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RI Congress Edinburgh
October 25, 2016
A contribution by the research unit Vocational Rehabilitation and Inclusion – REHAD...
Cologne Institute for Economic Research
2
 Private economic research institute in Germany
 Advocate of a liberal economi...
Cologne Institute for Economic Research
3
 Registered association
 Membership consisting of some110 German
business and ...
Exemplary research units
4
Kompetenzfelder
Arbeitsmarkt und Arbeitswelt
Berufliche Qualifizierung und Fachkräfte
Beruflich...
Research unit: Vocational Rehabilitation and Inclusion
5
Forschungsgruppen
Konjunktur
Mikrodaten
 Information resources f...
A study by the Cologne Institute of Economic Research
In: IW-Trends 4/2015 and KOFA Study 2/2016
Authors: Metzler / Pieren...
What motivates and what hinders companies to train
people with disabilities?
7
Picture: Fotolia
Methodical approach
 Data basis: IW personnel panel 2015
 1.385 companies with a minimum of one employee
 Cross-sectora...
Companies with trainees with the following disabilities
9
1.3 %
3.5 %
6.8 %
7.9 %
15.9 %
Intellectual
disability
Sensory d...
Central motives for training young people with
disabilities
10
 Social commitment / Culture
 Wish to commit oneself soci...
Companies which train young people with disabilities
11
11 %
22 %
38 %
12 %
22 %
34 %
51 %
23 %
1-49 Employees 50-249 Empl...
Influencing factors on the likelihood that a company
will train a young person with disability
12
5 %
6 %
9 %
9 %
16 %
17 ...
What inhibits companies to engage in training?
13
30 %
22 %
35 %
39 %
42 %
65 %
79 %
35 %
29 %
46 %
54 %
53 %
72 %
68 %
Ad...
What do companies want?
14
56 %
60 %
60 %
74 %
74 %
77 %
2- or 3-year training for successful finishers
of a subject-relat...
What do employees with MS find helpful?
15
Source: REHADAT survey „MS and work“, autumn 2015, 846 participants
4 %
7 %
12 ...
Conclusion
 Contact to people with disabilities must become
„normality“
 Inclusive schools
 Focus on capabilities, not ...
Patricia Traub
REHADAT
+49 (0)221 4981-801
traub@iwkoeln.de
www.rehadat.de
Facilitators and barriers in vocational trainin...
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RIWC_PARA_A075 an overview over barriers and facilitators for people with disabilities in work

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A075 an overview over barriers and facilitators for people with disabilities in work

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RIWC_PARA_A075 an overview over barriers and facilitators for people with disabilities in work

  1. 1. RI Congress Edinburgh October 25, 2016 A contribution by the research unit Vocational Rehabilitation and Inclusion – REHADAT Patricia Traub Facilitators and barriers in vocational training and employment of people with disabilities
  2. 2. Cologne Institute for Economic Research 2  Private economic research institute in Germany  Advocate of a liberal economic and social order
  3. 3. Cologne Institute for Economic Research 3  Registered association  Membership consisting of some110 German business and employers' associations and individual companies
  4. 4. Exemplary research units 4 Kompetenzfelder Arbeitsmarkt und Arbeitswelt Berufliche Qualifizierung und Fachkräfte Berufliche Teilhabe und Rehabilitation Bildung, Zuwanderung und Innovation Finanz- und Immobilienmärkte Internationale Wirtschaftsordnung und Konjunktur Öffentliche Finanzen, Soziale Sicherung, Verteilung Strukturwandel und Wettbewerb Tarifpolitik und Arbeitsbeziehungen Umwelt, Energie, Infrastruktur Verhaltensökonomik und Wirtschaftsethik Forschungsgruppen Konjunktur Mikrodaten
  5. 5. Research unit: Vocational Rehabilitation and Inclusion 5 Forschungsgruppen Konjunktur Mikrodaten  Information resources for maximising the potential of workers with disabilities  Practical information and materials for use in the workplace  Member of European Assistive Technology Information Network
  6. 6. A study by the Cologne Institute of Economic Research In: IW-Trends 4/2015 and KOFA Study 2/2016 Authors: Metzler / Pierenkemper/ Placke / Seyda / Werner Facilitators and barriers in vocational training and employment of people with disabilities
  7. 7. What motivates and what hinders companies to train people with disabilities? 7 Picture: Fotolia
  8. 8. Methodical approach  Data basis: IW personnel panel 2015  1.385 companies with a minimum of one employee  Cross-sectoral  Representative 8
  9. 9. Companies with trainees with the following disabilities 9 1.3 % 3.5 % 6.8 % 7.9 % 15.9 % Intellectual disability Sensory disability Mental disability Physical disability Learning disability
  10. 10. Central motives for training young people with disabilities 10  Social commitment / Culture  Wish to commit oneself socially  Equal opportunities  Diversity  Human resource factors  Trainees with disabilities are especially motivated at work  Positive experiences  Filling training places  Target group remains more often in the company after vocational training  Financial reasons (comparatively weak)  Reduction of compensatory levy  Financial support
  11. 11. Companies which train young people with disabilities 11 11 % 22 % 38 % 12 % 22 % 34 % 51 % 23 % 1-49 Employees 50-249 Employees 250 and more Employees Total Currently training-active Currently or in the last 5 years training-active
  12. 12. Influencing factors on the likelihood that a company will train a young person with disability 12 5 % 6 % 9 % 9 % 16 % 17 % 43 % New ideas through trainees Works council in company Tradition of training Increase attractiveness as employer Internships for people with disabilities Company recruits disadvantaged young people Employee with disability
  13. 13. What inhibits companies to engage in training? 13 30 % 22 % 35 % 39 % 42 % 65 % 79 % 35 % 29 % 46 % 54 % 53 % 72 % 68 % Additional burden due to holiday entitlement and more protection against dismissal Too many sick leaves Too much bureaucracy Lack of information about / lack of support High level of supervision Lack of equipment in the company Not enough applicants Companies without training tradition Companies with training tradition
  14. 14. What do companies want? 14 56 % 60 % 60 % 74 % 74 % 77 % 2- or 3-year training for successful finishers of a subject-related practical training Central service point for all questions about barrier-free workplace design Possibility of training in individual stages (modular training) Appropriate training material for trainees with disabilities (e.g. in easy to understand language) Central point of contact for all information on training of people with disabilities Designated, external contact person for all supporting measures for the entire training period
  15. 15. What do employees with MS find helpful? 15 Source: REHADAT survey „MS and work“, autumn 2015, 846 participants 4 % 7 % 12 % 14 % 18 % 19 % 23 % 27 % 38 % 45 % 65 % External personnel support (e.g. work assistance) Qualification / Re-education for new work Barrier-free work environment Transfer to other work place in the company Use of assistive products / technical aids Homeoffice Progressive reintegration Support by office for vocational integration Reduction of working hours Flexible work and rest periods Support by superiors and colleagues
  16. 16. Conclusion  Contact to people with disabilities must become „normality“  Inclusive schools  Focus on capabilities, not on deficits  Central office for all information on the vocational training of young people with disabilities  Designated contact person for the entire duration of the vocational training 16
  17. 17. Patricia Traub REHADAT +49 (0)221 4981-801 traub@iwkoeln.de www.rehadat.de Facilitators and barriers in vocational training and employment of people with disabilities Digital information and education by REHADAT October 25, 2016 Edinburgh

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