In Slovakia, people with disabilities have great potential, but little in the labor market
The ninth webar from the # INšpirujSaONline series, run by the Volkswagen Slovakia Foundation, has opened up questions about opportunities, potential and barriers in the labor market in Slovakia. There are currently an estimated 155,000 disadvantaged people who have the potential to take advantage of employment but do not have the opportunity. This is also the reason that is important about the importance of inclusion for the whole society, as well as about the possibilities of its practical application.
One of the key prerequisites for employability is the availability of education for all children. The share of pupils with special educational needs in Slovakia is the fourth highest in Europe – 12.3%. At the same time, in Slovakia, up to half of the children were educated by their peers, even though they could attend a regular primary school. Accessibility of education for all children is dedicated to the new project Our Inclusive School.
As she said project manager, Ľubomíra Repáňová, „In the pilot year of the project, the VW SK Foundation distributed 200,000 euros for two primary schools to support them on their path to inclusion. In addition, we carry out activities aimed at the general engaged public in order to bring closer the importance of inclusion and various aspects of life where it should be present. “ One of them was a free webinar on the topic What are the disadvantages of people in the labor market?.
Experts from various fields shared their experiences and current information. Anna Podlesná, CSR manager at Profesia, which has long been involved in supporting the employment of people with disabilities, framed the discussion with statistics: “There are currently about 250,000 disability pensions in Slovakia, and up to 150,000 people are so disadvantaged that they can work. many 11,000 people with disabilities work in sheltered workshops or social enterprises. In the open labor market, candidates with special needs tend to be placed in rare cases. There is a lack of system support for workplace integration, alternative procedures for hiring employees, mapping their strengths. The general population is often concerned about low performance and frequent incapacity for work. ”
The specific needs of the disadvantaged are roughly divided into the visible (sight, hearing, movement) and the invisible (a way of thinking different from the neurotypic population, diseases of civilization). approximately 20% of the world’s population can collectively be called neurodivergent (autism spectrum disorder, ADHD, dyslexia, dyscalculia …). As many as 80% of them are unemployed.
Concerns and barriers on the part of employers Marián Horanič from the Association for Helping People with Mental Disabilities in the Slovak Republic He said that prejudice is often a problem when employers do not perceive disadvantaged people as a workforce, but also passive recipients of support. This negative attitude is exacerbated by the lack of knowledge of the support mechanisms they can take advantage of. They also do not realize that even when employing a person, it is possible to look for a person who meets the given position in profile.
According to the Profesia survey of 100 companies operating in Slovakia, the biggest concerns / barriers on the part of employers include access and workplace barriers (40%), occupational health and safety (36%) and performance concerns (16%).
An example of good practice
The main goal of the Association for Helping People with Mental Disabilities is to integrate people with mental disabilities into society: “It is important for us that the fulfillment of their human rights be a matter of course. We want them to be accepted as they are. So that we can work, learn, relax, have family life and friends. ”As part of this mission, the BIVIO center was established in 2018 – a hotel, restaurant and study. It is a unique social enterprise with the aim of providing disadvantaged people with job opportunities, rehabilitation and educational activities, as well as skills training for the labor market. As stated by Marián Horanič, in the short history of the center, in addition to the direct provision of jobs, it also managed to move clients further and obtain employment outside the social enterprise.
One of the clients and employees of the BIVIO center is also Richard Drahovský, chairman of the Association of Self-Defenders of Slovakia. He talked about his own experiences: “We stayed at home after school – we don’t have to. The big advantage is that we have the opportunity to earn it, and at the same time we don’t have to stand somewhere between the four walls. ” .
Diversity – and its strengths
Psychologist Viera Hincová from the association A Centrum to aim for how often we do not realize that a group of neurodivergent people are behind many technological innovations, without which I cannot imagine everyday life. It is important to stop focusing on one stereotypical view of the labor market just so that it can perform its performance differently than usual. “Man is individuality and generalization and attribution All the typical characteristics of a group of people can lead to a misperception of a particular individual and stereotype. It is necessary to perceive that we are all and it is time for the company to start critically monitoring its values. For example, if we do not forget that there are many people who work differently and, despite the usual “performance-oriented view”, we cannot evaluate or respond to their working practices and benefits. Do we want to throw such people overboard, or create a respectful environment that benefits us all? ”.
Anna Podlesná added: “Examples of the strengths of neurodivergent people include: attention to detail, strong concentration (so-called hyper-focus), logical thinking, the ability to solve problems comprehensively and quickly, very good memory, working with numbers. Their individual needs may relate to sensitivity to the work environment (light, noise …), the way they communicate or teamwork, .. “. She also said that many global companies have already created programs for neurodivergent employees and focus on the so-called talent management – creating and modifying working conditions for all so that the strengths of the individual stand out.
According to experts, it is crucial to look at how neurodivergent people can meet the needs of society, and at the same time create conditions for another way of life to be validated. Among neurodivergent people and people with disabilities, there are those who can easily integrate into “ordinary” society – even those who need a high level of support in the employment and management of their lives. The same is true for neurotypic people, ie the majority, “ordinary” population.
“An inclusive approach means creating a space that respects and responds to the relevant needs that each of us has in different life situations. At the same time, it is important to start this approach within the education system and to allow children to grow and develop together. “ presented by Ľubomíra Repáňová from the VW SK Foundation.
About the Volkswagen Slovakia Foundation
The Volkswagen Slovakia Foundation is a public benefit foundation. Volkswagen Slovakia has been actively putting the ideas of corporate social responsibility into practice for thirteen years. It systematically and in the long run creates a stable background for the support of the third sector and educational institutions in all regions of Slovakia. Her vision is for each child to have access to opportunities for their own individual development and education. It is mainly involved in helping people with health and social disadvantages, supports innovative forms of German language teaching and teacher training, and provides assistance to employees’ families.
Source: SITA