GOOD PRACTICE CATALOGUE (İYİ UYGULAMALAR KATOLOĞU)

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1 Raising Awareness & Corporate Employment opportunities for people with disabilities in Turkey LEONARDO DA VINCI Transfer of Innovation TR1-LEO GOOD PRACTICE CATALOGUE (İYİ UYGULAMALAR KATOLOĞU) Contents UN and EU regulations for disables Introduction to supported employment and some fact sheets Supported employment in practice; some examples Change management ; how to start supported employment Situation in Turkey Situation in Italy Türkiye de Glossary Engelliler İçin Farkındalığı Literature ve Kurumsal İstihdam Fırsatlarını Artırma Projesi This project has been funded with support from the European Commission. This publication reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein.

2 UPDATE TABLE CONTENTS ABOUT GOOD PRACTICE CATALOGUE... 2 METHOD... 2 GOOD PRACTİCES ) Federal Disability Ombudsman ) Peer-Counselling and Education ) WAG-Personal Assistance Cooperative ) Supported Employment Services for Social and Employment Inclusion ) TV Glad Denmark ) Workshop outside the walls, the pathway to employment ) Foundation Szimbiozis Alapitvany ) Face2Face - Action for Employment! ) Employers Education on Employment of Adults with Down Syndrome RT_LAB.INAIL ) I-TRAINING ) The Guidelines for integrating people with disabilities into the workplace programme ) I exist in Transportation, Communication and within the life ) Disabled at Work A Holistic Approach for the Employment of the PWD with Physical Disabilities ) I Produce with my Disability İYİ UYGULAMALAR ) Federal Engelli Ombudsmanı ) Akran Danışmanlığı ve Eğitim ) Sosyal ve İstihdam İçermesi için Destekletici İstihdam Hizmetleri ) TV Glad Danimarka ) Duvarların Dışındaki Atelye, İstihdama Giden Patika Page 1 / 50

3 About Good Practice Catalogue This good practice catalogue is one of the outputs of Raising awareness and corporate employment opportunities for people with disabilities in Turkey Project. RACE Project is a Leonardo Da Vinci- Transfer of Innovation Project. It s been implemented to transfer of knowledge and European good practices (methods and approaches, training materials, guidelines), raise corporate, public as well as political awareness on benefits of integrating PWD into corporate workforce through dissemination, enable managers and key staff in companies, VET trainers and counsellors to implement this goal through training in pilot workshops and providing disability stakeholders and VET providers with the needed training materials, support Turkish policy making through provision of key materials, insights and expertise, achieve sustainability. The overall aim of this catalogue is to transfer existing knowledge and good practice in policy making by providing a set of alternative examples of policies and instruments proven to be effective for the integration of PWD in regular employment within the European Union. The compilation collects and presents in a structured form integrated policy approaches & instruments on disability, integration of PWD into regular employment, and the labor market. This product is targeted towards the following groups; - Public policy makers in the fields of labor market, disability, social cohesion, etc. - Policy researchers - Labor-union and chamber of commerce representatives - VET Institution managers - Corporate and public employer managers on top levels This structured and sorted comparison of EU good practices is the basis for the development of concrete recommendations for the relevant actors and stakeholders at the policy making level outlining important steps to improve and/or harmonize the current situation based upon this good practice catalogue contents. Method In depth desk researches were executed to identify, analyze and benchmark existing good practices. Standard research and analysis techniques were used such as literature review, database search, web-based article search and textual and context analysis. In this catalogue, each policy approach is summarized in a structured form at maximum two-three pages for easy follow up. Page 2 / 50

