INTERNATIONAL

RESEARCH

MEETING

ON VOCATIONAL REHABILITATION

PROGRAM ABSTRACTS

October

２１－２３，２００２

Osaka，Japan JAPAN ASSOCIATION FOR EMPLOYMENT OF PERSONS WITH DISABILITIES DISABLED

Greetings Tadashi Shiiya President Japan Association for Employment of Persons with Disabilities

The Japan Association for Employment of Persons with Disabilities (JAED) is holding a vocational rehabilitation research meeting every autumn as a venue for a number of persons engaged in research or practice of vocational rehabilitation and employment of persons with disabilities to present papers on the results of their activities, and to contribute to mutual enlightenment and exchange. This year, the International Forum on Disabilities to Mark the End Year of the “Asian and Pacific Decade of Disabled Persons (proclaimed by the United Nations Economic and Social Commission for Asia and the Pacific)” is held respectively in Sapporo and Osaka. In this connection, we hold the seminar as part of the “Osaka Forum” in the name of the “International Research Meeting on Vocational Rehabilitation.” The Research Meeting is composed of the Osaka Forum joint program and three independent programs, which include special lectures by a specialist of ILO and Japan, four international workshops, and presentations of Japanese researchers on the results of their studies. At the international workshops specifically held on this occasion, 12 overseas invited speakers, including government officials, experts in this field and employers, will present papers in 4 parallel sessions and exchange views and experience in vocational rehabilitation, related measures and superior initiatives with the other overseas and Japanese participants. We also invite 11 Asian participants to the Osaka Forum and Research Meeting. Among other activities, JAED is conducting studies and research mainly at the Research Department of the National Institute of Vocational Rehabilitation (NIVR), which opened in November 1991. Main research themes at the moment are the development of supportive methods to deal with diversified types of disabilities, measures to expand the employment and job areas for persons with disabilities, and effective methods to further collaboration with organizations concerned including educational, medical, and welfare institutes. Taking this opportunity, we will also deepen our understanding of the world situation and further enrich our research activities. Today, the promotion of the employment of persons with disabilities turns out to be an increasingly important issue accompanied by the diversification of disabilities, the changes of the economic environment, and other factors. At JAED, various activities are being conducted including vocational rehabilitation services provided at Vocational Centers for Persons with Disabilities across the country, management of the levy and grant system for employing persons with disabilities, giving various types of grants, and educational campaign to promote the employment of persons with disabilities. We are determined to put forth further effort to achieve better results paying full attention to the needs of persons with disabilities and employers. In closing, we wish to express our heartfelt gratitude for those of you taking part in the International Research Meeting and respectfully ask for your continued support and cooperation for the development of this field.

Program 21 October (Osaka International Convention Center) 09:30-10:50 11:00-12:30

Osaka Forum Opening Ceremony Keynote Speeches

13:30-14:00 14:15-16:45

Keynote Speeches Panel Discussion

17:00-18:00

Research Meeting Speakers/Chairmen Meeting

18:00-20:00

Osaka Forum Welcome Reception

22 October (International House) 09:30-10:00 10:00-12:00

Opening Ceremony of Research Meeting Keynote Speeches

Keynote Speakers: — Ms. Debra Perry, Senior Specialist in Vocational Rehabilitation, International Labour Office (ILO), Bangkok, “A Descriptive Analysis of Training and Employment Opportunities for People with Disabilities in Selected Countries in Asia and the Pacific Region.” — Prof. Tadakazu Mitsugi, Professor Emeritus, University of the Air, Japan, “Vocational Rehabilitation in Japan －Progress of Its Practice and Research –” 13:30-17:00 (Parallel Sessions) Session 1:

Legislation and Measures (Application and effectiveness of the measures)

Chairperson: Mr. Tadashi Kudo, Senior Researcher, National Institute of Vocational Rehabilitation Speakers: — Dr. Mike Floyd, Director, Rehabilitation Resource Centre, City University, London, UK, “Disability and Employment Policies and Services” — Mr. Sunny Lap-Kei SIU, Senior Labour Officer (Selective Placement), Labour Department, Hong Kong SAR Government, China, “Legislation and Measures to Promote the Employment of People with Disabilities in Hong Kong” — Mr. Nguyen Manh Cuong, Deputy Director, International Relations Department, Ministry of Labour, Invalids and Social Affairs, Viet Nam, “Employment for people with disabilities in a transition economy Joint efforts of the State and the Public” —

Ms. Etsuko Sato, Deputy Director, Disabled Workers' Affairs Division, Ministry of Labour, Japan, “Employment Promotion Measures in Japan for Persons with Disabilities”

Session 2: Vocational Rehabilitation - I (Effective program and service design including vocational guidance/evaluation, supported employment scheme, placement strategy) Chairperson: Ms. Motoko Tani, Research Manager, National Institute of Vocational Rehabilitation

