Your SlideShare is downloading. ×
Case studies
Upcoming SlideShare
Loading in...5

Thanks for flagging this SlideShare!

Oops! An error has occurred.

Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Case studies


Published on

Published in: Career, Education, Technology
  • Be the first to comment

  • Be the first to like this

No Downloads
Total Views
On Slideshare
From Embeds
Number of Embeds
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

No notes for slide


  • 1. MENTORING NETWORK FOR EQUAL EMPLOYMENT OPPORTUNITIES 2009-TR1-LEO05-08675 SUMMARY REPORT ON CASE STUDIESContents PageINTRODUCTION 2SCOPE 2THE CASE STUDIES PER COUNTRY 2Case Studies from Bulgaria 2Case Studies from Denmark 5Case Studies from Spain 7Case Studies from Turkey 8NEEDS IDENTIFIED 23Employers‟ needs 23Needs of people with disabilities 23 Authors: www.marie-curie-bg.orgThis summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 2. 1. INTRODUCTION This report is developed as part of Work Package 2 of M-NET EOP project. The main goal of this document is to present the opinion and the suggestions given directly by the representatives of the project target groups. Thus, the project team gathered the information necessary for the Need Analysis straight from the horse‟s mouth. Namely this is one of the main advantages of the Case Study method. It allows the readers to gain first hand information without editor‟s or analyst‟s interference. The respondents included in this research voluntarily shared their time and point of view within face to face meetings initiated by the project partners in each country. The meetings were held between 30th January and 20th March, 2010. 2. SCOPE The report is based on 17 Case Studies from the 4 partner countries. Turkey is presented by 11 cases provided by the three Turkish organizations involved in M- NET EOP partnership. Bulgarian, Spanish, and Danish partners prepared 2 Case Studies each. The interviewed respondents belong to the project target groups. These are people with mobility difficulties, a person with visual impairment, employers of people with disabilities, consultants/HR managers, and a manager of enterprise open to hire people with disabilities. Have a look on the next pages of the report to find out everything shared by them. 3. THE CASE STUDIES PER COUNTRY 3.1 Case Studies from Bulgaria Vesela’s StoryVesela is 23 years old and lives in the town of Plovdiv, Bulgaria. It took us severalphone calls and a preliminary meeting to convince Vesi to meet our team and tell usher story. However, although with some degree of uncertainty, she agreed to meetwith us and answer our questions. Now, she is standing in front of me, smiling shylyand speaking with short sentences about herself. She has a visual impairment andpartial hearing loss. However, she succeeds in completing her secondary education inthe special school for students with visual impairments in Varna, Bulgaria. Vesi isambitious and wishes to be a university student. With the help of her family shemanaged to overcome her fears, pulled herself together and successfully took theadmission exams. So, in the summer of 2005 her dreams came true and she wasaccepted in the Medical College “Mara Maleeva” in Plovdiv, to study Rehabilitationspecialty.At the beginning her colleagues accepted her with a degree of embarrassment butsubsequently she could find friends who she keeps in touch with even today. Duringthe first year of her studies Vesi faced a number of challenges: mistrust andunpreparedness on behalf of her lecturers, prejudices and distant manner on behalfof her colleagues, inaccessible lecture-halls, and not having a permission of herThis summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 3. lecturers to record their lectures. In the course of her studies a part of Vesi‟sproblems is solved. After a series of conversations and explanations her lecturersagreed to be recorded, and Vesi‟s colleagues found out that her disability did notprevent them from being friends and going out together. Another adaptation madeby her lecturers was examining Vesi orally and they also tried not to turn the airconditioning on very often as its noise obstructed her hearing because she used ahearing aid. Thus, in her words, her studies proceeded relatively normally andwithout major obstacles. In 2009 Vesi successfully graduated and began looking forjob.Vesi has an attractive, and in her words, profitable profession but she faces reservedemployers with high requirements. The Regional Labour Office under the NationalEmployment Agency offered her additional trainings but the time schedule wasinconvenient for her and travelling to the training place appeared impossible. ThusVesi missed some job interviews as there was no one who could accompany her tothat place and the employers did not want to appoint another meeting. When, afterall, she managed to go to two interviews, she realized that she was not preparedenough for a meeting with an employer. She gave general answers, and theemployers need specifics. Spoke long and loud. She wore casual clothes until shefound out that a meeting with an employer requires business clothing. However, shecame to these conclusions after months of research and talks with friends, but shehad already missed a few opportunities.In addition to that Vesi shared with us that she has rich theoretical knowledge of thetypes of massage but the practical classes in the college were too insufficient. Shesaid: “If I had the opportunities to practice for several months, I would master themassage nicety, and the employers would be ensured that I could be useful and willnot be scary but a good idea to hire me.” At this moment we, from Marie CurieAssociation, told Vesi about M-NET EOP project and the mentoring programmes andtheir opportunities. Vesi listened to us with interest, asked some specifyingquestions, and finally said: “It sounds very well. I think such participation in amentoring programme could help me because on the one hand I will overcome thefear of meeting colleagues without disabilities; I can gain more confidence and revealmy abilities to others. On the other hand, in the worst option, I can lose severalmonths of my time, but will know more about massages. In the best option I canconvince my colleagues and the clients that I can be a good masseur who deservesto be hired. I do want to work not only for a living but also to have more contactsoutside of my family and to feel myself complete and useful. During the last year Irealized that I need additional training to be more confident and to show the best ofmyself during a job interview. I hope there will be more training programmes andone of them to help me.”At the end of our meeting Vesi became calmer and more enthusiastic aboutcontinuing looking for a job. She asked us to contact her if we have a suitable pre-employment programme. She wanted to include her in training for work withcomputer and assistive software programmes. Vesi also wanted to keep her informedabout the M-NET EOP project development and to acquaint her with the other CaseThis summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 4. Studies presented by our partners. At the end Vesi‟s handshake was stronger andshe left us with a broader smile and a greater willingness for next meetings with us. Shell Bulgaria Experience in terms of Diversity ManagementShell Bulgaria is a part of the Royal Dutch Shell PLC group. The company starts theirtrading oil products activities in Bulgaria at the beginning of the last century. Thecompany‟s activity was ceased after 1940s but then Shell comes back again as acommercial establishment in the early 1970s. The "new" history of Shell in Bulgariadates from 1991 when Shell Bulgaria GSC was registered and the Royal Dutch ShellPLC group resumes its presence in the country. Shell Bulgaria has implemented awide range of Shell Group policies, practices, action plans and training material tohelp our team members in overcoming bias and minimizing prejudice based onphysical ability, culture, nationality, gender, ethnic background, sexual orientation,political views, etc. We are working in the field of „Diversity & Inclusion‟, raising ourawareness and overall experience with diversity.At Shell „Diversity & Inclusion‟ is about understanding, respecting and valuing theuniqueness of individuals: who they are, what they represent and how theycontribute.A diverse and inclusive environment that elicits the best from people is fundamentalto our business success and that is why within Shell Bulgaria we want to create suchclimate. Where diverse views are heard and valued, people can develop their skills tothe fullest, committing to the common goals.What Shell is doing on D&I: - Develop D&I plans – implemented on annual basis, they touch almost any aspect of differences through various initiatives such as trainings and awareness sessions on Disability, Gender, Cultural differences etc. - Positive action to develop and hire people with disabilities - Supporting various networks promoting D&I - Work & Life Balance - Family friendly & flexible working policies and practices - D&I integrated in Shell General Business Principles - Harassment & Discrimination prevention policies, practices and trainings - D&I is integrated into our processes like performance management, potential ranking, recruitment, talent reviews, enterprise first thinking.At Shell we aim to attract and retain the best diverse talent, with an inclusiveenvironment where people can be who they are, contributing their best. We treatpeople equally regardless of their physical abilities, and we globally welcome diversetalent in our professional teams.Recruitment of people with disabilities however requires some preparatory work,such as improvement of the working place physical conditions and ensuring thesocial readiness of our team members.This summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 5. We have already built on our social skills through Disability Awareness Training – asession with Marie Curie Association held in November, 2008. We have also built amore comfortable and secure working place for people with disabilities ensuringwheel chair access to our office premises. At Shell Bulgaria we still don‟t have full-time colleagues with disabilities. We are looking forward to a good opportunity to setgood example in this area.Our efforts are directed towards building an inclusive work environment, wheredifferent abilities are valued. Openness is promoted between team members.Our joint Disability Awareness session with Marie Curie Association was highlyappreciated from our colleagues. One of the results of the training was the increaseknowledge and understanding of the mentoring concept. We became aware of howthe mentoring could enforce human capacity and how the people involved coulddevelop their skills and talents. We are open to meet mentees and to give themaccess to a work placement training for a while. We believe that our work place isdiscrimination-free and positive.During these turbulent times it is crucial for all companies to attract & retain thebest talent, to increase their motivation, commitment and creativity, to betterunderstand the customer base and strengthen the reputation and relationship withcommunities and finally to win in the marketplace. At Shell we make sure of thatthrough building our business with long-term orientation, keeping intact ourcorporate values and principles and working in socially responsible ways. Thus webecome the Company of Choice for our employees and customers around theworld.3.2 Case Studies from Denmark The House of Venture ( House of Venture (HV) is a special company which employs approximately 90people of which the majority is physically disabled. In the company‟s by-laws it iseven stated that:§2. Statement of PurposeIt is the purpose of the House of Venture Midtjylland to create jobs for people whoneed employment on special terms.Achievement of this aim is sought through different kinds of businesses includingeducational and development courses. The House of Venture Midtjylland aims toprovide and make visible possibilities for the target group.In this spirit, the company even seeks physically disabled labour.Since 1999 the House of Venture has worked with jobs for the disabled and has setup a long line of niche productions on market terms: HV Graphic, HV Web, HVaccounting etc.This summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 6. The attitude towards the disabled is positive and very different from that found inother companies. In HV it is all about seeing opportunities rather than limitations.Since the ambition is for work to be done on market terms, thorough job interviewsare carried out with the individual candidate before employment with the purpose offinding the right sort of work. The company can assist candidates with finding andapplying for the right kind of aids so that the individual gets the optimal workingconditions. The founding principle is that it is the company that has to adapt to thephysically disabled as far as possible.HV also works with the ways in which companies can brand themselves throughcorporate social responsibility, either by employing the disabled and people lesscapable of functioning or by buying products produced by them.The concept is an extension of the Danish “flexicurity” model.At the official opening in 2000 there were five employees. Today there are about 90employees in the House of Venture. 80% of these are people less capable offunctioning or with handicaps who are employed in flex jobs or light jobs (state-supported jobs for which the government pays part of the salary). The developmenthas taken place based on market terms – discount is not given on work since it isdone by the House of Venture‟s employees. Interview with an HV Employee:LH is employed as manager of the business section of the House of Venture.Following a car accident LH is in a wheelchair. He was qualified for the job before theaccident. He continues to improve his qualifications primarily through participation indifferent projects – and in addition, he has a big appetite for new challenges. A lot ofthe assignments that LH carries out in HV are project based and include a lot ofteaching and sharing of knowledge. For example, HV cultivated the marked for ITbackpacks for dyslexics without special qualifications in the area. New qualificationswere acquired throughout the project, partly by suppliers telling about their products,and partly by trying their hands at testing different products and methods as needed.He is employed full time. He has a wheelchair and his own handicap car but apartfrom those he does not need special aids in the work place. The company is fittedout with wheelchair ramps, automatic doors, and handicap toilets.LH sees himself as a normal employee and does not need a mentor. He is evenadvocating that employers who hire the disabled, need mentors so that the workplace learns the broadness/diversity needed for the new employee to do their best.That is, instead of focusing on the “flaws” in the disabled worker, companies need toaddress their own shortcomings so that the disabled, so to speak, experiences anadaptation from the company and not the other way around.This attitude towards the problem means a lot mental tests for all the involvedparties. And perhaps a lot of the problems are actually more mental than physicalwhen a company hires people less capable of functioning or with handicaps.This summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 7. 