4 Good Practices 1) Federal Disability Ombudsman The Lawyer for People with Disabilities (Der Behindertenanwalt) The name of the good practice policy approach and instrument: Federal Disability Ombudsman Identification of the good practice Aim of the practice Support PWD in cases of unequal treatment Target group PWD as well as their family, friends and assistances Objectives One stop shop for cases of unequal treatment or discrimination Provision of legal advice about discrimination Organisation of arbitration processes Partners/institutions involved Established by law, financed by public resources to implement the good practice Date (from-to) Since 2006 Country origin Austria Brief summary The Federal Disability Ombudsman is a public service for people with disabilities which aims at supporting in cases of unequal treatment and discrimination. In the previous years former top politicians (ministers) got in the position of the Federal Disability Ombudsman, what underlines the importance of this service. The Ombudsman supports people with disabilities but also their family, friends and assistances in asserting their rights concerning nondiscrimination. Discrimination protection is applicable in following areas: Employment and employment contracts. Other employment related services like job orientation and counselling, vocational education and new-orientation training. In the daily life as soon as offers are public; i.e. in shops, restaurants, banks, medical care, cinema, public transport, etc. Public services like school, access to public buildings, etc. A violation of the non-discrimination law leads to a compensation. As first step, with support of the Federal Disability Ombudsman, an arbitration processes is initiated which in most cases is successful. If this process is not successful, the next instances are in the regular justice system. Methods used for implementation The legal basis for the installation of the Federal Disability Ombudsman is the Austrian nondiscrimination law. The Ombudsman is situated as a completely independent body (not bound by instructions like for example civil servants) at the Austrian Federal Ministry of Labor, Social Affairs and Consumer Protection. The service is financed by public resources and is for free for the target groups. Page 3 / 50

5 Further explanation There are three categories of discrimination of people with disabilities: direct discrimination, indirect discrimination and harassment. In all cases in the conciliation/arbitration processes and also when it goes to court, a reversal of evidence is applied, meaning, that the claimant (PWD) has to make a believable claim but the defendant has to provide evidence against the claim. As mentioned above before a case is going to court, there has to be a trial for solution within the arbitration process. In this process, for which the Federal Office for Social Affairs is responsible a joint solution is tried to be found. For the mediation process specially trained and certified mediators are used. Since this possibility is applied over cases came to mediation: Green: All cases Blue: Direct discrimination Black: Indirect discrimination Red: Harassment - Results - In 2010, the Federal Disability Ombudsman answered over 1,200 requests. - In ,4 million was granted to almost 200 beneficiaries for accessibility work to 2010, there were 732 conciliation cases. Approximately 60% were solved out of court. You can learn about this good practice policy approach & instrument at; Page 4 / 50

6 2) Peer-Counselling and Education The name of the good practice policy approach and instrument: Peer-Counselling and Education Identification of the good practice Aim of the practice Provide special training for disabled persons to become peer counsellors for other persons with disabilities in order to enable and empower them to lead selfdetermined lives. Target group Objectives Partners/institutions involved to implement the good practice Date (from-to) Country origin PWD Offer an educational programme for PWD to be employed as peer coach Empowerment of PWD Main sponsors of the association is - Provincial government Since 1960s (approximate time) Austria Brief summary Peer-counselling education is an important tool for the empowerment of persons with disabilities. Well trained peer counsellors support other affected persons in independently finding solutions for a self-determined life. Since the counsellors are persons with disabilities themselves, it is easier for them to create an open and empathic atmosphere. Methods used for implementation Peer-counselling was first implemented in the 1960s by the Independent Living Movement in the USA. The Initiative Selbstbestimmt Leben-Initiative SLIOÖ has adopted the idea and offers peer-counselling at its Empowerment Centre. In 2008 a special training concept was developed to enable peer counsellors both to be sufficiently skilled and to offer professional mentoring. The education for peer counsellors includes 240 units of theory and 80 units of practice in a social organisation. Moreover, the participants in the training have to pass 10 units of self-experience and 10 units of supervision. Further explanation Because of the comprehensive nature of the training concept, in 2009 peer-counselling was legally recognised as a profession under the Upper Austrian law for social professions. Since then, peer-training seminars for persons with experience in psychiatry and peer-training seminars for persons with physical disabilities have been established quite successfully in the Empowerment Centre. Peer-counselling training for persons with mental disabilities have started in June The organisation FAB Organos undertakes this special training. Some of the most skilled trainers are disabled persons themselves, because their competence as directly affected persons is given top priority. In the area of persons with Page 5 / 50

