Employers

This report focuses on the role of adapted work settings in the international framework provided by the UNCRPD; in particular, special attention has been given to Article 26 and 27, as they both deal with principles, measures and services offered by adapted work settings.
Adapted work settings, commonly known also as sheltered workshops, are not referred to in the UNCRPD. This requires clarifications for the thousands of people that benefit from their services and whose future looks therefore uncertain.
The analysis was carried out starting from three main subjects:
- what the Convention brought in general terms through its paradigm shift and the subsequent challenges for social services
- the analysis of the current text of Article 26 and 27 and the links to the role of sheltered workshop matters
- the history of the discussions around the inclusion of sheltered workshops in the UN CRPD.

Services like sheltered workshops may sometimes and very often fulfill more than one function for persons with disabilities, thus their compliance to the UN CRPD articles is particularly sensitive. In the framework of a holistic approach to persons with disabilities, where disability itself is not the focus of attention, but everything is about the individual and the enjoyment of his rights, it is of utter importance to keep a good balance between the multitude of skills, personal choices, possibilities of individual development and society’s response.    
The report provides a state of play of possible links existing between sheltered workshops and the UN CRPD in order to gain a view on future developments needed in the provision of work opportunities to persons with (intellectual) disabilities.

The full report is available here.

For more information on the report please contact Ms. Sabrina Ferraina at sabrina.ferraina@easpd.eu.

Employers are constantly concerned to employ hard working, reliable workers. Employers and employer organizations are also being asked by governments to be more open to employing people with disabilities. Employers are sometimes unaware of what is required of them under legislation and, while willing, are sometimes concerned that employing a person with a disability will be difficult or costly to them.

People with learning disabilities do have many talents and, with the right help and support, can become high quality employees. They, moreover, constitute an added value to the company, not only as hard working and reliable employees, but also in terms of the added social cohesion their presence on the floor creates among the entire staff team. Some companies have also found that having a more inclusive workforce has had a positive impact on their social reputation with customers and society at large.

The LABOr Knowledge Centre provides a resource for employers across Europe wishing to gain an overview of their obligations under local legislation, what is good practice in employing people with learning or other disabilities, and what support they can receive to help them. Through this website you can find out for a wide range of countries :

• Employer descriptions of how they have approached employing a person with a learning disability, and how they have benefited.
• Commentaries from employers on what has helped them employ a person with a learning disability.
• What help is available to employers directly through agencies that help place and support people with learning disabilities in jobs and advise and support employers, and what help is available from government.
• Information on the legislation and what it requires of employers in terms of employing people with learning and other disabilities.
• Links to websites and documents where more detailed information can be obtained.
• Links to local LABOr Project Partners for each country through which further contacts can be made and information obtained.
  

Please click on the link Knowledge Centre to look for appropriate articles and information, or use the Search facility.

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