3.3 Case Studies from Spain Interview with a person with physical disabilityManuel is a young boy, 24, with a physical disability; he has got a leg paralysis as aresult of a poliomyelitis. This fact limits his possibilities for moving. Because hisdisability is not a severe one, he does not receive any economic state support. Helives at home with his parents.He just finished the basic education training. Although his disability he did not findany special problems for social integration.After completing his basic studies he stayed at home for a while without doing anyspecial activity… In fact, he did not know where to go, and what to do. During thistime he tried to get some information about training and labour opportunities. But hedid not know where to address his efforts. During this time he attended differentmeetings and a training course about how to find a job, but in fact he did not receivea suitable and complete answer to his needs.One day he decided to pull himself together and he made his personal agendanaming his own goals – he learnt that during one of the training courses hepreviously attended – and started looking for training and labour opportunities morethoroughly. He attended a lot of meetings at different public organizations and withproviders of private services for employment and training. Finally he decided to takepart in training for computer and administration issues addressed specially todisabled people. The training would take place in an institution offering training andother services to disabled people. He went to this institution and he got to knowmore about the training and further possibilities for labour integration. Thisinstitution offers students some different labour integration measures.He was completely satisfied with the training and after completing the course he isnow spending his 2 months period of internship in the same company. He expectsthe company will offer him a work place after this period. He willingly will take partin a mentoring programme or other similar programme if that could fulfil his desire tobecome employed. A story about a company where people with disabilities are employedIs it possible that a successful and efficient company employs disabled people whoare 90% of their staff members? Is it possible that an experienced disabled mentorcarries out a mentoring programme with a young disabled?Antonio is the Head of HR department in a successful company. The companymanages different residences and day care centres for disabled; the company alsomanages support services for disabled children at public schools.This summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 8. At the moment the company provides services to about 420 disabled adults andchildren and the staff members of the company are about 300 people (90% of whichare disabled). The staff members include assistants, doctors, physiotherapists,special educators, cleaning staff, drivers, and cooks.The main aim of the company is to recruit and to retain as staff as many disabledpeople as possible. The company is fully aware of the working capacity of thedisabled.In order to guarantee the full integration of a person with disabilities in their jobposition the company carries out the following: 1. Before entering the company detailed analyses of the candidate‟s profile and their own abilities are carried out. The company always focuses on the abilities rather than on the lacks. Having in mind this information and according the company‟s needs, the person is assigned to a certain job position and the person becomes a part of the staff. 2. At the beginning, the person always can rely on the support of a “mentor” from the same company. This mentor, who is an experienced worker, supports the new worker on how to conduct all activities in the most practical and effective way. 3. An internal training plan is implemented every year, aiming at increasing workers‟ skills and competences. The workers themselves or the manager can make the decision about including a certain worker in certain training. 4. If problems occur the company and the worker can decide to move the worker to another job position or to implement other supportive measuresThe company wants to be involved in a structured mentoring programme in order tolearn more about the theoretical background of the mentoring and also aboutmethodologies and instruments through which to conduct the mentoring process inthe most efficient way.3.4 Case Studies from Turkey BİZİMKÖY INTERVIEW WITH THE MANAGERThe interview was made with Mr Hüsnü Bayrakta, the manager of Bizim Köy. As hetold us, Bizimköy Handicapped Production Centre Foundation was planned by theChamber of Commerce in 2000. It was founded over the land of 72 decares donatedby Ms Beatrice, an Austrian lady, belonging to the Turkish Mothers Association andInternational Lions Club. The project was realized in 2005 with the contribution ofthe European Union and the Turkish Prime Ministry Project Development Agency. Itwas put into effect in the first month of 2006 and started the production.As an important establishment in the employment of handicapped people Bizimköyhas its own growth policy. At the beginning the production primarily consisted ofitems from the textile sector and then additionally fungi section, mosaic section, andopen field departments were added to the production. The only activity that wasThis summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 9. stopped is the bringing up of rabbits. “In this field supply-demand balance wasdestroyed and accordingly we had to close this section on account of lack ofdemand. We transferred the staff to other sections. I mean we did not dischargeanybody. We have at the moment 70 employers in total,” says Mr Hüsnü Bayrakta.We have 43 handicapped employees predominantly in the textile section and wehave 27 personnel. 16 personnel members are working for the open field and fungidepartments. We employ them in fungi section or greenhouse section according tothe amount of the products. Our handicapped guys are all trained. We have a goodcultivation. At the moment we have no problems with selling our products. What ourgoal is to sell them at higher prices. Here, in Bizimköy, we employ the handicappedin positions where they are able to work. We made a study on the basis of which weare now trying to cover the fields that need much employment, namely the textilesection. This is the reason why we make efforts to employ more handicapped peoplein this section. However, we do not employ trainees because Bizimköy is situated faraway from the city centre. If we employ them we will have some problems andunfortunately that is why we do not accept applications from trainees.Now we have plans for a larger Project which will help to increase the number of ourhandicapped employees. I mean we will try to create more work placements in orderto increase our production and the employment of the handicapped. We also plan toset up a call centre. If we realize it, and I believe we will, more than 100handicapped people will be employed in the centre. This is extremely necessary to bedone because after the earthquake that we experienced in this region in 1999 thenumber of the handicapped went beyond twenty thousand. I mean we have aconsiderable number of unemployed handicapped people in the region. Although it israther difficult to employ them all, I believe that it will be helpful if we increase thenumber of agencies and institutions which employ handicapped. Otherwise, whateverwe do we will never solve this problem.Here in Bizimköy we choose non-discriminative approach and attitude towards theemployment of the handicapped. We have 50 handicapped and 20 non-handicappedemployees and no one looks down on the other. As a result we have magnificentproduction and discipline. Accordingly, the people leave here happy as they get areward for their efforts. We do everything we can to make them happy.This is our successful organizational policy but we cannot solve the problem with theunemployment of the handicapped if we are alone. More Rehabilitation and jobcentres have to be established in order to integrate the handicapped into the societyas productive individuals. The handicapped have to be employed in or through thesecentres. Being a handicapped must not be considered as a block for hiring them. Thehandicapped is able to be productive as much as the non-handicapped if they haveopportunity. Here, in our organization, we have an excellent example. That is whywhen we have a vacant job position we are eager to hire a handicapped. What theyonly need to do is to give their applications to İşkur (Turkish EmploymentOrganization) or directly to our organization.This summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 10. Another successful measure is the counselling approach but unfortunately it is tooexpensive. When we have state support we will definitely want to provide