Speakers: — Mr. Justin Tan, General Manage, Bizlink Centre Singapore Ltd., Singapore, “Vocational Rehabilitation in Singapore New Placement and Job Creation Strategies for a New Economy” — Ms. Dolores Deang-Soterio, Chief, Programs Management Division, National Council for the Welfare of Disabled Persons, The Philippines, “Vocational Rehabilitstion in the Philippines” — Mr. Li Kun, Subject Officer & National Middle Vocational Counselor, Department of Education and Employment, China Disabled Person’s Federation, China, “The Status Quo and Problem Analysis Concerning Employment and Its Services for Disabled Persons in China” —

Mr. Mamoru Naruoka, Director, Nara Vocational Center for Persons with Disabilities, Japan, “Vocational Rehabilitation in Japan－From vocational evaluation to job referral –“

Session 3: Vocational Rehabilitation – II (Ability development including skill training, development of job area) Chairperson: Mr. Yasuo Tanaka, Director General, National Kibi-Kogen Vocational Rehabilitation Center for Persons with Disabilities Speakers: — Mr. Abdul Rifai Mas, Director, National Vocational Rehabilitation Centre for Physically Disabled People, Indonesia, “Vocational Rehabilitation of Persons with Disabilities in Indonesia” — Ms. Kim Young Ae, Assistance Manager, Vocational Rehabilitation Bureau, Korea Employment Promotion Agency for the Disabled, Korea, “Current Status and Perspectives on Korea Vocational Ability Development Training for the Disabled” — Ms. N.J. Pathirana, Director, Department of Social Service, Ministry of Social Service, Sri Lanka, “Ability Development Including Skill Training, Development of Job Area” — Mr. Masatoshi Hirakawa, Director, Training Division, National Vocational Rehabilitation Center for Persons with Disabilities, Japan, “Challenges in Vocational Training for Persons with Disabilities in Japan and Its Future Course”

Session 4: Role of Employers Chairperson: Mr. Makoto Hata, Employment Advisor, Information Center for the Employment of Persons with Disabilities Speakers: — Mr. Geoffrey Hardy, Chief Executive Officer, Carter Newell Lawyers, Australia, “Employers’ Initiatives” — Mr. Purid Thanalongkorn, Managing Director, Jintana Apparel Co., Ltd., Thailand, “Handicapped Employment of Jintana Apparel” — Mr. Mohd Fuad Bin Ahmad, Director, Human Resources, ChipPAC Malaysia Sdn. Bhd., Malaysia, “ChipPAC Malaysia: Long-time Employer of Disabled Workers” — Mr. Yukinori Mizumoto, General Manager, Human Resources Department, Santen Pharmaceutical Co., Ltd., Japan, “Employment of Persons with Disabilities at Santen Pharmaceutical Co., Ltd.”

23 October (International House) 09:30-15:00 13:00-14:30

Oral Sessions Poster Sessions

Contents ＜ Keynote Speeches Ⅰ＞ A Descriptive Analysis of Training and Employment Opportunities for People with Disabilities in Selected Countries in Asia and the Pacific Region Ms. Debra A. Perry ILO Senior Specialist in Vocational RehabilitationAsia and the Pacific Region(Bangkok) ＜ Keynote Speeches Ⅱ＞ Vocational Rehabilitation in Japan - Progress of Its Practice and Research Mr. Tadakazu Mitsugi Tadakazu MitsugiProfessor Emeritus The University of the Air

＜ Parallel Sessions ＞ Session Ⅰ

Legislation and Measures (Application and effectiveness of the measures) Chairperson ： Mr. Tadashi Kudo （ National Institute Vocatinal Rehabilitation ）

１ Disability and Employment Policies and Services.

Dr. Michael Floyd

Professor of Disability and Rehabilitation Studies and Director of the Rehabilitation Resource Centre at City University, London

２ Legislation

and

Measures

to

Promote

the

Mr. Sunny L K SIU

Employment of People with Disabilities in Hong

Senior

Labour

Officer

(Selective

Placement)Labour Department Hong Kong

Kong

Special Administrative Region Government

３ Employment for people with disabilities in a transition economy

Mr.

Nguyen

Manh

Cuong

Deputy

Director

International

Relations

Department Ministry of Labour, Invalids and Social Affairs Viet Nam

４ Employment development Promotion measures Measures in Japan

Ms. Etsuko Sato

for persons Persons with

Disabled

Workers’

Affairs

Division

Employment Security Bureau Ministry of

disabilities Disabilities

Health, Labour and Welfare

Session Ⅱ Vocational Rehabilitation - I (Effective program and service design including vocational guidance/evaluation, supported employment scheme, placement strategy) Chairperson ： Ms. Motoko Tani （ National Institute Vocatinal Rehabilitation ) 1 Vocational

Rehabilitation

in

Singapore

New

Mr. Justin Tan

Bizlink Centre Singapore Ltd

Ms.DoloresDeang-Soterio,

Chief, Programs Management Division

Ms. Catalina L.Fermin

Executive Director

Placement and Job Creation Strategies for a New Economy 2 Vocational Rehabilitation in the Philippines

