Towards a comprehensive employment strategy for people with disabilities
Eithne Fitzgerald
Head of Policy and Public Affairs
The National Disability Authority
is the independent state body providing expert advice on disability policy and practice to Government, and promoting Universal Design in Ireland
Outline
• Some facts and figures
• What a comprehensive strategy would look like
• What’s happening, and where next
Low participation in work
• A third of people with disabilities have a job v. three quarters of others (Census 2006)
• 60% of people with disabilities not working are restricted in type or amount of work they can do
• Raising employment rates will mean more emphasis on supporting people to get and to keep work
% employed by difficulty in working QNHS 2002
53.6
20.1
27.8
17.418.7
62.4
0
10
20
30
40
50
60
70
working not working
no restr
some rest
high restr
% employment rate of people with disabilities age 20-64 by type of disability Census 2006
73.8
35.1
46.7
21.8
29.425.6
38.1
25.3
0
10
20
30
40
50
60
70
80
no disab all pwd sensory physical ID +learning
M health chr illness memory
People with ID + learning disability of working age 18-64, National Disability Survey 2006
12,000
7,000
12,000
6,000
working age
ID much diff
ID mod diff
ID little diff
learning
Employment rates, disabled and other men by education level (age 25-34; Census 2002)
0102030405060708090
100
Primary Lr sec Upr sec Oth 3rdlevel
Degree +
Disabled
Other
Main day services, people with ID 2009
Mainstream SpecialPreschool 268 511School 1597 830Training 275 1,689Sheltered work 3,644Sheltered employment 91Supported employment
951
Open employment 187Other day services 8,455
Supported employment Almost 4% of workers with a disability
• Two separate state-funded arrangements
• FÁS scheme– In principle 18 + hours a week
– c. 900 in work; 1,100 in job assessment/job search phases
• HSE-funded supported employment– Less than 18 hours a week
– c.1,000 receiving HSE or service provider job coach support
Comprehensive employment strategy for people with disabilities
• Commitment in Department’s Sectoral Plan
• Target of 7,000 more in work
• Comprehensive strategy needs to be
– Comprehensive across range of government policies and agencies
– Address supply and demand for labour
– Comprehensive across range of disability
• Cross-sectoral team meeting to draw up
• Employment Forum with range of stakeholders to advise
• 3% employment target in public service
A Strategy of EngagementNDA report
6 Pillars• remove disincentives and benefit traps
• enhance capacity and effectiveness of the education, training and employment system
• employers (public and private) to implement informed policies for recruitment and retention of people with disabilities
... Core elements of a comprehensive employment strategy
• devise and implement a preventative strategy:– reduce early school-leaving among young people with disabilities
– improve retention in employment following the onset of a disability
• systematic process of engagement with people with disabilities
Cross-cutting Issue: • diversity of programme provision, including for
people with severe disabilities
Where are we nowComprehensive employment strategy
• Headings for strategy
• Where for those with high support needs
• FÁS + HSE inputs
• Reorganisation of Depts – Education and Skills
– Social protection + FÁS activation
– Enterprise Jobs and Innovation
• Adult Day Services review
Review of Adult Day Services From services to supportsSupport for
– Making choices– Transitions and progression– Inclusion in your community– Accessing education and learning– Maximising independence– Personal and social development– Health and well-being– Vocational training and work opportunities– Personal expression and creativity– Meaningful social roles– Influencing service policy and practice