Employability for all – projects perspective Presentation at 19 September T-EST conference in Izmir, Turkey on supported employment.

1. Employability for all – projects perspective Izmir, Turkey, 19 September 2014
Karel Van Isacker

2. OutlineOutline
European perspective
Belgium, Flanders
◦Inclusion in work domain
Supporting inclusion via projects (EC funded)

3. But … who am I?
Private:
◦40 years young
◦Flemish (Belgium)
◦Lived in various countries: Belgium, UK, Democratic Republic of Congo, Greece and Bulgaria
Professional:
◦Background in economics
◦Passionate about working with and for people with disabilities since 2003
◦Coordinated, managed, participated in 50+ projects

4. Disability and employment ratesDisability rates
(Source: 2011 World report on disability)
Austria: 43.4 vs 68.1%
Germany: 46.1 vs 64.8%
Netherlands: 39.9 vs 61.9%
Norway: 61.7 vs 81.4%
Poland: 20.8 vs 63.9%
Spain: 22.1 vs 50.5%
Switzerland: 62.2 vs 76.6%
UK: 38.9 vs 68.6%

5. (Source: EU-SILC (2008) (excluding France and Malta), fewer than 50 observations for strongly limited people in Bulgaria.)

6. Some figures of the European diversity…
(Source: administrative data of EU MS, 2000-2006)

7. Some figures of the European diversity…
(Source: administrative data of EU MS, 2000-2006)

8. Some figures of the European diversity…
(Source: administrative data of EU MS, 2000-2006)

9. Variety of employability tools… but are all inclusive? (Source: administrative data of EU MS, 2000(2000-2006; IZA Research Report 2010)
Quota schemes both in the public and private sector:
◦Austria (4%), the Czech Republic, France (5%), Germany (5%), Greece (5%), Hungary, Italy (7%), Lithuania, Luxemburg (5%), Malta, the Netherlands (5%), Poland, Portugal (5%), Slovakia, and Spain (2%)
Partial quota schemes in either private or public employment:
◦Belgium, Cyprus, Ireland, and Slovenia.
No quota system:
◦Denmark, Estonia, Finland, Latvia, Sweden, and the United Kingdom

10. Variety of employability tools… but are all inclusive? (Source: administrative data of EU MS, 2000(2000-2006.)
Sheltered employment:
◦increasing trend in Austria, Germany, Italy, Finland, Luxembourg and Portugal
◦decreasing in Poland and Sweden (and United Kingdom)

11. Some figures of the European diversity…
Number of people with disabilities in ordinary employment increased
Sheltered employment varies among the Member States.
Most countries characterized by increase in the employment status of people with disabilities (except Poland and the Czech Republic)
Unemployment level decreased in France, Austria, Slovakia and the UK, but increased in Belgium, Ireland, Spain, Latvia, Lithuania and Sweden.

12. Focus on Belgium, FlandersFocus Flanders

13. Focus on Belgium, FlandersFocus Flanders

14. Structure of the Belgian StateStructure State
Belgium is a federal state, made up of three communities (the Flemish-speaking Community, the French-speaking Community and the German-speaking Community) and three regions (the Flanders Region, the Brussels Capital Region and the Walloon Region).
◦The Federal government is tasked with everything which falls within the sphere of interest of all Belgians, irrespective of language, cultural or territorial considerations, such as foreign affairs, defence, justice, finance, social security and a large part of public health and domestic affairs.
◦The communities are tasked with people-related matters, such as language, culture and education.
◦The regions are in turn tasked with territorial matters, such as town and country planning, environment and employment.
Complex state structure creates a situation in which people with disabilities are not always sure who to approach for a particular form of assistance.

15. Core rule…
◦specific facilities for PWD will only be sought if solutions cannot be found through general ones.
◦applies to all areas of life (transport, housing, employment, etc.).
◦on 1 April 2006: transfer of PWD authority for employment and professional training from VAPH to the normal policy areas of employment and social economy.
“general where possible, specific where necessary”

16. Focus on employabilityFocus employability
One employment agency for all
◦Regular labour market (adjustments might be needed)
◦Sheltered workshops
◦Not able to work
When seeking a job
◦Network for people with disabilities towards (paid) employment: case manager, assessment centre, jobkanaal, support while at work, specialised vocational training, …

17. Focus on employabilityFocus employability
Support while at work
◦Adaptation work place: surroundings, tools, clothing
◦Allowance for travel and accommodation expenses
◦Flemish Support Premium: financial subsidy to compensate for potential efficiency loss
◦Allowance for interpreters (impaired hearing)
◦Employment in a sheltered workshop
◦Case manager or coach to provide tailor-made job- coaching at the start of a new job
◦Possible support later on during the career, e.g. career counselling, support of employer/colleagues, …

18. General evolution in EuropeGeneral Europe
Shift from passive measures towards (active) labour market integration policies.
More traditional approaches (e.g. sheltered employment, regulation, employment quota) AND new types of measures:
◦New vocational training and rehabilitation programmes
◦New labour market measures facilitating the matching process between people with disabilities and employers: funds for the adaptation of infrastructures and workplaces, wage subsidies, tax incentives, etc.