counsellingservice. At the moment we can only rely on volunteer agencies and organizations forthis.As far as you can see we work a lot in order to employ handicapped people and tooffer them good working conditions. But we still need some help. I have two majoranticipations. The first of them is to get support from the state and volunteerorganizations. We have made the necessary correspondence. We are getting aconsiderable support for our activities. However we have no opportunities to settlethem in a legal frame. We have to pay premiums to social insurance organizationsand we have to pay taxes. If we get support from the state we will create moreemployment. The second one is that we expect demand for our products. We wouldlike to have support from the volunteer organization in this respect.At the end of our conversation we asked Mr Hüsnü Bayrakta whether he thought thathis volunteer participation in M-NET EOP project would help to his organization andhe could not give us an immediate answer. He told us that he appreciated theexperience and the knowledge acquired in these projects but he was deeplyinterested only in the situation of the handicapped people in his organization and atthis stage he would not participate as a counsellor. INTERVIEW WITH THE COUNSELLORThe interview was made with Mr Mehmet Yağız, the responsible person forConfection Department and the counsellor for the handicapped.He was born in 1980. He is married with two kids. He graduated from a secondaryschool. He has rich work experience. He has been working in the textile sector since1994. He works with the handicapped in the textile section in Bizimköy.To our question whether he got any orientation training when he was appointed inthat organization his answer was negative. “But I willingly came here,” he says; “Iwanted to share my experience with my handicapped friends who have had noexperience.”According to his opinion the Counsellor must be an exemplary person. He or shemust be a person to whom everyone feels respect no matter whether they arehandicapped or not. On the other hand, he or she must be patient andunderstanding. And last but not least a counsellor must have good psychologicaltraining. They have to be prepared to overcome the psychological difficulties they willinevitably meet.When I became a counsellor in Bizimköy, Mr Yağız shares, I already had experiencein working in a confection workshop. We held a training course for 4 months forhandicapped employees here in 2006. After the employees went through the coursesThis summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 11. we started production. At first we produced slipcovers for Audi Corporation inGermany and then we sewed for export. We sewed working clothes as well. Wereturned to export again and now we are sewing combed cotton for export.The most important thing I learnt during my counselling career is that my clientswant to be considered as normal individuals who can easily be integrated into theproduction process. And I can proudly say that we succeeded in this respect. Thereis no difference between us.Of course, I met many difficulties in counselling handicapped people. Some of themusually locked themselves in their houses and never tried to get employmentanywhere. They had no social lives or most often they tried to enter a kind of sociallife but they failed. We had a lot of difficulties in overcoming these feelings.However, over the time, they got used to leading social lives and became wellmotivated and gained self-confidence.While working as a counsellor I developed nothing in the field of capability. But Ibecame more patient and empathic person, than I used to be. However, I believethat we might have a lot of difficulties in the future. Therefore we must live byconsidering our handicapped as friends. INTERVEW WITH A HANDICAPPED EMPLOYEEThe interview was made with Ms Suna Bağrıyanık who works in the Confectionsection in Bizimköy and who is also a member of Handicapped Association of Kocaeli.She is an orthopedically handicapped. She graduated from high school. She is astudent at the Open Education University. She works on a machine in the Confectionsection in Bizimköy.She has worked in the private sector before. She has working experience as anassistant accountant in Zeytinoğlu Corporation and as a switchboard operator insome corporations in the private sector. When she was employed in Bizimköy shebegan working for the first time in the Confection business.When we asked her whether this new field of activity is difficult for her, sheanswered: “Maybe confection can be considered as difficult, but the machinery isdesigned for the handicapped in order to make the working process automatic andeasy for them.”I personally, she shares, have never had any difficulties since I work in BizimköyConfection section. This is mostly a matter of capability or skill. However, it is not atall difficult. There was a time when I thought that I could improve myself in otherareas but not in confection. For example, I was eager to improve my accountingskills but I failed because of my disease. After that I entered into the confectionsection. Maybe I could have done many other things if I had found opportunities.However, I am satisfied with my job now.This summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 12. As far as the laws for the handicapped, I do not think that a lot of rights are given tothem. I suppose the handicapped could do a lot of things if they have moreopportunities. We can‟t say that organizations give enough support to thehandicapped. On the contrary, they block the way for the handicapped in someplaces. I believe that the organizations must be sensitive in this respect. Somehandicapped have more capacity than the non-handicapped. For example, when Iwas a kid I wanted to be a teacher or a lawyer. But they said that the orthopedicalhandicapped could not be qualified as a lawyer or a teacher. Then I made a decisionto educate myself in open education where handicaps are not seen as obstacles.Here in Bizimköy we have many benefits but we can not get aid in the field ofcounselling. We have a nurse here but we can not get psychological support. In myopinion a psychologist or psychiatrist must be also appointed in Bizimköy.When we asked her whether she would like to participate in a mentoringprogramme, she answered: “Yes, I would like to. And I know a lot of friends whowant to participate, too.”At the end of our conversation we asked her to share her suggestions and views interms of the employment of the handicapped. She shared the following: “No one isinterested in employing the handicapped. Many employers would get benefit fromthe handicapped by employing them, but unfortunately most of them do not realizeit. Our organization is an excellent example. However, we are not supplied withenough support. It would be nice if courses or other working means could beprovided. The people who come to Bizimköy see well the abilities of thehandicapped. For example, I sew very well and I will be glad if I am taught tosomething else.” INTERVIEW WITH THE COUNSELLING NETWORK OF GULEN YUZLER IN THE INTEREST OF EQUAL JOB OPPORTUNITIES FOR THE DISABLED INTERVIEW WITH THE DIRECTORThe interview was made with Mr Hakkı Hanağası, the director of Gülen YüzlerOrganization.Gülen Yüzler Project is a Project that was carried out with the support of theEuropean Union. The foundation of Gülen Yüzler Disabled Vocational RehablitationWork Center was laid on 18th August, 2003 within the scope of the Agreement ofFriendship and Cooperation between The Metropolitan Municipality of Kocaeli andThe Municipality of Amsterdam. It was put into service on 3 March 2004.Constructed on 5600 sq m in the border of İzmit municipality, our work placeconsists of 2,500 sq m indoor space. At the beginning Gülen Yüzler started itsproduction activity mainly with 9 people altogether (the members of the project teamand the disabled). However, the most important target was to employ as manydisabled friends as possible. Over the time, the employment rate has been increased.This summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 13. The number of employees has reached 