Pilot project We Empower u S bH Better career opportunities for people with Spina bifida and Hydrocephalus Methodical toolkit Instrument 4: Information, tips and hints for employers Released by: project partnership „We empower uS bH“ This project is conducted with the financial support of the European Commission. The responsibility for the contents of this publication lies solely with the author; the Commission is not liable for any further use of the information therein. Josefsheim Bigge
Transcript
Pilot project We Empower uS bH Better career opportunities for people with Spina bifida and Hydrocephalus
Methodical toolkit
Instrument 4:
Information, tips and hints for employers
Released by: project partnership „We empower uS bH“
This project is conducted with the financial support of the European Commission.
The responsibility for the contents of this publication lies solely with the author;
the Commission is not liable for any further use of the information therein.
Josefsheim
Bigge
Released by: Project partnership „We empower uS bH“
Asociatia Romana Spina Bifida si Hidrocefalie (ARSBH) Strada Piata Amzei Nr. 10-22 Bloc B, Ap. 8, Sector 1 RO - 010345 Bucharest www.arsbh.ro
Arbeitsgemeinschaft Spina Bifida and Hydrocephalus e. V. (ASBH) Bundesgeschäftsstelle Grafenhof 5 DE - 44137 Dortmund www.asbh.de
The Cedar Foundation Malcom Sinclair House 31 Ulsterville Avenue BT9 7AS Belfast Northern Ireland / United Kingdom www.cedar-foundation.org
Josefsheim gGmbH Heinrich-Sommer-Straße 13 DE - 59939 Olsberg www.josefsheim-bigge.de
Schweizerische Vereinigung zugunsten von Personen mit SPINA BIFIDA UND HYDROCEPHALUS Geschäftsstelle SBH-Schweiz Aehrenweg 6 CH – 8317 Tagelswangen www.spina-hydro.ch
SRH Berufsbildungswerk Neckargemünd Im Spitzerfeld 25 DE - 69151 Neckargemünd www.bbw-neckargemünd.de
Technische Universität Dortmund Fakultät Rehabilitationswissenschaften Emil-Figge-Straße 50 DE - 44221 Dortmund www.tu-dortmund.de
Imprint This handbook was developed within the framework of the Leonardo „We Empower uS bH“ project. Project internet platform: www.we-empower-us.eu Project management: Martin Künemund, Josefsheim Bigge, Germany This Instrument 4 was developed by the project team of Cedar Foundation in Northern Ireland. The authors as well as the members of staff who helped organise the curriculum for the project are listed below: Joanne Barnes, Deputy Manager Training Services Peter Wilson, Deputy Head of Supported Employment Solutions Stella Maguire, Head of Organisational and Service Development Rosie McNaughton, Head of Children and Young People’s Services Carrianne Rainey, Deputy Manager Children and Young People’s Services Contact: The Cedar Foundation Stella Maguire Malcom Sinclair House 31 Ulsterville Avenue BT9 7AS Belfast Northern Ireland / United Kingdom E-mail: [email protected] Internet: www.cedar-foundation.org
Status: April 2013
Foreword Better professional opportunities for disabled people – this was the aim of the European project partnership as part of the "We empower uS bH" project. The project partners are focusing on a specific target group: young people with Spina bifida and/or Hydrocephalus. People with these disabilities were involved in all project activities as experts. Eight partners from five countries developed the seven tools of the support framework over two and a half years. The basis of this work is a fundamental attitudewhich focuses on empowerment. The special feature of the project partnership was the collaboration between professional rehabilitation facilities from Germany, Northern Ireland and the Netherlands and self-help associations in Germany, Romania and Switzerland. The Technical University of Dortmund provided scientific support for the project. We are publishing the results of our work in this handbook and the attached CD-ROM, making materials for the use of the seven support tools available to specialists in professional rehabilitation, those from self-help associations and disabled people. We wish you every success and pleasure in your day to day work. We all wish that more young people with spina bifida and/or hydrocephalus had the chance to train for the profession of their choice and then be able to find and keep the job they want. We wish to thank everyone involved in our project: a big thank you to all of the participants in the future workshop. The international collaboration and exchange of experiences in this small European community was a real pleasure and motivation for everyone involved, both disabled people and non-disabled people. We would like to thank the large number of people with spina bifida and hydrocephalus who wrote their professional biographies for us and were open about all of the highs and lows of their educational and professional journeys. We would also like to thank the experts who were available for interviews and took part in written questionnaires and the testing of the tools. We also wish to recognise the disabled people and specialists who actively took part in the large number of project activities in particular. Without their involvement in the analysis of need, our project would not have been able to proceed as everyone wished. We wish to thank the employees and members of the three self-help associations ASBH in Germany, ARSBH in Romania and the Swiss Association for their intensive cooperation, good advice and competent support. We wish to thank Andrea Nobs and Prof. Horst Biermann from the Faculty of Rehabilitation Sciences at the Technical University of Dortmund for their scientific support on the project. We also wish to thank our partners' project workers, who developed the learning content of the support tools and made contributions to this handbook.
The LEONARDO-Projekt "We empower uS bH" and the printing of this handbook were made possible through financial support from the European Commission. Olsberg, April 2013 Martin Künemund Project Manager JG Group - Josefsheim Bigge www.we-empower-us.eu
We E
mp
ow
er
uS
bH
– In
form
ati
on
Tip
s a
nd
Hin
ts f
or
Em
plo
ye
rs –
La
nd
ing
Pag
e
Gen
era
l In
form
ati
on
T
he
info
rmatio
n p
rovid
ed
with
in t
his
pu
blic
atio
n is o
ffe
red
as
ge
ne
ral gu
ida
nce
an
d a
s e
ach
pe
rson
with
Sb
H is a
n in
div
idu
al
no
t a
ll in
form
ation
will
be
rele
va
nt to
eve
ryo
ne
. In
all
insta
nce
s it
is a
dvis
ab
le t
ha
t em
plo
ye
rs w
ork
with
em
plo
ye
es o
n a
n
ind
ivid
ua
l b
asis
.
Wh
y e
mp
loy s
om
eo
ne w
ith
Sb
H?
Wh
at
is S
pin
a B
ifid
a a
nd
Hyd
rocep
halu
s?
F
req
uen
tly a
ske
d q
uesti
on
s (
FA
Q)
Skil
ls a
nd
ab
ilit
ies
B
en
efi
ts t
o t
he e
mp
loyer
Makin
g i
t W
ork
W
hat
I n
eed
to
kn
ow
F
or
the E
mp
loyer
·
Su
pp
ort
ed
E
mp
loym
en
t P
rog
ram
mes
·
Str
uctu
red
S
up
po
rt P
ackag
e
·
Dis
ab
ilit
y
Aw
are
ness
Tra
inin
g
·
Fin
an
cia
l S
up
po
rt
Fo
r th
e E
mp
loyee
·
Fo
cu
s o
n a
bil
ity
·
Co
-wo
rker
su
pp
ort
s
·
Sett
ing
tasks a
nd
p
rovid
ing
fe
ed
back
·
Part
of
the t
eam
·
Eq
uip
men
t an
d
ad
justm
en
ts
Leg
al
req
uir
em
en
ts
Facto
rs t
o C
on
sid
er
Case S
tud
ies
Case S
tud
y O
ne
C
ase S
tud
y T
wo
Gen
era
l In
form
ati
on
W
hat
is S
pin
a B
ifid
a a
nd
Hyd
rocep
halu
s?
S
pin
a B
ifid
a
Spin
a B
ifid
a m
eans s
plit
spin
e a
nd is a
con
ditio
n w
hic
h a
ffects
the d
evelo
pm
ent
of
the s
pin
al cord
(and o
ften B
rain
) of unborn
babie
s.
The s
pin
al cord
is a
‘tu
be’ of
nerv
es in t
he b
ack w
hic
h p
rovid
e a
ll th
e c
onnections b
etw
een t
he b
rain
an
d b
od
y,
for
sensation
, contr
ol of
movem
ent
and c
ontr
ol of
bla
dder.
D
uring p
reg
nancy if
the tis
sue t
hat becom
es the s
pin
al cord
fails
to form
into
a c
om
ple
te ‘tu
be’ it
lea
ves a
n a
rea o
f undevelo
ped n
erv
e t
issue w
hic
h d
oes n
ot
pro
vid
e t
he n
ecessary
conn
ections b
etw
een t
he b
rain
and t
he b
od
y.
The
vert
ebra
e (
backbo
nes)
surr
ound
ing t
his
aff
ecte
d a
rea d
o n
ot
clo
se f
ully
to p
rovid
e a
pro
tective r
ing a
rou
nd t
he u
nd
evelo
ped n
erv
e t
issue;
this
is t
he s
pilt
refe
rred to in t
he n
am
e.
Possib
le e
ffects
:
Mob
ility
issues –
indiv
iduals
may r
equ
ire w
alk
ing a
ids a
nd in s
om
e c
ases w
hee
l cha
irs.
