Holding Sustainable Employment in a Turbulent World

Hans VrindPresident Workability Europe

Director International Salo Holding AG

Budapest, 23 June 2011

Introduction

There may be trouble ahead,But while there's moonlight and musicAnd love and romanceLet's face the music and dance.

Introduction

Before the fiddlers have fledBefore they ask us to pay the billAnd while we still have that chanceLet's face the music and dance.

Introduction

Soon, we'll be without the moonHumming a different tune, and then, There may be teardrops to shedSo while there's moonlight and musicAnd love and romanceLet's face the music and dance.

Content

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Workability Europe General overview Perceptions Statistics Roles of stakeholders Find jobs How can we go on The future

Workability Europe

• the first regional group to be formed by the European members of Workability International

• now has 40 member organizations in over 22 countries

• Over 4,000 locations

6

Our vsion

Equal opportunities in employment for ALL Europeanswith disabilities

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Our Vision

Closing the gap in employment levels between disabled people and non-disabled people

Our Mission

8

General overview UN Convention

• 600 million people with a disability• United Nations Declaration

– Rights based approach

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UN Convention on the Rights of Persons with Disabilities

Article 1 Purpose The purpose of the present Convention is to promote, protect

and ensure the full and equal enjoyment of all human rights and fundamental freedoms by all persons with disabilities, and to promote respect for their inherent dignity.

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.

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Before and After the UNCRPDDG EMPL – „Integration of people with disabilities“ DG JUSTICE – „Rights of people with disabilities“

Normative and economic considerations Normative (rights based approach) and economic considerations

Disability Action Plan 2003 - 2010 Disability Strategy 2020

Directives applying to MS(Employment Framework Directive 2000/78/EC, Proposal COM (2008)426)

UNCRPD applying to EU Institutions (+ reporting and monitoring obligations)

Legal base: Art. 13 – non-discrimination Legal base: Art. 10 and 19 TFEU, Art. 1, 21, 26 Charta of fundamental rights

Financial instruments: PROGRESS (Employment and social Solidarity), ESF, horizontal programmes

Financial instruments: PROGRESS (Employment and social Solidarity), ESF, horizontal programmes

Two (three) track approach (specific + mainstreaming + prevention)

Two (three) track approach (specific + mainstreaming + prevention)

No new competences at EU level Political Window of Opportunity Change of attitudes - process

Disability Strategy 2010-2020A renewed commitment to a barrierefree Europe

Adopted on 15 November 2010. Three main documents:

• Communication on a European Disability Strategy 2010-2020

• Initial plan to implement the Strategy: List of Actions 2010-2015

• Background Document with facts and figures

Mandate

• Article 1 of the Charter of Fundamental Rights of the EU (the Charter): ‘Human dignity is inviolable. It must be respected and protected.’ Article 26: ‘the EU recognises and respects the right of persons with disabilities to benefit from measures designed to ensure their independence, social and occupational integration and participation in the life of the community.’ Article 21 prohibits any discrimination on the basis of disability.

• The Treaty on the Functioning of the EU (TFEU) requires the Union to combat discrimination based on disability when defining and implementing its policies and activities (Article 10) and gives it the power to adopt legislation to address such discrimination (Article 19).

• The United Nations Convention on the Rights of Persons with Disabilities (the UN Convention), the first legally-binding international human rights instrument to which the EU and its Member States are parties, will soon apply throughout the EU. The UN Convention requires States Parties to protect and safeguard all human rights and fundamental freedoms of persons with disabilities.

Disability Strategy - Aim

1. This Strategy focuses on eliminating barriers 2. The overall aim of this Strategy is to empower people with disabilities

so that they can enjoy their full rights, and benefit fully from participating in society and in the European economy, notably through the Single market.

3. Ensuring effective and consistent implementation of the UN Convention across the EU

This Strategy identifies actions at EU level to supplement national ones, and it determines the mechanisms needed to implement the UN Convention at EU level, including inside the EU institutions. It also identifies the support needed for funding, research, awareness-raising, statistics and data collection.

Brussels

• In Brussels, Workability Europe successfully continues to build its

reputation as the expert organisation on the employment of people

with disabilities. WE therefore is invited regularly to provide input at

conferences, seminars and consultation processes.

• Workability Europe supports its members to develop their activities

and service provisions, and on an international level in order to

serve people who require these services most.

