Employers' support to employees with

One of the main concerns employers have before hiring workers with learning difficulties is the extra support the workers might need. This can be more demanding and more time-consuming than supporting other employees. On the other hand, employers often receive state subsidies to overcome extra costs; they can count on the support of the Arbeitsassistenz; and some efforts, like patience and a positive attitude, are free of charge.

 
What support do employers provide for employees with learning difficulties?

• Many employers say no extra support is needed. Workers with learning difficulties are trained and treated as any other worker.

• Adapted and continuous instructions and training help the workers with learning difficulties to learn their job, to grow in their job and to remember what they have to do.

• People with learning difficulties can be more sensitive than other workers and therefore require a more careful and positive approach. Many employers say it is necessary to be understanding and at the same time to be consequent. To give positive feedback guarantees a big motivation and a good atmosphere in the team.

• People with learning difficulties often require more patience. Sometimes the work needs to be explained several times. To be sure that the employees understand the tasks, it might be necessary to have them repeat the directions.
  Everybody, also people with learning difficulties, appreciates attentiveness. Many employers say it is essential to have private talks with the workers, to show that you care about their private life, to remember their birthday and to help them with their problems if possible.

• Many employers draw the conclusion that the most important support to people with learning difficulties is to make them feel comfortable on the work floor.
  

The Verein Partner-Hunde trains guide-dogs for people with disabilities. Since 2002 they employ one person with learning difficulties. They get support from the Arbeitsassistenz (job coach).

“As advised by the Arbeitsassistenz, we explain the tasks several times, we let him repeat the directions and we check a lot. We also teach the worker to check himself by using a task list. We give clear deadlines, so he knows when a certain task must be finished.”
 
The company Flatz Verpackungen-Styropor produces packings out of polystyrene and cardboard. Since 1973 they employ people with learning difficulties. Currently 3 persons with learning difficulties are working there.

“We give them continuous working instructions and when necessary we help them with each task. For some we provide transport from home to work and if needed a nurse at noon. It is important to give the workers social recognition via compliments.”

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Employers are at times somewhat reluctant to hire people with learning difficulties, even when these people have the right profile for the job. One of the main reasons is that they do not know what extra support people with learning difficulties demand and how they should deal with these people. Furthermore, they do not want to put an extra burden on other employees. Experiences of other employers show that it does not come that far and there are measures to compensate for potential losses in productivity (see “Employers: concerns before hiring a person with learning difficulties”).

What support do employers find crucial for employees with learning difficulties?

• Some employers do not think any extra support at work is needed. People with learning difficulties get the same training and support as any other employee, and that suffices. They have the same rights and the same duties.

• Employers find it important that employees with learning difficulties integrate smoothly into the team. They count on the colleagues to guide the new people. Often the outcome is that the team works closer together, is more motivated and takes up more responsibility.

• Another important issue is to have clearly defined tasks, which can be adjusted according to the capacities of the person.

• To teach the assignments successfully, many recommend splitting up the assignments into simple and clear tasks. Some employers say that teaching new tasks is time-consuming and demands a lot of guidance. Therefore they believe it is important that people can start by doing a work placement.

• Some employers believe continuous support and guidance at work are necessary.

• Other employers on the other hand think that some patience, understanding and stimulation are enough. When you take into account the limitations of people, no unpleasant surprises will occur.

 
VZW De Branding is a rest and recovery home. Since 2001 they employ a person with learning difficulties. They emphasise punctuality and understanding.

“Intensive guidance is necessary. This implies more explanations about the work. We demand strict observance of the working hours (structure) and we show understanding for shortcomings. The tasks can be adapted according to his capabilities.”

 
Reputec nv is manufacturing insulating materials and employs 3 persons with learning difficulties since 2000. Here, some extra guidance is needed.

“We provide support for the execution of – for them – difficult tasks and we continuously check their work. For new assignments they can count on extra support.”

 
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One of the reasons why some employers are reluctant to hire people with learning difficulties is their fear that these persons might need more support. This concern is mostly not justified, because on the one hand all new employees need support and on the other hand, people with learning difficulties get extra support from job supervisors.
We asked employers what kind of support they provide for people with learning difficulties.

