Mentoring Network Helps Visually Impaired Woman Gain Job Skills

MENTORING NETWORK FOR EQUAL EMPLOYMENT OPPORTUNITIES
2009-TR1-LEO05-08675

SUMMARY REPORT ON CASE STUDIES

Contents Page
INTRODUCTION 2
SCOPE 2
THE CASE STUDIES PER COUNTRY 2
Case Studies from Bulgaria 2
Case Studies from Denmark 5
Case Studies from Spain 7
Case Studies from Turkey 8
NEEDS IDENTIFIED 23
Employers‟ needs 23
Needs of people with disabilities 23

Authors: www.marie-curie-bg.org

This summary report is developed as part of WP2 results of M-NET EOP project which has been funded with
the support from the European Commission. It reflects partners’ work on this WP, and the Commission cannot
be held responsible for any use which may be made of the information contained therein.

1. INTRODUCTION
This report is developed as part of Work Package 2 of M-NET EOP project. The
main goal of this document is to present the opinion and the suggestions given
directly by the representatives of the project target groups. Thus, the project
team gathered the information necessary for the Need Analysis straight from the
horse‟s mouth. Namely this is one of the main advantages of the Case Study
method. It allows the readers to gain first hand information without editor‟s or
analyst‟s interference. The respondents included in this research voluntarily
shared their time and point of view within face to face meetings initiated by the
project partners in each country. The meetings were held between 30th January
and 20th March, 2010.

2. SCOPE
The report is based on 17 Case Studies from the 4 partner countries. Turkey is
presented by 11 cases provided by the three Turkish organizations involved in M-
NET EOP partnership.
Bulgarian, Spanish, and Danish partners prepared 2 Case Studies each. The
interviewed respondents belong to the project target groups. These are people
with mobility difficulties, a person with visual impairment, employers of people
with disabilities, consultants/HR managers, and a manager of enterprise open to
hire people with disabilities. Have a look on the next pages of the report to find
out everything shared by them.

3. THE CASE STUDIES PER COUNTRY

3.1 Case Studies from Bulgaria

Vesela’s Story

Vesela is 23 years old and lives in the town of Plovdiv, Bulgaria. It took us several
phone calls and a preliminary meeting to convince Vesi to meet our team and tell us
her story. However, although with some degree of uncertainty, she agreed to meet
with us and answer our questions. Now, she is standing in front of me, smiling shyly
and speaking with short sentences about herself. She has a visual impairment and
partial hearing loss. However, she succeeds in completing her secondary education in
the special school for students with visual impairments in Varna, Bulgaria. Vesi is
ambitious and wishes to be a university student. With the help of her family she
managed to overcome her fears, pulled herself together and successfully took the
admission exams. So, in the summer of 2005 her dreams came true and she was
accepted in the Medical College “Mara Maleeva” in Plovdiv, to study Rehabilitation
specialty.

At the beginning her colleagues accepted her with a degree of embarrassment but
subsequently she could find friends who she keeps in touch with even today. During
the first year of her studies Vesi faced a number of challenges: mistrust and
unpreparedness on behalf of her lecturers, prejudices and distant manner on behalf
of her colleagues, inaccessible lecture-halls, and not having a permission of her

lecturers to record their lectures. In the course of her studies a part of Vesi‟s
problems is solved. After a series of conversations and explanations her lecturers
agreed to be recorded, and Vesi‟s colleagues found out that her disability did not
prevent them from being friends and going out together. Another adaptation made
by her lecturers was examining Vesi orally and they also tried not to turn the air
conditioning on very often as its noise obstructed her hearing because she used a
hearing aid. Thus, in her words, her studies proceeded relatively normally and
without major obstacles. In 2009 Vesi successfully graduated and began looking for
job.

Vesi has an attractive, and in her words, profitable profession but she faces reserved
employers with high requirements. The Regional Labour Office under the National
Employment Agency offered her additional trainings but the time schedule was
inconvenient for her and travelling to the training place appeared impossible. Thus
Vesi missed some job interviews as there was no one who could accompany her to
that place and the employers did not want to appoint another meeting. When, after
all, she managed to go to two interviews, she realized that she was not prepared
enough for a meeting with an employer. She gave general answers, and the
employers need specifics. Spoke long and loud. She wore casual clothes until she
found out that a meeting with an employer requires business clothing. However, she
came to these conclusions after months of research and talks with friends, but she
had already missed a few opportunities.

In addition to that Vesi shared with us that she has rich theoretical knowledge of the
types of massage but the practical classes in the college were too insufficient. She
said: “If I had the opportunities to practice for several months, I would master the
massage nicety, and the employers would be ensured that I could be useful and will
not be scary but a good idea to hire me.” At this moment we, from Marie Curie
Association, told Vesi about M-NET EOP project and the mentoring programmes and
their opportunities. Vesi listened to us with interest, asked some specifying
questions, and finally said: “It sounds very well. I think such participation in a
mentoring programme could help me because on the one hand I will overcome the
fear of meeting colleagues without disabilities; I can gain more confidence and reveal
my abilities to others. On the other hand, in the worst option, I can lose several
months of my time, but will know more about massages. In the best option I can
convince my colleagues and the clients that I can be a good masseur who deserves
to be hired. I do want to work not only for a living but also to have more contacts
outside of my family and to feel myself complete and useful. During the last year I
realized that I need additional training to be more confident and to show the best of
myself during a job interview. I hope there will be more training programmes and
one of them to help me.”

At the end of our meeting Vesi became calmer and more enthusiastic about
continuing looking for a job. She asked us to contact her if we have a suitable pre-
employment programme. She wanted to include her in training for work with
computer and assistive software programmes. Vesi also wanted to keep her informed
about the M-NET EOP project development and to acquaint her with the other Case


Studies presented by our partners. At the end Vesi‟s handshake was stronger and
she left us with a broader smile and a greater willingness for next meetings with us.