B
ladder
& B
ow
el pro
ble
ms
P
oor
circula
tio
n a
nd loss o
f skin
sensation
Hyd
roc
ep
halu
s
Every
one p
rod
uces a
flu
id in t
he b
rain
calle
d c
ere
bro
-spin
al fluid
(C
SF
). T
his
liq
uid
flo
ws a
rou
nd t
he b
rain
an
d s
pin
al cord
and into
the
blo
odstr
eam
, but
in c
ases w
here
a p
ers
on h
as H
ydro
ceph
alu
s t
he f
luid
becom
es t
rapped insid
e s
paces w
ithin
the b
rain
. A
s t
he b
rain
is
enclo
se
d w
ithin
the s
kull,
pre
ssure
ris
es a
nd p
eople
becom
e ill
unle
ss t
he
y g
et
treatm
ent. T
he tre
atm
ent
is u
sually
the insert
ion o
f a t
ube
(shunt)
to d
rain
the f
luid
to a
noth
er
part
of
the b
od
y. W
hen a
shunt
has b
een insert
ed it
is a
n inte
rnal unseen p
rocess.
Possib
le E
ffects
:
Difficultie
s w
ith w
ork
ing m
em
ory
or
short
term
mem
ory
Concentr
atio
n
R
eason
ing
Org
anis
ation
Co-o
rdin
ation
G
en
era
l In
form
ati
on
Fre
qu
en
tly a
ske
d q
uesti
on
s (
FA
Q)
Ho
w s
ho
uld
I s
up
po
rt a
n e
mp
loye
e w
ith
Sb
H i
n t
he w
ork
pla
ce?
C
onsult w
ith t
he ind
ivid
ual to
identify
an
y s
upp
ort
needs t
hey m
ay h
ave in r
ela
tion t
o t
heir job r
ole
. S
om
e e
mplo
yees w
ith S
bH
may f
ind it
help
ful to
:
Have t
asks a
ssig
ned o
ne
at
a t
ime
Have r
ealis
tic t
arg
ets
and
appro
priate
tim
e f
ram
es s
et in
rela
tion t
o t
asks
Have a
n e
sta
blis
hed a
nd
str
uctu
red w
ork
ing r
outine (
daily
/ w
eekly
basis
) H
ave n
atu
ral su
pport
s in w
ork
pla
ce –
mento
r or
budd
y.
A
re t
here
tra
dit
ion
al jo
b t
yp
es t
hat
peo
ple
wit
h S
bH
are
su
ited
to
?
No.
All
people
are
tre
ate
d a
s indiv
idua
ls a
nd w
ill h
ave p
revio
us e
xperi
ence a
nd q
ualif
ications t
o m
eet th
e r
equirem
ents
of
ma
ny
job r
ole
s.
There
are
many p
eople
with S
bH
wh
o c
om
ple
te u
ntr
aditio
na
l ro
les.
Wh
at
hap
pen
s if
there
is a
pro
ble
m in
th
e w
ork
pla
ce?
There
are
support
org
anis
ations t
hat
can h
elp
with a
ssis
tance a
nd g
uid
ance.
Each c
ountr
y h
as p
rogra
mm
es that
are
deliv
ere
d t
o s
upport
em
plo
yers
and indiv
idua
ls t
o r
eta
in t
heir jobs.
F
am
ily m
em
bers
are
a g
ood p
oin
t of
conta
ct
should
oth
er
help
not
be a
vaila
ble
. Is
th
ere
fin
an
cia
l assis
tan
ce f
or
the e
mp
loye
r?
T
his
will
vary
betw
een c
ountr
ies in E
uro
pe.
Som
e c
ountr
ies h
ave p
rog
ram
mes to h
elp
with t
rave
l and r
easo
nab
le a
dju
stm
ents
as
we
ll as p
hysic
al re
sourc
es.
Furt
her
info
rmation o
n f
inancia
l supp
ort
s is a
vaila
ble
by f
ollo
win
g t
he lin
k.
Wh
y E
mp
loy S
om
eo
ne w
ith
Sb
H
Skil
ls a
nd
Ab
ilit
ies
People
with S
bH
can b
e e
ffective e
mplo
ye
es.
An info
rmed k
no
wle
dg
e o
f th
e c
onditio
n w
ill e
nab
le y
ou identify
the indiv
idual’s s
kill
s a
nd
abili
ties a
nd o
ffer
a s
upport
ive w
ork
en
viro
nm
ent.
P
eople
with S
bH
:
·
Respon
d w
ell
to s
tructu
red r
outines
·
Are
eff
ective a
t com
ple
ting r
epetitive t
asks
·
Are
enth
usia
stic in t
heir a
ppro
ach t
o w
ork
·
Work
well
with c
lear
guid
ance a
nd instr
uction
·
Are
usually
pu
nctu
al an
d h
ave lo
w r
ate
s o
f absente
eis
m
Ben
efi
ts t
o E
mp
loyers
B
y e
mplo
yin
g s
om
eone w
ith S
bH
, em
plo
yers
ca
n:
·
Adva
nce t
heir C
orp
ora
te S
ocia
l R
esp
onsib
ility
agen
da;
by e
mplo
yin
g a
pers
on w
ith S
bH
you w
ill b
e s
ee
n a
s a
n e
mplo
yer
com
mitte
d t
o r
ecru
itin
g a
div
ers
e w
ork
forc
e t
hat re
flects
the local com
munity.
·
Incre
ase t
heir
custo
mer
base;
an e
mplo
yer
wh
ose w
ork
forc
e m
irro
rs the local com
munity m
ay incre
ase t
heir c
usto
mer
base a
s it
has b
een p
roven t
hat
people
react fa
voura
bly
to b
usin
esses t
hat
recru
it p
eople
with d
isabili
ties.
·
Gain
access t
o c
om
mitte
d a
nd e
nth
usia
stic e
mplo
yees w
ho u
sua
lly h
ave g
ood p
unctu
alit
y a
nd
lo
w r
ate
s o
f absente
eis
m.
·
Gain
access t
o s
tatu
tory
and v
olu
nta
ry s
ecto
r support
and g
uid
ance.
·
Impro
ved t
heir w
ork
forc
e m
ora
le;
by e
mplo
yin
g s
om
eone w
ith a
dis
abili
ty y
ou a
re d
em
onstr
ating t
o y
our
work
forc
e t
hat you a
re a
caring e
mplo
yer,
inte
reste
d in t
he h
ealth a
nd w
ellb
ein
g o
f your
sta
ff m
em
bers
.
Wh
at
I n
eed
to
Kn
ow
L
eg
al
Req
uir
em
en
ts
The U
N C
on
ventio
n o
n t
he R
ights
of
Pers
ons w
ith D
isabili
ties A
rtic
le 2
7:
Wo
rk a
nd
em
plo
ym
en
t sta
tes that
people
with d
isabili
ties
ha
ve t
he r
ight
to w
ork
in
clu
din
g t
he r
ight
to w
ork
in a
n e
nvironm
ent
that
is o
pen,
inclu
siv
e a
nd a
ccessib
le.
It
stipula
tes t
hat
countr
ies
must ta
ke a
ppro
priate
ste
ps t
o p
rom
ote
em
plo
ym
en
t opport
unitie
s a
nd c
are
er
ad
vancem
ent fo
r people
with d
isab
ilities.
T
here
are
als
o s
pecific
la
ws w
ith
in e
ach m
em
ber
sta
te a
nd f
urt
her
info
rmation c
an b
e a
ccessed f
rom
We E
mpow
er
pa
rtner
org
anis
ations
or
from
the E
uro
pean U
nio
n o
f S
upport
Em
plo
ym
ent.
W
e E
mpo
wer
Part
ner
Org
anis
ations
Germ
any -
m.k
uenem
und@
josefs
heim
-big
ge.d
e
Rom
ania
- o
ffic
e@
ars
bh.r
o
Sw
itzerl
and
– g
eschaeft
sste
lle@
spin
a-h
ydro
.ch
and h
ttp:/
/ww
w.s
pin
a-h
ydro
.ch
U
nited K
ing
dom
– info
@cedar-
foundatio
n.o
rg a
nd w
ww
.ced
ar-
foundation.o
rg
Euro
pea
n U
nio
n o
f S
upport
ed E
mplo
ym
ent
htt
p:/
/ww
w.e
use.o
rg
A U
sefu
l Website f
or
Dutc
h E
mplo
yers
w
ww
.uw
v.n
l
Facto
rs t
o C
on
sid
er
Facto
rs t
o c
on
sid
er – d
o n
ot
be a
fraid
to
dis
cu
ss d
isab
ilit
ies w
ith
po
ten
tial
em
plo
yees:
ad
dre
ssed
sen
sit
ively
an
d w
ith
em
path
y,
mo
st
peo
ple
will
ap
pre
cia
te y
ou
r ti
me a
nd
eff
ort
to
en
su
re a
sm
oo
th in
du
cti
on
in
to y
ou
r b
usin
ess o
r co
mp
an
y.
Pra
cti
cal
Arr
an
gem
en
ts
1.
Health a
nd S
afe
ty
Em
plo
yers
should
consid
er
wheth
er
the w
ork
ing
are
a a
ssig
ne
d t
o t
he e
mplo
yee w
ith d
isabili
ty is s
uitable
for
exam
ple
, e
quip
ment
they
need t
o u
se,
their
desk o
r w
ork
bench h
eig
ht,
the c
hair t
hey w
ill u
se o
r w
heth
er
space f
or
a w
heel chair is r
eq
uired.
