A075 an overview over barriers and facilitators for people with disabilities in work

1. RI Congress Edinburgh
October 25, 2016
A contribution by the research unit Vocational Rehabilitation and Inclusion – REHADAT
Patricia Traub
Facilitators and barriers in vocational training and
employment of people with disabilities

2. Cologne Institute for Economic Research
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 Private economic research institute in Germany
 Advocate of a liberal economic and social order

3. Cologne Institute for Economic Research
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 Registered association
 Membership consisting of some110 German
business and employers' associations and individual
companies

4. Exemplary research units
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Kompetenzfelder
Arbeitsmarkt und Arbeitswelt
Berufliche Qualifizierung und Fachkräfte
Berufliche Teilhabe und Rehabilitation
Bildung, Zuwanderung und Innovation
Finanz- und Immobilienmärkte
Internationale Wirtschaftsordnung und Konjunktur
Öffentliche Finanzen, Soziale Sicherung, Verteilung
Strukturwandel und Wettbewerb
Tarifpolitik und Arbeitsbeziehungen
Umwelt, Energie, Infrastruktur
Verhaltensökonomik und Wirtschaftsethik
Forschungsgruppen
Konjunktur
Mikrodaten

5. Research unit: Vocational Rehabilitation and Inclusion
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Forschungsgruppen
Konjunktur
Mikrodaten
 Information resources for maximising the potential of workers
with disabilities
 Practical information and materials for use in the workplace
 Member of European Assistive Technology Information Network

6. A study by the Cologne Institute of Economic Research
In: IW-Trends 4/2015 and KOFA Study 2/2016
Authors: Metzler / Pierenkemper/ Placke / Seyda / Werner
Facilitators and barriers in vocational training and
employment of people with disabilities

7. What motivates and what hinders companies to train
people with disabilities?
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Picture: Fotolia

8. Methodical approach
 Data basis: IW personnel panel 2015
 1.385 companies with a minimum of one employee
 Cross-sectoral
 Representative
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9. Companies with trainees with the following disabilities
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1.3 %
3.5 %
6.8 %
7.9 %
15.9 %
Intellectual
disability
Sensory disability
Mental disability
Physical
disability
Learning
disability

10. Central motives for training young people with
disabilities
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 Social commitment / Culture
 Wish to commit oneself socially
 Equal opportunities
 Diversity
 Human resource factors
 Trainees with disabilities are especially motivated at work
 Positive experiences
 Filling training places
 Target group remains more often in the company after vocational
training
 Financial reasons (comparatively weak)
 Reduction of compensatory levy
 Financial support

11. Companies which train young people with disabilities
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11 %
22 %
38 %
12 %
22 %
34 %
51 %
23 %
1-49 Employees 50-249 Employees 250 and more
Employees
Total
Currently training-active Currently or in the last 5 years training-active

12. Influencing factors on the likelihood that a company
will train a young person with disability
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5 %
6 %
9 %
9 %
16 %
17 %
43 %
New ideas through trainees
Works council in company
Tradition of training
Increase attractiveness as employer
Internships for people with disabilities
Company recruits disadvantaged young
people
Employee with disability

13. What inhibits companies to engage in training?
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30 %
22 %
35 %
39 %
42 %
65 %
79 %
35 %
29 %
46 %
54 %
53 %
72 %
68 %
Additional burden due to holiday
entitlement and more protection
against dismissal
Too many sick leaves
Too much bureaucracy
Lack of information about / lack of
support
High level of supervision
Lack of equipment in the company
Not enough applicants
Companies without training tradition Companies with training tradition

14. What do companies want?
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56 %
60 %
60 %
74 %
74 %
77 %
2- or 3-year training for successful finishers
of a subject-related practical training
Central service point for all questions about
barrier-free workplace design
Possibility of training in individual stages
(modular training)
Appropriate training material for trainees with
disabilities (e.g. in easy to understand
language)
Central point of contact for all information on
training of people with disabilities
Designated, external contact person for all
supporting measures for the entire training
period

15. What do employees with MS find helpful?
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Source: REHADAT survey „MS and work“, autumn 2015, 846 participants
4 %
7 %
12 %
14 %
18 %
19 %
23 %
27 %
38 %
45 %
65 %
External personnel support (e.g. work
assistance)
Qualification / Re-education for new work
Barrier-free work environment
Transfer to other work place in the company
Use of assistive products / technical aids
Homeoffice
Progressive reintegration
Support by office for vocational integration
Reduction of working hours
Flexible work and rest periods
Support by superiors and colleagues

16. Conclusion
 Contact to people with disabilities must become
„normality“
 Inclusive schools
 Focus on capabilities, not on deficits
 Central office for all information on the vocational
training of young people with disabilities
 Designated contact person for the entire duration of
the vocational training
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17. Patricia Traub
REHADAT
+49 (0)221 4981-801
traub@iwkoeln.de
www.rehadat.de
Facilitators and barriers in vocational training and
employment of people with disabilities
Digital information and education by REHADAT
October 25, 2016
Edinburgh