Shell Bulgaria Experience in terms of Diversity Management

Shell Bulgaria is a part of the Royal Dutch Shell PLC group. The company starts their
trading oil products activities in Bulgaria at the beginning of the last century. The
company‟s activity was ceased after 1940s but then Shell comes back again as a
commercial establishment in the early 1970s. The "new" history of Shell in Bulgaria
dates from 1991 when Shell Bulgaria GSC was registered and the Royal Dutch Shell
PLC group resumes its presence in the country. Shell Bulgaria has implemented a
wide range of Shell Group policies, practices, action plans and training material to
help our team members in overcoming bias and minimizing prejudice based on
physical ability, culture, nationality, gender, ethnic background, sexual orientation,
political views, etc. We are working in the field of „Diversity & Inclusion‟, raising our
awareness and overall experience with diversity.

At Shell „Diversity & Inclusion‟ is about understanding, respecting and valuing the
uniqueness of individuals: who they are, what they represent and how they
contribute.

A diverse and inclusive environment that elicits the best from people is fundamental
to our business success and that is why within Shell Bulgaria we want to create such
climate. Where diverse views are heard and valued, people can develop their skills to
the fullest, committing to the common goals.

What Shell is doing on D&I:
- Develop D&I plans – implemented on annual basis, they touch almost any
aspect of differences through various initiatives such as trainings and
awareness sessions on Disability, Gender, Cultural differences etc.
- Positive action to develop and hire people with disabilities
- Supporting various networks promoting D&I
- Work & Life Balance
- Family friendly & flexible working policies and practices
- D&I integrated in Shell General Business Principles
- Harassment & Discrimination prevention policies, practices and trainings
- D&I is integrated into our processes like performance management, potential
ranking, recruitment, talent reviews, enterprise first thinking.

At Shell we aim to attract and retain the best diverse talent, with an inclusive
environment where people can be who they are, contributing their best. We treat
people equally regardless of their physical abilities, and we globally welcome diverse
talent in our professional teams.
Recruitment of people with disabilities however requires some preparatory work,
such as improvement of the working place physical conditions and ensuring the
social readiness of our team members.


We have already built on our social skills through Disability Awareness Training – a
session with Marie Curie Association held in November, 2008. We have also built a
more comfortable and secure working place for people with disabilities ensuring
wheel chair access to our office premises. At Shell Bulgaria we still don‟t have full-
time colleagues with disabilities. We are looking forward to a good opportunity to set
good example in this area.

Our efforts are directed towards building an inclusive work environment, where
different abilities are valued. Openness is promoted between team members.

Our joint Disability Awareness session with Marie Curie Association was highly
appreciated from our colleagues. One of the results of the training was the increase
knowledge and understanding of the mentoring concept. We became aware of how
the mentoring could enforce human capacity and how the people involved could
develop their skills and talents. We are open to meet mentees and to give them
access to a work placement training for a while. We believe that our work place is
discrimination-free and positive.

During these turbulent times it is crucial for all companies to attract & retain the
best talent, to increase their motivation, commitment and creativity, to better
understand the customer base and strengthen the reputation and relationship with
communities and finally to win in the marketplace. At Shell we make sure of that
through building our business with long-term orientation, keeping intact our
corporate values and principles and working in socially responsible ways. Thus we
become the Company of Choice for our employees and customers around the
world.

3.2 Case Studies from Denmark

The House of Venture (www.HusetVenture.dk)

The House of Venture (HV) is a special company which employs approximately 90
people of which the majority is physically disabled. In the company‟s by-laws it is
even stated that:

§2. Statement of Purpose
It is the purpose of the House of Venture Midtjylland to create jobs for people who
need employment on special terms.
Achievement of this aim is sought through different kinds of businesses including
educational and development courses. The House of Venture Midtjylland aims to
provide and make visible possibilities for the target group.

In this spirit, the company even seeks physically disabled labour.

Since 1999 the House of Venture has worked with jobs for the disabled and has set
up a long line of niche productions on market terms: HV Graphic, HV Web, HV
accounting etc.


The attitude towards the disabled is positive and very different from that found in
other companies. In HV it is all about seeing opportunities rather than limitations.
Since the ambition is for work to be done on market terms, thorough job interviews
are carried out with the individual candidate before employment with the purpose of
finding the right sort of work. The company can assist candidates with finding and
applying for the right kind of aids so that the individual gets the optimal working
conditions. The founding principle is that it is the company that has to adapt to the
physically disabled as far as possible.

HV also works with the ways in which companies can brand themselves through
corporate social responsibility, either by employing the disabled and people less
capable of functioning or by buying products produced by them.

The concept is an extension of the Danish “flexicurity” model.

At the official opening in 2000 there were five employees. Today there are about 90
employees in the House of Venture. 80% of these are people less capable of
functioning or with handicaps who are employed in flex jobs or light jobs (state-
supported jobs for which the government pays part of the salary). The development
has taken place based on market terms – discount is not given on work since it is
done by the House of Venture‟s employees.

Interview with an HV Employee:

LH is employed as manager of the business section of the House of Venture.
Following a car accident LH is in a wheelchair. He was qualified for the job before the
accident. He continues to improve his qualifications primarily through participation in
different projects – and in addition, he has a big appetite for new challenges. A lot of
the assignments that LH carries out in HV are project based and include a lot of
teaching and sharing of knowledge. For example, HV cultivated the marked for IT
backpacks for dyslexics without special qualifications in the area. New qualifications
were acquired throughout the project, partly by suppliers telling about their products,
and partly by trying their hands at testing different products and methods as needed.

He is employed full time. He has a wheelchair and his own handicap car but apart
from those he does not need special aids in the work place. The company is fitted
out with wheelchair ramps, automatic doors, and handicap toilets.

LH sees himself as a normal employee and does not need a mentor. He is even
advocating that employers who hire the disabled, need mentors so that the work
place learns the broadness/diversity needed for the new employee to do their best.
That is, instead of focusing on the “flaws” in the disabled worker, companies need to
address their own shortcomings so that the disabled, so to speak, experiences an
adaptation from the company and not the other way around.

This attitude towards the problem means a lot mental tests for all the involved
parties. And perhaps a lot of the problems are actually more mental than physical
when a company hires people less capable of functioning or with handicaps.