A w
ork
pla
ce a
ssessm
ent
will
identify
if
a w
ork
space is s
uited t
o t
he u
ser.
It should
consid
er
specia
lised e
quip
ment,
ease o
f use o
f m
achin
ery
an
d s
afe
work
ing p
ractices.
This
check c
an b
e u
sed t
o e
nsure
the a
rea is c
lear
and o
bsta
cle
fre
e f
or
all
sta
ff t
o e
limin
ate
ris
k.
Work
pla
ce a
ssessm
ents
can b
e c
om
ple
ted in p
art
ners
hip
with s
tatu
tory
or
volu
nta
ry s
ecto
r spe
cia
lists
.
Lik
e a
ny o
ther
em
plo
ye
e,
the p
ers
on w
ith
SbH
will
ne
ed t
o h
ave a
n u
nders
tandin
g o
f health a
nd s
afe
ty p
olic
ies a
nd p
rocedure
s.
People
w
ith S
bH
may h
ave c
og
nitiv
e issues w
hic
h c
an im
pact
on the
ir a
bili
ty t
o p
rocess a
nd r
eta
in info
rmation. T
o h
elp
addre
ss t
his
, re
gula
r drills
an
d c
hecklis
ts s
ho
uld
be in p
lace t
o a
id t
he p
ers
on.
There
may b
e m
obili
ty issues t
hat
nee
d t
o b
e a
ddre
ssed f
or
health a
nd s
afe
ty,
evacuatio
n a
nd a
ccess.
2.
Access
Physic
al -
It is im
port
ant to
revie
w t
he a
ccessib
ility
and s
uitabili
ty o
f your
build
ing,
both
inte
rna
lly a
nd e
xte
rnally
. T
his
in
clu
des t
he
park
ing f
acili
ties,
lifts
and s
tairs,
the w
ork
are
a a
nd t
he t
oile
ts.
As m
any p
eop
le w
ith S
bH
ha
ve m
obili
ty issues t
he
y m
ay u
se w
heelc
hairs
and w
alk
ing a
ids.
Info
rmation
- P
eople
with S
bH
ha
ve t
he r
ight
to a
ccess t
he s
am
e info
rmation a
s o
ther
em
plo
yee
s.
This
may n
eed t
o b
e in a
n a
ltern
ative
form
at or
layout
but
sho
uld
use c
lear
and s
imple
langu
age.
3.
Reason
able
adju
stm
ents
Where
reasonable
adju
stm
ents
have b
een p
ut
in p
lace,
they s
hould
be r
evie
we
d a
t th
e e
nd o
f th
e e
mplo
ye
e’s
in
ductio
n a
nd p
rob
ationary
periods.
Reg
ula
r on
-goin
g r
evie
ws w
ill h
elp
to identify
wheth
er
arr
an
ge
ments
are
work
ing a
nd a
re s
till
suitable
.
Issu
es t
o C
lari
fy
Every
pers
on w
ith S
bH
is d
iffe
rent and indiv
idua
l and t
he im
pact
of
their d
isabili
ty w
ill d
iffe
r. T
here
fore
people
with S
bH
are
expert
s o
n
their o
wn n
ee
ds a
nd a
bili
ties a
nd it
is b
est
that
the
y a
re c
onsulte
d o
n t
he s
upport
s o
r adju
stm
ents
they m
ight
require.
Issu
es t
hat
an
em
plo
yer
may n
eed t
o s
eek c
larification o
n inclu
de:
·
Concentr
atio
n –
does t
he e
mplo
ye
e f
ind it
difficult t
o c
oncentr
ate
in a
nois
y o
r b
usy e
nvironm
ent?
·
Fatigue –
does t
he e
mplo
yee t
ire e
asily
and r
eq
uire e
xte
nde
d o
r m
ore
regula
r bre
aks?
·
Perc
eption a
nd O
rienta
tion –
does t
he e
mplo
ye
e n
eed h
elp
to n
avig
ate
the
ir w
ay a
roun
d t
he w
ork
pla
ce?
·
Pers
onal C
are
– d
oes t
he indiv
idu
al nee
d a
ny a
dju
stm
ents
to t
heir w
ork
ing r
outine o
r access t
o s
pecific
facili
ties.
Confidentialit
y
It is im
port
ant to
respect
an e
mplo
yee
’s r
ight
to c
onfidentialit
y a
bo
ut
their im
pairm
ent and a
ny n
eeds r
ela
tin
g t
o it.
Eve
ryo
ne is e
ntitled t
o
pers
ona
l in
form
ation b
ein
g k
ept
private
. P
eople
with d
isabili
ties o
ften h
ave v
ery
bad e
xperie
nce
s o
f pers
onal in
form
ation b
ein
g s
hare
d
about
them
and t
his
has s
om
etim
es r
esulted in h
ara
ssm
ent
and a
buse.
So e
mplo
yers
should
thin
k v
ery
care
fully
ab
ou
t w
hat
info
rmation
they n
eede
d t
o k
no
w,
ho
w m
uch n
eeds t
o b
e s
hare
d w
ith o
ther
em
plo
yees a
nd h
ow
to r
espect
peop
le’s
confidentia
lity.
Dis
ab
ilit
y E
tiq
uett
e
•
If y
ou t
hin
k t
hat
an e
mplo
yee
may n
eed a
ssis
tance,
ask t
hem
befo
re y
ou d
o a
nyth
ing.
•
Alw
ays a
sk t
he e
mplo
yee
what
is t
he b
est
wa
y t
o h
elp
, and lis
ten c
are
fully
. •
Never
talk
do
wn t
o o
r b
e p
atr
onis
ing t
o a
n e
mplo
yee w
ho h
as a
dis
abili
ty.
•
Never
lean o
n o
r gra
b a
pers
on’s
whe
elc
ha
ir w
ithout
their p
erm
issio
n.
•
Rem
em
ber
to a
lwa
ys t
alk
to a
n e
mplo
yee w
ith a
dis
abili
ty d
irectly,
not
to t
heir c
o-w
ork
ers
. •
Don’t lab
el som
eone b
y t
heir d
isabili
ty o
r con
ditio
n
•
Don’t u
se t
erm
s that
are
com
monly
used t
o c
au
se o
ffence, even if
they a
re c
orr
ect
by d
efinitio
n
•
Respect
the e
mplo
ye
e’s
pre
fere
nce
Ten
th
ing
s n
ot
to s
ay t
o a
Dis
ab
led
Pers
on
1.
It’s
okay,
I’ve w
ork
ed w
ith t
he d
isable
d
2.
Is y
our
wife d
isable
d t
oo?
3.
Was it
an a
ccid
ent
or
were
yo
u b
orn
lik
e t
his
?
4.
If I b
ecam
e d
isable
d I
thin
k I
’d k
ill m
yself
5.
I sa
w t
his
gre
at
thin
g o
n T
V that
would
really
help
you.
6.
There
’s a
dis
ab
led p
ers
on liv
es d
ow
n m
y s
treet.
7.
I had a
friend lik
e y
ou o
nce b
ut
he w
as a
bit w
ors
e.
8.
It m
ust be n
ice t
o g
et
out.
9.
I th
ink y
ou’re b
rave.
10. I
really
adm
ire y
ou t
he w
ay y
ou p
rete
nd t
here
is n
oth
ing w
ron
g.
Makin
g i
t W
ork
- F
or
the E
mp
loye
r S
up
po
rte
d E
mp
loym
en
t P
rog
ram
mes
P
rogra
mm
es o
f support
ed e
mplo
ym
ent
have b
een u
sed a
cro
ss E
uro
pe t
o f
acili
tate
the e
mplo
ym
ent
of
people
with d
isabili
ties f
or
more
th
an t
wo d
ecades.
Sup
port
ed E
mplo
ym
ent
assis
ts p
eople
with s
ignific
ant
dis
abili
ties (
ph
ysic
al, inte
llectu
al, p
sychia
tric
, sensory
and
hid
den)
to a
ccess r
eal e
mplo
ym
ent
opport
unitie
s,
of
their o
wn c
hoic
e,
in a
n inte
gra
ted s
ett
ing w
ith a
ppro
pri
ate
on
-goin
g s
upport
to
becom
e e
conom
ically
and s
ocia
lly a
ctive in t
heir
ow
n c
om
munitie
s.
The m
odel is
applie
d w
ith
in e
ach m
em
ber
sta
te t
hro
ugh a
rang
e o
f sta
tuto
ry a
nd v
olu
nta
ry s
ecto
r pro
gra
mm
es a
nd s
erv
ices.
The E
uro
pean U
nio
n o
f S
upport
ed E
mplo
ym
ent
(EU
SE
) w
as e
sta
blis
he
d in 1
993 t
o f
acili
tate
the d
evelo
pm
ent
of
Support
ed E
mplo
ym
ent
thro
ugho
ut
Euro
pe.
T
his
org
anis
ation s
upp
lies info
rmation o
n t
he s
upp
ort
ed e
mplo
ym
ent
serv
ices a
va
ilab
le in t
he m
ajo
rity
of
mem
ber
sta
tes
htt
p:/
/ww
w.e
use.o
rg .
