inclusion of people with down syndrome in the … 4...uk source: un disabilities and economies;...

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Inclusion of People with Down Syndrome

in the Workplace and the Role of Families

in the Process

March 20, 2015

4th World Down Syndrome Day Conference:

Presentation at the United Nations

McKinsey & Company | 1

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We believe people with Down Syndrome benefit from being

included in the work environment

▪ A spirit of collaboration, respect and

freedom

▪ A feeling of being an integral part of,

and useful to society

What the work environment offers

▪ Faster development and learnings

that cannot be acquired in other

situations

▪ The ability to make certain decisions

and make choices when a salary is

received

Interpersonal

relationships

Accelerated

learning

Autonomy

Work brings

me love, it brings me

happiness. When I

don't work I get sad

- DS employee

Today my daughter

believes she can do

much more as she

gets paid

- Mother of a

person with DS


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Legislation Description

Many countries have specific legislation to encourage companies

to hire people with disabilities

Country

▪ 4% for government owned companies, and incentives

for private companies Argentina

▪ 5% for companies with over 20 employees Germany

▪ 4% for companies established 25 or more years ago Austria

▪ Starts at 2% for companies with over 100 employees Brazil

▪ 1.5% to 2%, depending on municipality China

▪ 2% for companies with over 50 employees Spain

US & Canada

▪ 6% for companies with over 20 employees France

▪ 2% for companies with over 56 employees Japan

Italy ▪ 7% for companies with over 50 employees

Portugal ▪ 2% for private companies and 5% for government

owned

UK

SOURCE: UN Disabilities and Economies; International Disability Alliance; www.isocial.com.br; interviews; team analysis

Belgium ▪ 2.5% for government owned companies only

http://www.isocial.com.br/


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Description

Companies find it difficult to hire people with disabilities

▪ Urban, architectural and communication barriers

▪ Mindset barriers (employees not prepared/don’t know how to

welcome people with disabilities)

Access problems

▪ People with disabilities tend to have less formal education

▪ The situation is even worse among people with intellectual

disabilities

Lower average

qualifications

▪ General preference for people with physical or sensory

disabilities, as they are easier to incorporate into the work

environment.

▪ On the other hand, only a handful of companies currently

employ significant numbers of people with intellectual disabilities

Difficulty finding

people to fill

positions

SOURCE: Interviews; team analysis


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Description Impact Characteristic

Some characteristics typically displayed by people with Down

Syndrome can have a positive impact on organizational health


Positive

impact on

organization

al health?

▪ Better

conflict

management

▪ Feelings of

compassion

and empathy

▪ Increased

patience and

tolerance

▪ Emotional

stability in a

pressured

environment

▪ Transparent and simple, do

not use any filters

▪ Limited ability to memorize

recent learnings

▪ Will bond to others,

especially to their direct

supervisor

▪ Unaware of a number of

professional conduct rules

▪ Perceive what others are

feeling and show empathy

Direct

communication

Limited short-

term memory

Affection

Spontaneous

behavior

Empathy


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We believe that Organizational Health may be inferred by

looking at nine dimensions

SOURCE: McKinsey; team analysis

Direction

Coordination

and control Accountability

External

orientation

Innovation and

Learning

Capabilities Motivation

Culture and

climate

Leadership


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Direction

Accountability

Innovation and

Learning

Capabilities

Coordination

and control

External

orientation

Motivation

Culture and

climate

Leadership

During our interviews, we noticed a positive impact on five of the

nine dimensions that make up the McKinsey Organizational Health

Index

OHI Dimensions included in

this survey



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Positive impact observed on the leadership dimension


▪ Increased tolerance

and patients

▪ More collaborative

leadership

Innovation and

Learning

Direction

Accountability

Capabilities

Coordination

and control

External

orientation

Motivation

Culture and

climate

Leadership


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Positive impact observed on the external orientation dimension