3 The Status Quo and Problem Analysis Concerning

Mr. Li kun

Employment and Its Services for Disabled Persons

Dept. Of Education and Employment China Disabled Person’s Federation

in China 4 Vocational Rehabilitation in Japan - From vocational evaluation to job referral -

Mr. Mamoru Naruoka

Nara Vocational Center for Persons with Disabilities( Japan Association for Employment of Persons with Disabilities :JAED)

Session Ⅲ : Vocational Rehabilitation - II (Ability development including skill training, development of job area) Chairperson ： Mr. Yasuo Tanaka (National Kibi-Kogen Vocatinal Rehabilitation Center for Persons with Disabilities) 1 Vocational

Rehabilitation

of

Persons

with

Mr. Abdul Rifai Mas

Disablities in Indonesia 2 Current

Status

and

Director National Vocational Rehabilitation Centre for Physically Disabled People

Perspectives

on

Korea

Ms. Kim Young Ae

Vocational Ability Development Training for the

Assistant Manager Vocational Rehabilitation Bureau Korea Employment Promotion Agency

Disabled

for the Disabled

3 Ability Development Including Skill Training,

Ms. N. J. Pathirana

Department of Social Services,Sri Lanka

Mr.

National Vocational Rehabilitation Center

Development of Job Area 4 Challenges in Vocational Training for Persons with Disabilities in Japan and Its Future Course

Masatoshi

for the Persons with Disabilities

Hirakawa

Session Ⅳ: Role of Employers Chairperson ： Mr. Makoto Hata （ Employment Advisor, Information Center for the Employment of Persons with Disabilities ) 1 Employers’Initiatives

Mr. Geoffrey Hardy

Chief Executive Officer Carter Newell

2 Handicapped Employment of Jintana Apparel

Mr. Purid Thanalongkorn

Managing Dirctor Jintana Apparel Co.,Ltd

Mr.Mohd

ChipPAC Malaysia Sdn. Bhd.

Lawyers (Australia) 3 ChipPAC

Malaysia:Long-time

Employer

of

Disabled Workers

Fuad

Bin

Ahmad

4 Employment of persons Persons with disabilities

Mr. Yukinori Mizumoto

Santen Pharmaceutical Co., Ltd.

Disabilities at Santen Pharmaceutical Co., Ltd.

＜ Oral Sessions ＞

Part

1

Session Ⅰ Chairperson ： Mr. Tamotsu Matsushima ( National Institute Vocatinal Rehabilitation ) 1

Vocational training of persons with disabilities in

Mr. Endo Yoshiki

the field of care service - Including from the

National Kibi-Kogen Vocatinal Rehabilitation Center for Persons with Disabilities

perspective of the business facilities where they will receive on-the-job training 2

Office work Sales and Physical Distribution Training

Programs

designed

for

Mr. Tsuyoshi kanzaki

Mentally

National Vocatinal Rehabilitation Center for Persons with Disabilities

Retarded people. 3

Case study on the training of persons with

Mr. Yoshiya Fukuda

intellectual disabilities classified by disability

Osaka Vocatinal Ability Development Center for Persons with Disabilities

traits, and the accompanying ability development 4

Employment support by vocational training with

Ms. Katsuyuki Takeo

remote access 5

National Kibi-Kogen Vocatinal Rehabilitation Center for Persons with Disabilities

Research on the actual conditions of vocational

Ms. Madoka Inoue

National Institute Vocatinal Rehabilitation

Ms. Yoshie Sasaki

National Institute Vocatinal Rehabilitation

training for persons with mental disabilities 6

A new approach at vocational centers (1) - the cross-sectional

implementation

of

project-Training to assist persons with intellectual disabilities to cultivate interpersonal skills

Vocatinal Rehabilitation Center

Session Ⅱ Chairperson ： Ms. Yoko Motizuki ( National Institute Vocatinal Rehabilitation ) 1

Application of Makuhari Stress and Fatigue

Ms. Shigemi Yagi

National Institute Vocatinal Rehabilitation

Ms. Yumie Saitou

National Institute Vocatinal Rehabilitation

Ms. Toda Runa

National Institute Vocatinal Rehabilitation

Mr. Haneda Fumiki

National Institute Vocatinal Rehabilitation

Ms. Kayoko Aono

National Institute Vocatinal Rehabilitation

Ms. Noriko Watanabe

Mie Vocatinal Center for Persons with

Assessment Sheet for people with psychiatric disabilities 2

Application of Makuhari Stress and Fatigue Assessment Sheet for people with brain injuries

3

Development and trial of work-oriented task "Practical task"" Reference and error recognition task as a part of the clerical task"

4

Analysis of errors characterized by disabilities from work-oriented task (1)

5

Analysis of errors characterized by disabilities from work-oriented task (2)

6

Vocational assessment and guidance for people with brain injuries - Use of Makuhari Work