E
US
E h
as d
evelo
ped a
com
pre
hensiv
e t
oolk
it o
n s
upport
ed e
mplo
ym
ent
and t
his
is a
vaila
ble
on t
he E
US
E
we
bsite.
In 2
012 E
US
E e
ngage
d in a
Euro
pean
pro
ject
to c
usto
mis
e the t
oolk
it t
o m
em
ber
sta
tes a
nd t
o o
ther
gro
ups d
isad
va
nta
ged in
the labour
mark
et.
Info
rmation o
n t
he s
upport
ed e
mplo
ym
ent
pro
gra
mm
es a
vaila
ble
within
the c
ountr
ies o
f th
e W
e E
mpo
wer
part
ners
hip
can b
e a
ccessed
thro
ugh t
he f
ollo
win
g lin
ks.
We E
mpo
wer
Part
ners
G
erm
any -
m.k
uenem
und@
josefs
heim
-big
ge.d
e
Rom
ania
- o
ffic
e@
ars
bh.r
o
Sw
itzerl
and -
gesch
aeft
sste
lle@
spin
a-h
ydro
.ch
and h
ttp:/
/ww
w.s
pin
a-h
ydro
.ch
U
nited K
ing
dom
– info
@cedar-
foundatio
n.o
rg a
nd w
ww
.ced
ar-
foundation.o
rg
Euro
pea
n a
nd N
ational U
nio
ns o
f S
upport
ed E
mplo
ym
ent
Euro
pea
n -
htt
p:/
/ww
w.e
use.o
rg
Germ
any -
htt
p://w
ww
.bag-u
b.d
e/
T
he N
eth
erlan
ds -
htt
p://w
ww
.nvsu
pport
.nl/
Sw
itzerl
and -
htt
p:/
/ww
w.s
up
port
edem
plo
ym
ent-
sch
weiz
.ch/
U
nited K
ing
dom
- h
ttp://b
ase-u
k.o
rg/
(Engla
nd),
htt
p://w
ww
.niu
se.o
rg.u
k/
(Nort
hern
Ire
land),
htt
p:/
/ww
w.s
usescotlan
d.c
o.u
k/
(Scotland)
Str
uctu
red
Su
pp
ort
Pa
ckag
e
The E
uro
pean U
nio
n o
f S
upport
ed E
mplo
ym
ent
(EU
SE
) in
its
Positio
n P
aper
on W
ork
ing w
ith E
mplo
yers
recom
mends t
hat
serv
ice
pro
vid
ers
shou
ld b
e a
ware
that
em
plo
yers
may h
ave a
dd
itio
na
l n
eeds o
ther
than
sim
ply
the r
ecru
itm
ent
of
labour
reso
urc
es.
Th
ese c
an
in
clu
de d
isa
bili
ty a
ware
ness t
rain
ing,
kno
wle
dg
e o
f govern
ment
support
/fundin
g p
rogra
mm
es a
nd p
ractical solu
tio
ns t
o h
ealth,
safe
ty a
nd
dis
abili
ty
em
plo
ym
ent
issues.
More
over,
em
plo
yers
oft
en
require
assis
tance
with
de
velo
pin
g
an
d
intr
oducin
g
good
pra
ctice
an
d
em
plo
ym
ent
polic
ies c
oncern
ing e
mplo
yees a
nd a
pplic
ants
with d
isab
ilities.
We E
mpo
wer
part
ners
and
oth
er
volu
nta
ry secto
r org
anis
atio
ns acro
ss E
uro
pe w
ork
in
p
art
ners
hip
w
ith em
plo
yers
to
secure
w
ork
pla
cem
ents
and e
mplo
ym
ent
opport
unitie
s f
or
people
with d
isab
ilities.
The s
upport
availa
ble
to
em
plo
yers
inclu
des:
§
Fre
e,
targ
ete
d s
erv
ice p
rovid
ing a
ne
w s
ourc
e o
f skill
s a
nd t
ale
nt;
§
Support
and a
dvic
e t
hro
ugho
ut fr
om
experie
nce
d s
upport
sta
ff a
nd ‘on
-the job’ support
if
required;
§
Dis
abili
ty E
qualit
y T
rain
ing a
nd A
dvic
e;
§
Secure
Good P
ublic
ity;
§
Corp
ora
te S
ocia
l R
esp
onsib
ility
- o
pp
ort
unity f
or
part
ners
hip
an
d e
nha
ncin
g r
eputa
tio
n o
f com
pan
y;
§
Advic
e a
nd p
ractica
l su
pport
on p
ositiv
e a
ctio
n;
§
Advic
e o
n e
mplo
yer
gra
nts
and f
inancia
l assis
tance;
§
Support
and a
dvic
e o
n r
easona
ble
adju
stm
ents
, fo
r serv
ice
users
taken o
n a
s n
ew
em
plo
ye
es,
or
exis
tin
g s
taff
who
ha
ve
acqu
ire
d
an illn
ess o
r dis
abili
ty.
Dis
ab
ilit
y A
ware
ness T
rain
ing
Fin
an
cia
l S
up
po
rts
T
he f
inancia
l su
pport
s a
va
ilab
le t
o e
mplo
yers
who a
re e
mplo
yin
g a
pers
on w
ith a
dis
ab
ility
vary
fro
m m
em
ber
sta
te t
o m
em
ber
sta
te.
Furt
her
info
rmation o
n the a
rrang
em
ents
in p
lace in e
ach m
em
ber
sta
te c
an b
e a
ccessed b
y c
onta
cting m
em
bers
of
the W
e E
mpow
er
part
ners
hip
or
from
the E
uro
pea
n U
nio
n o
f S
upport
ed E
mplo
ym
ent
(EU
SE
).
We E
mpo
wer
Part
ners
G
erm
any -
m.k
uenem
und@
josefs
heim
-big
ge.d
e
Rom
ania
- o
ffic
e@
ars
bh.r
o
Sw
itzerl
and
- g
esch
aeft
sste
lle@
spin
a-h
ydro
.ch
and h
ttp:/
/ww
w.s
pin
a-h
ydro
.ch
U
nited K
ing
dom
– info
@cedar-
foundatio
n.o
rg a
nd w
ww
.ced
ar-
foundation.o
rg
Euro
pea
n U
nio
n o
f S
upport
ed E
mplo
ym
ent
htt
p:/
/ww
w.e
use.o
rg
Makin
g i
t W
ork
- F
or
the E
mp
loye
e
Fo
cu
s o
n A
bil
ity
D
isable
d e
mplo
yees g
enera
lly s
tay in t
he
ir job f
or
longer
than t
he
ir n
on
-dis
able
d c
ounte
rpart
s.
They h
ave a
str
ong c
om
mitm
ent to
work
, as w
ell
as g
oo
d p
unctu
alit
y r
ecord
s a
nd lo
w a
bsente
e r
ate
s.
As a
n e
mplo
yer
it is e
ssential th
at
you c
oncentr
ate
on t
he
ab
ilities o
f your
dis
able
d e
mplo
yee a
nd t
he a
ttribute
s t
hat
they b
ring t
o t
he p
ost
and y
our
org
anis
ation,
rath
er
than o
n t
he c
halle
nges t
hat
their d
isabili
ty
may b
ring.
D
iscuss w
ith y
our
dis
able
d e
mplo
yees t
he s
upport
that
yo
u c
an p
rovid
e t
o e
nable
them
to
do t
heir job.
You c
ould
in
vite n
ew
em
plo
ye
es t
o look a
rou
nd y
our
pre
mis
es b
efo
re t
hey b
egin
work
in o
rder
to a
ssess w
hat
adju
stm
ents
mig
ht
be r
equire
d.
When c
om
munic
ating w
ith a
pers
on w
ith d
isa
bili
ty,
treat
the p
ers
on w
ith t
he s
am
e r
espect
you w
ould
oth
er
people
. T
he focus s
hould
be
on inte
racting w
ith t
he p
ers
on a
nd n
ot
their d
isa
bili
ty.
People
with d
isab
ility
are
usu
ally
exp
ert
s in t
heir o
wn n
ee
ds,
so if
yo
u h
ave a
ny
questions a
bout
what
will
make t
hem
most com
fort
able
, ask t
hem
first.
S
om
e e
mplo
ye
rs m
ay feel in
tim
idate
d o
r uncom
fort
able
about
ho
w t
o a
ddre
ss d
isa
ble
d p
eop
le f
or
fear
of
sayin
g t
he w
rong t
hin
g.
Tip
s o
n
usin
g t
he r
ight
langua
ge
inclu
de:
·
not
definin
g a
dis
ab
led p
ers
on b
y t
heir im
pairm
ent
and f
ocusin
g o
n t
he
abili
ties a
nd t
he a
ttribute
s t
hat
they b
ring t
o t
he
job
·
addre
ssin
g d
isa
ble
d e
mplo
yees in t
he s
am
e w
ay a
s y
ou w
ou
ld a
ddre
ss a
ll oth
er
em
plo
ye
es
·
com
munic
ating d
irectly w
ith y
our
dis
ab
led e
mplo
yees,
even if
accom
panie
d b
y a
n inte
rpre
ter
or
com
panio
n
·
not
att
em
pting t
o s
peak f
or
- or
finis
h t
he s
ente
nce o
f -
a d
isable
d e
mplo
ye
e t
hat
you a
re c
om
munic
atin
g w
ith
Co
-wo
rker
Su
pp
ort
s
Co-w
ork
er
supp
ort
has r
eceiv
ed a
n incre
asin
g a
mount
of
attention r
ecently d
ue t
o t
he p
ositiv
e e
ffects
it can h
ave in t
he w
ork
pla
ce.