7 psychiatric experience, a concept of pedagogical impulse and monitoring for mentally ill persons has been developed focusing especially on personality and personality strengthening factors. EU policy references of this good practice are UN CRPD and Article 27 Work and Employment. Results Persons with disabilities are not considered persons with deficiencies, rather persons with special experiences that can be very helpful for other disabled persons. The comprehensive training guarantees highly qualified counselling and because of that, in the context of both equal opportunities and equal treatment, peer-counselling is legally recognised as a real profession. Most importantly, with peer-counselling it is persons with disabilities who play the vital role as experts in the processes of planning and implementation and serve as an ideal and innovative model. Without a doubt, peer-counselling is a fundamental contribution to the implementation of the right to self-determination of disabled persons. You can learn about this good practice policy approach & instrument at; Page 6 / 50

8 3) WAG Personal Assistance Cooperative The name of the good practice policy approach and instrument: Personal Assistance Cooperative Identification of the good practice Aim of the practice Cooperatively organised personal assistance for persons with disabilities, who decide for themselves how much help they need to achieve an independent lifestyle Target group PWD for and with PWD (supported also by non-disabled support staff) Objectives Follow the principles of self-determination, empowerment, self-responsibility Partners/institutions involved Federal Social Office to implement the good practice Date (from-to) WAG was established in 2002 in Vienna Country origin Austria Brief summary The Personal Assistance Cooperative WAG is a cooperative where only people with disabilities can hold cooperative shares and be full members. This form of cooperatives of PWD exists also in other cities like Stockholm, Hamburg and Bremen. The organisational model cooperative at the entrepreneurial level ensures, that PWD can organise their together, in accordance with principles of the Independent Living Movement. Only PWD are employed in management of the Personal Assistance Cooperative and as consulting / peer counselling staff. Methods used for implementation Further explanation Services for customers; - Clarification of customer expectations: What can customers expect from the Personal Assistance Cooperative, and what is expected from customers. - Information about costs and cost remuneration by social security system. - Clarification of the personal needs for support based on the individual situation of the customer. - Agreement on course of action. - Clarification of requirement profiles for the personal assistants, creating a time schedule - Support in searching the appropriate personal assistant (e.g. job announcements, supporting job interviews etc. - Preparing and closing terms of reference/contracts between WAG and customer as well as WAG and the PA. - Support when drafting the assistance plan. - Training of PA - Organization of substitutes in case of illness or holidays of the PA. - Moderation, Reflection and Training also for customers. - Financial controlling and cost management. Page 7 / 50

9 Results Cooperatively organised personal assistance facilitates access to this innovative model of support for persons with disabilities, because they can, for example, delegate accounting, or organisational matters like duty or stand-in rosters and the further education of clients and assistants etc. Since the cooperative is based on solidarity, it is possible to offer customised services, for example, specific workshops that are especially designed for them and their assistants. The basic conditions, however, remain the same for everyone. At the same time, as members of the cooperative they contribute actively to the organisation and take part in designing the PA service. You can learn about this good practice policy approach & instrument at; Page 8 / 50

10 4) Supported Employment Services for Social and Employment Inclusion The name of the good practice policy approach and instrument: Supported Employment Services for Social and Employment Inclusion AURA PROJECTE Identification of the good practice Aim of the practice The Project Aura is the first program of Supported Employment in Spain, pioneer in implementation and development of this methodology. The aim of this program is to integrate people with special needs, mostly with Down Syndrome, to the ordinary labor market via the Supported Employment methodology. This methodology allows preparing the future candidates, taking into account their possibilities and their special need for support. Target group Persons with special needs, mostly with Down Syndrome Employers Trainers Job coaches Objectives The specific objectives of the foundation are: to provide with the necessary (APRA) resources so that young people with Down Syndrome or other intellectual disabilities could carry out a suitable job in an ordinary company. to provide with the training program designed to prepare the participants, taking into account their individual characteristics and to strengthen their possibilities as much as possible. to carry out a cognitive Improvement course in order to make the adaptation to the job situations easier and in general to acquire a better capacity to resolve problems and to adapt in general. to provide an elemental training on basic subjects in order to arouse their interest for the culture and the surrounding world. to help the participant s families to assist in the maturation process of their child. Other Project Aura Foundation compromises are: to promote the Supported Employment methodology and to build a general society awareness, especially within companies in order to obtain more jobs and to make people understand the importance of an active participation in the disabled society. to coordinate the action line with the national and transnational projects in order to develop a group work through periodical meetings and participation in common Page 9 / 50