Disabilities

SampleSession Ⅲ Chairperson ： Mr. Tadashi Kudo ( National Institute Vocatinal Rehabilitation ) 1

Teamwork - A 3-year effort with a school for

Mr. Akira Sato

Belle Epoque Co.,Ltd

Mr .Nobuo Matsumoto

OMRON TAIYOU Co.,Ltd

Ms. Katumi Higuchi

HONDA SUN Co.,Ltd

Ms. Tsuyoshi Suzuki

Kawasaki

disabled students 2

Aiming at “autonomy” and “independence” - 16 years working with persons with disabilities

3

Human beings before everything - Dreams, hopes, smiles - Aiming to build a society where everyone can play a leading part

4

5

“Trial employment” of persons with disabilities -

city

Psychiatric

Rehabilitation

An example at Kawasaki Branch of Yamato

Center

Transport Co., Ltd.

Social Participation Support Center

An employment support network connecting

Ms. Mayumi Morita

enterprises with persons with disabilities (2) - An analysis

of

the

progress

made

after

Himeji-si Employment Support Ceter for Persons with Disabilities

the

establishment of a special affiliated company centered on persons with intellectual disabilities 6

Career Development for People with Disabilities

Ms. Kudo Tadashi

National Institute Vocatinal Rehabilitation

in the Organization Session Ⅳ Chairperson ： Mr. Katsuo Taya ( National Institute Vocatinal Rehabilitation ) 1

Disability traits of persons with brain function disorders and their employment situation (2) Those who use the facilities of the National Institute of Vocational Rehabilitation for the long term

Ms. Katsuo Taya

National Institute Vocatinal Rehabilitation

2

Relation between disability characteristics and

Mr. Tsuguya Shimizu

National Institute Vocatinal Rehabilitation

Ms. Katsumi Takai

National Institute Vocatinal Rehabilitation

work retainment about persons with traumatic brain injury; from the comparison based on five years after follow-up survey 3

Support programs for persons with higher brain function disorders to assist them in returning to

Vocatinal Rehabilitation Center

their jobs 4

eturn to work support for the handicapped person

Ms. Akiko Nagura

with cerebrovasular disease -a consideration by

Osaka Vocatinal Center for Persons with Disabilities

the case-

Part

2

Session Ⅰ Chaiperson ： Mr. Nobuo Matsui ( National Institute Vocatinal Rehabilitation ) 1

A new approach at vocational centers (2) - A

Mr. KenichiTakase

new employment support program for persons

National Institute Vocatinal Rehabilitation Vocatinal Rehabilitation Center

with mental and other disabilities 2

Common ground between enterprises pursuing

Ms. Mitsuyo Tamura

work efficiency and the support given by job

Yamanashi Vocatinal Center for Persons with Disabilities

coaches 3

Qualitative analysis of self-management treatment

Ms. Kaori Suda

in pre-vocational training － To shift effectively from

pre-vocational

training

to

Gifu Vocatinal Center for Persons with Disabilities

supported

employment － 4

Employment support networks in Kitakyushu City

Ms. Kumi Horiuchi

Kitakyusyu Chapter Fukuoka Vocatinal Center for Persons with Disabilities

5

A trial holding of mock meetings as part of

Ms. Kyoko Yuda

Yokohama Rehabilitation Center

Ms. Takako Watanabe

Yokohama Rehabilitation Center

communication training for work preparation (1) 6

A trial holding of mock meetings as part of communication training for work preparation (2)

Session Ⅱ Chairperson ： Mr. Shinichi Okada ( National Institute Vocatinal Rehabilitation ) 1

Practice at Employment Support Centers for the

Mr. Hisashi Kurihara

Disabled based anew on ICF 2

Minoo-si Employment Support Ceter for Persons with Disabilities

Issues on practical usages of ICF in vocational

Mr. Tadashi Aobayashi

National Institute Vocatinal Rehabilitation

Mr. Ryutaro Ujihira

National Institute Vocatinal Rehabilitation

Ms. Mayumi Oshima

National Institute Vocatinal Rehabilitation

rehabilitation fields 3

The

Present

connected

Condition

with

and

Employment

a

Subject

and

be

Working

support in Welfare Facilities(1) 4

The

Present

Condition

and

a

Subject

be

connected with Employmen and Working support in Welfare

Facilities(2)

5

Development

of

software

organizations

which

for

provide

searching

services

Mr. Ai Takasima

National Institute Vocatinal Rehabilitation

Mr. Yuichiro Haruna

National Institute Vocatinal Rehabilitation

Mr. Shinichi Okada

National Institute Vocatinal Rehabilitation

for

employment of persons with disabilities 6

Effectiveness of environmental adjustments for employed workers with disabilities in Japan

7

An

Analysis

on

the

Process

of

Job

Accommodation Session Ⅲ Chairperson ： Ms. Tamako Ishikawa ( National Institute Vocatinal Rehabilitation ) 1

Findings from a National Survey of Competitive Job Placement Outcomes among Japanese High School Graduates with Mental Retardation: Analysis of New Market.