▪ Client loyalty

enabled by greater

empathy between

clients and people

with Down

Syndrome

Direction

Accountability

Innovation

and Learning

Capabilities

Coordination

and control

Motivation

Culture and

climate

Leadership External

orientation


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Positive impact observed on the culture and climate dimension


▪ More cohesive and

collaborative

interactions

▪ A more open and

spontaneous

environment

Direction

Accountability

Innovation

and Learning

Capabilities

Coordination

and control

Motivation

Leadership External

orientation

Culture and

climate


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Positive impact observed on the motivation dimension


▪ Colleagues get

inspired by the

efforts and

achievements from

people with Down

syndrome and this

makes them also

aim higher

Direction

Accountability

Innovation

and Learning

Capabilities

Coordination

and control

Leadership External

orientation

Culture and

climate

Motivation


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Positive impact observed on the coordination and control dimension


Direction

Accountability

Innovation

and Learning

Capabilities Motivation

Culture and

climate

Leadership External

orientation

▪ More resiliency

▪ Improved ability to

deal with problems

Coordination

and control


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Statement Interviewee response

Percent

External

orientation

▪ Interacting with people with Down

Syndrome has made my direct

superior more capable of managing

and resolving conflict, and has

made a positive contribution to people

development

Leadership


Many of the employees we interviewed agree that there are

advantages to having people with Down Syndrome in the

workplace – example

82

135

83

125

▪ I believe that with the arrival of people

with Down Syndrome, my team has

become more open to the opinions

and needs of our clients, and often

tries to satisfy these needs

Agree

Disagree

Unable to answer


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Results

The outcome of a controlled group comparison

survey on organization health at McDonalds

showed encouraging results


6655People want to work here because of the

work environment

6450Relationships between people in my

store are based on trust and

transparency

The people in my store have the patience

or tolerance to mutually guide and support

each other

6959

Stores with DS employees

Difference (%)

Stores with no DS employees

Culture and

climate

Coordination

and control

11

14

10


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Although there is no way to ensure the benefits of hiring people

with Down Syndrome, there are measures to maximize them


Description Opportunity

▪ Allocate people with DS to activities that can

explore/take advantage of their skills

▪ Companies that have not embraced diversity

typically have difficulty in embarking in this journey

▪ Avoid having the company start to include people with

DS without the structure to maintain the program such

that it benefits both sides

Recognize

their individuality

and typical skills

Consider cultural

compatibility

Define the

inclusion model

▪ Companies find it harder to offer opportunities for

professional growth to people with Down Syndrome

Create

opportunities for

growth

▪ The lack of autonomy means they require more

attention from their supervisor, who is the person who

sets the rules and defines the posture of people with

DS in the work environment

Dealing with

lower level of

autonomy


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Family involvement and support are essential to integrate people

with DS into the company environment

Positive ways to involve the

family Benefits created

▪ Recognize that people with

DS have limitations when it

comes to certain tasks

Align

expectations

▪ Increase the employability of

people with DS by making their

skills compatible with company

functions

▪ Understand and support people

with DS so that they may fulfill

their responsibilities and their

commitment to the company

Understand

professional

commitment

▪ Increase the autonomy and

employability of people with DS

with a single, aligned discourse

that includes the employee,

his/her family and the company

▪ Open and candid conversations

with the person with DS and the

company Open dialog

▪ Identify opportunities to align or

make adjustments in the work

environment early

on/preventively


▪ Families should foster an

environment to develop the

social interactions skills of

people with DS

Promote a caring

but not

overprotective

environment

▪ People with DS that come to

work more prepared to face the

challenges of everyday

professional life


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A well structured program that seeks to maximize mutual gains without ignoring the difficulties is enough to transform challenges into advantages. The result will be a positive impact, not only for the people with DS, the companies that adopt this type of inclusion, but also on society as a whole.

inclusion of people with down syndrome in the … 4...uk source: un disabilities and economies;...

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