value of wages > 100%
Value of wages 80% - 200%
Not a target audience,
except Wajong
Target audience, but not a
priority
Value of wages 20% - 80%
("Wajongers" and people whose
ability to work is limited
on the Wsw waiting list)
Value of wages < 20%
Priority 2014-2016
Sheltered work
Permanently incapable of
working
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Who is included?
AWVN argues in favour of a fully inclusive labour market
"The target audience" still is a point of discussion
That is why we argue in favour of the broadest possible target
audience, including:
• People who are not entitled to claim benefits whose ability to
work is limited
• people whose ability to work is limited in WIA, WW and WAO
• people whose ability to work is limited with >100% value of
wages
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What do I need to keep in mind?
Level of training
Often higher special education or practical education (limited to very
limited level of training)
A medium-to-large group only completed primary education
A medium-to-large group has
completed secondary vocational education
A small group has undertaken
higher vocational education or
university studies
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What do I need to keep in mind?
Physical disabilities
• Limitations regarding walking,
standing, lifting, bending over,
possibly use of a wheelchair
• Difficulty with speed of movement
• Sensory disabilities (deaf, blind)
• Sensitivity to stimuli (noise)
• Tiring fast
Mental disabilities
• Psychiatric problems such as being
confused, hearing voices, anxiety
attacks, compulsory behaviour
• Behavioural problems such as
seeking conflict, running away, not
sticking to the rules, not being able to
listen
• Having difficulty with different points
of contact, time pressure and stress
• Wanting to do things in their own
way
Intellectual disabilities
• Having difficulty to assess a
situation
• Not always being able to
understand people in the literal
sense of the word
• Having difficulty to self-manage
• Not being able to read, write or
calculate
• Having difficulty speaking
(sometimes also a physical disability)
People whose ability to work is limited often have a combination of these disabilities
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Finding them a job? What counts?
People whose ability to work is limited in a regular job in the own
organisation
V
People whose ability to work is limited in an adapted regular job in
the own organisation
V
People whose ability to work is limited in a new job with an adapted
description, with tasks of an already existing job in the own
organisation
V
People whose ability to work is limited in a newly created job in the
own organisation
V
Outsource part of the work to an SW company
X
Hire people whose ability to work is limited through a temp agency
V
Outsource part of the work to a company that works with people
whose ability to work is limited
X
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Factors for success
• commitment of executives/MT
• sponsor on the executive level
• preparedness to invest in coaching
• win-win situation for both parties
• match between the type of organisation and the type of employee
whose ability to work is limited
• 100% acceptance by the employees of the company
• adaptation of the labour process to the employee
• management inspired by life experience and sensitivity
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Which jobs do I have available?
Are there job openings in your organisation that are suited to people
whose ability to work is limited?
Are there job openings in your organisation that are suited to people
whose ability to work is limited?
• Existing jobs, not adapted
• Existing jobs, adapted to people with a disability (job creation on the individual level)
• Newly created jobs, an amalgamation of tasks from existing jobs (job creation)
• Newly created jobs with new tasks (structural job creation)
Your AWVN adviser will
conduct an inventory and
quickscan for free
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How to create jobs?
Job creation: separate complex tasks from simpler tasks for a given job
1.
Job creation on the individual level
also called job carving or job differentiation
Starting point: employee whose ability to work is limited
2.
Structural job creation
Starting point: business processes
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Where do I find
candidates?
Regular employment agent
Employment services (regional)
UWV (national/regional)
Locus (national)
SW companies (regional)
Municipalities (regional)
Temp agencies
(national/regional/specialised)
Re-integration agencies
(national/regional/specialised)
Résumé/employment databases
(e.g. Werk.nl of “wij zijn de
oplossing”)
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How will I compensate these workers?
Employers create a wage
bracket based on the legal
minimum wage
The government will
support you with wage
subsidies, wage
dispensation or premium
discount.
The UVW independently
establishes the value of
the candidate's wages.
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Which support can I
receive?
•
•
•
•
•
•
•
•
•
wage subsidies (2-6 months) and
wage dispensation (Wajong)
fixed contact
job coaching
support in case of (group) secondment
expertise and services relating to
job creation and job carving
test placements of max. 3 months
(cost of) workplace adaptation
no-risk policy for absence due to sickness
continuation of the facilities when
the placed employee moves
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Online environment
werkgeversgaaninclusief.nl
• Anyone can participate, the more the better even
• knowledge development
• knowledge sharing
• counting of 7,500 jobs
• feedback about progress in The Hague
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Advice process - four steps
1. Initial meeting and inventory
2. Quickscan organisation and job
opportunities
3. Business case
4. Formulation of ambitions and
decision-making
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Advice - free
but not without obligations
Effort on behalf of employers:
•
invest time and energy in the internal process
•
commitment
 to seriously examine the options
 to formulate a serious ambition at the end of the process
 to share knowledge and experience with other employers
 to report placements from 2013 until 2015
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1. Initial meeting and inventory
Step 1 Advice
Result
 Good foundation to
discuss the next
steps internally and
make a decision
about this
 An overview of the
information to be
provided by you for
the quickscan
Topics
• which experience does your organisation
already have with working with people whose
ability to work is limited
• which value can the (further) use of people
whose ability to work is lilmited have for your
organisation?
• Which support and which agreements already
exist in and around the organisation?
• how is your purchasing currently structured?
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Step 2 Advice
Result
 Quickscan; a report
with an indication of
the possibilities for
employing people
whose ability to work
is limited
 A foundation to make
a decision about the
possible use of
people whose ability
to work is limited and
to further develop
this option in practice
in a business case.
2. Quickscan organisation and job
opportunities
The adviser uses the quicksan to compile an
inventory of your organisation's possibilities
• for employing these people in regular jobs
• jon creation (tasks that can possibly be
clustered in new jobs)
• the purchasing of labour-intensive services
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Step 3 Advice
Result
 A business case with
an indication of the
value, costs and
consequences
 The outline of an
approach
 A good foundation to
formulate an
ambition about
working with people
whose ability to work
is limited in the years
to come.
3. Business case
In your business case we further develop the
possible use of people whose ability to work is
limited into a proposal, mapping the various
consequences from a financial, organisation,
coaching and value perspective.
We also draw up the outline of an approach
based on the information provided by you
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Step 4 Advice

Ambition about the
possibilities and
numbers of people
whose ability to work
is limited is
formulated in your
organisation
4. Formulation of ambitions and decisionmaking
Based on your business case your organisation
will formulate its ambition as regards the number
of people whose ability to work is limited it
wishes to employ and takes the required
decisions about this.
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What more can you expect from us?
• encourage activation throughout the field (trade unions, employers,
public and private providers)
• identify obstacles for employers
• defend your interests in The Hague
• target audience discussion
• cut red tape
• solve problems