3.3 Case Studies from Spain

Interview with a person with physical disability

Manuel is a young boy, 24, with a physical disability; he has got a leg paralysis as a
result of a poliomyelitis. This fact limits his possibilities for moving. Because his
disability is not a severe one, he does not receive any economic state support. He
lives at home with his parents.

He just finished the basic education training. Although his disability he did not find
any special problems for social integration.

After completing his basic studies he stayed at home for a while without doing any
special activity… In fact, he did not know where to go, and what to do. During this
time he tried to get some information about training and labour opportunities. But he
did not know where to address his efforts. During this time he attended different
meetings and a training course about how to find a job, but in fact he did not receive
a suitable and complete answer to his needs.

One day he decided to pull himself together and he made his personal agenda
naming his own goals – he learnt that during one of the training courses he
previously attended – and started looking for training and labour opportunities more
thoroughly. He attended a lot of meetings at different public organizations and with
providers of private services for employment and training. Finally he decided to take
part in training for computer and administration issues addressed specially to
disabled people. The training would take place in an institution offering training and
other services to disabled people. He went to this institution and he got to know
more about the training and further possibilities for labour integration. This
institution offers students some different labour integration measures.

He was completely satisfied with the training and after completing the course he is
now spending his 2 months period of internship in the same company. He expects
the company will offer him a work place after this period. He willingly will take part
in a mentoring programme or other similar programme if that could fulfil his desire to
become employed.

A story about a company where people with disabilities are employed

Is it possible that a successful and efficient company employs disabled people who
are 90% of their staff members? Is it possible that an experienced disabled mentor
carries out a mentoring programme with a young disabled?

Antonio is the Head of HR department in a successful company. The company
manages different residences and day care centres for disabled; the company also
manages support services for disabled children at public schools.


At the moment the company provides services to about 420 disabled adults and
children and the staff members of the company are about 300 people (90% of which
are disabled). The staff members include assistants, doctors, physiotherapists,
special educators, cleaning staff, drivers, and cooks.

The main aim of the company is to recruit and to retain as staff as many disabled
people as possible. The company is fully aware of the working capacity of the
disabled.

In order to guarantee the full integration of a person with disabilities in their job
position the company carries out the following:

1. Before entering the company detailed analyses of the candidate‟s profile and
their own abilities are carried out. The company always focuses on the abilities
rather than on the lacks. Having in mind this information and according the
company‟s needs, the person is assigned to a certain job position and the
person becomes a part of the staff.
2. At the beginning, the person always can rely on the support of a “mentor”
from the same company. This mentor, who is an experienced worker,
supports the new worker on how to conduct all activities in the most practical
and effective way.
3. An internal training plan is implemented every year, aiming at increasing
workers‟ skills and competences. The workers themselves or the manager can
make the decision about including a certain worker in certain training.
4. If problems occur the company and the worker can decide to move the worker
to another job position or to implement other supportive measures

The company wants to be involved in a structured mentoring programme in order to
learn more about the theoretical background of the mentoring and also about
methodologies and instruments through which to conduct the mentoring process in
the most efficient way.

3.4 Case Studies from Turkey

BİZİMKÖY
INTERVIEW WITH THE MANAGER

The interview was made with Mr Hüsnü Bayrakta, the manager of Bizim Köy. As he
told us, Bizimköy Handicapped Production Centre Foundation was planned by the
Chamber of Commerce in 2000. It was founded over the land of 72 decares donated
by Ms Beatrice, an Austrian lady, belonging to the Turkish Mothers Association and
International Lions Club. The project was realized in 2005 with the contribution of
the European Union and the Turkish Prime Ministry Project Development Agency. It
was put into effect in the first month of 2006 and started the production.
As an important establishment in the employment of handicapped people Bizimköy
has its own growth policy. At the beginning the production primarily consisted of
items from the textile sector and then additionally fungi section, mosaic section, and
open field departments were added to the production. The only activity that was

stopped is the bringing up of rabbits. “In this field supply-demand balance was
destroyed and accordingly we had to close this section on account of lack of
demand. We transferred the staff to other sections. I mean we did not discharge
anybody. We have at the moment 70 employers in total,” says Mr Hüsnü Bayrakta.

We have 43 handicapped employees predominantly in the textile section and we
have 27 personnel. 16 personnel members are working for the open field and fungi
departments. We employ them in fungi section or greenhouse section according to
the amount of the products. Our handicapped guys are all trained. We have a good
cultivation. At the moment we have no problems with selling our products. What our
goal is to sell them at higher prices. Here, in Bizimköy, we employ the handicapped
in positions where they are able to work. We made a study on the basis of which we
are now trying to cover the fields that need much employment, namely the textile
section. This is the reason why we make efforts to employ more handicapped people
in this section. However, we do not employ trainees because Bizimköy is situated far
away from the city centre. If we employ them we will have some problems and
unfortunately that is why we do not accept applications from trainees.

Now we have plans for a larger Project which will help to increase the number of our
handicapped employees. I mean we will try to create more work placements in order
to increase our production and the employment of the handicapped. We also plan to
set up a call centre. If we realize it, and I believe we will, more than 100
handicapped people will be employed in the centre. This is extremely necessary to be
done because after the earthquake that we experienced in this region in 1999 the
number of the handicapped went beyond twenty thousand. I mean we have a
considerable number of unemployed handicapped people in the region. Although it is
rather difficult to employ them all, I believe that it will be helpful if we increase the
number of agencies and institutions which employ handicapped. Otherwise, whatever
we do we will never solve this problem.

Here in Bizimköy we choose non-discriminative approach and attitude towards the
employment of the handicapped. We have 50 handicapped and 20 non-handicapped
employees and no one looks down on the other. As a result we have magnificent
production and discipline. Accordingly, the people leave here happy as they get a
reward for their efforts. We do everything we can to make them happy.

This is our successful organizational policy but we cannot solve the problem with the
unemployment of the handicapped if we are alone. More Rehabilitation and job
centres have to be established in order to integrate the handicapped into the society
as productive individuals. The handicapped have to be employed in or through these
centres. Being a handicapped must not be considered as a block for hiring them. The
handicapped is able to be productive as much as the non-handicapped if they have
opportunity. Here, in our organization, we have an excellent example. That is why
when we have a vacant job position we are eager to hire a handicapped. What they
only need to do is to give their applications to İşkur (Turkish Employment
Organization) or directly to our organization.


