Holding Sustainable Employment in a Turbulent World

1. Holding Sustainable Employment in a Turbulent World Hans Vrind President Workability Europe Director International Salo Holding AG Budapest, 23 June 2011

2. Introduction • There may be trouble ahead, • But while there's moonlight and music • And love and romance • Let's face the music and dance.

3. Introduction • Before the fiddlers have fled • Before they ask us to pay the bill • And while we still have that chance • Let's face the music and dance.

4. Introduction • Soon, we'll be without the moon • Humming a different tune, and then, • There may be teardrops to shed • So while there's moonlight and music • And love and romance • Let's face the music and dance.

5. Content • Workability Europe • General overview • Perceptions • Statistics • Roles of stakeholders • Find jobs • Howcan we go on • The future

6. 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

7. Our vsion Our Vision Equalopportunities in employment for ALL Europeans with disabilities

8. Our Mission Closing the gap in employment levels between disabled people and non-disabled people

9. General overview UN Convention • 600 million people with a disability • United Nations Declaration • Rights based approach

10. 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.

11. Before and After the UNCRPD • Nonewcompetencesat EU level • Political WindowofOpportunity • Change ofattitudes - process

12. 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

13. 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.

14. Disability Strategy - Aim • This Strategy focuses on eliminating barriers • 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. • 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.

15. 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

16. What is the perception of disability • Regional • Race • Religion • Gender • Employment age • Social Infrastructure for work

17. 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%)

18. 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

19. Integration in mainstream employment Disability Unemployment 800.000 300.000 Temp stay in workshops Permanent stay in workshops 100.000 Direct integration projects 19 Mainstream employment

20. 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 plans

21. 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

22. 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?

23. Amfors Group, performance since 1993

24. 5,0 Investing in growth Growth and optimize profits Restofors Jobfors 4,0 Carefors Reafors Strategic position Amfors companies attractiveness market Detafors Eemfors Cleanfors 3,0 Montafors Metafors Grafifors 2,0 Packfors 1,0 Harvesting and amortisation Harvesting and diversification 0,0 0,0 1,0 2,0 3,0 4,0 5,0 Competitive position

25. 5,0 Investing in growth Growth and optimize profits Restofors Jobfors 4,0 Carefors Reafors Strategic position development division attractiveness market Detafors Eemfors Cleanfors 3,0 Montafors Metafors Grafifors 2,0 Packfors 1,0 Harvesting and amortisation Harvesting and diversification 0,0 0,0 1,0 2,0 3,0 4,0 5,0 Competitive position

26. New Busines Developments : • Digital manpower agency project( Jobfors) • Mail delivery project ( Mailfors) • Restaurant and Catering project ( Restofors)

27. The 10 Salo rules 1 Job-placement as a systematically approach and a selling-process • One company – one responsible employee • Nopa – Nopro • No placement without assessment (Nopa) • No placement without profiling (Nopro) • “The Hour of the truth” • No “good-guy/bad-guy-game” Don’t play “good-guy/bad-guy” within your organization • Be informed before contacting

28. The 10 Salo rules 2 • Individual cases Treat each placement as an individual case • Slip into others skins Think about the interests of the company And imaging a matching • IPD Keep the range: first Interests of the companies, than Potentials of the candidate, than Disabilities and restrictions

29. The 10 Salo rules 3 • Think! Than talk Sell it like a selling-professional • Don’t lie! But don’t tell the truth without chance for the candidate!

30. Close Social Network WORK ABILITY Family WORK Content and Demands, Environment Community and Organisation Management and Leadership S O C I E T Y The future VALUES Attitudes Motivation Use of WAIWork 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. PROFESSIONAL COMPETENCE HEALTH Functional Capacity The ‘house of work ability’ (Ilmarinen and Tuomi, 2004)

31. 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 groups • Unemployed • Youngsters • (“Cultural”) Minorities • Elderly disadvantaged • More service for less money • Ideological correct wage structure??

32. Creating Sustainable Employment in a Turbulent World • Efficiency and effectiviness • Public procurement • Our own procurement • Advocating their rights • Working with partners • Client organisations • Social Platform • Other service providers • Employers and trade unions • The voice of recognized professionals • Lobbying local, national, regional and …. • Strengthen the voice and be heard

33. Thank you!! drs. Hans V. Vrind RA