• Most employers say no extra support is needed. All employees, disabled and non-disabled, can count on support of their supervisors and colleagues when needed.

• Other employers say supporting workers with learning difficulties in carrying out their duties is necessary, but this does not bring extra costs because they can count on the support of the job supervisor of the Christos Stelios Ioannou Foundation.

• Employers are more careful in addressing people with learning difficulties. Many say it is important to be patient and to approach them positively in order to keep them motivated and happy in their job. People with learning difficulties often have difficulties in dealing with stressful situations.

• Some people also need some emotional and behavioural support. They have difficulties in adapting to the workplace and in behaving in a socially acceptable way. This does not happen often though, and again, employers do not have to count merely on their own staff, they also get the professional support of a job supervisor.

Most employers conclude that their staff is very enthusiastic about helping colleagues with learning difficulties. In the end, supporting these people does not cost much time and effort, and it pays. Not only are people with learning difficulties after a while able to work independently, they also help shape a solid team of colleagues.

 
The Lever P.M.T. Industries Ltd produces soaps, shampooing and cleansing and lenitive products. The company employs one man with learning difficulties since 1988. The man gets all the support he needs from his colleagues.

“As far as the other employees are concerned (the majority being women), they showed and still show affection, understanding and patience. From the head of department, no pressure is exerted during the execution of his duties and in case of mistakes no remarks are made either.
All the staff supports him. At times the employee with learning difficulties has his ups and downs and needs to talk about his problems.”

 
IKEMO Control Centre of mechanically operated vehicles employs one man with learning difficulties since recently. The activity of the company is vehicle control.

“When he needs assistance, the colleagues are willing to help him. The main way to help him is a friendly approach, to accept him at the workplace and to give him opportunities for social integration. All colleagues without exception are there to help him when needed.”
 

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One of the main concerns employers have before hiring workers with learning difficulties is the extra support the workers might need. This can be more demanding and more time-consuming than supporting other employees. Of course, this does not mean that people with learning difficulties are not capable of working independently. On the contrary, too often the skills of these people are underestimated. With accurate support they can become valuable employees, ready to enter the open labour market.

What support do Finnish employers find crucial for employees with learning difficulties?

• Adapted and continuous instructions and training help the workers with learning difficulties to learn their job, to grow in their job and to remember what they have to do. Sometimes a short period of personal accompaniment is necessary.

• Another important issue is to have clearly defined tasks, which can be adjusted according to the capacities of the person. Splitting up the assignments into simple and clear tasks can be a good help. Some employers say that teaching new tasks is time-consuming and demands a lot of guidance.

• People with learning difficulties can be more sensitive than other workers and therefore require a more careful and positive approach. A familiar atmosphere, humour and joy at work are important to have a successful workplace. Many employers say it is necessary to be understanding and at the same time to be consequent. To give positive feedback guarantees a big motivation and a good atmosphere in the team.

• People with learning difficulties often require more patience. Sometimes the work needs to be explained several times. When you take into account the limitations of people, no unpleasant surprises will occur.

• Sometimes it can be useful to make separate time-schedules for workers with learning difficulties. A little more vacation time can help the worker to achieve more.

In the end, supporting people with learning disabilities does not cost much time and effort, and it pays. Not only are people with learning difficulties after a while able to work independently, they also help shape a solid team of colleagues.

 
A day-care centre for children in Hämeenkyrö employs one person with learning difficulties since 2004. The director told us this:

 
“It is important to support a worker with learning difficulties and to show him/her how things have to be done. When you treat them like an equal person to the co-workers and when there is enough humour in the workplace, you can get amazing results. Patience is an important virtue when working with people with learning disabilities, but it’s worth it. In our day-centre one support person gave us courses about adult education, but in the future we would like to have special education adapted to persons with ID. Contact with children is really important for us, but meeting with the children of the centre never was a problem.”

 
This school for young persons with intellectual disabilities employs 5 workers with intellectual difficulties since 1992. The director says:

 
“Having a job is very important in the life of people with learning difficulties, because of the social contacts. Of course it’s a totally different situation compared to home, but it can help those individuals a lot. In the beginning a job coach came three times a week to help, but now we have a careful prepared working programme for her.”

