Title Ability not Disability in Workplace
Project Number 2009-1-LV1-LEO05-00370
Product “Ability not Disability in Workplace” Distance Education Course
Title “Ability not Disability in Workplace” Distance Education Course
Product Type teaching material
The course is created to be a contribution for existing entrepreneurs and managers in different sectors of an economy, as well as for students of the professional study programs “Business Administration” and “Human resources management” who directly or indirectly participate in the recruitment and employment of people with disabilities.
These materials are given in the English, Latvian, German, Italian and Lithuanian languages.
The course includes a set of case studies, bibliography, and glossary and self-assessment questions. Therefore, it is possible to take the whole course or separate modules and to study them in a more detailed way.
Module1. European Policies to Promote Employment and Social Inclusion of People with Disabilities. This module aims to present the context within which employment and social inclusion policies throughout the European Union are taking place, with a specific focus on people with disabilities. The module is basing on official publications of the European Union and the outcomes of the LEONARDO DA VINCI project "Ability not Disability in Employment" (AnDE).
All documents, links and bibliographical sources have been published until spring 2011 and the analysis of this module refers to the period until then.
This module will help:
• To understand and estimate the latest developments in the field of Employment and Social Inclusion Policy in the European Union as regards people with disabilities;
• To develop skills to work with different policy strategies and information sources in general;
• To raise awareness for international and national debates on employment and social inclusion of people with disabilities.
Module 2. Psychological Factors and Disability. This module aims to reveal the major barriers to achievement by people with disabilities in our society continue to be attitudinal barriers, stereotypical thinking, and assumptions about what people can and can't do. The research about psychological factors intervening in the relationship between people with disability led person and his (future) employer, led to the listing of an impressive range of issues. In order to have a better overview, we decided to classify them in different categories:
• The conception of disability;
• The historical point of view toward disabled people;
•The factors and stereotypes that deter employers from employing people with
• The factors that can change the attitude of potential employers and staff towards disabilities.
This module will develop the following skills:
• ability to analyse real situations;
• ability to understand different people;
• ability to handle objectives, different problems.
Module 3. The development of appropriate conditions in the workplace for people with disabilities. The process of inclusion in the workplace involves various different figures:
• The person with a disability who is seeking his/her first job or returning to the labour market following an accident or illness which has affected his ability to work;
• The employer, the person’s direct superiors and colleagues in the company which will employ him/her;
• The public (sometimes private) structures which provide “targeted employment” services.
As regards the new services available to people with disabilities or chronic illnesses and their potential employers, there is no reason to give out information on an individual’s medical conditions and assistive devices. People who are interviewed by an employer will have the skills and abilities needed to carry out the job concerned. If they require support or assistive devices to carry out their job, it is the candidates themselves or the employment services who tell the employer which aids they use. Any modifications required to the workplace will be carried out in agreement with the employer who will get all the practical assistance he/she needs to carry them out from the employment services.
In the rare cases where specific information is required in order to interact with an individual, it is once again the employment services and the person him/herself who passes it on beforehand to the potential employer and, where necessary, his/her colleagues.
Module 4. People with Disabilities in the Web of Business-Government-Society: Equality, Diversity and the World of Work. After 2007, when EU and all EU member states signed the United Nations Convention on the Rights of Persons with Disabilities (hereafter CRPD), the majority, including the Convention’s Optional Protocol, half of the states, have ratified the Convention and almost half have also ratified the Optional Protocol.
In this chapter, we discuss how the changes in disability policy at different levels – global (for example, initiated by the United Nations) and local, national and supranational (the European Union) – affect interrelationships between business, government and society by focusing on the issues of employing people with disabilities in the private sector. First, main business-government-society models are explored. Second, disability policies in relation to the main categories of welfare states as well as main models of disability are discussed. Third, major issues relating to mainstreaming disability are examined around the concept of equality: the equality and diversity approaches in diversity management, on the one hand, and the development of the concept of equality in the legal discourse, on the other. Finally, people with disabilities are positioned within the context of the changing world of work.
Module 5. Identifying good practices in the recruitment and employment of people with disabilities
The identification and sharing of good practice can be a promising approach to improve the employment situation of people with disabilities as regards recruitment procedure and access to work places. By exchanging, discussing and sharing good practice approaches, employers and human resource managers will be able to implement new strategies to recruit and employ staff that is best meeting the expectations of the company, as regards improving skills and work quality as well as managing diversity.
This module aims to present the idea of identifying and sharing good practices in the employment of people with disabilities, and how you can discover and validate good practices in your country, region, company and/or economical sector.
This module will help:
• To learn about the terminology, definitions and background of good practice identification and sharing;
• To identify examples of good practice;
• To discuss and exchange about their usability and transferability.
All products will be adopted by the Good Practices of partners' countries, located in new innovative learning environment and available in German, Italian, Latvian, Lithuanian and English.
Target group employers for recruitment, employment and management, academic stuff, students, mass media
Result As a result, the Distance education course “Ability not Disability in Workplace” is expected to contribute to the updating of the knowledge and competencies of the target employers and coaches, as well as to increase the employment rate of the disabled people.
Area of application This course may be of use to staff, the specialists of state and municipal institutions, mass media and for those working in the field of social inclusion.
Product Languages English