It c
an
incre
ase job s
atisfa
ction a
nd h
as b
ee
n f
ound t
o h
elp
red
uce w
ork
str
ess.
Men
tori
ng
can e
ncoura
ge a
nd s
up
port
care
er
develo
pm
ent
and c
an b
e p
art
icula
rly u
sefu
l in
build
ing c
onfidence a
nd e
xplo
rin
g t
rain
ing o
r de
velo
pm
ent needs c
on
fidentially
. M
ento
rs c
an
off
er
indiv
idua
ls w
ith S
bH
guid
ance o
n a
ppro
priate
inte
rpers
onal skill
s a
nd w
ork
beha
vio
urs
, assis
t w
ith o
ne
-on-o
ne job t
rain
ing a
t th
e w
ork
site,
pro
ble
m-s
olv
e a
s n
eed
ed,
and h
elp
acclim
atise t
he indiv
idual to
the
work
pla
ce.
It
may b
e b
eneficia
l fo
r a d
isable
d e
mplo
ye
e t
o b
e m
ento
red b
y a
colle
ague w
ho is a
lso d
isab
led,
perh
aps w
here
that
pers
on h
as d
irect
experie
nce o
f care
er
pro
gre
ssio
n.
A b
ud
dy s
yste
m is a
no
ther
type o
f m
ento
ring,
wh
ere
on
e e
mplo
ye
e is a
ssig
ne
d t
o look o
ut
for
anoth
er.
This
could
inclu
de w
ork
ing
alo
ngsid
e s
om
eone w
hile
learn
ing t
he job o
r pro
vid
ing s
om
eone t
o g
o t
o if
there
is a
pro
ble
m. T
his
can b
e a
usefu
l ty
pe
of
su
pport
syste
m -
both
in t
he s
hort
and t
he longer
term
. T
he s
upport
should
be r
egula
rly r
evie
we
d w
ith a
vie
w t
o p
lanne
d w
ithdra
wal if a
nd w
hen it
is n
o longer
requ
ired.
When w
ork
ing w
ith a
co-w
ork
er
with d
isa
bili
ty,
it is im
port
ant to
consid
er
their g
oals
, str
ength
s,
skill
s a
nd r
esourc
es r
ath
er
than t
heir d
isab
ility
.
Sett
ing
Tasks a
nd
Pro
vid
ing
Fe
ed
bac
k
Som
e t
actics t
hat
help
people
with S
bH
learn
ho
w t
o d
o a
job
inclu
de:
• bre
akin
g t
he job d
ow
n into
separa
te t
asks
• pro
vid
ing instr
uctio
ns in a
form
at
accessib
le t
o t
he p
ers
on
• checkin
g t
hat
the p
ers
on h
as u
nd
ers
tood a
nd,
if n
ecessary
, re
peating instr
uctions
• sho
win
g s
om
eone h
ow
to d
o a
task
• checkin
g t
hat
the p
ers
on
has u
nd
ers
tood a
nd,
if n
ecessary
, sho
win
g t
hem
again
. S
upport
fro
m lin
e m
anagers
or
superv
isors
can t
ake t
he f
orm
of
giv
ing instr
uctions m
ore
than o
nce,
checkin
g t
hat
som
eone h
as
unders
too
d s
om
eth
ing a
nd/o
r checkin
g m
ore
fre
que
ntly t
hat
the
y h
ave c
arr
ied
out
the t
ask c
orr
ectly.
Lin
e m
anagers
or
superv
isors
need t
o m
onitor
arr
angem
ents
to e
nsure
the
y a
re w
ork
ing w
ell
for
dis
able
d e
mplo
yees.
In p
art
icula
r lin
e
managers
or
superv
isors
need t
o m
onitor
the a
dju
stm
ents
made t
o e
nsure
they a
re r
esponsiv
e t
o t
he d
isable
d p
ers
on’s
curr
ent
needs.
N
eeds c
an c
ha
nge a
nd a
dju
stm
ents
made s
hould
be f
lexib
le.
Part
of
the T
ea
m
The b
eha
vio
ur
of
work
colle
agues a
nd lin
e m
anagers
can b
e t
he c
rucia
l fa
cto
r in
wheth
er
som
eone w
ith S
bH
rem
ain
s in e
mplo
ym
ent.
Negative a
nd u
nh
elp
ful att
itudes w
ill u
nderm
ine a
n e
mplo
yee
’s c
onfidence a
nd m
ake it difficult f
or
them
to d
em
onstr
ate
their
com
pete
nce.
The d
evelo
pm
ent
of
natu
ral supp
ort
fro
m w
ork
colle
agues w
ill n
ee
d t
o b
e n
urt
ure
d.
This
is s
om
eth
ing t
hat
an e
mplo
ym
ent
support
w
ork
er,
or
a g
ood m
anager,
can d
o in t
he e
arl
y d
ays o
f som
eone’s
em
plo
ym
ent.
Most
org
an
isations h
ave ‘un
writt
en r
ule
s’ abo
ut
inte
raction b
etw
ee
n c
olle
ag
ues (
like w
ho m
akes t
he c
off
ee a
nd
where
peop
le s
it a
t bre
aks).
Som
e p
eople
will
com
e into
a w
ork
pla
ce a
nd p
ick t
hese r
ule
s u
p q
uic
kly
an
d e
asily
; oth
ers
will
fin
d it m
ore
difficult.
Som
etim
es a
taken
-for-
gra
nte
d w
ork
pla
ce p
ractice c
an p
ut
a p
ers
on w
ith
SbH
at
a d
isad
vanta
ge.
It w
ill b
e im
port
ant
in these
circum
sta
nces t
o r
ecognis
e t
hat
an a
dju
stm
ent is
required,
rath
er
than b
lam
ing t
he p
ers
on f
or
not
bein
g a
ble
to f
it in.
Wo
rk-r
ela
ted
so
cia
l even
ts a
re a
n im
port
ant
part
of
develo
pin
g a
healthy w
ork
en
vironm
ent. S
ocia
l e
ve
nts
do n
ot
just re
fer
to t
he
annu
al C
hristm
as p
art
y o
r th
e f
am
ily p
icnic
da
y,
but
inclu
de t
hin
gs lik
e F
riday n
ight
drinks a
nd s
port
ing g
rou
ps.
Just
like a
ny o
ther
em
plo
yee,
co
-work
ers
with S
bH
should
be inclu
ded in t
hese e
vents
, w
ith c
onsid
era
tions m
ade t
o e
nsure
that
the e
vent
facili
ties a
re f
ully
accessib
le t
o p
eo
ple
with d
isa
bili
ty.
For
exam
ple
, park
ing is a
vaila
ble
for
a c
o-w
ork
er
in a
whee
lcha
ir,
ram
ps o
r lif
ts a
re
availa
ble
rath
er
than s
tairs o
nly
.
Don’t a
ssum
e that
a p
ers
on c
annot
or
does n
ot
wa
nt
to b
e involv
ed s
imply
because t
he
y h
ave a
dis
abili
ty;
adju
stm
ents
can a
lmost
alw
ays b
e m
ade s
o t
hat every
one c
an b
e inclu
ded.
Eq
uip
me
nt
an
d A
dju
stm
en
ts
Em
plo
yees w
ith S
bH
may r
eq
uire s
pecific
adju
stm
ents
or
specia
lised e
quip
ment
to e
nable
them
to d
o t
heir job o
r to
com
ple
te r
equired
tasks m
ore
easily
. T
ypic
al equip
ment
and a
dju
stm
ents
are
lis
ted b
elo
w.
Equip
ment
·
Various k
eybo
ard
s –
siz
e,
weig
ht,
layout
·
Dic
tapho
nes
·
Ele
ctr
onic
note
takin
g
·
Clip
board
s
·
Tim
er
set
soft
ware
(ta
sk m
anagem
ent)
·
Non s
lip m
ats
/ d
esk s
urf
aces
·
Outlook c
ale
nd
ar
Adju
stm
ents
·
Adequate
desk /
chair h
eig
ht
·
Auto
matic d
oors
to b
uild
ings a
nd r
oom
s
·
Park
ing –
dis
able
d /
allo
cate
d s
paces a
vaila
ble
near
the e
ntr
ance
·
Appro
pri
ate
toile
t fa
cili
ties a
nd a
ccess
·
Build
ing a
ccess –
altern
ative e
ntr
ance,
goo
d lig
hting,
ram
p,
shallo
w s
teps a
nd h
an
dra
ils
·
Rest
room
·
Access t
o lunch /
sta
ff r
oom
s / c
ante
ens
·
Positio
n w
ithin
the b
uild
ing e
.g.
gro
und a
s o
ppo
sed t
o f
irst floor
·
Fle
xib
ility
– t
ime a
llocate
d f
or
appoin
tments
(dis
abili
ty r
ela
ted),
sta
rt a
nd e
nd t
imes
·
Regula
r bre
aks
·
Reallo
cation o
f ta
sks w
here
pro
ven d
ifficult
·
Sta
ff tra
inin
g
Case S
tud
ies
Germ
an
y
The J
OS
EF
S B
rew
ery
was f
ounde
d in 2
00
0 a
s a
n I
nte
gra
tion F
irm
(th
ese a
re S
ocia
l E
nte
rprise
s in G
erm
any w
hic
h e
mplo
y a
hig
h
perc
enta
ge o
f dis
able
d p
eop
le).