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One of the main concerns employers have before hiring workers with learning difficulties is the extra support the workers might need. This can be more demanding and more time-consuming than supporting other employees. This concern is mostly not justified, because on the one hand all new employees need support and on the other hand, people with learning difficulties get extra support from job supervisors.

Many French employers say people with learning difficulties often require more patience. Sometimes the work needs to be explained several times. It is important to treat the worker with learning disabilities as an individual: individual guidance turns out to be very effective. Also listening is an important skill for employers.

 
A factory that produces and recycles palettes employs one person with learning difficulties since 2001. According to the director, a few measures are necessary to employ workers with an intellectual disability.

 
“It’s often necessary to explicitly explain the tasks assigned to the worker with learning disabilities. Furthermore it’s a good idea to repeat the instructions several times. Sometimes a longer adaptation period is required and it’s very important you treat the employee with learning disabilities s an individual.”

 
A “rent – a – car” company employs three workers with learning disabilities since 1996. The director has a short message:

 
“We made a lot of changes to make it possible for workers with learning disabilities to work in our company. But in the end it surely was worth doing it.”

 
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The main concern, that people with learning difficulties require more support, depends on each person’s individual abilities. Many even need constant support in their daily work or even work assistance.
Others, however, are independent employees just like any other. What is important is that people are given tasks which match their abilities and they are able to carry out.

 
What kind of support do employers provide for employees with learning difficulties?

• Many employers say that employees with learning difficulties require extra support. Their ability to adapt to and handle their work is the same as for non-impaired employees.

• Some employers insist on the importance of entrusting people with learning difficulties with tasks that match their abilities. This prevents a need for special support. A training period is also useful for trying out various lines of work and for determining whether the person fits in the company.

• Getting people with learning difficulties used to the job can often be more intensive and require more time. Tasks must be explained in detail and demonstrated.

• Some employers require regular personal support to carry out their work satisfactorily. They also provide help for the allocation of tasks and even for personal and health-related problems.

• Social integration within the company plays an important role: employees can be informed of eventual problems and if necessary provide the person with support.

 
St. Thomas e.V. is a nonprofit-making association for people suffering from chronic psychic illnesses. Its employees include 5 severely disabled people, currently including one employee with learning difficulties.

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One of the reasons why some employers are reluctant to hire people with learning difficulties is their fear that these persons might need extra support. This concern is mostly not justified, because on the one hand all new employees need support and on the other hand, people with learning difficulties get extra support from job supervisors.

 
We asked employers what kind of support they provide for people with learning difficulties.

• Employers are more careful in addressing people with learning difficulties. Many say it is important to be patient and to approach them positively in order to keep them motivated and happy in their job. Understanding the different needs of the person is important, because the individual has to feel comfortable in the workplace.

• According to some employers, one of the most important factors for successful adaptation is the climate to work. The co-workers attitude has to be friendly and inoffensive to make the workers with learning difficulties feel comfortable. Sometimes the supervisors have to be a little less firm than they are with other employees. The worker with a learning difficulty has to feel that he/she contributes to his/her fellow workers.

• The supervisors of some companies have frequent contact with the co-workers, offering them advice about their behaviour, informing them about the special programmes they could attend and they are continually available too.

• People with learning difficulties sometimes have difficulties in dealing with stressful situations. So in some companies everything works on a special routine because they need to know how to act in certain circumstances that might be seen as odd by some other people.

Most employers conclude that their staff is very enthusiastic about helping colleagues with learning difficulties. In the end, supporting these people does not cost much time and effort, and it pays. Not only are people with learning difficulties after a while able to work independently, they also help shape a solid team of colleagues.

 
A building services company in Athens employs one worker with learning difficulties since 2003. The Personnel Manager explains:

 
“The most important help from our non-disabled workers is that they accept the workers with a learning disability in a friendly way. There is no overprotection and it is easy to show patience and understanding in case of mistakes made in their job.”

 
A Greek company manufactures and trades children’s socks, stockings, underwear and accessoires. They employ one worker with learning difficulties since 2002. The chairman of the board of directors says that there is nothing more needed for workers with learning disabilities than:

 
“some basic advice on carrying out their duties as well as a minimum of practical support in the various operations of the company.” 