11 program. to foster initiatives so that the local administrative entities could coordinate their job placement activities, uniting the efforts for a common and unitary goal. to consolidate the obtained results in other stages of the Project Aura, helping the participants to keep the motivation for personal, employment and social progress. Partners/institutions involved to implement the good practice From the beginning it was supported and partially subvention by the General Department of Occupation of Catalan Autonomous Government, via the occupational training programs for people with special needs. The Project Aura is an active member of different associations with common interests: social and labor inclusion of people with special needs for support. The Project Aura is a founding member of AESE (Spanish Association of Employment), ACTAS (Catalan Association of Supported Employment), a member of FEISD (Spanish of Down Syndrome) and APPS (Catalan Federation for protection of people with mental retardation). Date (from-to) Country origin Since 1989 ongoing Spain Brief summary Since 1989 the Aura Project offers personalized assistance based on the abilities of the participants applying the Supported Employment methodology: social and job placement service for people with intellectual disabilities. What is offered to the company? 1. To be able to comply with the law 13/82, which obliges to contract a 2% of workers with a disability, always providing you with the necessary? 2. To adjust the companies prospecting to the real possibilities of our young people. 3. A candidate s prior preparation for the skills that require a job. 4. An o-site job training with a job coach (3-6 months). 5. A practice agreement through which the Project Aura assumes all the labor responsibilities and expenses related to it. 6. A periodical follow-up during the period the young person is employed and our support whenever it is needed. Page 10 / 50

12 What is asked from the company? 1. To collaborate with the search for an appropriate job, matching the person s possibilities. 2. To allow the future employee to be assisted by a job coach during the determined period of practice. 3. To inform the working staff about the incorporation of a disabled person into the company and in this way facilitate the integration. 4. To determine with the help of the job coach the tasks that the participant has to do and how to carry them out. 5. To assess periodically the work of the young employee with the Project Aura managers. 6. To recruit the young person if his efficiency and autonomy level is valued positively, with specific advantages that is involved when employing people with disability. 7. To maintain in contact periodically with the Project Aura professionals and ask for the support whenever is needed. Methods used for implementation The Supported Employment model emerged in the United States in the 60 s and has kept on adapting and spreading in different European countries. Basically, it consists of mentoring the worker in the job training process and to provide the companies, the families and the employers with technical support and work consulting. The process is as follows: 1. To contact with the companies which are willing to include the disabled workforce and so be a part of the supported Employment project. 2. To inform the companies about the employment of people with disability: contract types, advantages, the adaptation process 3. To look for the right job position for each candidate applying specific evaluation means. 4. To begin training and individual support for a candidate with a job coach. The length of the practice period depends on the candidate and his needs. The mentioned Support diminishes to the extent that a person fully integrates in the workplace. 5. To assess systematically the worker s performance and his degree of adaptation in the company. 1 st. phase: candidate s evaluation- Selection, preparation, and family consulting. Companies research: promoting, information and consulting. 2 nd. Phase: job placement analysis- Job allocation matched to a candidate. On-site training, provided by a job coach. 3 rd. phase: contract according the agreement- Support and follow-up services for the duration of employment. Further explanation EU policy references of this good practice are UN CRPD and Article 27 Right to Work and Employment. The Project Aura has been part of different European program, developing study, research and interchange activities. One of these programs was a Group II Helios, represented by Page 11 / 50