Another successful measure is the counselling approach but unfortunately it is too
expensive. When we have state support we will definitely want to provide counselling
service. At the moment we can only rely on volunteer agencies and organizations for
this.

As far as you can see we work a lot in order to employ handicapped people and to
offer them good working conditions. But we still need some help. I have two major
anticipations. The first of them is to get support from the state and volunteer
organizations. We have made the necessary correspondence. We are getting a
considerable support for our activities. However we have no opportunities to settle
them in a legal frame. We have to pay premiums to social insurance organizations
and we have to pay taxes. If we get support from the state we will create more
employment. The second one is that we expect demand for our products. We would
like to have support from the volunteer organization in this respect.

At the end of our conversation we asked Mr Hüsnü Bayrakta whether he thought that
his volunteer participation in M-NET EOP project would help to his organization and
he could not give us an immediate answer. He told us that he appreciated the
experience and the knowledge acquired in these projects but he was deeply
interested only in the situation of the handicapped people in his organization and at
this stage he would not participate as a counsellor.

INTERVIEW WITH THE COUNSELLOR

The interview was made with Mr Mehmet Yağız, the responsible person for
Confection Department and the counsellor for the handicapped.

He was born in 1980. He is married with two kids. He graduated from a secondary
school. He has rich work experience. He has been working in the textile sector since
1994. He works with the handicapped in the textile section in Bizimköy.

To our question whether he got any orientation training when he was appointed in
that organization his answer was negative. “But I willingly came here,” he says; “I
wanted to share my experience with my handicapped friends who have had no
experience.”

According to his opinion the Counsellor must be an exemplary person. He or she
must be a person to whom everyone feels respect no matter whether they are
handicapped or not. On the other hand, he or she must be patient and
understanding. And last but not least a counsellor must have good psychological
training. They have to be prepared to overcome the psychological difficulties they will
inevitably meet.

When I became a counsellor in Bizimköy, Mr Yağız shares, I already had experience
in working in a confection workshop. We held a training course for 4 months for
handicapped employees here in 2006. After the employees went through the courses

we started production. At first we produced slipcovers for Audi Corporation in
Germany and then we sewed for export. We sewed working clothes as well. We
returned to export again and now we are sewing combed cotton for export.

The most important thing I learnt during my counselling career is that my clients
want to be considered as normal individuals who can easily be integrated into the
production process. And I can proudly say that we succeeded in this respect. There
is no difference between us.

Of course, I met many difficulties in counselling handicapped people. Some of them
usually locked themselves in their houses and never tried to get employment
anywhere. They had no social lives or most often they tried to enter a kind of social
life but they failed. We had a lot of difficulties in overcoming these feelings.
However, over the time, they got used to leading social lives and became well
motivated and gained self-confidence.

While working as a counsellor I developed nothing in the field of capability. But I
became more patient and empathic person, than I used to be. However, I believe
that we might have a lot of difficulties in the future. Therefore we must live by
considering our handicapped as friends.

INTERVEW WITH A HANDICAPPED EMPLOYEE

The interview was made with Ms Suna Bağrıyanık who works in the Confection
section in Bizimköy and who is also a member of Handicapped Association of Kocaeli.
She is an orthopedically handicapped. She graduated from high school. She is a
student at the Open Education University. She works on a machine in the Confection
section in Bizimköy.

She has worked in the private sector before. She has working experience as an
assistant accountant in Zeytinoğlu Corporation and as a switchboard operator in
some corporations in the private sector. When she was employed in Bizimköy she
began working for the first time in the Confection business.

When we asked her whether this new field of activity is difficult for her, she
answered: “Maybe confection can be considered as difficult, but the machinery is
designed for the handicapped in order to make the working process automatic and
easy for them.”

I personally, she shares, have never had any difficulties since I work in Bizimköy
Confection section. This is mostly a matter of capability or skill. However, it is not at
all difficult. There was a time when I thought that I could improve myself in other
areas but not in confection. For example, I was eager to improve my accounting
skills but I failed because of my disease. After that I entered into the confection
section. Maybe I could have done many other things if I had found opportunities.
However, I am satisfied with my job now.


As far as the laws for the handicapped, I do not think that a lot of rights are given to
them. I suppose the handicapped could do a lot of things if they have more
opportunities. We can‟t say that organizations give enough support to the
handicapped. On the contrary, they block the way for the handicapped in some
places. I believe that the organizations must be sensitive in this respect. Some
handicapped have more capacity than the non-handicapped. For example, when I
was a kid I wanted to be a teacher or a lawyer. But they said that the orthopedical
handicapped could not be qualified as a lawyer or a teacher. Then I made a decision
to educate myself in open education where handicaps are not seen as obstacles.

Here in Bizimköy we have many benefits but we can not get aid in the field of
counselling. We have a nurse here but we can not get psychological support. In my
opinion a psychologist or psychiatrist must be also appointed in Bizimköy.

When we asked her whether she would like to participate in a mentoring
programme, she answered: “Yes, I would like to. And I know a lot of friends who
want to participate, too.”

At the end of our conversation we asked her to share her suggestions and views in
terms of the employment of the handicapped. She shared the following: “No one is
interested in employing the handicapped. Many employers would get benefit from
the handicapped by employing them, but unfortunately most of them do not realize
it. Our organization is an excellent example. However, we are not supplied with
enough support. It would be nice if courses or other working means could be
provided. The people who come to Bizimköy see well the abilities of the
handicapped. For example, I sew very well and I will be glad if I am taught to
something else.”

INTERVIEW WITH THE COUNSELLING NETWORK OF GULEN YUZLER IN
THE INTEREST OF EQUAL JOB OPPORTUNITIES FOR THE DISABLED

INTERVIEW WITH THE DIRECTOR

The interview was made with Mr Hakkı Hanağası, the director of Gülen Yüzler
Organization.