• WE has several working groups inviting Members to share

projects and development work, for ex. the Service

development group

• Members have embarked on programmes with other

countries

What is the perception of disability

• Regional• Race• Religion• Gender• Employment age• Social Infrastructure for work

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European Statistics/Relation Social Security Systems

45 million citizens with long-standing health problem or a disability

one in six persons 1 of 4 a family member 32,2 % Finland the highest 27,2 % United Kingdom # 2 25,4 % The Netherlands 6,6 % Italy 5,8 % Romania• 10 million disabled people in Russia, 700.000 of them up to 18

• 350.000 disabled people in Armenia (10%)17

1,5 million in special employment in Europe

• Day care• Workshops• Working outside• Affirmative enterprises• Collective or individual placements by regular

employers• Temp work or permanent• Supported employment and Supported placements• Permanent jobs on employers wage list

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1919

800.000 300.000

100.000

Permanent stay in workshops

Temp stay in workshops

Direct integration projects

Mainstream employment

Unem

ployment

Dis

abili

tyIntegration in mainstream

employment

Roles of government, employers organizations and trade unions

• Wage subsidies Quota systems• Finance accessibility of work places• Finance of adaptation of workplace• Attitude of colleagues and staff• Fear of influence of disability on

productivity• Life long learning and personal

development plans20

Find jobs

• How, where, when• Where are the hidden jobs?• Diversity programs of larger companies and

government as employer• Small and medium sized companies• No, we have no jobs now, but in future?• Find positive attitudes of human resource

departments/staff members/family members• Build contact database

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How can we go further

• What kind of jobs• Train disabled people for realistic vacancies• Added value of a disabled person to the work force• Who pays the training and job placements• Is permanent support needed and who is

responsible• Follow the clients and build statistics• Is supported employment a realistic goal for

everybody?

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Amfors Group, performance since 1993

3.000-

2.000-

1.000-

-

1.000

2.000

3.000

4.000

1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006

Jaar

Resultaten Amfors Groep

Operationeel resultaat Exploitatie resultaat Subsidie resultaat

att

ract

iveness

mark

et

1,0

5,0

5,0

1,0

Competitive position

Investing in growth

Harvesting and

amortisation

Growth and optimize profits

Grafifors Metafors

Cleanfors

Montafors

Strategic position Amfors companies

2,0

3,0

4,0

0,0

2,0 3,0 4,0

Eemfors

0,0

Reafors

Harvesting and

diversification

Detafors

Packfors

CareforsJobfors Restofors

att

ract

iveness

mark

et

1,0

5,0

5,0

1,0

Competitive position

Investing in growth

Harvesting and

amortisation

Growth and optimize profits

Grafifors Metafors

Cleanfors

Montafors

Strategic position development division

2,0

3,0

4,0

0,0

2,0 3,0 4,0

Eemfors

0,0

Reafors

Harvesting and

diversification

Detafors

Packfors

CareforsJobfors

Restofors

New Busines Developments :

• Digital manpower agency project( Jobfors)

• Mail delivery project ( Mailfors)

• Restaurant and Catering project ( Restofors)

The 10 Salo rules 1Job-placement as a systematically approach and a selling-process

1. One company – one responsible employee2. Nopa – Nopro

– No placement without assessment (Nopa)– No placement without profiling (Nopro)

3. “The Hour of the truth”4. No “good-guy/bad-guy-game”

Don’t play “good-guy/bad-guy” within your organization

5. Be informed before contacting 27

The 10 Salo rules 2

6. Individual casesTreat each placement as an individual case

7. Slip into others skinsThink about the interests of the companyAnd imaging a matching

8. IPDKeep the range:first Interests of the companies,than Potentials of the candidate,than Disabilities and restrictions

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The 10 Salo rules 3

9. Think! Than talkSell it like a selling-professional

10.Don’t lie!But don’t tell the truth without chance for the candidate!

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The future Use of WAI Work Ability Index

This offers employees and employers the opportunity to someone's long-term employability accurate mapping. On that basis, they can take timely action to avoid disruptions and reduce or prevent disability.

WAI deserves a permanent place in the health, working conditions and staffing organizations. Rooted in the rest of the policy is important because the WAI only a supportive tool, not an end in itself.

WORK ABILITY

CloseSocial

NetworkFamily

WORKContent and Demands,

EnvironmentCommunity and

OrganisationManagement and

Leadership

VALUES

Attitudes Motivation

PROFESSIONAL COMPETENCE

HEALTHFunctional Capacity

S O C I E T Y

The ‘house of work ability’ (Ilmarinen and Tuomi, 2004)

There may be trouble ahead Enormous State deficits Some countries (almost) bankrupt Inevitable Huge savings on Social Agenda Even with a possitive approach to PwD Focus to other groupsUnemployedYoungsters (“Cultural”) MinoritiesElderly disadvantaged

More service for less money Ideological correct wage structure??

Creating Sustainable Employment in a Turbulent World

Efficiency and effectiviness Public procurement Our own procurement Advocating their rights Working with partnersClient organisationsSocial PlatformOther service providersEmployers and trade unionsThe voice of recognized professionals

Lobbying local, national, regional and …. Strengthen the voice and be heard

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Thank you!!

drs. Hans V. Vrind RA