The European Commission has recently published three comprehensive catalogues and manuals to support employment opportunities for persons with disabilities. These resources come alongside with the first Toolkit published in 2022, which is a guide for Public Employment Services on how they can promote the participation of persons with disability in the labour market.
They provide essential guidance on implementing positive actions, combating stereotypes, ensuring reasonable accommodation at work, and managing chronic diseases.
The publication of these materials comes at a right time to remind and to advocate for prompt adoption of the new Law on Employment of Persons with Disabilities, which began to be drafted in 2021. Main priorities for persons with intellectual disability are introduction of the quota system and professional rehabilitation, enhanced opportunities for employment on the open labour market and introduction of the supported employment model.
The position of the Republic Centre – PORAKA remains unchanged in the past years and advocates for the promotion of the model of supported employment on the open labour market. This does not mean that sheltered workshops should disappear, but rather there is a need for a change in the vision and mission of all shareholders who are involved in the process of employing people with intellectual disabilities.
This change, to a certain extent, will also have to happen in relation to sheltered workshops, which should not be the automatic and only choice for employment of persons with intellectual disability, but should offer opportunities for development of new qualifications as well. In that sense, the sheltered workshops can be used for preparing persons with intellectual disability and their transfer to the open labour market. It is of utmost importance when employing persons with intellectual disability, regardless of the model (sheltered workshops or employment in the public or private sector), to ensure that the environment, work tasks and support that are available are appropriate to their needs and aspirations.
Therefore, different techniques for individual approach must be used, which will ensure adequate employment in accordance with the abilities and the possibilities of the person with intellectual disability.
Recommendations:
- Consistent introduction of the supported employment model for persons with intellectual disability in the new legal framework and gradual abandonment of the sheltered employment model.
- Introducing quota system for employment of persons with intellectual disability in the public administration and on the open labour market, which will ensure inclusion in the mainstream society life.
- Taking measures to reduce the abuse of persons with intellectual disability at the workplace. The Republic Centre – PORAKA’s analyses indicate that employed persons with intellectual disability are often victims of discrimination, harassment, prejudices and abusive attitudes at the workplace.
- • Taking measures to detect and sanction the fictive employment. There are cases initiated by employers when persons with intellectual disability conclude employment contracts, but do not start work, and in return they receive a small amount of money. On the other hand, the employer uses the benefits according to the Law on Employment of Disabled Persons, which represents a classic example of abuse.
- Зајакнување на механизмот за следење и контрола на односот на работодавачот кон вработените лица со интелектуална попреченост, како исклучително важно за ефективно остварување на правото на вработување.