Ms. Tamako Ishikawa

National Institute Vocatinal Rehabilitation

2

Points and issues regarding employment support for persons with intellectual disabilities at welfare centers for elderly citizens Employment support in office work for persons with intellectual disabilities who tend to be autistic

Mr. Heikichi Matsuura

Fukuoka Vocatinal Center for Persons with Disabilities

Mr. Syuji Nishimura

Work Support Center for Persons with Intellectual Disabilities “ SKIP ” at Setagaya-ku

3

4

New Ways to Create Work Opportunities for people with Disabilities : Trends in Japanese Public Sectors and Telework

Mr. Toyoharu Yoshiizumi

National Institute Vocatinal Rehabilitation

5

Vocational support in work acre of inter-personal care service for mental retarded people Employment support by non-residential training facilities. An approach to operations outside the facilities (provision of work in an enterprise)

Mr. Kei fujiwara

Kumamoto Vocatinal Center for Persons with Disabilities

Mr. Michitaka Sato

( Social Welfare Fundation ） Suzuran-no-kai

6

Session Ⅳ Chairperson ： Ms. Emiko Yamato ( National Institute Vocatinal Rehabilitation ) 1

Research on the way of vocational rehabilitation

Mr. Takao Yoda

National Institute Vocatinal Rehabilitation

Mr. Keiichi Matsuda

Yokohama Rehabilitation Center

Mr. Yuzuru Ikushima

NPO Pureisu Tokyo

counseling according

to

characteristics ，

individual's

especially disabilities

－ Viewpoint in

(1)

vocational rehabilitation counseling － 2

Postmodern concept of labor values and a new type of vocational rehabilitation

3

Research on the employment of HIV-positive (immune dysfunction) persons and their privacy

4

Welfare

in

the

community

centered

on

Mr. Soushi Nomura

small-scale sheltered workshops 5

Present state of administration of the employment

Sheltered

Work

Shop

Fureai-no-ie

Ikeda-tyou Mr. Tateo Shimizu

Lawyer

Mr. Chuji Sashida

National Institute Vocatinal Rehabilitation

of persons with disabilities, and controversial issues 6

Present situation and impending problems of Rehabilitation Services for

Blind and Visually

Impaired persons in Asian Countries

at

＜ Poster Sessions ＞

１３：００～１４：３０

（ OralSession Part 2 Simultaneous advance) 1

The Situation of Employment of Persons with

Mr. Akira Kikuiri

Visual Disability - To expand possibility of

National Kobe Rehabilitation Center for the Visually Disabled

vocational rehabilitation2

Individual

guidance

on

future

course

and

Mr. Toshiya Otani

vocation for students with intellectual disabilities

Attached School for Children with Disabilitie Faculty of Education Wakayama University

- Through the analysis of practice at the senior high school for disabled students affiliated with the Faculty of Education, Wakayama University 3

Living in town - The importance of solidarity in

Ms. Ryouko Uchida

unified support for the employment and daily life

Employment and Living Support Centers for Persons with Disabilities "Wahku-waku"

of persons with disabilities 4

Characteristics of personnel management about

Mr. Hirotaka hori

National Institute Vocatinal Rehabilitation

Ms. Youko Mochizuki

National Institute Vocatinal Rehabilitation

Ms. Kayoko Aono

National Institute Vocatinal Rehabilitation

Ms. Runa Toda

National Institute Vocatinal Rehabilitation

Ms. Shigemi Yagi

National Institute Vocatinal Rehabilitation

Mr. Fumiki Haneda

National Institute Vocatinal Rehabilitation

Ms. Yumie Saito

National Institute Vocatinal Rehabilitation

Ms. Natsumi Oikawa

National Institute Vocatinal Rehabilitation

the person with psychiatric 5

Specific Characters and Difficulties in Vocational Adjustment of Young People with "Leaning Disabilities" from the Viewpoint of Support System for Employment

6

Supporting the families of persons with brain injury

7

Revision

and

application

of

the

Makuhari

Memory Note in the work place and daily life 8

Development of Makuhari Stress and Fatigue Assessment Sheet

9

Comprehensive training program to facilitate work adjustment for people with disabilities

10 Development and trial of Makuhari Work Sample (simple version) 11 Actual conditions of training in daily activities at the dormitories of vocational centers - Practice

Vocatinal Rehabilitation Center

during the past 10 years, and issues for the future 12 A communication aid for deaf-blind persons