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Workers with learning difficulties at times need more guidance and support than other workers. The work leaders in sheltered workshops have the task to help the workers and to teach them how to do their job. Of course, this does not mean that people with learning difficulties are not capable of working independently. On the contrary, too often the skills of these people are underestimated. With accurate support they can become valuable employees, ready to enter the open labour market.
The support employers from sheltered workshops provide is often more extensive than only support on the work floor.

• People with learning difficulties receive extensive training on the job. They learn how to do their job, for example how to use the machines. Patience is important. If necessary, people can receive the same training several times. People have to understand their job well, not only to be productive but also for safety reasons.

• Also after the training period, people can count on the continuous support of supervisors and work leaders. Non-disabled workers are guiding the different workshop teams that mostly consist of people with all kinds of disabilities.  The supervisors also provide help for problems that are not related to the job. Some workshops organise meals for their employees or even organise sports days.

• In sheltered workplaces, people with learning difficulties receive personal support. Supervisors will help them in case of health problems, difficulties with their families or conflicts with their colleagues.

• Employers find it important to have a positive attitude towards the employees. A familiar atmosphere and joy at work are important to have a successful workplace.

• Some organisations promote the interests of disabled people. They also provide information to the families of the disabled persons, mostly on legal matters. Families are often not aware of the legal opportunities and rights they have.

 
The Összefogás Industrial Cooperative, which is a state-subsidised organisation, employs 671 people, including people with learning difficulties. The activities are light industry, trade, agriculture and precision engineering. All employees receive extensive support.

“People with learning difficulties receive training from the leaders of their working groups on the job and on the workplace. They also receive help from non-disabled workers when they have some difficulties on the job. In addition, non-disabled workers give them emotional support. The most important in the end is that all workers feel accepted.”

 
The Humanitás Industrial Cooperative, a state-subsidised organisation, produces amongst other things textiles. 160 people are working here and among them are several people with learning difficulties.

“People with learning difficulties get maximal help from us. When necessary, we show them how to do a job and we train them 100 times. We have enough staff to support the people with disabilities the daylong. The workers can also come to the staff to discuss their family problems and their personal difficulties.”
 

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One of the main concerns for employers to hire a person with learning difficulties is the fear that they demand more supervision and more support. This concern is often not justified, because all new workers need support and training. And when there are extra needs for people with learning difficulties, employers can count on the full support of the Supported Employment Services and Service Organisations.

 
What kind of extra support did employers foresee for their employees with learning difficulties?

• Many employers did not provide any extra support. All workers are trained and supported equally, including people with learning difficulties. They are treated as any other worker. Just checking on them once in a while to see whether everything is fine suffices.

• Some employers or supervisors have changed their training methods. They are training the people in phases, for example teaching them one extra task every week. Once the person has become familiar with a task, very little monitoring is needed, although sometimes a minimal ongoing support and supervision might be necessary.

• The co-workers give the most direct support on the job. Therefore many employers find it important to ensure that the co-workers will give their full support beforehand and to inform them about people with learning difficulties and their problems and abilities.

• It is important to have a good atmosphere in the team. Some employers encourage social interaction between their workers, for example via a buddy system. People with learning difficulties need to feel good with the people they work with in order to function well.

• To keep the workers motivated, many employers also implement a system of praising and reward. Although people can be sensitive and require more patience, many employers also set up discipline procedures to make sure that all the tasks are carried out as foreseen and that the workers arrive on time.

• Some employers also help their employees with problems outside work, for example with family-problems or buying a house.

 
A hotel in Waterford employs 11 people with learning difficulties. A couple of measures were taken to teach new workers with learning difficulties their job, to keep them motivated and to make them feel good at work.

“A buddy system was put in place initially. A new task was taught each week so that there was a gradual increase of duties. We also implemented a praise and reward scheme and discipline procedures were introduced once all duties had been taught. The General Manager periodically discusses and confirms the list of duties to the individuals.”

 
According to the store manager in a supermarket in Donegal, all it takes is to have a good relationship with the worker. One person with learning difficulties is working there since 2000.

“I think the staff in the store have struck up a great bond with the worker with learning difficulties. He is really one of the team here and all his colleagues treat him like that. Sometimes that extra bit of tolerance or guidance or maybe that bit of extra patience is needed, but I feel that’s not too much to ask.”