13 more than 10 European countries, the group Horizon-Inclusion developed and implemented a Continuing service Quality Improvement program and with other of Horizon, Transwork, a manual of Good Practices and Resources was made to carry out the work of supported employment in different European countries. The group Leonardo-Quality in Practice implemented different supported employment service evaluation means. Presently it forms part of two European Leonardo program. In 1996 the Project Aura organized the IV National Symposium of Supported Employment attended by more than 350 people and in 2005 participated in the organization of the 7 the International Congress of Supported Employment with more than 700 attendees. Apart from the Project Aura book dealing with labor integration experience, it counts with numerous publications and congress speeches. Results Through implementation of the Supported Employment Model, a social and work inclusion program, the quality of life of participants will be improved. You can learn about this good practice policy approach & instrument at; Page 12 / 50

14 5) TV Glad Denmark The name of the good practice policy approach and instrument: TV Glad Denmark Identification of the good practice Aim of the practice The purpose of TV-Glad was, and still is, to give the weakest of all groups an opportunity to tell their story. Both of the entrepreneurs express indignation towards a user mentality within the field and the way experts are always asked on the behalf of the subject what they think. Target group All programmes are produced by intellectually disabled people with professional support. Objectives to give education / training to students with learning disabilities to train persons through internships and employment in the TV Glad to improve intellectually disabled people s insight into working and cultural life, and to inspire them to explore new areas, make the most of their personal rights and to formulate and make demands for quality in their own working and cultural life Partners/institutions involved to implement the good practice Date (from-to) Since 1999 Country origin Denmark TV-Glad offers modern and contemporary workplaces in TV-production for intellectually disabled people in cooperation with public authorities. The staff constitutes employees as well as volunteers with very different backgrounds; TV-professionals, graphic designers, musicians, educationalists, teachers, students etc. Brief summary TV-Glad is the first TV-station in the world for and by people with learning disabilities - is a Danish organisation of approximately 130 employees distributed over six TV-Glad branches in Denmark. TV-Glad offers modern and contemporary workplaces in TV-production for intellectually disabled people in co-operation with public authorities. Our staff constitutes employees as well as volunteers with very different backgrounds; TV-professionals, graphic designers, musicians, educationalists, teachers, students etc. The TV production is organized in editorial offices. Each editorial office is managed by a professional organiser. The organiser is responsible for training, teamwork, production and support to the individual in normal everyday life. After an introduction to working in TV, the employee is trained to a permanent job as e.g. reporter, photographer, sound engineer, light engineer, editing assistant, technical assistant etc. At TV-Glad music is played, theatre is performed and pictures are painted. Especially music is an important element in the everyday life of our TV-station. Page 13 / 50

15 Additional local branches are about to open in Denmark and abroad. The main division is located in Copenhagen, the capital of Denmark, and employs approximately 80 people. TV-Glad broadcasts its programmes on various local TV-channels in Denmark. TV-Glad produces and broadcasts 30 minutes daily television. The programmes are broadcasted at day- and night-time and can be seen by approximately 1/3 of the Danish population. Our vision is to establish TV-Glad branches all over the world and to broadcast globally via satellite. Since September 2003, TV-Glad has been broadcasting to large parts of Latin America via satellite from Madrid - 30 minutes every fortnight - on the educational channel ATEI. Methods used for implementation The individual editorial offices decide a number of production tasks that are to be carried out. The tasks match the ability and qualifications of each individual editorial group. Examples of tasks can be 1. a personal profile of a circus manager 2. a special broadcast dealing with work and education 3. conversations on e.g. sex and society 4. a celebrity in the hot seat 5. reviews of films and music 6. current political and cultural events 7. conversations on life All employees at TV-Glad are being trained to get on well at a work place, which is dynamic, open and lively. One has to be prepared to travel and to participate in independent investigative reporting however under safe conditions. There are a range of programmes "What are you doing?" offered. With this simple question as a starting point, the reporters bring into focus working life and cultural life of intellectually disabled people as well as "normal" people. Through a simple profile our viewers get an insight into different fields of work and interest, life stories and personalities. The profiles are supposed to improve intellectually disabled people's insight into working and cultural life, and to inspire them to explore new areas, make the most of their personal rights and to formulate and make demands for quality in their own working and cultural life. The programmes aim to make the life of intellectually disabled people the subject of a debate and to prevent a marginalisation of intellectually disabled people compared with the normal' working and cultural life. Further explanation EU policy references of this good practice are UN CRPD and Article 27 Right to Work and Employment. Picture of the 10 year anniversary of TV-Glad. Page 14 / 50