51 for the last two years and 33 of them areour disabled friends.We do various activities in our organization. In 2003, our friends first started withcollecting disposal papers in order to get it recycled. Then, both a graphic design anddigital workshop were developed. We have a pretty workshop that contains 35machines. Apart from this, we not only perform the cutting work but also do thepackaging and selling of A4 paper. Nevertheless, last year, in 2009, a greenhousecentre was opened and 6 of our disabled friends work there.Gülen Yüzler Project is among the first projects in Turkey. After it, with thecooperation of Kocaeli Municipality and the Chamber of Industry “Bizim Köy Project”was carried into effect. Absolutely, our target is to grow and create moreemployment here. We find market for all the products, especially for the textilegoods produced by the disabled friends. For instance, we have a carnival between 6-28 March and all stores perform their sales by setting up front stands there.According to one of our agreements with YKM, they give us a place among thesestands. Our disabled friends perform their sales there. In that way they both unitedwith the society and earn income by selling their goods.Besides this, in order to become involved in the private sector, we got the tailoringservices of YKM. All services associated with tailoring have been canalized to us. Thiswas an important step for us in terms of the continuity of the employment andcreating more job positions.The working conditions here in Gülen Yüzler have been regulated in accordance withthe disabled. They work and get salary and insurance. However, having a financialsource is a must in order to provide employment efficiency. The more powerful is theestablishment, the more employment and services are provided. That‟s why, I thinkthat the government and the private sector should be more sensitive about theemployment of the disabled.We have built a good working atmosphere and we don‟t regard our friends workinghere as disabled people. In the same way they don‟t want to consider themselves asdisabled people, either. By well performing their duties and working activities theyalso show that they have overcome some obstacles. We do our best to support ourdisabled friends in every aspect.We have a good organizational policy but we need some help in solving disabledpeople‟s issues. More Rehabilitation and Working Centres making our disabled peopleproductive and included individuals in the society and the economy of the countryshould be brought into effect. Also, in these places, employment should be providedfor the disabled in compliance with the medical conditions. Their handicaps shouldn‟tbe taken as an obstacle both in their working and social life. They have got the samepower to be successful as the people without disabilities if given a hand. Thedisabled people working for Gülen Yüzler are the best examples for this. We hirethem in our organization via İş Kur or they can apply for the corresponding vacantThis summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 14. position directly in our organization. In this way we give them a chance to show theirabilities to do certain activities.I am acquainted with the counselling approach but there aren‟t any people that havecounselling training and neither do I. In fact, I am graduated in BusinessManagement and in Gülen Yüzler I am in charge of as a directorial official. Iunderstand that it is essential to have a psychologist in the establishments withdisabled employees. And what is more, there is a need for people in theadministrative staff trained in working with the disabled. In this way we can reachthe disabled more easily and enter their business world conveniently.Here in Gülen Yüzler the people with no training about disability try to help ourdisabled friends on the “try-mistake” ground. However, there are problems but, afterall, we are here to solve them. May be more qualified in this field employees couldhelp in doing this.When we asked Mr Hanağası whether it would be useful he to be a volunteerparticipant in the project activities on behalf of his company, he answered:“Certainly, I do. On behalf of Gülen Yüzler, we are happy to be with you and helpyou on the ground of our experience we gained from Gülen Yüzler Project.” He alsotold us that he would be glad to participate in the mentoring programme of M-Netproject.His final opinion and suggestions are the following: “First of all, the society shouldbelieve that the disabled can efficiently participate in business life and should workactively on the issue of the employment of the disabled. On my opinion, for moreresults, the employment of the disabled should be turned into a state policy.Although, it is difficult to alter the common perception associated with theemployment of the disabled, this kind of projects are suitable instrument for settingthe beginning. We, in Gülen Yüzler, made a step in the way of changing thisperception and we expect the number of these places in Turkey to increase.” INTERVIEW WITH COUNSELLORThe interview was made with Mrs Ayşe Ünal, the counsellor of the disabled and thehead of the tailoring workshop in Gülen Yüzler.She is a high school graduate and she has experience in different fields. Beforeworking for Güler Yüzler she worked for a sports shop as a seamstress. Now, here,she is in charge of the disabled friends working in the tailoring workshop.She shares: at the beginning, I was given orientation training by the establishmentabout how to deal with the disabled and how to help them. It was given only in thestart-up phase and after that there wasn‟t any training. I knew that I would workwith the disabled here and this was a challenge for me because I did not have anyprevious experience. Now I know that the disabled are more sensitive in their nature.Perceiving their state of mind and carefully dealing with their issues are quiteimportant.This summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 15. When we asked her to name the most important qualities of a good counsellor shetold us that first and foremost they have to be patient. Communication is easierwhoever the person is when you are patient and tolerant. And secondly, the goodcounsellor should be empathic especially when their clients are disabled people.My duties in Güler Yüzler are almost the same as those I had in my previous job. Theonly difference is that now I work with disabled people. Over the time the activitiesof Gülen Yüzler were directed to companies belonging to the private sector.Nowadays we are doing the tailoring service of YKM. Now and then we provideservices for some companies by sewing overalls, work uniforms, security uniforms,service uniforms, textile promotions. At the beginning only the number of people wasimportant for us since we want good quality of our work. Then we increased ourwork quality through the knowledge and experience we gained through the years.The biggest expectation of the disabled friends from us was to help them to be asactive in the society and business life as a normal individual. We did our best to meetthis expectation. At first, we had quite a lot of difficulties in getting in contact withour deaf friends. These difficulties might have caused their aggression. However,over the time we overcame these difficulties. It is possible to say that we almostdidn‟t have any difficulties with physically and mentally handicapped friends. Ofcourse, we have had some troubles up to now but when you work with people thetroubles are inevitable. Fortunately this is not insoluble and we can overcome all thetroubles with patience and tolerance.The most important thing I have learned here is the human psychology. I did notimprove my skills in terms of capability but I have become more patient andempathic. Having no disability doesn‟t ensure us that we will not have any in thefuture. Therefore, we should lead our lives by thinking of the disabled friends asnormal individuals.On my opinion, the establishments with disabled employees must have counsellorsspecialized in their fields. Everyone might need psychological support. Furthermore,the attendants specialized