Mr. Masatugu Sakajiri

National Institute Vocatinal Rehabilitation

using a tactile display 13 Vocational Rehabilitation in Thailand

Mr. Yoshihiko Nonaka

Hokkaido Vocatinal Center for Persons with Disabilities

Keynote

Speache Ⅰ

A Descriptive Analysis of Training and Employment Opportunities for People with Disabilities in Selected Countries in Asia and the Pacific Region Debra A. Perry ILO Senior Specialist in Vocational Rehabilitation Asia and the Pacific Region Purpose of the Presentation The purpose of the presentation is to provide an overview of the ILO descriptive research project that was conducted in 14 countries in Asia and the Pacific Region and to describe preliminary findings that are emerging from an analysis of the country studies and examples of good practice. Background In April 1992 the Economic and Social Commission for Asia and the Pacific (ESCAP) proclaimed the Asia and Pacific Decade of Disabled Persons, 1992-2002. Further, through resolution 58/4, ESCAP proclaimed the extension of the Decade, 2003-2012, “with a view to giving further impetus to the implementation of… the Agenda for Action…beyond 2002.” The Agenda for Action established twelve categories for action and within each, specific targets; training and employment is one of the categories and it includes 14 Targets for Action. One of the primary goals of the ILO is to promote opportunities for women and men, including those with disabilities, to obtain decent and productive work in conditions of freedom, equity, security and human dignity. Throughout the Region, the ILO has been actively engaged in promoting the employment and training related Targets for Action as well as the basic principles of the ILO’s Convention 159, Concerning Vocational Rehabilitation and Employment (Disabled Persons). These basic principles include the equal opportunity and treatment of disabled persons in training and employment. To mark the end of the Decade and to herald in a new Decade of activities, the ILO is engaging in series of activities that includes: • a descriptive research study and analysis • a January 2003 regional meeting of ILO constituents • two print and several website publications. Research Project and Methodology The overall purpose of the regional study is to provide a benchmark of current developments related to the training and employment of people with disabilities in the Region and to identify and disseminate examples of good practice. The research project, which is still in process, involved the following steps: 1. 2. 3. 4. 5. 6.

Identifying target countries for the project. (Completed) Developing a research protocol based on the Targets and ILO Convention 159 and guidelines for collecting examples of good practice. (Completed) Identifying country consultants. (Completed) Commissioning country studies by (mostly) in country consultants. (Completed) Collecting examples of good practice. (In process) Reviewing and revising country studies and examples of good practice. (In process).

7.

Analyzing and summarizing 14 country studies to identify findings, trends and needs from a regional perspective by a Senior Research Consultant. (In process) 8. Reviewing and revising country studies and the summary analysis for posting on the Internet. (In process) 9. Selecting, further researching and developing examples of good practice. (In process) 10. Disseminating research findings, which will take place at various meetings and through the Internet. (In process). 11. Producing and disseminating an examples of good practice publication. The countries involved in the study are: Australia, Cambodia, China, Fiji, Hong Kong SAR, India, Indonesia, Iran, Japan, Republic of Korea, Mongolia, Sri Lanka, Thailand, and Vietnam. The ILO developed the research protocol with the assistance of two researchers, one of whom, Dr. Robert Metts, also serves as the Senior Research Consultant in analyzing the country studies. The protocol data points were designed to capture information related to the Targets for Action and the ILO Convention 159. The research protocol requested specific data and descriptions related to the following topics: • • • • • • •

Country Overview (e.g., demographics, economic situation, etc.) Definitions and Data about the Status of People with Disabilities Legislation, Policies and Institutional Structures Education, Vocational Training Practices and Employment Services Employment Opportunities, including Self-Employment Activities Involving Social Partners Summary and Future Directions

Preliminary Findings and Examples of Good Practice Since this project is still in process, the presentation will report on the preliminary findings of the in country studies and the overall analysis with regard to: • • • • • •

Policy and Legislation Vocational Training Employment Services Employment Outcomes, including Self-Employment Strengths and Gap Analysis Recommendations

In addition, the presenter will also introduce some of the more than 25 examples of good practice that were collected by country researchers or through the efforts of Rehabilitation Internationals’ Commission on Work and Employment of Asia and the Pacific Region. Lessons Learned and Follow-up Since this is one of the first large-scale vocational rehabilitation research activities to engage country-based practitioners, researchers, policy makers, advocates, and others in the Region, the presenter will share some of the lessons learned to assist others that might initiate engage in similar activities. Finally, research follow-up and possible uses for the data and the examples of good practice for the field will be suggested.

Keynote

Speache Ⅱ

Vocational Rehabilitation in Japan - Progress of Its Practice and Research – Tadakazu Mitsugi Professor Emeritus The University of the Air