16 Results The profiles shown in the television programs of TV Glad are supposed to improve intellectually disabled people's insight into working and cultural life, and to inspire them to explore new areas, make the most of their personal rights and to formulate and make demands for quality in their own working and cultural life. The programmes aim to make the life of intellectually disabled people the subject of a debate and to prevent a marginalisation of intellectually disabled people compared with the normal' working and cultural life. You can learn about this good practice policy approach & instrument at; Page 15 / 50

17 6) Workshop outside the walls, the pathway to employment The name of the good practice policy approach and instrument: Workshop outside the walls, the pathway to employment ESAT Hors les murs Passerelle pour l emploi (Adapei 44, Nantes) Identification of the good practice Aim of the practice Support people to find, integrate and keep a job in the open labor market Target group Objectives Partners/institutions involved to implement the good practice Date (from-to) Country origin Persons with (intellectual) disabilities directed to an ESAT Its three main objectives are: to help persons with intellectual disabilities, who have been directed to an ESAT, to find a job in the open labor market to give them adequate support during the process of work integration, and to provide them with the medical, educational and social support they need to help and give advice to employers to achieve the hiring of persons with disabilities after a period of detachment. ESAT (sheltered workshops in France) Financial support of the EQUAL Programme and of the European Social Fund This service has been developed since 2002 and is ongoing. France Brief summary The service helps persons with disabilities to identify companies where to take on a period of work in detachment in the open labor market. This period of detachment has an average duration of 7 months. It leads, in more than half of the cases, to the signature of a proper labor contract. The service provides support to persons with disabilities and employers during these three periods. Support to persons with disabilities ( candidates ): - During the job search period, the service helps the person with disability to elaborate a professional plan (consideration of his/her individual plan, assessment of socio-professional skills, evaluation of the feasibility, and elaboration of the project). It also supports the candidate in the job search (identification of job advertisements, elaboration of the CV and cover letter, simulate job interviews, support at job interviews, etc.). Finally it also raises the awareness of the candidate of the reality of working in a company (visits, internships, information on labor law, etc.). Page 16 / 50

18 - The service also supports persons with disabilities during their period of detachment, with regular meetings with the user and/or the company, training to ease the adaptation of the candidate to his/her workstation, and medical, educational and social support that the candidate might need. - Finally, the service supports persons with disabilities after the signature of the labor contract: on-going follow up during two years, and then whenever it is needed by the persons and the companies. The service provides specific support to the person when there is a change in the company (change in the organization, in the production, etc.). Support to employers: - Before detachment: help and advice to companies (such as awareness raising concerning intellectual disability, and support with paperwork); short-listing and presentation of candidates; information delivered to managers and colleagues on the consequences of the disability of the worker on the workstation; awareness raising concerning the role of the tutor colleague; - During detachment: organization of medical check-ups; follow up and regular reporting with the candidate; advice and adaptation of the workstation, identification of training opportunities if needed; information on support available to employers hiring persons with disabilities, etc.; - After the signature of the labor contract: paperwork; follow up; adaptation of the person with disabilities to changes in work organization (work methods, production ); support for the adaptation of the workstation. Cooperation and coordination with other relevant professionals from the medical, education, employment and social sectors is essential. Therefore the service has contacts with special schools, mainstream training centers, ESATs, social services, employment services, mainstream paramedical professionals, services for social life support, etc. The latter are really important as one of obstacles to inclusion in the open labor market is the loss of socialization. Networking with the business sector is also a key element as it helps to identify committed companies. 46 persons with disabilities benefit each year from this services. It is mainly persons with a light or medium intellectual disability. Between a quarter and one third have a mental disability. Based on the Nantes model, several other ESAT Hors les murs have been established in France. And new ones are on the way. Methods used for implementation Transition from sheltered workshops to the open labor market (1 of the different intra-job mobility schemes): Mobility for persons with disabilities from sheltered workshop settings to the open labor market is not a cross cutting end-objective for structures providing working opportunities in protected/adapted settings. Page 17 / 50