in body language must be employed in the establishmentsso as to contact with the deaf people. The people have gone through such trainingare very important in terms of providing the communication between the deaf andthe other people. In case of fulfilling these deficiencies the employment efficiency ofthe disabled will raise. INTERVIEW WITH A DISABLED EMPLOYEEThe interview was made with Mr Adem Altıntaş, who works in the tailoring workshopand is physically and mentally handicapped. He is a secondary school graduate. Heworks as a pressman and he is involved in the errands in the tailoring workshop ofGülen Yüzler. Mr Adem Altıntaş does not have any working experience. This is hisfirst job. We asked him to describe his occupation and he shared: “All the facilitiesThis summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 16. here in Gülen Yüzler are suitable for the disabled people. Therefore, I don‟t have anydifficulties with the work I do here. That makes me enjoy doing my duty.”He shared also: During my work life at Gülen Yüzler I have had no difficulty. But Iface many troubles in my social life. It is really hard to overcome these but I keeptrying to be patient enough.I am really happy in Gülen Yüzler and I am willing to develop my skills. I think thatthe mentoring programmes are a great opportunity for this and I will be glad if Iparticipate in such a programme.In our work we got bids from different companies. I can give you ISU bids for anexample. We completed the task given to us by working hard with the friendsworking here. This was a great accomplishment of ours and it made us to ignore fora moment the disabilities we have. That‟s why, instead of blocking the way, theorganizations and the responsible institutions should provide employment for thedisabled by taking into account their handicaps. The disabled should more activelyparticipate in the employment. I am not well acquainted with the laws but on theground of the small number of employed disabled people I consider the laws are notenough protective and encouraging the careers of the disabled people. Moreprotective measures should be taken by the state. There is a need to create moreworking places for the disabled. The authority must be more sensitive about thisissue. The rights of the disabled should be popularized in a more efficient way. Thestate has an important role in this matter. Provided that we are legally andeconomically protected, we will lead a happier and a more secure life. INTERVIEW WITH ENİŞMER INTERVIEW WITH THE MANAGERThe interview was made with Mr. İbrahim Başaran, Chairman of the Board ofDirectors of ENİŞMER (Disabled Job Centre). He started with a presentation of theirorganization.One day we gathered together with my friends at a local club and discussed what wecould do within the scope of social responsibility projects. Consequently, we decidedto establish the Job Centre. We aimed to provide a service that shall ensure legalopportunities that may support both employment and production. We had a companywith capital and we commenced our business in December 3, 2007. And thank god,we are still operating for the time being. We do take care of our work, and ourexecutives and employees are conscious of their duties, and therefore, we manageto keep our business alive. Moreover, although there is unemployment in the firmsthat we get work from, the partial supports that they provide to us ensured that weare still on the market.This summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 17. At the beginning of the foundation of our organization, both the District Governorshipin Gebze and the Çayırova Municipality, who are among our Founder Organizations,provided great support to us. The management of Çayırova Municipality has allocatedus an indoor area of 800 m2 in the ground floor of the municipality service buildingfor the implementation of this project. It cost us a symbolic amount of rent. Workplaces and some necessary areas are designed here in accordance with therequirements of our disabled friends. We are happy to be also supported by DilovasıManufacturers Association, Rotary Club in Gebze and AREVA A.Ş. Our productionwork commenced with 13 persons. Later on, we faced increase as well as somedecrease in our staff members; however, we now have 32 disabled personnel.In the beginning, our goal was to open a business office where the disabled citizenswithin our area may work regularly and continuously, and to use the income weacquire from this business to provide service for the disabled citizens who areunemployed. And now, we are celebrating the great joy of achieving most of thisgoal.ENİŞMER is working with several companies from the private sector. For example,we perform the work assigned by organizations such as AREVA A.Ş , Yıldız İzolasyon,Kondaş, Inka, Legrand. We ensure that our disabled associates are employed inaccordance with the requirements of various companies from various business fields.We try to ensure all types of support for our disabled employees, including theirsocial rights.We support our disabled associates, who are trained and developed in here, to workin İş Bankası, hospitals and other companies. Several of our associates, who work inhere, haven‟t worked anywhere before. They just stayed at home. After starting towork in ENİŞMER, they immediately felt better and their attachment to life wasincreased. This job centre actually serves as an important step for them to developtheir self-esteem and to find job in different fields of activities.Actually, ENİŞMER does not rely much on external support. We surely faced manyproblems. Disabled people make up 12,96% of our country‟s population. Theseindividuals must be employed in order to enable them to live within the society, aswell as to help them to live more independently. This employment is realized atminimum level when there is inadequate capital for this goal. Therefore, the biggestdifficulty in employment of disabled people is related to financial terms.Our attitude towards all of the disabled associates employed in here varies accordingto their emotional state. We always try to make them feel proud of themselves aswell as avoid hurting them. We try to ensure that they fully show their workingcapacity. We communicate with them as with friends. This working atmosphereimproves the relationship between us and increases the work efficiency.The most important thing we learnt in our practice is that if you give an opportunityto a disabled person, they may even be more efficient at work than those withouthandicaps. These people must be given a chance to become employed. Seniorexecutives and our public authorities must be informed on this subject. The numberThis summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 18. of such Job Centres for disabled must be increased day by day. It will also be helpfulif our government and voluntary organizations ensure all types of financial supporton this issue.Our personnel employment procedure is performed via İŞKUR. We didn‟t have adepartment in terms of consultancy until recently. However, the previous workingexperience and success of Mr. Adil, Operating Manager here in ENİŞMER, facilitatesour work in completing our deficit in terms of consultancy. I do believe that theorganizations which employ disabled people definitely need a consultant.I think that the voluntary participation in different social projects is really beneficialfor all organizations acting in the field of disability. I am also open to share myexperience in different mentoring programmes implemented through projectssupported by the European Commission. Everything that we get out of these projectsis an extra power for us. Thus, I would like to express our gratitude to our friendsand all organizations and associations who gave power to ENİŞMER until today, andwho I believe will keep supporting us in the future.As a conclusion regarding the employment of the disabled, I would like to say thefollowing: 12,96% of the population of this country is disabled. These people needincome which they may earn fairly by being employed. This is very important inorder to increase their independent living within