Gülen Yüzler Project is a Project that was carried out with the support of the
European Union. The foundation of Gülen Yüzler Disabled Vocational Rehablitation
Work Center was laid on 18th August, 2003 within the scope of the Agreement of
Friendship and Cooperation between The Metropolitan Municipality of Kocaeli and
The Municipality of Amsterdam. It was put into service on 3 March 2004.

Constructed on 5600 sq m in the border of İzmit municipality, our work place
consists of 2,500 sq m indoor space. At the beginning Gülen Yüzler started its
production activity mainly with 9 people altogether (the members of the project team
and the disabled). However, the most important target was to employ as many
disabled friends as possible. Over the time, the employment rate has been increased.


The number of employees has reached 51 for the last two years and 33 of them are
our disabled friends.

We do various activities in our organization. In 2003, our friends first started with
collecting disposal papers in order to get it recycled. Then, both a graphic design and
digital workshop were developed. We have a pretty workshop that contains 35
machines. Apart from this, we not only perform the cutting work but also do the
packaging and selling of A4 paper. Nevertheless, last year, in 2009, a greenhouse
centre was opened and 6 of our disabled friends work there.

Gülen Yüzler Project is among the first projects in Turkey. After it, with the
cooperation of Kocaeli Municipality and the Chamber of Industry “Bizim Köy Project”
was carried into effect. Absolutely, our target is to grow and create more
employment here. We find market for all the products, especially for the textile
goods produced by the disabled friends. For instance, we have a carnival between 6-
28 March and all stores perform their sales by setting up front stands there.
According to one of our agreements with YKM, they give us a place among these
stands. Our disabled friends perform their sales there. In that way they both united
with the society and earn income by selling their goods.

Besides this, in order to become involved in the private sector, we got the tailoring
services of YKM. All services associated with tailoring have been canalized to us. This
was an important step for us in terms of the continuity of the employment and
creating more job positions.

The working conditions here in Gülen Yüzler have been regulated in accordance with
the disabled. They work and get salary and insurance. However, having a financial
source is a must in order to provide employment efficiency. The more powerful is the
establishment, the more employment and services are provided. That‟s why, I think
that the government and the private sector should be more sensitive about the
employment of the disabled.

We have built a good working atmosphere and we don‟t regard our friends working
here as disabled people. In the same way they don‟t want to consider themselves as
disabled people, either. By well performing their duties and working activities they
also show that they have overcome some obstacles. We do our best to support our
disabled friends in every aspect.

We have a good organizational policy but we need some help in solving disabled
people‟s issues. More Rehabilitation and Working Centres making our disabled people
productive and included individuals in the society and the economy of the country
should be brought into effect. Also, in these places, employment should be provided
for the disabled in compliance with the medical conditions. Their handicaps shouldn‟t
be taken as an obstacle both in their working and social life. They have got the same
power to be successful as the people without disabilities if given a hand. The
disabled people working for Gülen Yüzler are the best examples for this. We hire
them in our organization via İş Kur or they can apply for the corresponding vacant


position directly in our organization. In this way we give them a chance to show their
abilities to do certain activities.

I am acquainted with the counselling approach but there aren‟t any people that have
counselling training and neither do I. In fact, I am graduated in Business
Management and in Gülen Yüzler I am in charge of as a directorial official. I
understand that it is essential to have a psychologist in the establishments with
disabled employees. And what is more, there is a need for people in the
administrative staff trained in working with the disabled. In this way we can reach
the disabled more easily and enter their business world conveniently.

Here in Gülen Yüzler the people with no training about disability try to help our
disabled friends on the “try-mistake” ground. However, there are problems but, after
all, we are here to solve them. May be more qualified in this field employees could
help in doing this.

When we asked Mr Hanağası whether it would be useful he to be a volunteer
participant in the project activities on behalf of his company, he answered:
“Certainly, I do. On behalf of Gülen Yüzler, we are happy to be with you and help
you on the ground of our experience we gained from Gülen Yüzler Project.” He also
told us that he would be glad to participate in the mentoring programme of M-Net
project.

His final opinion and suggestions are the following: “First of all, the society should
believe that the disabled can efficiently participate in business life and should work
actively on the issue of the employment of the disabled. On my opinion, for more
results, the employment of the disabled should be turned into a state policy.
Although, it is difficult to alter the common perception associated with the
employment of the disabled, this kind of projects are suitable instrument for setting
the beginning. We, in Gülen Yüzler, made a step in the way of changing this
perception and we expect the number of these places in Turkey to increase.”

INTERVIEW WITH COUNSELLOR

The interview was made with Mrs Ayşe Ünal, the counsellor of the disabled and the
head of the tailoring workshop in Gülen Yüzler.

She is a high school graduate and she has experience in different fields. Before
working for Güler Yüzler she worked for a sports shop as a seamstress. Now, here,
she is in charge of the disabled friends working in the tailoring workshop.

She shares: at the beginning, I was given orientation training by the establishment
about how to deal with the disabled and how to help them. It was given only in the
start-up phase and after that there wasn‟t any training. I knew that I would work
with the disabled here and this was a challenge for me because I did not have any
previous experience. Now I know that the disabled are more sensitive in their nature.
Perceiving their state of mind and carefully dealing with their issues are quite
important.

When we asked her to name the most important qualities of a good counsellor she
told us that first and foremost they have to be patient. Communication is easier
whoever the person is when you are patient and tolerant. And secondly, the good
counsellor should be empathic especially when their clients are disabled people.

My duties in Güler Yüzler are almost the same as those I had in my previous job. The
only difference is that now I work with disabled people. Over the time the activities
of Gülen Yüzler were directed to companies belonging to the private sector.
Nowadays we are doing the tailoring service of YKM. Now and then we provide
services for some companies by sewing overalls, work uniforms, security uniforms,
service uniforms, textile promotions. At the beginning only the number of people was
important for us since we want good quality of our work. Then we increased our
work quality through the knowledge and experience we gained through the years.

The biggest expectation of the disabled friends from us was to help them to be as
active in the society and business life as a normal individual. We did our best to meet
this expectation. At first, we had quite a lot of difficulties in getting in contact with
our deaf friends. These difficulties might have caused their aggression. However,
over the time we overcame these difficulties. It is possible to say that we almost
didn‟t have any difficulties with physically and mentally handicapped friends. Of
course, we have had some troubles up to now but when you work with people the
troubles are inevitable. Fortunately this is not insoluble and we can overcome all the
troubles with patience and tolerance.