19 Further explanation Intra-Job Mobility in France; The starting point to ensure that human rights are fully enjoyed by persons with disabilities and that services set up for them are properly organized are the scene setting policies illustrated in the following documents: European Disability Strategy (Communication From The Commission To The European Parliament, The Council, The European Economic And Social Committee And The Committee Of The Regions, Com(2010) 636) Disability Action Plan (Rec(2006/5) of the Committee of Ministers to member states on the Council of Europe Action Plan to promote the rights and full participation of people with disabilities in society: improving the quality of life of people with disabilities in Europe ). United Nations Convention on the Rights of Persons with Disabilities, concluded by the European Union on 23 December Results The European Disability Strategy (Communication From The Commission To The European Parliament, The Council, The European Economic And Social Committee And The Committee Of The Regions, Com (2010) 636) when it comes to the employment area of action reports: Quality jobs ensure economic independence, foster personal achievement, and offer the best protection against poverty. However, the rate of employment for people with disabilities is only around 50%. To achieve the EU s growth targets, more people with disabilities need to be in paid employment on the open labor market. The Commission will exploit the full potential of the Europe 2020 Strategy and its Agenda for new skills and jobs by providing Member States with analysis, political guidance, information exchange and other support. It will improve knowledge of the employment situation of women and men with disabilities, identify challenges and propose remedies. It will pay particular attention to young people with disabilities in their transition from education to employment. It will address intra-job mobility on the open labor market and in sheltered workshops, through information exchange and mutual learning. It will also address the issue of self employment and quality jobs, including aspects such as working conditions and career advancement, with the involvement of the social partners. The Commission will step up its support for voluntary initiatives that promote diversity management at the workplace, such as diversity charters signed by employers and a Social Business Initiative. Intra-job mobility appears to be one of the issues to be addressed in the upcoming years of implementation of the European Disability Strategy. A good understanding of the concept is thus highly desirable as well as needed for both service providers and the European institutions. You can learn about this good practice policy approach & instrument at; Page 18 / 50

20 7) Foundation Szimbiozis Alapitvany The name of the good practice policy approach and instrument: Foundation Szimbiozis Alapitvany, Hungary Identification of the good practice Aim of the practice The aim of this foundation is to help people in need to find a normal workplace with a normal salary, by working hours a day. Every year people are supported to enter the open labour market and keep their jobs. Target group Objectives People with intellectual disabilities as well as those with autism, their parents, and persons with reduced employment prospects. To help the lives of these people and their families, and to improve the quality of their lives. Support the education, training, employment and social integration of people who are unable to escape from their bad situation without help from others. The spectrum of services offered for this target group is unique in Hungary. Partners/institutions involved Szimbiozis Foundation to implement the good practice Date (from-to) Since 1999 Country origin Hungary Brief summary Symbiosis Foundation was established on 19th October, It operates in Miskolc and throughout the whole North Hungarian Region. The organisation provides wide range of services for people with intellectual disabilities as well as those with autism, their parents, and persons with reduced employment prospects. Activity areas: social services, employment, training, environment management, youth, culture, sport, protection of interest Szimbiozis is unique in the country by providing all of the currently existing types of employment programs from within three establishments of the foundation: 1. Institutional (Social) Employment (a kind of sheltered workshop) Several handicraft therapy programs are provided with the help of volunteers. They work 5-6 hours in different workshops and receive compensation accordingly. 2. Accredited (Transit) Employment A permanent workplace practice helps people with intellectual disabilities to improve their independence and strengthen their everyday-, and employment competencies. 3. Supported Employment Service Free-of-charge labour market service. Provision of individualised support, to prepare the target group for employment and how to gain and retain a proper job. Page 19 / 50