their families and the society. I tryto employ the disabled to such job positions that will not cause any negative effecton their disabilities. It is time to destroy all of the cliché thoughts formed on thisissue in the private or public sector or even in our society.Regarding our organization, I believe that if we may obtain material support via EUProjects in the future we will become an organization that gets bigger and serves toall humans, no matter whether they are disabled or not. INTERVIEW WITH THE COUNSELLORThe interview was made with Mr. Adil Uçankan, Operating Manager of ENİŞMER. Heis 52 years old and he comes from the Black Sea Region. He has worked in the publicsector for 27 years. He has been an executive for 15 years and a football referee for12 years. After being retired he started working in ENİŞMER. He shared with us thefollowing:When I started to work ENİŞMER I didn‟t get any job orientation training because Ialready had a managerial experience. The first thing I was thinking about how Iwould be any helpful to the disabled associates in here as an executive and aconsultant. However, as I started to work with the idea of helping them in anypossible way, I enjoyed my work more and more with each passing day.We are working in here with people who have various disabilities. Each of them has adifferent mental status. Therefore, it is very important to understand them and tocommunicate with them via empathy. We have met their families. We have formed afamily in here by trying to give support about every problem they have. EveryThis summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 19. problem can be solved by mutual understanding, patience, and kindness. I havebecome both an executive and a “brother” for our disabled associates in here. InENİŞMER, we are working with many private companies, such as Inka, Legrand,Areva, and Kondaş. We are making business with them. Our associates are doingtheir duties with love and passion. We do various activities with them in our sparetime. As I said, we are like a family in here.As a counsellor I found out that the only thing our disabled associates wish is theywere effective in social life, just like us, and that their disabilities weren‟t the firstthing seen in them. In ENİŞMER, we are working as hard as we can in order to meettheir expectations. We cannot say that in our work we didn‟t meet any difficulties.ENİŞMER experienced the biggest hardships in the economical crisis period since wehad to discharge some of our disabled associates. However, we quickly pulledourselves together, and covered this deficiency. Otherwise, we did not have anyproblems with our associates on individual basis. I approached them as a brother,not as a chief or executive. We didn‟t have personal problems since such behavioursatisfies them a lot.On my opinion human relations are always very important. Our associates inENİŞMER are disabled. Therefore, as we are working with them, we alwaysencourage them instead of pushing them around. During my consultancy period, Ibecame more careful and sensitive when approaching people. I may say that Ibecame a more patient person and I began understanding the world of the disabledin a better way. I think that although I work as a consultant of the disabled in here,it is very important a qualified person to be appointed on this job position. Anotheroption is to establish this organization as a Korumalı İş Yeri, but the statues of theseorganizations are different. The financial issues are very important under suchcircumstances. We hardly keep this organization alive. Our government andvoluntary organizations must be more sensitive on this issue and support our work. INTERVIEW WITH A DISABLED EMPLOYEEThe interview was made with Mr. Serkan Sarı from the Production Department ofENİŞMER. He is an orthopaedic handicapped. He is graduated from a high school andworks in the production department in ENİŞMER. He shared with us the following:This is not my first job. I previously worked in the food sector. I was unemployed for8 months after I quitted my previous work. I had hard times during that period. ThenI started to work in ENİŞMER. I don‟t find it hard to work here because I am sittingmost of the time. However, I experienced many difficulties in my previous jobs.Here in ENİŞMER our executives are very friendly and our disabilities are not the firstthing they see in us. This allows us to be successful in doing our work and for amoment even to ignore our disabilities. Such organizations as ENİŞMER should beused as a great example for the employment of disabled people and I think theemployers should consider how to reintroduce these people to country‟s economy,instead of thinking that a disabled individual is useless. Unfortunately, the legalThis summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 20. aspect of the issue makes employment of the disabled even harder. I think that thestate should take more measures in order to increase the social and economicindependence of the disabled people.I don‟t know much for the mentoring programmes but as far as I understand theyare useful instrument for improving personal attributes and skills and I am reallyinterested in participating in such a programme. I think people should pave the wayfor the disabled but the disabled themselves should set the beginning. INTERVIEW WITH KOCAELI MINISTRY OF EDUCATION INTERVIEW WITH THE MANAGERThe interview was carried out with Mr. Hayati Aydin who is the Deputy Director ofKocaeli National Education. The exposition below represents his point of view andwhat he told us about their work for disabled people.Our mission as a Directorate for National Education is to bring up a generation whoare qualified, environmentally-conscious, and attach great importance to human life.Our aim is to become a qualified institution which provides modern education andtraining services. For the execution of our mission and aim we have a well structuredorganisation. There are 559 institutions that are connected to the 11 different headoffices. In these 559 institutions we provide services to 314430 students. Some ofthese students are in elementary school and some of them are in middle school. Weprovide these services with our 13476 teachers. It would not be proper to say thatwe are a hundred percent adjusted in terms of physical infrastructure but I wouldlike to state that we are in a good condition. Our region is very strategically locatedand it is also an industrial region which meets a diversity of people and immigrants.We don‟t provide internship for disabled people because our staff members areemployed according to a particular quota for the disabled citizens. Some of thesepeople work as officers. Some of them provide supporting services. These peoplehave got occupations according to their own abilities. Thus they contribute to theeducation. I mean we don‟t provide a special facility for the disabled like any privatefoundation. They work in the same working hours as our other staff. We don‟t meetany problems in this regard.We provide different job opportunities like working in elementary education,secondary education, occupational retraining and art activities. As a ProvincialDirectorate for National Education, we employ disabled according to their abilities.Now we have got working fields for other disabled as well as the disabled we areworking with right now. We have got a working field for all kind of disabilities. Wedon‟t meet any problem in terms of profit and loss statements and the employment.We do not have any demand on this subject. Every disabled employee within ourquota is provided with job by us here. We do not divide our officers into disabled andnon-disabled. We treat all of them as equal people.This summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 21. I suppose that much more career opportunities for disabled people can be createdand this should be a part of the government policy. Buildings, architecture, publictransportation, apartment blocks and even traffic areas and traffic flow should beplanned suitably for the disabled. Thus now we find some political solutions througha number of developments