I Preface 1. The way the theme is treated The progress of the practice and research of vocational rehabilitation in Japan from the view of a rehabilitation worker 2. Definition of terms z Purpose of vocational rehabilitation “To enable a disabled person to secure, retain and advance in suitable employment and thereby to further such person’s integration or reintegration into society ” (ILO Convention No. 159 and Recommendation No. 168) z Vocational rehabilitation “To strive for self-support by disabled persons in vocational life through taking measures for vocational guidance, vocational training, employment placement and other measures for disabled persons provided in the law” (Law for Employment Promotion, etc., of the Disabled) “A general term of support or activities conducted to fulfill the objective of vocational rehabilitation, such as vocational guidance, vocational training, employment service and counseling” Open employment, sheltered employment, welfare employment. 3. A viewpoint making a survey of vocational rehabilitation in Japan Transition of laws, systems, administrative organs, etc., related to vocational rehabilitation. z Framework (Labor, welfare, education administration, etc., Practice and research) z Periodical development (Significant events, 10 years as a unit) z Other research outcomes (By Ryosuke Matsui and Masao Michiwaki) II. The progress of practice and research of vocational rehabilitation in Japan The first period (up to 1960) 1. Stipulation of laws z Labor administration ¾ Employment Security Law (1947) ¾ Vocational Training Law (1958) ¾ Physically Handicapped Persons’ Employment Promotion Law (1960) z Welfare administration ¾ Law for the Welfare of Physically Disabled Persons (1949) ¾ Mental Health Law (1950) ¾ Law for the Welfare of Intellectually Disabled Persons (1960) z Education administration ¾ School Education Law (1947) 2. The triple structure of vocational rehabilitation operations z Labor administration ¾ Vocational guidance (vocational training)

¾ Public vocational guidance center for persons with physical disabilities (the forerunner of the public vocational training center, which is now called Vocational Ability Development Center) z Welfare administration ¾ Rehabilitation guidance (vocational rehabilitation, work skills training) ¾ Rehabilitation guidance center for persons with physical disabilities, Rehabilitation facilities for persons with physical disabilities z Education administration ¾ Vocational education ¾ Senior high schools for blind, deaf, and disabled students. Technical courses 3. Effect of Physically Handicapped Persons’ Employment Promotion Law z Employment quota (1.3% for private sector, 1.5% for the government and local public bodies), which was a moral obligation. z Workplace adaptation training system 4. Research activities z Rehabilitation guidance seminars on persons with physical disabilities z Vocation Research Institute ¾ Research bulletin ¾ Reference material series The second period (1970’s) 1. Holding a seminar on TOWER method, and the formation of Study Meeting for Vocational Rehabilitation of Physically Disabled Persons (1971) TOWER is an abbreviation of Testing, Orientation, and Work Evaluation in Rehabilitation. It is a vocation evaluation method developed by I.C.D. in New York. The first seminar was held at Akebono-ryo in Hiroshima in 1971 under the guidance of Sadanori Iwasaki, Jitsuya Nishikawa, and Ikeda, who had previously received training at I.C.D. In the same year, Study Meeting for Vocational Rehabilitation of Physically Disabled Persons (the forerunner of the Japan Study Meeting for Vocational Rehabilitation of Disabled Persons, which is now called the Japan Society for Vocational Rehabilitation) was formed. 2. Advanced practice, such as rehabilitation facilities for persons with physical disabilities z Vocation Courses at Tokyo Metropolitan Welfare Center for Persons with Mental and Physical Disabilities z Tokyo Metropolitan Vocation Development Center for Persons with Mental and Physical Disabilities z Osaka Welfare Center for Persons with Physical Disabilities z National Rehabilitation Center for Persons with Physical Disabilities z Sun Industry 3. The establishment of Vocational Centers for Persons with Mental and Physical Disabilities (1792) and its nation-wide deployment They were founded by the Employment Promotion Corporation as centers to conduct vocational rehabilitation professionally and comprehensively for persons with moderate or severe disabilities, particularly for those whose employment is deemed difficult, from vocational consultation to follow-up services. The first center was set up in Tokyo in March 1972 and the 47th center was set up in Okinawa in April 1962, thus completing the network of one center for each prefecture. 4. The revision of the Physically Handicapped Persons’ Employment Promotion Law

z The employment quota became a legal obligation (1.5% for private sector, 1.9% for the government and local public bodies) z Creation of the Levy and Grant system z The establishment of Association for Employment of the Physically Handicapped 5. The establishment of the National Rehabilitation Center for the Physically Handicapped, and National Vocational Rehabilitation Center for Persons with Disabilities (1979) The third period (1980’s) 1. The UN International Year of Disabled Persons, and United Nations’ Decade of Disabled Persons 2. The revision of the Physically Handicapped Persons’ Employment Promotion Law (1987) z The name of the law was changed to Law for Employment Promotion, etc., of the Disabled. z The object of the law was expanded to persons with all types of disabilities. z The vocational stability of disabled persons was added to the objectives of the law. z Vocational rehabilitation was legally defined. z Services relating to vocational rehabilitation were integrated into the operation of Association for Employment of the Physically Handicapped. z The network system for Vocational Centers for Persons with Disabilities was formed. z The qualification system for vocational counselors for persons with disabilities was established. 3. Research activities z Japan Study Meeting for Vocational Rehabilitation z Vocation Research Institute ¾ Research bulletin ¾ Reference material series z Association for Employment of the Physically Handicapped ¾ Research reports on expanding employment field for persons with disabilities, etc. ¾ Manual for the employment of persons with disabilities z National Vocational Rehabilitation Center for Persons with Disabilities ¾ Reports of study and research ¾ Materials of study and research The fourth period (From the 1990’s) 1. Introduction and progress of supported employment z It became a topic for discussion at the 15th Japan Study Meeting for Vocational Rehabilitation of Persons with Disabilities in Japan (1987). z Creation of Supportive Programs for On-the-job Adjustment Training (1992) z Creation of Job Coach Programs (2002) 2. The establishment of the National Institute of Vocational Rehabilitation z Research Department ¾ Research area (disability traits, evaluation/consultation, employment development) z Diffusion of research results ¾ Research bulletin ¾ Study and research reports ¾ Reference material series ¾ Vocational rehabilitation network ¾ Research Meeting on Vocational Rehabilitation 3. Japan Study Meeting for Vocational Rehabilitation for Disabled Persons was renamed as Japan Society for Vocational Rehabilitation (1990). It was registered as an academic research society of