Initia
lly,
Josefs
heim
Big
ge o
pera
ted t
he c
om
pany a
s a
subsid
iary
of
its
Sheltere
d W
ork
shop b
ut,
sin
ce
1st J
anuary
2004,
JO
SE
FS
Bre
wery
has b
ee
n r
un a
s a
n ind
epen
dent,
non
-pro
fit,
lim
ited lia
bili
ty c
om
pany.
The J
OS
EF
S B
rew
ery
was s
et
up t
o s
uit t
he n
eeds o
f dis
able
d p
eople
and w
as a
barr
ier-
free b
rew
ery
rig
ht
from
the s
tart
. F
or
this
purp
ose,
all
machin
es a
nd e
quip
ment
were
custo
m-b
uilt
by t
he m
anufa
ctu
rer,
the f
irm
Kaspar
Schulz
in B
am
berg
, G
erm
any.
Accord
ing
to K
aspar
Schulz
, th
e J
OS
EF
S B
rew
ery
is t
he o
nly
bre
wery
in t
he w
orl
d t
hat
cate
rs t
o the n
eeds o
f dis
able
d e
mplo
ye
es.
The c
om
pany
describes its
elf a
s t
he f
irst
and,
to d
ate
, only
ba
rrie
r-fr
ee b
rew
ery
in E
uro
pe.
The b
rew
ery
opera
tion c
urr
ently e
mplo
ys e
ight
peop
le w
ith d
isa
bili
ties a
s w
ell
as t
hre
e p
eo
ple
with
out
dis
ab
ilities (
Man
ager,
Maste
r
Bre
wer,
Mechatr
onic
s T
echnic
ian).
They a
re a
ll em
plo
ye
d w
ith f
ull
socia
l in
sura
nce –
as o
ppose
d t
o e
mplo
yees in a
she
ltere
d w
ork
sho
p,
wh
o a
re s
upp
ort
ed b
y s
ocia
l fu
ndin
g,
in t
his
case, fr
om
regio
nal socia
l agencie
s.
The s
pectr
um
of
dis
abili
ties is w
ide (
physic
al, m
enta
l,
sensory
and le
arn
ing d
isabili
ties).
The e
mplo
yees o
f th
e b
rew
ery
pro
duce f
our
sort
s o
f JO
SE
FS
bra
nd b
eer
and e
ight
sort
s o
f alc
ohol-fr
ee b
evera
ges f
or
the J
osy b
ran
d.
The b
evera
ges h
ave b
een s
uccessfu
lly p
laced o
n t
he m
ark
et
in N
ort
h R
hin
e-W
estp
halia
as w
ell
as in t
he n
earb
y G
erm
an F
edera
l S
tate
s
of
Low
er
Saxon
y,
Hesse,
Thuringia
an
d R
hin
ela
nd
-Pala
tinate
. T
he m
id-r
ange g
oal is
to incre
ase t
he n
um
ber
of
em
plo
yees w
ith
dis
abili
ties t
o 1
6.
Ralf (
dis
abili
ty:
Spin
a b
ifid
a a
nd H
ydro
cep
halu
s)
has w
ork
ed in t
he J
OS
EF
S B
rew
ery
fro
m the s
tart
, sin
ce A
ugust
2000.
He is e
mplo
yed
full
tim
e a
nd w
ork
s 3
8.5
hours
per
week.
In t
he p
roductio
n p
rocess,
he is r
esponsib
le f
or
the f
inal in
spectio
n o
f th
e p
roducts
and,
in
additio
n,
for
the s
ale
of
the p
roducts
to c
usto
mers
fro
m the J
osefs
heim
. B
efo
re h
e c
hanged jobs t
o w
ork
in t
he b
rew
ery
, he w
ork
ed in t
he
Sheltere
d W
ork
shop o
f th
e J
osefs
heim
.
Ralf t
ravels
to w
ork
(ab
out
20 K
ilom
etr
es e
ach w
ay)
in h
is o
wn c
ar.
His
car
has b
een a
da
pte
d t
o h
is d
isabili
ty a
nd is e
quip
ped w
ith a
manual contr
ol to
accele
rate
and b
rake a
s w
ell
as a
n a
uto
matic g
earb
ox.
Both
the J
OS
EF
S B
rew
ery
an
d R
alf c
onsid
er
the c
oopera
tio
n t
o b
e t
horo
ugh
ly p
ositiv
e.
Ma
nag
er
Ste
fan M
eng
e is v
ery
satisfied w
ith t
he
perf
orm
ance o
f his
em
plo
yee.
Ralf d
escribes h
imself a
s a
pers
on w
ho lik
es t
o f
ace c
halle
ng
es.
Due t
o h
is d
isab
ility
, R
alf is n
ot
able
to
perf
orm
all
the jobs in t
he b
rew
ery
, fo
r exam
ple
: physic
al w
ork
as a
packer.
But,
accord
ing t
o S
tefa
n M
enge,
these w
ork
sta
tions c
ould
, if
the n
eed a
rises,
be a
da
pte
d a
nd t
here
by m
ade m
ore
accessib
le.
Ro
man
ia
A c
all
centr
e c
om
pany h
ired o
ve
r 40 p
ers
ons w
ith d
isabili
ties inclu
din
g t
wo w
ho h
ave s
pin
a b
ifid
a.
The c
all
centr
e a
ppro
ached
the
go
vern
ment
to a
sk if
they h
ire
d m
any p
eop
le w
ith d
isabili
ties t
hat
they c
ould
rece
ive
the t
ax f
rom
the c
om
panie
s w
ho d
on’t w
ant
to h
ire
peop
le w
ith d
isa
bili
ties.
This
was t
he ince
ntive t
o e
nsure
pe
ople
with d
isabili
ties w
ere
hire
d.
The c
all
centr
e,
and a
ll co
mpanie
s w
ho h
ire
peop
le w
ith d
isa
bili
ties is p
aid
and h
ave a
tax r
eduction f
rom
the s
tate
. F
urt
herm
ore
, th
e g
overn
ment
is n
ot
payin
g t
he s
ocia
l he
lp f
or
peop
le w
ith d
isa
bili
ties w
ho a
re in e
mplo
ym
ent.
Un
ited
Kin
gd
om
an
d N
ort
hern
Ire
lan
d
John is 2
5 y
ears
of
age a
nd h
as s
pin
a b
ifid
a a
nd h
ydro
ceph
alu
s.
He u
ses a
wh
eelc
hair.
John
was u
nem
plo
yed a
nd e
ngag
ed w
ith
Cedar’s N
ew
Deal fo
r D
isable
d P
eople
pro
gra
mm
e; a g
overn
ment fu
nded s
upport
ed e
mplo
ym
ent
initia
tive.
A s
upport
work
er
enga
ged w
ith J
ohn t
o initia
te a
job f
indin
g p
rogra
mm
e,
work
ing w
ith h
im to c
om
ple
te a
pplic
ation f
orm
s a
nd t
o d
eve
lop
his
inte
rvie
w s
kill
s.
John w
as s
uccessfu
l in
securing a
job w
ithin
a c
all
centr
e,
subje
ct
to s
uccessfu
l com
ple
tion o
f a t
wo w
eek t
rain
ing
pro
gra
mm
e.
Befo
re t
his
sta
rted,
John a
nd h
is s
upp
ort
work
er
met
with t
he e
mplo
yer
to c
onsid
er
what
reaso
nable
adju
stm
ents
neede
d t
o b
e m
ade.
The t
rain
ing w
as d
ue t
o b
e d
eliv
ere
d o
n t
he f
irst floor
of
the p
rem
ises a
nd t
he e
mplo
yer
agre
ed t
o p
urc
hase e
vacuation c
hairs f
or
use
during t
his
in
itia
l peri
od.
Nom
inate
d s
taff
were
als
o t
rain
ed
to p
rovid
e s
upport
to J
ohn in t
he e
vent
of
an e
merg
ency.
John s
uccessfu
lly c
om
ple
ted h
is t
rain
ing a
nd h
is e
mplo
yer
ensure
d t
ha
t he w
as b
ase
d in a
tea
m that
was locate
d o
n t
he g
roun
d f
loor.