in terms of buildings and living spaces. However, weshould keep thinking over it. For instance, it is planned to build architecturalbuildings, lavatories, and lifts that disabled can use in every foundation. Is thisenough? Of course, it isn‟t. We should give to disabled people places both in oldbuildings and in the new ones. Being disabled should not cause failure. I believe thatdisabled can surpass most of their obstacles with the help of education.We live in an informatics century. In a changing and developing world, technologydevelops very fast. Through the globalization the world is getting smaller andsmaller. Therefore people acquire information very easily which if used appropriatecould be very helpful. In my opinion disabled staff should come out on the scene.There are people hiding their disability or there are some families thinking that thoseshould be hidden. I don‟t think this is the right thing to do. All of it should be shownto the public and these people should be educated; then our work will be to createnew working fields in accordance with their disability. Some of them are mentallydisabled others are physically disabled but I am sure we could find job positions towhich many of them can be employed. Needs analysis should be done very carefullyfor this. After their medical condition is made clear, they can become qualifiedemployees through the help of education.8) Do you get any information about the approach of counselling?As a Directorate for National Education we emphasize on the projects and thesubjects related to education of parents and disabled children. To fulfil that we havesix foundations, thirty-four private education rehabilitation centres and guidanceservices. Up to now 4173 of our students have been educated. 1.362Tl are spent byus for educating these students. This is not a sum that could be underestimated. Wehave three education guidance centres in our six private education institutions. Ourpsychologists and teachers take care of the students that come here because of theirproblems.We are an educational institution. In all the activities that take place in formal andinformal education there is national educational institute. In a few words, there isn‟tany place where national education does not exist. I think your project will also beuseful for our institution. We always provide space to this kind of positive projectsand if you need our experience we will be glad to share it with you.To conclude I would say that disabled people first should be educated and then theyshould be employed in accordance with their abilities. For instance, a person who isnot able to work in a powerhouse could be employed in a packaging department incompliance with his abilities. In fact, we say that we bring up the potential staff andwould like to employ them when needed. As a National Education Institute weprovide education to convicts and that is how they can earn their own money. Weshould keep taking care for the education of the disabled and for the people releasedThis summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 22. from prison so as to reintegrate them. It should not be forgotten that we all couldbecome disabled. INTERVIEW WITH A DISABLED EMPLOYEEThe interview was carried out with Mr. Mehmet Ates, the Chief in Kocaeli NationalEducation Directorate. He has got an orthopaedic handicap started up in infancy. Heshared with us the following:I completed my education in the Department of Wheel Technology in KosekoyCollege. I have been working as a chief in Kocaeli National Education Directoratesince 2003 which means that I have been working here for seven years. When Istarted work here I didn‟t have any formal working experience except my internshipin a wheel factory when I studied in college. That was very enjoyable for me.I do not interweave my disability with my job. I mean I do not consider myselfdisabled when working. I work and fulfil my responsibilities in a normal way. Evennormal people could meet problems within their work. That is why I don‟t find itunusual if we also meet some difficulties when working. The point is to do our bestin order to overcome them.The most frequent problems we meet are that buildings, streets and public transportare constructed leaving our needs out of consideration. This affects us verynegatively. Actually, I do not have problems. I can say that I am satisfied with thelife because I have job, happy marriage and two children.As regards to the opportunities for working career of disabled people I think that theeducation comes first. It is very important to educate and direct the disabled. Theyshould be forwarded into areas where they can work and rehabilitation centresshould be open to everyone. These are good options for reintegration of disabledpeople. Disabled might be able to express themselves, they should not be confinedinto their inner world and the society should be more empathic to disabled. I, as adisabled person, am always eager to assist in such kind of social activities. Nobodywants to be disabled but unfortunately it is a part of life. Anything may happen toanybody in any time.According to the legal aspect of the issue – we have serious laws in the field ofdisability but there should be more specific laws.There isn‟t any counselling approach here because it is a public institute. However, Ithink this counselling should be given at earlier age instead of giving it in theinstitution where disabled people are going to work. Anyway I would like to attendsuch a program as a disabled person. I think everyone should attend.This summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.
  • 23. 4. NEEDS IDENTIFIED Despite the fact that regulations and circumstances in each country are quite different we may say that employers and people with disabilities face similar challenges in their working life. On the basis of the Case Studies provided by all partners we identified the following needs: 4.1 Employers’ needs Availability of efficient funding support for development of the existing work placements for people with disabilities and for opening of new ones. The desired subsidy could be provided by governmental programmes or private funds. Adequate and sufficient information and counselling for reasonable adjustments of the workplace of the person with disability. Initiatives that build awareness and positive attitude towards work capacity of people with disabilities. Counselling in order to choose the best workplace for a person with disability that allows him/her to express their abilities. Trainings that empower the tolerance, patience, empathy, responsiveness, and trust among the employees no matter their health status. Consistent information regarding benefits included in the legislation in case of hiring a person with disability Development of Disability Etiquette that include correct terms appropriate for use when addressing people with disabilities as well as their respective incorrect terms that could be considered as offensive. 4.2 Needs of people with disabilities Availability of accessible training programmes to enable them to acquire new skills and knowledge for better performance on the workplace. Availability of flexible training schemes such as mentoring, coaching or peer education that allow people with disabilities to develop both their soft skills and professional qualities. Well-structured information and guidance on the legal rights of people with disabilities and their implementation. Free trainings promoting entrepreneurship among people with disabilities. Consistent state policy that promote equality in terms of access to the workplace, adequate salary, creation of sustainable jobs for people with disabilities, and non-discrimination when recruiting staff. Development of innovative approaches supporting employability of people with disabilities. Summarized by MCA, March 2010This summary report is developed as part of WP2 results of M-NET EOP project which has been funded withthe support from the European Commission. It reflects partners’ work on this WP, and the Commission cannotbe held responsible for any use which may be made of the information contained therein.