The document provides guidance on fostering effective inclusion of persons with disabilities in the labour market. It outlines several action plans to consider for job integration and adaptation, including workplace assessment and reasonable accommodations. Examples of workplace adaptations that could be made include adjusting premises, workstations, equipment, instructions, and working hours. Training, supervision, emergency procedures, and consulting workers are also important to support the inclusion of persons with disabilities.

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Fostering Effective Inclusion of Persons with Disabilities
into the Labour Market
8 Action Plans consider
Job Integration / Adaptation
for Disabled Persons
Alberto Cerda: Active Labour Market Measures Expert

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The employer should be sufficiently supported to organize workplaces
‘to take account of handicapped workers
Disabilities: Workplace assessment:
- will consider the task to be undertaken by disabled person. It will
affect the design of the job, nature of work activities;
- analyse the individual considering any specific needs with respect
to disability;
- work equipment, for example need of assisted technologies,
whether workstations and equipment are adjusted to
individual requirements;
- the work environment, for example the layout of premises,
lighting, access, exiting;

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Tips for providing reasonable accommodation and
a safe workplace for disabled workers
Accessibility does not just refer to access to buildings.
At work, accessibility refers to the ease with which employees
can use the premises, machinery, devices, tools, etc, allowing
them to be as independent as possible.
This applies to all disabilities, including mobility, learning, visual
or hearing impairments.
Many measures that are basic and inexpensive can make a
significant difference.

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Examples of Work-place adaptations:
- adjusting premises or workstations, for
example ramps; lifts; light switches; steps
edged in light paint; audio or warning
sounds; automatic opening devices on
heavy doors; door handles, bells, entry
devices reachable by wheelchair users and
locatable by the visually impaired; non-
slip, smooth flooring;
- assigning the person to a different work
area, for example ground floor to avoid
stairs, work room with more access or
space;
- acquiring or modifying equipment, for
example Braille keyboard, hands-free
phone; special mouse for computer

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Examples of Work-place adaptations:
- modifying instructions or reference manuals, for
example visual, pictorial instructions;
- providing a reader or interpreter, for example
providing a text-phone (minicom) for a deaf person and
booking a sign language interpreter for particular
meetings or occasions;
-installing voice recognition software on a computer for
someone who has visual impairment;
- ensuring good lighting for the visually impaired

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Signposting
- considering things that can be done which will help a visually
impaired person find their way around (e.g. colour contrasts
in furniture, carpets, walls and doorways or indents in the floor
covering);
- providing notices in large clear print so that people who are
partially sighted can see them clearly;
- providing Braille, tactile and large print signs by door
handles;
- giving signs a matt finish to avoid reflection.

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Work organization and duties:
- allocating some of the disabled person’s
duties to another person, for example
driving;
Working hours:
- altering working hours, including part-
time if appropriate, for example to enable
the disabled person to travel outside
rush hours; allowing absence for
rehabilitation, assessment or
treatment; training: organizing a phased
return to work.

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Training and supervision:
taking measures to ensure that a disabled
person is not disadvantaged in regard to
health and safety training, instruction and
information, for example by:
- altering the time or location of training;
- providing course materials and
information in a different medium;
- providing a reader or interpreter;
- providing individual, tailored training;

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- providing managers and staff with any
specific information and training they need
in how to support a worker with a
disability.
- Training will be needed for those with a
role to support the evacuation of disabled
workers in an emergency,
including in the use of any special
evacuation equipment.

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Emergency procedures:
Many measures to improve workplace
accessibility will also facilitate
evacuation.
✓- Is there a need to locate disabled
workers to parts of the building where
they can leave the building more easily?
✓ - Is any special equipment needed,
such as an evacuation chair? Make a
trial of equipment before purchase, give
training in its use and ensure it is
maintained

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In the event of emergencies:
- are specific members of staff designated to alert and assist
employees with visual impairments or others who have mobility
problems (evacuation assistants)?
- are visual or vibrating alerting devices provided to supplement
audible alarms?
- do routes and procedures take account of the potentially
slower movement of people with disabilities?
- are all disabled people familiar with escape routes and
provided with instructions and training in safety
procedures?
;

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Consulting workers
Consultation with workers and their representatives over health
and safety is a legal requirement. Their participation is also
fundamental to effective risk prevention, as they have knowledge
and experience of the work situation, providing employers with
a ‘reality check’.
If employers take steps without consulting disabled workers
themselves, they may miss important information and disabled
workers may have different, but relevant experiences to take
into account.
For the same reasons, disabled people and worker representatives
should be involved in the process
;

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THANK YOU
Alberto Cerda: ALM expert
acerdamico@yahoo.es
This document SHOULD be available in alternative formats such as
Braille, audiotape, on disk or as a pdf on request.