Employment Models for Persons with Disabilities: Opportunities and Barriers

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This study explores various employment models for persons with disabilities, including Social Enterprise, Sheltered Employment, Supported Employment, and more. It highlights the strengths and weaknesses of Sheltered Employment and Occupation Centers, discussing their impact on transitioning individuals into the open labor market. The research emphasizes the importance of providing stable employment adapted to individuals while addressing social goals.

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The Opportunities and The Opportunities and Barriers of Different Barriers of Different Employment Models Employment Models for Persons with for Persons with Disabilities Disabilities EASPD Study 2019 EASPD Study 2019

Research by Prof Steve Beyer for EASPD, Research by Prof Steve Beyer for EASPD, but not an EASPD Position! but not an EASPD Position! Literature Review: 12.373 articles, active labour market programmes, focusing on persons with a disability and case study reports from EASPD members from Germany, Spain, Greece, Austria and the UK Some of the Models identified: Social Enterprise & Social Firms/Inclusive Enterprises Sheltered Employment/Occupation Centres Supported Employment & Individual Placement with Support Supported Apprenticeships & Internships Social Economy make up most of these Models!

Sheltered Employment Sheltered Employment Sheltered workshops can be placed on this spectrum ranging; Intermediary focus, traditional programme (traditional largely on-site work) to Strong focus, with significant transition rates (transitional models, with a strong focus on moving people into the open labour market. Still predominant model in many countries Occupation Occupation Centres Centres Having a work occupational focus, but with wider goals than paid employment and income generation. These may be health or therapeutically related. The status of people may vary legally: welfare benefit recipients, trainees, patients

Sheltered Employment & Occupation Sheltered Employment & Occupation Centres Centres Strengths Provide services for a significant N Persons Can provide legal pay greater than local welfare benefits Can provide stable employment across lifespan Can deliver work adapted to the person Achieve social goals: friendships, relieving carer supervision, etc Weaknesses Low transition into open labour market (where that is a goal) Relatively low wages & social protections (some workers don t have employee status) Relatively high-cost model Can offer poor range of work Some businesses mainly target higher skill people

Supported Employment Supported Employment Paid work where individuals receive going rate for the job, with same wages, terms and conditions as other employees Job matched to person, in ordinary businesses Employees receive on-the-job and ongoing support from a Job Coach or an equivalent role I ndividual Pl acement and Support I ndividual Pl acement and Support IPS supports people with severe mental health difficulties into employment It involves intensive, individual support, a rapid job search followed by placement in paid employment, and time-unlimited support in and out of the workplace for both the employee and the employer

Supported Employment & I ndividual Pl acement Supported Employment & I ndividual Pl acement and Support and Support Strengths Can produce higher employment rates for some people with a disability (intellectual, mental health, autism) Costs are favourable compared to other models due to train & fade Wage rates can be higher than other models Supported Employment works across a range of client groups and condition severities Weaknesses Its availability and scale still varies across EU Funding can be too short term, leading to resistance Initial costs can be higher than other models Consistent delivery of quality outcomes at scale requires skill and attention to wide range issues Success is reliant on benefit systems (benefit trap) Social integration can be lower than other models

Social Fi rms/Inclusive Enterprises Social Fi rms/Inclusive Enterprises Provide goods, services, and livelihoods hiring people with disabilities as equal workers They engage people in the value chain of companies as suppliers, distributors, and retailers Between 30%-80% of the workforce will be people with a disability People are paid at legally mandated salaries and receive long-term contracts Structured as a for-profit or non-profit organisation and may take a number of forms

Social Fi rms/Inclusive Enterprises Social Fi rms/Inclusive Enterprises Strengths At best, provide normal jobs with regular contracts & wages for persons with disabilities Delivers valued services & products Non-disabled people are also employed, creating inclusion Participant can be attracted to the ethos of the organisation, esp. co-operatives Flexibility and ethos can help ppl who have a large range of disabilities Weaknesses In some countries, sector is poorly supported & resourced Cost-benefits are not always delivered until a business is fully mature Private sector receives the same subsidies as 3rd sector; although main objective can be different Some organisations (esp. private) hire people with lower levels of disability, potentially weakening its impact Questions around re-branding of sheltered employment (?)

Supported Apprenticeships Supported Apprenticeships In an apprenticeship, a disabled person would spend time between learning in an education establishment and training in a company. The person will have a contract with the company and get paid for their work. At the end, the person would receive a qualification and a longer-term contract Supported I nternships Supported I nternships A course where a young disabled person spends time working in a host employer s business, with regular out- reach educational input from a school or college They may have job coach support while at work They will gain a job at the end with their host employer or another business. Strengths Employment rates for interns can be higher than found generally for certain groups (intellectual disability, autism) Opportunity for the development of skills needed in real jobs Can help employers get good workers that know their work is difficult to fill jobs Can be paid while they are in training Weaknesses Apprenticeships tend to have higher educational entry criteria and exclude some persons with disabilities Internships are dependent on funding of suitable staff, including job coaches and this is uncommon.

Supported Apprenticeships & I nternships Supported Apprenticeships & I nternships Strengths Employment rates for interns can be higher than found generally for certain groups (intellectual disability, autism) Opportunity for the development of skills needed in real jobs Can help employers get good workers that know their work is difficult to fill jobs Can be paid while they are in training Weaknesses Apprenticeships tend to have higher educational entry criteria and exclude some persons with disabilities Internships are dependent on funding of suitable staff, including job coaches and this is uncommon.

Factors that help or hi nder model ef fectiveness Factors that help or hi nder model ef fectiveness Systems to assess and classify disability can still stop some people with a disability from pursuing employment or accessing support Inflexible welfare benefit payments, and preferential access to retirement benefits, can hinder people leaving sheltered workshops to enter the open labour market Lack of availability of Supported Employment, and lack of integration of Vocational Rehabilitation, Sheltered Workshops and Supported Employment can hinder people moving from rehabilitation and sheltered work to the open labour market Pressures on private providers can lead to creaming people with lower levels of disability into their service. It maximises productivity and can marginalise people with higher levels of disability from work In some States, people classified as needing significant support to find a job are not able to access employment support at all.

Main Conclusions of Study Main Conclusions of Study Direction of travel is clear- open labour market options need to be part of the future if relevant rights-based aims are to be achieved: European Pillar of Social Rights, Chapter 1 and principle 17 UN Sustainable Development Goals 1 Ending poverty in all its forms, and 8 Decent Work and Economic Growth Article27 of the UN Convention on the Rights of Disabled Persons At the macro-scale there has been a shift in investment towards the inclusive labour market. The transition to individual open labour market jobs remains modest. For people with autism, intellectual disability or mental health condition, a shift towards individually matched jobs, with skilled in-work job coaching, has increased their options for employment and their outcomes