T
he e
mplo
yer
has a
lso o
ffere
d t
o facili
tate
John
to w
ork
fro
m h
om
e w
he
n n
ecessary
. John’s
supp
ort
work
er
assis
ted h
im t
o take u
p the e
mplo
ym
ent
by a
dvo
cating o
n h
is b
ehalf,
by p
rovid
ing a
ssis
tance t
o s
ort
out
his
nationa
l in
sura
nce n
um
ber,
by e
xpla
inin
g h
is t
erm
s a
nd c
onditio
ns a
nd f
acili
tating t
he r
e-s
tructu
ring o
f his
socia
l security
ben
efits
. John h
as s
uccessfu
lly r
eta
ined h
is e
mplo
ym
ent fo
r over
a y
ear
and h
is e
mplo
yer
is v
ery
satisfied w
ith h
is p
erf
orm
ance.
Dis
ab
ilit
y E
qu
ality
Tra
inin
g f
or
Em
plo
yers
We E
mp
ow
er
uS
bH
We E
mpo
wer
uS
bH
is a
Eu
rope
an
pro
ject
invo
lvin
g s
even
pa
rtn
ers
fro
m G
erm
any,
Nort
he
rn
Ire
land
, R
om
ania
an
d S
witzerl
and
. T
he p
roje
ct
aim
s t
o e
xch
ang
e k
now
ledge
and
experi
en
ce
of
the
vocation
al tr
ain
ing a
nd e
mplo
ym
ent
of
pe
op
le
sp
ina b
ifid
a a
nd/o
r h
yd
roce
ph
alu
s;
resultin
g in t
he
too
lbo
x o
f in
str
um
en
ts w
hic
h p
rom
ote
and
facili
tate
econ
om
ic in
clu
sio
n.
This
on
line t
rain
ing r
eso
urc
e
is p
art
of
the
In
form
ation
, H
ints
an
d T
ips f
or
Em
plo
ye
rs T
ool.
Dis
ab
ilit
y E
qu
ali
ty T
rain
ing
•U
nd
ers
tan
din
g d
isa
bil
ity
in
so
cie
ty
•B
arr
iers
fa
ced
by
pe
op
le w
ith
dis
ab
ilit
ies
•T
he
le
ga
l co
nte
xt
•D
isa
bil
ity
eti
qu
ett
e –
wo
rkin
g w
ith
em
plo
ye
es
wit
h d
isa
bil
itie
s
•G
ett
ing
th
e m
ost
fro
m e
mp
loye
es
wit
h
dis
ab
ilit
ies
Un
ders
tan
din
g D
isab
ilit
y in
So
cie
ty
•M
od
els
of
Dis
ab
ilit
y
Un
ders
tan
din
g D
isab
ilit
y in
So
cie
ty -
Med
ica
l M
od
el
•T
raditio
na
l vie
w o
f dis
abili
ty.
•D
isa
ble
d p
eop
le a
re s
ee
n a
s t
he
pro
ble
m.
They
ne
ed
to
cha
ng
e a
nd
ad
ap
t to
circum
sta
nce
s.
•T
here
is n
o s
ug
ge
stio
n t
ha
t socie
ty n
eed
s t
o
ch
an
ge
.
Un
ders
tan
din
g D
isab
ilit
y in
So
cie
ty -
So
cia
l M
od
el
•T
he S
ocia
l M
od
el se
es the
pe
rson
as d
isa
ble
d b
y
so
cie
ty.
‘The
im
pa
irm
ent
is n
ot
in its
elf a
pro
ble
m,
even
tho
ugh
it
may p
roduce a
ne
ed f
or
a d
iffe
rent se
t
of
livin
g r
eq
uir
em
en
ts.’
Un
ders
tan
din
g D
isab
ilit
y in
So
cie
ty -
So
cia
l M
od
el
Co
nseq
ue
nces a
re t
here
are
ba
rrie
rs to:
•E
mplo
ym
ent
•E
du
ca
tion
•P
ub
lic tra
nsp
ort
•Liv
ing
indep
end
ently a
nd
liv
e their o
wn
lifesty
le
Inte
rven
tions
•R
em
ove the d
isablin
g b
arr
iers
and
rein
sta
te
citiz
enship
rig
hts
EN
VIR
ON
ME
NTA
L
Ho
w t
hin
gs a
re b
uil
t O
bsta
cle
s t
o inclu
sio
n a
s a
result o
f th
e p
hysic
al/built
environm
ent
in w
hic
h w
e
live
Acce
ss t
o:
Build
ings
Public
Utilit
ies
Public
Tra
nsport
Info
rmation
Education
Leis
ure
Choic
e in L
ife
Choic
e in L
ivin
g O
ptions
Barr
iers
Faced
by P
eo
ple
wit
h
Dis
ab
ilit
ies -
En
vir
on
me
nta
l
ST
RU
CT
UR
AL
Ho
w t
hin
gs a
re r
un
C
reate
d b
y t
he s
tructu
re o
f m
any o
f our
activitie
s,
part
icula
rly in t
he a
rea o
f
em
plo
ym
ent.
Exam
ple
s:
9-5
work
ing d
ay
Work
conditio
ns
Rig
id w
ork
tim
eta
ble
s
Pro
ductivity t
arg
ets
in w
ork
pla
ce/c
om
petitive m
ark
ets
/com
petitive s
port
s
Barr
iers
Faced
by P
eo
ple
wit
h
Dis
ab
ilit
ies -
Str
uctu
ral
AT
TIT
UD
INA
L
Ho
w p
eo
ple
th
ink
T
hese c
an b
e h
idden b
ut
are
oft
en t
he b
iggest
barr
iers
.
Exam
ple
s:
Jokes
Patr
onis
ing b
ehavio
ur
Inappro
priate
language
Public
ste
reoty
pes–m
edia
Fear
and m
isunders
tandin
g
No e
ffort
to e
mplo
y d
isable
d p
eople
– e
conom
ic r
easons
Bein
g m
ade t
o feel th
ey a
re t
he p
roble
m
Barr
iers
Faced
by P
eo
ple
wit
h
Dis
ab
ilit
ies A
ttit
ud
inal
Th
e L
eg
al C
on
text
Th
e U
nit
ed
Nati
on
s C
on
ven
tio
n o
n t
he R
igh
ts o
f
Pers
on
s w
ith
Dis
ab
ilit
ies U
NC
RP
D
•T
he U
nited N
ations C
onvention o
n t
he R
ights
of
Pers
ons
with D
isabili
ties is a
new
inte
rnational agre
em
ent.
•T
he a
gre
em
ent,
als
o k
now
n a
s a
tre
aty
, says t
hat people
with d
isabili
ties h
ave t
he s
am
e h
um
an r
ights
as e
very
one
els
e.
•A
rtic
le 2
7 –
people
with d
isabili
ties h
ave t
he r
ight
to w
ork
in a
n o
pen,
inclu
siv
e a
nd a
ccessib
le e
nvironm
ent.
•T
here
may b
e s
pecific
legis
lation r
ele
vant
to y
our
countr
y
– c
heck o
ut th
e L
egal R
equirem
ents
Wo
rkin
g w
ith
em
plo
yees w
ith
dis
ab
ilit
y -
Dis
ab
ilit
y E
tiq
uett
e
•If
you t
hin
k t
hat an e
mplo
yee m
ay n
eed a
ssis
tance,
ask
them
befo
re y
ou d
o a
nyth
ing.
•A
lways a
sk the e
mplo
yee w
hat
is t
he b
est
way t
o h
elp
,
and lis
ten c
are
fully
.
•N
ever
talk
dow
n t
o o
r be p
atr
onis
ing t
o a
n e
mplo
yee w
ith
dis
abili
ty.
•N
ever
invade p
ers
onal space.
•If
you d
on’t u
nders
tand w
hat
an e
mplo
yee is s
ayin
g –
seek c
larification.
•R
em
em
ber
to a
lways t
alk
to a
dis
able
d e
mplo
yee d
irectly,
not to
their c
o-w
ork
ers
.
Wo
rkin
g w
ith
Em
plo
yees w
ith
Dis
ab
ilit
y -
Dis
ab
ilit
y L
an
gu
ag
e
Polit
ical C
orr
ectn
ess o
r P
olit
en
ess a
nd
Court
esy
Word
s t
o U
se
•A
pers
on w
ith s
pin
a b
ifid
a
•W
heelc
hair U
ser
•P
ers
on w
ith a
physic
al
dis
abili
ty
•P
ers
on w
ith a
learn
ing
dis
abili
ty
•S
om
eone w
ith a
dis
abili
ty
Word
s t
o A
void
•
Vic
tim
of
spin
a b
ifid
a o
r hunchback
•
Wheelc
hair b
ound
•C
ripple
•R
eta
rd
•
Handic
apped
Wo
rkin
g w
ith
Em
plo
yees w
ith
Dis
ab
ilit
y -
Dis
ab
ilit
y L
an
gu
ag
e
Ten
th
ing
s n
ot
to s
ay t
o a
pers
on
wit
h d
isa
bil
ity
•It’s
okay,
I’v
e w
ork
ed
with t
he d
isa
ble
d
•Is
yo
ur
wife d
isa
ble
d too?
•W
as it an a
ccid
ent or
were
you b
orn
lik
e this
?
•If I
becam
e d
isab
led I t
hin
k I’d
kill
myself
•I
saw
this
gre
at th
ing o
n T
V tha
t w
ou
ld r
eally
he
lp
yo
u.