19. Building further on this…
Disparities in Europe require cooperation
◦Share good/best practices, experiences, knowledge, skills
Important
Across borders, continents
◦Developing projects
With all relevant stakeholders involved

20. Employability Pathway in EuropeEmployability Europe (Source: European Alliance on Skills for Employability)(Employability)

21. Our approachOur approach
Ear for needs people with disabilities
Cooperation across borders with NSWE countries in Europe
Partners
◦Education (academic, VET), end-users, technology providers from partner countries
Set up
◦User requirements collection, developing training material and tools, evaluate through pilots, disseminate/market it
Our social goals:
◦Inclusion and improved quality of life
◦Free training courses (OER) and supporting tools in various domains
◦Beneficiaries: people with disabilities

22. Projects contribute to thisProjects this
Employment
ICT (AT) competences
Social competences
Efficient Caregiver support
Empowerment

23. Project detailsProject details
ICT/AT training
◦www.vipi-project.eu
◦www.atlec-project.eu
Social competences
◦www.games4competence.eu
Employment
◦www.dice-project.eu
◦www.tourism4all.eu
Personal care giver
◦www.mcare-project.eu

24. Training Tools & Material
Games
(online, desktop, mobile)
Mentoring
Training courses (online, offline, mobile)
Peer support
Free OERs

25. Ecosystem based on person led process of personal development in case of disabilityEducationVocationaltrainingEmploymentLife long learning+ careerSchoolsVocationaltraining centresCarersPolicy makersEmployers+ self employmentAT/ICT/... training / Support needed

26. Forthcoming events with focus on disability
Interdisciplinary Symposium “Social Competences, Creativity And Wellbeing”
03-05.06.2015 in Plovdiv, Bulgaria
Topics:
◦Creativity, innovative technologies and the social challenges of youth and people with disabilities.
◦Developing the social competences of youth and people with disabilities, with the usage of modern learning and training technologies.
Call for papers now open (see leaflet)
Website: http://issccw.academy/

27. Forthcoming events with focus on disability
Interactive Technologies and Games (ITAG) Conference 2014
16-17.10.2014 in Nottingham, UK
Topics:
◦Gaming on the move
◦Robotics and education
◦Games Based Learning
◦Game related Technologies
◦Games, Apps and Artificial Reality for Health
◦Accessible Game Design
◦Web based gaming technologies
Website: http://itag.gamecity.org/

28. Contact detailsContact details
•PhoenixKM project team (Karel, Bernard)
oOverall project management
okarel@phoenixkm.eu
oProject management support, research
obernard@phoenixkm.eu
oURL: www.phoenixkm.eu
oAmersveldestraat 189 8610 Kortemark Belgium

29. Extra slides…

30. Different perception of disability
Disability rates in EU working population: Different definitions of “disability” (6-30% between the Member States)

31. The EuropeanEuropean Union of diversifieddiversified figuresfigures
Figures are from 2001, Eurostat

32. Reasons forfor this diversificationdiversification
Lowest estimate, based on the extremes of currently defined disablement categories:
◦Around 74 Million persons in Europe alone
Other estimates that take into account:
◦People in the so-called hinterland between fully able bodied and the classically termed disabled, should considerably raise those numbers
Disability rates vary
◦Different disability definitions and classification
◦E.g. defining disability within the context of incapacity to work, as they do in Poland, while it is functionality in UK

33. Population with disabilities will increase in Europeincrease Europe

34. Disability policy at EU level
Disability policies are mainly Member States responsibility: administration, organisation, provision of social care, social services, healthcare, child care
 Why a disability policy at EU level?
◦People with disabilities have similar concerns throughout the EU: same rights, same obstacles, same discriminations
◦EU policies, instruments and legislation impact in many ways on situation of people with disabilities

35. Main areas for EU actionMain action
Accessibility of goods and services
Participation as equal citizens in Europe and quality community- based services
Equality and combating discrimination
Employment in the open labour market
Inclusive education and training
Social protection to combat poverty and social exclusion
Equal access to health services and related facilities
External action including EU enlargement, neighbourhood and international development programmes
Mix of tools to achieve the objectives
Legislation: e.g. explore the possibility of a “European Accessibility Act”
Mainstreaming: ensure that all relevant EU initiatives promote equal opportunities for people with disabilities
Cooperation between Member States and civil society
Funding
Awareness-raising
Data collection and monitoring
More info on ANED (http://www.disability-europe.net/)

36. European Disability Strategy 2010 - 2020
Empower people with disabilities to enjoy their full rights
Create a barrier-free Europe for all
Comply with the international commitments taken by concluding the UN Convention on the Rights of Persons with Disabilities

37. UN Convention on the Rights of Persons with Disabilities (UNCRPD)
Rights recognised cover almost all policy fields: accessibility, employment, education, health, independent living, participation in culture and sport, civil rights.
Mixed competences between EU and M(ember)S(tates) (all MS + the EU signed the UNCRPD)
The EU and MS, to the extent of their competences, have to comply with the obligations to ensure the rights recognised in the Convention

38. The Human Rights approach to disability – paradigm shiftparadigm shift
“Persons with disabilities include those who have long- term physical, mental, intellectual or sensory impairments which in interaction with various barriers may hinder their full and effective participation in society on an equal basis with others”
(Article 1 UN Convention on the rights of persons with disabilities)
"objects" of charity, medical treatment and social protection "subjects" with rights, capable of claiming those rights and making decisions for their lives based on their free and informed consent as well as being active members of society.