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Some employers are reluctant to hire people with learning difficulties because they fear that these persons might need extra support and supervision. This concern is mostly not justified. Not only because all new employees need support but also because people with learning difficulties get extra support from job supervisors and the experience of many employers shows that the extra support needed by employees with learning difficulties is far from insurmountable.
We asked employers what kind of support they provide for people with learning difficulties.

According to some employers extra support can be necessary and most of them agree that the colleagues of employees with learning difficulties play an important role in giving this support. Colleagues should be co-operative and supportive of the disabled workers and supervise their actions. It is important that the worker fits in the team and gets along well with the rest of the staff. Some employers installed a tutoring system, in which a staff member is responsible to supervise the worker with learning difficulties and to make him feel at home during a certain period.  Some employers provided training which is adapted to the level of the worker with learning difficulties. At times employers adjust the workload and the job description to the capacities and performances of the worker.

The cook of a consortium in Brixen (Bressanone) which employs 3 people with a disability since 8 years thinks the support for people with a disability should consist of very basic measures:

 
“The contact with people with a disability should be as normal as possible. One should focus on their abilities and their capability to take responsibilities and take on a certain work-load. When possible a limited number of working hours should be agreed on.”

 
The leader of a sheltered workshop in Brixen (Bressanone) explains how training and employment in a sheltered workshop can be important steps towards employment on the open labour market:

 
“The job offers at the sheltered workshop are differentiated and adapted to personal skills and wishes. Through a vocational training, people with an intellectual disability develop employment and social skills and are prepared for an adapted and a significant job within the company. Their strengths get further stimulated, their self-esteem increases and their social and working behaviour develops. All this should lead to employment outside of the sheltered workshop.”

 
An employer on the open labour market in Modena, who hired 3 people with a disability in 2000, states that the support of colleagues is crucial:

 
“They contributed to the development of the professional skills and the necessary knowledge of the production process, to facilitating the contact among colleagues and to creating a feeling of confidence.”

 
Most employers conclude that their staff is very enthusiastic about helping colleagues with learning difficulties. In the end, supporting these people doesn’t cost that much time and it pays. Once the adapted job is found, people with an intellectual disability turn out to be very motivated workers (see also “Employers’ concerns before hiring a person with learning difficulties).

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Some employers fear that workers with learning difficulties will demand too much supervision and support. They don’t have the time or means for this, although according to the experience of many other employers, the extra support needed by employees with learning difficulties is far from insurmountable. In fact, many say no extra support is needed at all. In the end, all new employees need training and support.

• Most employers did not provide any extra support to employees with learning difficulties. They do not make a distinction between them and the other workers. In case of difficulties, they expect all employees to help one another.

• Some employers want to avoid the risk of placing the right person on the wrong job. Therefore, they provide practical training on the ground beforehand. This way, they can analyse the worker and his skills before deciding what placement would fit the worker. It also gives the worker the chance to learn his tasks and to get used to the surroundings.

• A few employers do think personalised support and permanent coaching is necessary. They count on the professional support of the job coaches of the vocational centres.

• The colleagues of employees with learning difficulties play an important role. Employers count on their cooperation to be comprehensive and to support and supervise the disabled workers.

• To avoid misunderstandings, many employers explain the tasks several times, until they are sure that the employee understood what he or she has to do. They give clear assignments and sometimes they set up working schemes, so the employee with learning difficulties knows exactly what is expected.

• Making sure that the person feels welcome is according to many employers the best support to give. They keep the workers motivated by praising them for doing the right thing and they draw the attention to mistakes. They are tolerant and comprehensive, they listen to their problems, and they help them to fit in the team.

The company Nova Extral is converting aluminium to make doors, windows, etc. They have three employees with learning difficulties since 2003. Their policy is to make sure that the person with the right profile enters the right job.

“The persons with a handicap are analysed beforehand and a lot of practical tests are carried out. Based on this, we decide on their work and placement. This way we guarantee that the work is within their reach, so they can carry it out accurately and as a consequence they are immediately treated the same as any other worker.”

The Monteal Hotel and Restaurant employs one person with learning difficulties since 2001. They believe all workers are equal.