Wo
rkin
g w
ith
Em
plo
yees w
ith
Dis
ab
ilit
y -
Dis
ab
ilit
y L
an
gu
ag
e
Ten
th
ing
s n
ot
to s
ay t
o a
pers
on
wit
h d
isa
bil
ity
•T
here
’s a
dis
ab
led p
ers
on
liv
es d
ow
n m
y s
treet.
•I
had
a f
riend
lik
e y
ou
on
ce
bu
t h
e w
as a
bit w
ors
e.
•It m
ust be n
ice
to g
et
out.
•I
thin
k y
ou
’re b
rave.
•I
rea
lly a
dm
ire y
ou the w
ay y
ou p
rete
nd t
here
is
no
thin
g w
ron
g.
Dis
ab
ilit
y E
tiq
ue
tte
–
som
e s
imp
le e
xam
ple
s
A w
he
elc
ha
ir u
ser
is h
av
ing
dif
ficu
lty
ge
ttin
g
thro
ug
h a
do
or.
Sh
ou
ld y
ou
–
a.
sto
p a
nd
wa
tch
to
se
e h
ow
he
ma
na
ge
s
b.
gu
ess
he
ne
ed
s h
elp
an
d g
ive
it
wit
ho
ut
ask
ing
c. a
sk if
he
ne
ed
s h
elp
an
d f
oll
ow
his
dir
ect
ion
s
d.
pre
ten
d y
ou
do
n’t
se
e h
im
Dis
ab
ilit
y E
tiq
ue
tte
–
som
e s
imp
le e
xam
ple
s
A w
he
elc
ha
ir u
ser
is h
av
ing
dif
ficu
lty
ge
ttin
g
thro
ug
h a
do
or.
Sh
ou
ld y
ou
–
a.
sto
p a
nd
wa
tch
to
se
e h
ow
he
ma
na
ge
s
b.
gu
ess
he
ne
ed
s h
elp
an
d g
ive
it
wit
ho
ut
ask
ing
c. a
sk i
f h
e n
ee
ds
he
lp a
nd
fo
llo
w h
is d
ire
ctio
nsü
d.
pre
ten
d y
ou
do
n’t
se
e h
im
Dis
ab
ilit
y E
tiq
ue
tte
–
som
e s
imp
le e
xam
ple
s
You
are
sa
yin
g g
oo
db
ye
to
so
me
on
e w
ho
ha
s n
o
use
of
his
ha
nd
s.
Sh
ou
ld y
ou
–
a.
gra
b h
is h
an
d a
nd
sta
rt s
ha
kin
g i
t
b.
pa
t h
im o
n t
he
he
ad
c. w
ave
yo
ur
ha
nd
in
th
eir
fa
ce
d.
smil
e,
no
d a
nd
sa
y g
oo
db
ye
Dis
ab
ilit
y E
tiq
ue
tte
–
som
e s
imp
le e
xam
ple
s
You
are
sa
yin
g g
oo
db
ye
to
so
me
on
e w
ho
ha
s n
o
use
of
his
ha
nd
s.
Sh
ou
ld y
ou
–
a.
gra
b h
is h
an
d a
nd
sta
rt s
ha
kin
g i
t
b.
pa
t h
im o
n t
he
he
ad
c. w
ave
yo
ur
ha
nd
in
th
eir
fa
ce
d.
smil
e,
no
d a
nd
sa
y g
oo
db
ye
ü
Dis
ab
ilit
y E
tiq
ue
tte
–
som
e s
imp
le e
xam
ple
s
So
me
on
e w
ho
ha
s d
iffi
cult
y s
pe
ak
ing
cle
arl
y is
try
ing
to
tell
yo
u s
om
eth
ing
. S
ho
uld
yo
u –
a.
pre
ten
d y
ou
un
de
rsta
nd
him
an
d g
o o
n t
alk
ing
ab
ou
t
som
eth
ing
els
e
b.
smil
e a
t h
im a
nd
go
on
wit
h w
ha
t yo
u’r
e d
oin
g
c. a
sk h
im i
f h
e c
an
fin
d s
om
eo
ne
wh
o c
an
te
ll y
ou
wh
at
he
’s s
ay
ing
d.
ma
ke y
ou
r b
est
gu
ess
ab
ou
t w
ha
t h
e’s
sa
id a
nd
ask
him
if
yo
u’v
e h
ea
rd c
orr
ect
ly
Dis
ab
ilit
y E
tiq
ue
tte
–
som
e s
imp
le e
xam
ple
s
So
me
on
e w
ho
ha
s d
iffi
cult
y s
pe
ak
ing
cle
arl
y is
try
ing
to
tell
yo
u s
om
eth
ing
. S
ho
uld
yo
u –
a.
pre
ten
d y
ou
un
de
rsta
nd
him
an
d g
o o
n t
alk
ing
ab
ou
t
som
eth
ing
els
e
b.
smil
e a
t h
im a
nd
go
on
wit
h w
ha
t yo
u’r
e d
oin
g
c. a
sk h
im i
f h
e c
an
fin
d s
om
eo
ne
wh
o c
an
te
ll y
ou
wh
at
he
’s s
ay
ing
d.
ma
ke
yo
ur
be
st g
ue
ss a
bo
ut
wh
at
he
’s s
aid
an
d a
sk
him
if
yo
u’v
e h
ea
rd c
orr
ect
lyü
Gett
ing
th
e M
ost
fro
m
Em
plo
yees w
ith
Dis
ab
ilit
ies
Wh
at
ca
n e
mp
loyers
do
?
•U
nde
rsta
ndin
g a
nd im
ple
me
nting
be
st pra
ctice
sta
nda
rds
•T
hin
kin
g a
bou
t n
on
-ve
rbal co
mm
un
ication
–
sig
nag
e,
info
rmation
•E
nsuri
ng
sta
ff h
ave
dis
abili
ty e
qualit
y t
rain
ing
•E
nsu
rin
g C
om
mun
ication
Str
ate
gie
s a
nd P
olic
ies
take a
ccou
nt
of
the
ne
ed
s o
f em
plo
ye
es a
nd
cu
sto
me
rs w
ho
ha
ve
dis
abili
tie
s
Gett
ing
th
e M
ost
fro
m
Em
plo
yees w
ith
Dis
ab
ilit
y
Wh
at
ca
n e
mp
loyers
do
?
•A
ssis
t w
ith
tra
ve
lling
expe
nses w
here
ne
ce
ssary
•F
oste
r p
ositiv
e a
ttitu
des to d
isa
bili
ty a
mon
gst
sta
ff
•Im
ple
me
nt
fle
xib
le w
ork
ing a
rra
ng
em
ents
to c
ate
r
for
ne
ed
s o
f em
plo
ye
es w
ith
dis
abili
ty
•G
ain
ing a
bett
er
unde
rsta
ndin
g o
f fina
ncia
l an
d
techn
ical assis
tan
ce
availa
ble
to e
mp
loye
es w
ith
dis
abili
ty
Dis
ab
ilit
y E
qu
ality
Tra
inin
g f
or
Em
plo
yers
Cartoons by Nora Zölzer-Bryce
A picture can say more than a thousand words. At the end of each handbook, a slightly different opportunity is provided for one to examine the presented project results. The artist Nora Zölzer-Bryce has taken a humorous look at the instruments developed in the project and has captured them in the form of cartoons. A deliberate attempt has been made to show sensitive topics in a humorous, sometimes even provocative, but decidedly unconventional manner. The objective thereby being to encourage and enable different perspectives - and then also to critically question them. Nora Zölzer-Bryce herself views art as a universal method of communication. She intentionally designs her work “without boundaries” and also wants it to be so understood. “It is left to the viewer to interpret and should give the confidence that there are no wrong ways of seeing things… just different ones!” And sometimes there should just be a smile at the end.
Nora Zölzer-Bryce was born in 1979 in Winterberg, Germany. In 2008 she graduated with a Bachelor of Arts Degree from the Department of Art and Design of the Galway-Mayo Institute of Technology in Ireland. In addition, she has a degree in nursing and has been working with disabled people as a personal assistant in the Independent Living Service for many years. Nora Zölzer-Bryce lives with her family in Galway, Ireland.
Pilot project We Empower uS bH Better career opportunities for people with Spina bifida and Hydrocephalus
This publication has been released by the project partnership as a result of the
Leonardo da Vinci “We empower uS bH” project. It is part of the occupational support
concept which comprises seven instruments.
The titles of the methodical toolkit instruments are:
1. Guidelines for action and practical help in training and vocation
2. Empowerment and self-management of young people with Spina bifida and/or Hydrocephalus
3. Information for specialist staff in the field of careers advice, career guidance
and training and employment placement for young people and adults with Spina
bifida and Hydrocephalus
4. Information, tips and hints for employers
5. Vocational biographies
6. Promoting activities through social networks and peer to peer
7. Peer Support Training
All instruments can be downloaded free of charge from the project website:
www.we-empower-us.eu
This project is conducted with the financial support of the European Commission.
The responsibility for the contents of this publication lies solely with the author;
the Commission is not liable for any further use of the information therein.