The most important thing I have learned here is the human psychology. I did not
improve my skills in terms of capability but I have become more patient and
empathic. Having no disability doesn‟t ensure us that we will not have any in the
future. Therefore, we should lead our lives by thinking of the disabled friends as
normal individuals.

On my opinion, the establishments with disabled employees must have counsellors
specialized in their fields. Everyone might need psychological support. Furthermore,
the attendants specialized in body language must be employed in the establishments
so as to contact with the deaf people. The people have gone through such training
are very important in terms of providing the communication between the deaf and
the other people. In case of fulfilling these deficiencies the employment efficiency of
the disabled will raise.

INTERVIEW WITH A DISABLED EMPLOYEE

The interview was made with Mr Adem Altıntaş, who works in the tailoring workshop
and is physically and mentally handicapped. He is a secondary school graduate. He
works as a pressman and he is involved in the errands in the tailoring workshop of
Gülen Yüzler. Mr Adem Altıntaş does not have any working experience. This is his
first job. We asked him to describe his occupation and he shared: “All the facilities


here in Gülen Yüzler are suitable for the disabled people. Therefore, I don‟t have any
difficulties with the work I do here. That makes me enjoy doing my duty.”

He shared also: During my work life at Gülen Yüzler I have had no difficulty. But I
face many troubles in my social life. It is really hard to overcome these but I keep
trying to be patient enough.

I am really happy in Gülen Yüzler and I am willing to develop my skills. I think that
the mentoring programmes are a great opportunity for this and I will be glad if I
participate in such a programme.

In our work we got bids from different companies. I can give you ISU bids for an
example. We completed the task given to us by working hard with the friends
working here. This was a great accomplishment of ours and it made us to ignore for
a moment the disabilities we have. That‟s why, instead of blocking the way, the
organizations and the responsible institutions should provide employment for the
disabled by taking into account their handicaps. The disabled should more actively
participate in the employment. I am not well acquainted with the laws but on the
ground of the small number of employed disabled people I consider the laws are not
enough protective and encouraging the careers of the disabled people. More
protective measures should be taken by the state. There is a need to create more
working places for the disabled. The authority must be more sensitive about this
issue. The rights of the disabled should be popularized in a more efficient way. The
state has an important role in this matter. Provided that we are legally and
economically protected, we will lead a happier and a more secure life.

INTERVIEW WITH ENİŞMER


The interview was made with Mr. İbrahim Başaran, Chairman of the Board of
Directors of ENİŞMER (Disabled Job Centre). He started with a presentation of their
organization.

One day we gathered together with my friends at a local club and discussed what we
could do within the scope of social responsibility projects. Consequently, we decided
to establish the Job Centre. We aimed to provide a service that shall ensure legal
opportunities that may support both employment and production. We had a company
with capital and we commenced our business in December 3, 2007. And thank god,
we are still operating for the time being. We do take care of our work, and our
executives and employees are conscious of their duties, and therefore, we manage
to keep our business alive. Moreover, although there is unemployment in the firms
that we get work from, the partial supports that they provide to us ensured that we
are still on the market.


At the beginning of the foundation of our organization, both the District Governorship
in Gebze and the Çayırova Municipality, who are among our Founder Organizations,
provided great support to us. The management of Çayırova Municipality has allocated
us an indoor area of 800 m2 in the ground floor of the municipality service building
for the implementation of this project. It cost us a symbolic amount of rent. Work
places and some necessary areas are designed here in accordance with the
requirements of our disabled friends. We are happy to be also supported by Dilovası
Manufacturers Association, Rotary Club in Gebze and AREVA A.Ş. Our production
work commenced with 13 persons. Later on, we faced increase as well as some
decrease in our staff members; however, we now have 32 disabled personnel.

In the beginning, our goal was to open a business office where the disabled citizens
within our area may work regularly and continuously, and to use the income we
acquire from this business to provide service for the disabled citizens who are
unemployed. And now, we are celebrating the great joy of achieving most of this
goal.

ENİŞMER is working with several companies from the private sector. For example,
we perform the work assigned by organizations such as AREVA A.Ş , Yıldız İzolasyon,
Kondaş, Inka, Legrand. We ensure that our disabled associates are employed in
accordance with the requirements of various companies from various business fields.
We try to ensure all types of support for our disabled employees, including their
social rights.

We support our disabled associates, who are trained and developed in here, to work
in İş Bankası, hospitals and other companies. Several of our associates, who work in
here, haven‟t worked anywhere before. They just stayed at home. After starting to
work in ENİŞMER, they immediately felt better and their attachment to life was
increased. This job centre actually serves as an important step for them to develop
their self-esteem and to find job in different fields of activities.

Actually, ENİŞMER does not rely much on external support. We surely faced many
problems. Disabled people make up 12,96% of our country‟s population. These
individuals must be employed in order to enable them to live within the society, as
well as to help them to live more independently. This employment is realized at
minimum level when there is inadequate capital for this goal. Therefore, the biggest
difficulty in employment of disabled people is related to financial terms.

Our attitude towards all of the disabled associates employed in here varies according
to their emotional state. We always try to make them feel proud of themselves as
well as avoid hurting them. We try to ensure that they fully show their working
capacity. We communicate with them as with friends. This working atmosphere
improves the relationship between us and increases the work efficiency.

The most important thing we learnt in our practice is that if you give an opportunity
to a disabled person, they may even be more efficient at work than those without
handicaps. These people must be given a chance to become employed. Senior
executives and our public authorities must be informed on this subject. The number

of such Job Centres for disabled must be increased day by day. It will also be helpful
if our government and voluntary organizations ensure all types of financial support
on this issue.

Our personnel employment procedure is performed via İŞKUR. We didn‟t have a
department in terms of consultancy until recently. However, the previous working
experience and success of Mr. Adil, Operating Manager here in ENİŞMER, facilitates
our work in completing our deficit in terms of consultancy. I do believe that the
organizations which employ disabled people definitely need a consultant.

