Lógica de la Aplicación

Mr Suporntum Mongkolsawadi, Principal, Redemptorist Vocational School for the Handicapped

Mr Suporntum, himself a wheel-chair user, started his presentation by asking participants the question – could he become a taxi driver? Most people would say no, he said, but that only illustrates that people’s assumptions of the abilities of disabled people are the most persistent barriers preventing to disabled people finding employment. Mistaken assumptions reflect the failure to apply the rights-based approach to employment and training for people with disabilities.

Based on the experience of the Redemptorist Vocational School for the Handicapped in running a small placement service for disabled job-seekers, there are six decisive factors that assist disabled people in getting jobs:

1. Education and training for employment; 2. Job guidance and evaluation;

3. A barrier-free society;

4. Awareness building among businesses; 5. Job placement agencies; and

6. Law and legislation.

These factors alone are not sufficient though. They must be carried out in a sequenced process where the individual job seeker starts by exploring his or her personal qualities, aspirations, strengths and weaknesses. Only then should the person move on to actual job-seeking.

The four job seeking processes are: 1. Who am I?

This process involves a personal and professional self-evaluation done by the job seeker. Once this process is completed, the person can be assisted in subsequent processes through guidance and training on how to find relevant vacancies, fill out a job application and interview successfully.

2. Who are they?

The second phase of job seeking focuses on the job market and the job vacancies announced by employers. The job seeker may require assistance in helping assess the nature of business and job description in question and he or she may also need assistance examining the working conditions, welfare benefits and accessibility.

3. Prepare for work

When the job seeker has been successful in finding employment, the next process con- cerns preparations for taking up the position. A disabled employee may need support in finding housing and transport arrangements, filling out loan applications and learning proper conduct and attire for the workplace.

4. Follow-up

The final process is a follow-up with both the employee and employer. The purpose is to ensure that both parties reach a mutual understanding on the working relationship, to help them overcome any hindrances and to help the employee in maintaining his or her job. The first follow-up should take place after one week of employment to discuss immediate adjustments that may be needed. After three months, another follow-up should be done to identify and solve any significant problems that may have occurred on the job. Finally, after six months and, if feasible, even after one year of employment, a concluding follow- up activity should be undertaken to assess the satisfaction level of the involved parties and, if relevant, to perform an overall evaluation of the process.

In addition to regular wage-employment, self-employment is an attractive and feasible income opportunity for people with disabilities in Thailand. The ILO should further explore and support the self-employment of disabled persons in Thailand.

To summarize, there are four priority areas of action needed to increase the employment of disabled people in Thailand:

1) The ability of disabled people to sustain jobs must be supported;

2) Recognition among employers that disabled employees are as productive as non- disabled employees given proper conditions;

3) Job placement services for disabled job seekers must maintain a good reputation; and 4) The need for more job opportunities available to people with disabilities.

5.6 Plenary discussion

The five presentations were followed by a plenary session, where the participants were invited to raise issues of particular interest or ask specific questions to the presenters. The three subjects that were brought up during the plenary discussion were job seeking assistance, the use of incentives versus penalties towards employers and monitoring measures. A representative of Sri Lanka commented on initiatives to assist disabled persons in seeking employment. She said the Employers’ Federation of Ceylon established an Employers’ Network on Disability in 2002. Currently the network is drafting a Code of Practice for Disabled People in the Workplace to be endorsed by the member companies. The Employers’ Network on Disability is collaborating with disabled persons’ organisations in Sri Lanka to provide training in interview skills for disabled job seekers. Furthermore, the Employers’ Network conducts jobs assessments of vacant positions to identify the skills that are in demand in the job market. This information is disseminated through job fairs bringing employers and job seekers together.

A disabled persons’ representative from Thailand stated that training for disabled people should be provided in two areas in order to increase their employment opportunities: firstly, disabled people need to become aware of their rights and know what opportunities national legislation and policies afford them with regard to being gainfully employed; secondly, they need to become aware of how to raise disability and employment issues in general public debate.

An employer delegate from Thailand said that ECOT had pilot tested a job matching programme for employers and disabled job seekers that also included an on-the-job-training element. Ms Perry, ILO senior specialist in vocational rehabilitation, added that employers in Asia have done a remarkable job in the promotion of employment for people with disabilities.

A Pakistani observer explained that incentives are introduced in Pakistan for employers to promote the hiring of disabled employees. At the same time, however, employers with more than 100 employees, who fail to comply with the formal 2 per cent quota requirement, are fined. During the last ten years, 17,000 jobs for disabled people have been generated using the quota system in Pakistan of which 10,000 were public sector jobs.

Ms Anne Knowles, ILO Employer Specialist, Bangkok, emphasised that penalties are not the way forward. Instead, she said dissemination of good practices should be given priority along with advocating the business case. It was also pointed out that the use of quota systems may perpetuate workplace segregation of disabled people.

The ILO Employers’ Specialist questioned the MNFDPO’s suggestion of engaging NGOs in labour market monitoring and inspection, because she said that views on the right way to

implement laws vary. She asked the MNFDPO what role they believed NGOs such as themselves should undertake in monitoring law implementation concerning the employment of people with disabilities.

The MNFDPO explained that they work closely together with the employers’ organisation MONEF, the Ministry of Social Welfare and Labour and the Mongolian Human Rights Commission in monitoring the national quota law. The monitoring also focuses on raising knowledge and awareness among the employers on their responsibilities in implementing the laws. The MNFDPO has also been involved in drafting laws such as Labour Code III in 1997, when a mutual understanding of the laws and their foreseen implementation was built in the process.

The concluding remark that ended the session came from a Viet Nam participant who stated that it is vital also to give people with disabilities a voice for removing the barriers obstructing equal opportunity in society.

In the course of the technical consultation, participants took part in three working group sessions which addressed the following questions:

• What actions are required of governments to move the training and employment of disabled persons towards a human rights approach?

• What initiatives can the social partners and disabled persons’ organisations undertake, separately or collaboratively, to promote the training and employment of people with disabilities taking into account the human rights approach?

• What actions can be taken at country level by governments, social partners and disabled persons’ organisations, separately or collaboratively, to improve the practical impact of laws and policies concerning the training and employment of people with disabilities?

The participants were divided into four working groups according to countries - Thailand, Mongolia, China and Viet Nam. A fifth working group was formed by observers from Pakistan and Sri Lanka. In each session, the working groups met separately to discuss the given topic and then reported back in plenary, with the end of the session set aside for response and discussion.

In the last working group session the participants were asked to draft an action plan aiming to improve the impact of laws and policies concerned with training and employment of people with disabilities.