“We treat them as equals; we all have our limitations. We integrate them to the fullest without any restrictions. We explain the tasks as often as necessary, until they fully understand them. We praise them for all they did well, and we also draw the attention to their mistakes. We let them do tasks, which make them feel rewarded. We always listen to them when necessary.”

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Employers are often concerned before hiring people with learning difficulties. For example, they wonder whether people need more guidance and support than other employees. Of course, all new employees need support, and employers can often count on the help of job coaches to support people with learning difficulties.

 
What support do employers find crucial for employees with learning difficulties?

• Some employers don’t think any extra support at work is needed. People with learning difficulties get the same training and support as any other employee, and that suffices. They have the same rights and the same duties.

• Many employers deem it necessary to stimulate good social contacts. They find it important that people with learning difficulties feel comfortable at work and amongst the colleagues, because this is a vital condition to be able to function well.

• Extra training can be necessary according to some employees. Often they can count on service providers to take care of this. People with learning difficulties are trained more slowly, gradually and with a lot of repetition. Afterwards, continuous supervising can be necessary.

• Some employers also provide training for co-workers, to inform them about people with learning difficulties. Colleagues are often involved in the hiring of people with learning difficulties, because it is they who have to work with them and who have to guide them.

• Other employers on the other hand think that some patience, understanding and stimulation are enough. When you take into account the limitations of people, no unpleasant surprises will occur.

 
Avabel Nederland bv employs people with learning difficulties since 1994. The company processes sheets of glass amongst other things and is a wholesale business in glass equipments. Currently three people with learning difficulties are employed, and the code word is patience.

“In the first place one needs a lot of patience on different levels, behaviour that is often deviant is accepted. Also double or even multiple explanations are necessary. Stimulation is very important when things are not as they should be.”

The Contracting Firm C. Korsten rents machines and manpower for agriculture, groundwork and transport of manure. Since 1998 they employ one person with learning difficulties. According to the manager, continuous support is vital.

“You always have to give some support and guidance. This can be done by myself being the manager, or by other employees. We often carry out a task together, although at times, after giving him a hand in the beginning, he can finish the work alone, driving alone on a tractor. Afterwards it remains necessary to check on his work.”

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One of the main concerns for employers to hire a person with learning difficulties is the fear that these people demand more supervision and more support. This concern is often not justified, because all new workers need support and training. And when there are extra needs for people with learning difficulties, employers can count on the full support of the supported employment services and service organisations.

 
What kind of extra support did employers foresee for their employees with learning difficulties?

• Many employers did not provide any extra support. All workers are trained and supported equally, including people with learning difficulties. They are treated as any other worker. Just checking on them once in a while to see whether everything is fine suffices.

• Some employers did provide training adapted to the level of the worker with learning difficulties. They foresaw more time to teach new tasks and they adjusted their way of communicating to make instructions more clearly and to avoid ambiguity. At times job coaches supported workers during and after their training period. People with learning difficulties sometimes get extra training, for example in communication skills or monetary skills.

• Extra support can be necessary according to some employers. Apart from job coaches, employers count in the first place on the colleagues. They want the staff to supervise the worker. It is important that the worker fits in the team and gets along well with the rest of the staff. Therefore sometimes staff get training on how to communicate with people with learning difficulties and to learn to understand their problems and capacities. Some employers installed a buddy system, in which one staff member is responsible to supervise the worker with learning difficulties and to make him feel at home.

• At times employers adjust the workload and the job description to the capacities and performances that the worker with learning difficulties has shown.

• Most employers think the only support needed is to make people feel comfortable at work. A positive and tactful approach, a good sense of humour, a friendly attitude and patience are all it takes.

 
One woman with learning difficulties has been working in an Oxfam Charity Shop since 1991. The shop manager tells about the support she got.
 
“I am the person who mainly helps people with learning disabilities. It is vital to help them feel an important part of the team. The person was trained over an extended time by me. She also went to college to improve monetary skills. More support was provided by the volunteers working in the shop.”
 
Also the McDonalds hamburger restaurant in Swindon employs one person with learning difficulties. Here according to the assistant manager the co-workers and a job coach give support.
 
“The workers provide guidance to work in specific areas on specific tasks. This is carried out in a friendly and non-patronising way. The supervisor (job coach) provides assistance if necessary and keeps me up to date with performance and progression.”

 
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