I think that the voluntary participation in different social projects is really beneficial
for all organizations acting in the field of disability. I am also open to share my
experience in different mentoring programmes implemented through projects
supported by the European Commission. Everything that we get out of these projects
is an extra power for us. Thus, I would like to express our gratitude to our friends
and all organizations and associations who gave power to ENİŞMER until today, and
who I believe will keep supporting us in the future.

As a conclusion regarding the employment of the disabled, I would like to say the
following: 12,96% of the population of this country is disabled. These people need
income which they may earn fairly by being employed. This is very important in
order to increase their independent living within their families and the society. I try
to employ the disabled to such job positions that will not cause any negative effect
on their disabilities. It is time to destroy all of the cliché thoughts formed on this
issue in the private or public sector or even in our society.

Regarding our organization, I believe that if we may obtain material support via EU
Projects in the future we will become an organization that gets bigger and serves to
all humans, no matter whether they are disabled or not.

INTERVIEW WITH THE COUNSELLOR

The interview was made with Mr. Adil Uçankan, Operating Manager of ENİŞMER. He
is 52 years old and he comes from the Black Sea Region. He has worked in the public
sector for 27 years. He has been an executive for 15 years and a football referee for
12 years. After being retired he started working in ENİŞMER. He shared with us the
following:

When I started to work ENİŞMER I didn‟t get any job orientation training because I
already had a managerial experience. The first thing I was thinking about how I
would be any helpful to the disabled associates in here as an executive and a
consultant. However, as I started to work with the idea of helping them in any
possible way, I enjoyed my work more and more with each passing day.

We are working in here with people who have various disabilities. Each of them has a
different mental status. Therefore, it is very important to understand them and to
communicate with them via empathy. We have met their families. We have formed a
family in here by trying to give support about every problem they have. Every

problem can be solved by mutual understanding, patience, and kindness. I have
become both an executive and a “brother” for our disabled associates in here. In
ENİŞMER, we are working with many private companies, such as Inka, Legrand,
Areva, and Kondaş. We are making business with them. Our associates are doing
their duties with love and passion. We do various activities with them in our spare
time. As I said, we are like a family in here.

As a counsellor I found out that the only thing our disabled associates wish is they
were effective in social life, just like us, and that their disabilities weren‟t the first
thing seen in them. In ENİŞMER, we are working as hard as we can in order to meet
their expectations. We cannot say that in our work we didn‟t meet any difficulties.
ENİŞMER experienced the biggest hardships in the economical crisis period since we
had to discharge some of our disabled associates. However, we quickly pulled
ourselves together, and covered this deficiency. Otherwise, we did not have any
problems with our associates on individual basis. I approached them as a brother,
not as a chief or executive. We didn‟t have personal problems since such behaviour
satisfies them a lot.

On my opinion human relations are always very important. Our associates in
ENİŞMER are disabled. Therefore, as we are working with them, we always
encourage them instead of pushing them around. During my consultancy period, I
became more careful and sensitive when approaching people. I may say that I
became a more patient person and I began understanding the world of the disabled
in a better way. I think that although I work as a consultant of the disabled in here,
it is very important a qualified person to be appointed on this job position. Another
option is to establish this organization as a Korumalı İş Yeri, but the statues of these
organizations are different. The financial issues are very important under such
circumstances. We hardly keep this organization alive. Our government and
voluntary organizations must be more sensitive on this issue and support our work.


The interview was made with Mr. Serkan Sarı from the Production Department of
ENİŞMER. He is an orthopaedic handicapped. He is graduated from a high school and
works in the production department in ENİŞMER. He shared with us the following:

This is not my first job. I previously worked in the food sector. I was unemployed for
8 months after I quitted my previous work. I had hard times during that period. Then
I started to work in ENİŞMER. I don‟t find it hard to work here because I am sitting
most of the time. However, I experienced many difficulties in my previous jobs.

Here in ENİŞMER our executives are very friendly and our disabilities are not the first
thing they see in us. This allows us to be successful in doing our work and for a
moment even to ignore our disabilities. Such organizations as ENİŞMER should be
used as a great example for the employment of disabled people and I think the
employers should consider how to reintroduce these people to country‟s economy,
instead of thinking that a disabled individual is useless. Unfortunately, the legal

aspect of the issue makes employment of the disabled even harder. I think that the
state should take more measures in order to increase the social and economic
independence of the disabled people.

I don‟t know much for the mentoring programmes but as far as I understand they
are useful instrument for improving personal attributes and skills and I am really
interested in participating in such a programme. I think people should pave the way
for the disabled but the disabled themselves should set the beginning.

INTERVIEW WITH KOCAELI MINISTRY OF EDUCATION


The interview was carried out with Mr. Hayati Aydin who is the Deputy Director of
Kocaeli National Education. The exposition below represents his point of view and
what he told us about their work for disabled people.

Our mission as a Directorate for National Education is to bring up a generation who
are qualified, environmentally-conscious, and attach great importance to human life.
Our aim is to become a qualified institution which provides modern education and
training services. For the execution of our mission and aim we have a well structured
organisation. There are 559 institutions that are connected to the 11 different head
offices. In these 559 institutions we provide services to 314430 students. Some of
these students are in elementary school and some of them are in middle school. We
provide these services with our 13476 teachers. It would not be proper to say that
we are a hundred percent adjusted in terms of physical infrastructure but I would
like to state that we are in a good condition. Our region is very strategically located
and it is also an industrial region which meets a diversity of people and immigrants.

We don‟t provide internship for disabled people because our staff members are
employed according to a particular quota for the disabled citizens. Some of these
people work as officers. Some of them provide supporting services. These people
have got occupations according to their own abilities. Thus they contribute to the
education. I mean we don‟t provide a special facility for the disabled like any private
foundation. They work in the same working hours as our other staff. We don‟t meet
any problems in this regard.

We provide different job opportunities like working in elementary education,
secondary education, occupational retraining and art activities. As a Provincial
Directorate for National Education, we employ disabled according to their abilities.
Now we have got working fields for other disabled as well as the disabled we are
working with right now. We have got a working field for all kind of disabilities. We
don‟t meet any problem in terms of profit and loss statements and the employment.
We do not have any demand on this subject. Every disabled employee within our
quota is provided with job by us here. We do not divide our officers into disabled and
non-disabled. We treat all of them as equal people.


I suppose that much more career opportunities for disabled people can be created
and this should be a part of the government policy. Buildings, architecture, public
transportation, apartment blocks and even traffic areas and traffic flow should be
planned suitably for the disabled. Thus now we find some political solutions through
a number of developments in terms of buildings and living spaces. However, we
should keep thinking over it. For instance, it is planned to build architectural
buildings, lavatories, and lifts that disabled can use in every foundation. Is this
enough? Of course, it isn‟t. We should give to disabled people places both in old
buildings and in the new ones. Being disabled should not cause failure. I believe that
disabled can surpass most of their obstacles with the help of education.

We live in an informatics century. In a changing and developing world, technology
develops very fast. Through the globalization the world is getting smaller and
smaller. Therefore people acquire information very easily which if used appropriate
could be very helpful. In my opinion disabled staff should come out on the scene.
There are people hiding their disability or there are some families thinking that those
should be hidden. I don‟t think this is the right thing to do. All of it should be shown
to the public and these people should be educated; then our work will be to create
new working fields in accordance with their disability. Some of them are mentally
disabled others are physically disabled but I am sure we could find job positions to
which many of them can be employed. Needs analysis should be done very carefully
for this. After their medical condition is made clear, they can become qualified
employees through the help of education.

8) Do you get any information about the approach of counselling?
As a Directorate for National Education we emphasize on the projects and the
subjects related to education of parents and disabled children. To fulfil that we have
six foundations, thirty-four private education rehabilitation centres and guidance
services. Up to now 4173 of our students have been educated. 1.362Tl are spent by
us for educating these students. This is not a sum that could be underestimated. We
have three education guidance centres in our six private education institutions. Our
psychologists and teachers take care of the students that come here because of their
problems.

We are an educational institution. In all the activities that take place in formal and
informal education there is national educational institute. In a few words, there isn‟t
any place where national education does not exist. I think your project will also be
useful for our institution. We always provide space to this kind of positive projects
and if you need our experience we will be glad to share it with you.

To conclude I would say that disabled people first should be educated and then they
should be employed in accordance with their abilities. For instance, a person who is
not able to work in a powerhouse could be employed in a packaging department in
compliance with his abilities. In fact, we say that we bring up the potential staff and
would like to employ them when needed. As a National Education Institute we
provide education to convicts and that is how they can earn their own money. We
should keep taking care for the education of the disabled and for the people released


from prison so as to reintegrate them. It should not be forgotten that we all could
become disabled.


The interview was carried out with Mr. Mehmet Ates, the Chief in Kocaeli National
Education Directorate. He has got an orthopaedic handicap started up in infancy. He
shared with us the following:

I completed my education in the Department of Wheel Technology in Kosekoy
College. I have been working as a chief in Kocaeli National Education Directorate
since 2003 which means that I have been working here for seven years. When I
started work here I didn‟t have any formal working experience except my internship
in a wheel factory when I studied in college. That was very enjoyable for me.

I do not interweave my disability with my job. I mean I do not consider myself
disabled when working. I work and fulfil my responsibilities in a normal way. Even
normal people could meet problems within their work. That is why I don‟t find it
unusual if we also meet some difficulties when working. The point is to do our best
in order to overcome them.

The most frequent problems we meet are that buildings, streets and public transport
are constructed leaving our needs out of consideration. This affects us very
negatively. Actually, I do not have problems. I can say that I am satisfied with the
life because I have job, happy marriage and two children.

As regards to the opportunities for working career of disabled people I think that the
education comes first. It is very important to educate and direct the disabled. They
should be forwarded into areas where they can work and rehabilitation centres
should be open to everyone. These are good options for reintegration of disabled
people. Disabled might be able to express themselves, they should not be confined
into their inner world and the society should be more empathic to disabled. I, as a
disabled person, am always eager to assist in such kind of social activities. Nobody
wants to be disabled but unfortunately it is a part of life. Anything may happen to
anybody in any time.

According to the legal aspect of the issue – we have serious laws in the field of
disability but there should be more specific laws.

There isn‟t any counselling approach here because it is a public institute. However, I
think this counselling should be given at earlier age instead of giving it in the
institution where disabled people are going to work. Anyway I would like to attend
such a program as a disabled person. I think everyone should attend.


4. NEEDS IDENTIFIED
Despite the fact that regulations and circumstances in each country are quite
different we may say that employers and people with disabilities face similar
challenges in their working life. On the basis of the Case Studies provided by all
partners we identified the following needs:

4.1 Employers’ needs
Availability of efficient funding support for development of the existing
work placements for people with disabilities and for opening of new ones.
The desired subsidy could be provided by governmental programmes or
private funds.
Adequate and sufficient information and counselling for reasonable
adjustments of the workplace of the person with disability.
Initiatives that build awareness and positive attitude towards work capacity
of people with disabilities.
Counselling in order to choose the best workplace for a person with
disability that allows him/her to express their abilities.
Trainings that empower the tolerance, patience, empathy, responsiveness,
and trust among the employees no matter their health status.
Consistent information regarding benefits included in the legislation in case
of hiring a person with disability
Development of Disability Etiquette that include correct terms appropriate
for use when addressing people with disabilities as well as their respective
incorrect terms that could be considered as offensive.

4.2 Needs of people with disabilities
Availability of accessible training programmes to enable them to acquire
new skills and knowledge for better performance on the workplace.
Availability of flexible training schemes such as mentoring, coaching or
peer education that allow people with disabilities to develop both their soft
skills and professional qualities.
Well-structured information and guidance on the legal rights of people with
disabilities and their implementation.
Free trainings promoting entrepreneurship among people with disabilities.
Consistent state policy that promote equality in terms of access to the
workplace, adequate salary, creation of sustainable jobs for people with
disabilities, and non-discrimination when recruiting staff.
Development of innovative approaches supporting employability of people
with disabilities.

Summarized by MCA, March 2010


Mentoring Network Helps Visually Impaired Woman Gain Job Skills

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