the Science Council of Japan (1996). 4. Revision of the Law for Employment Promotion, etc., of the Disabled (2002) z Reviewing the calculation method of employment quota of persons with disabilities. z Creation of the support programs at Employment/Daily-life Support Centers for Persons with Disabilities z Creation of the Job Coach Programs z Employment promotion for persons with mental disabilities 5. Employment support newly introduced by local public bodies z Kanagawa Prefecture ¾ Project to encourage enterprises giving support to welfare employment of persons with disabilities. ¾ Local employment support centers (1989) z Tokyo Metropolitan Government ¾ Nerima Ward Employment Promotion Association for Persons with Disabilities (1990) III. Features and issues of vocational rehabilitation in Japan 1. Flow of vocational rehabilitation progress z Expansion of the clients of vocational rehabilitation ¾ physical disabilities → persons with intellectual disabilities → persons with mental disabilities ¾ Persons with mild disabilities → persons with moderate/severe disabilities z Mainly those who have made progress ¾ Persons related to welfare administration → deployment of labor administration measures 2. In-between open employment and welfare employment z Welfare factory, sheltered workshop, small-scale workshop z Transition to employment with full employment support and daily-life support z Development of a Japanese-style sheltered employment system z Changes resulted from the reorganization into the Ministry of Health, Labour and Welfare (2001) 3. Establishing the profession of vocational rehabilitation z Vocational counselors for persons with disabilities are the proper staff members of Vocational Centers for Persons with Disabilities. z The official vocational rehabilitation specialist qualification system should urgently be established. ¾ Setting up vocational counselor training courses at universities and graduate schools ¾ Improving the qualifying test and job assignment system 4. Reciprocal exploitation of practice and research in vocational rehabilitation z Promotion of research activities at scientific meetings, seminars, and research institutes, etc. z Diffusion of research results and enrichment of training programs z Establishing vocational rehabilitation as a science IV. Conclusion

＜Bibliography＞ 1. Ryosuke Matsui, “System to support vocational rehabilitation – Historical review and future prospects, Guide to Vocational Rehabilitation, compiled by Nobuo Matsui and Emiko Kikuchi,

Kyodo Isho, 2001 2. Maso Michiwaki, Vocational Ability Development of Persons with Disabilities - Theory, Employment Research Corporation, 1997 3. Naoki Tezuka, Employment of Persons with Disabilities in Japan - History, Present Sitsuation and Challenges, Koseisha, 2000 4. 20-year History of Japan Association for Employment of Persons with Disabilities (JAED), JAED, 1997 5. Challenges to the Practice and Research of Vocational Rehabilitation - Commemorating the 25th Anniversary of Japan Society for Vocational Rehabilitation, Japan Society for Vocational Rehabilitation, 1997

Palararell

Sessions

Session Ⅰ Legislation and Measures (Application and effectiveness of the measures)

Chairperson Mr. Tadashi Kudo （National Institute Vocatinal Rehabilitation： JAED）

Speakers Dr. Michael Floyd （Professor of Disability and Rehabilitation Studies and Director of the Rehabilitation Resource Centre at City University, London） Mr. Sunny L K SIU （Senior Labour Officer (Selective Placement)Labour Department Hong Kong Special Administrative Region Government) Mr. Nguyen Manh Cuong (Deputy Director International Relations Department Ministry of Labour, Invalids and Social Affairs Viet Nam ） Ms. Etsuko Sato (Disabled Workers’ Affairs Division Employment Security Bureau Ministry of Health, Labour and Welfare, Japan）

Disability and Employment Policies and Services. Dr.Michael Floyd,

Professor of Disability and Rehabilitation Studies and Director of the Rehabilitation Resource Centre at City University, London.

Introduction This paper will examine recent changes in government policies and services, with regard to disability and employment, in the United States, Europe and the United Kingdom (UK). It will then examine in detail one especially important change, the introduction of the Disability Discrimination Act (DDA) in the UK. The main features of this legislation will be outlined and some of the criticisms made of it will also be considered. The paper will conclude by examining the issues raised by the first five years of operation of the DDA and outlining some of the changes in the legislation that have been proposed by the Disability Rights Task Force and, more recently, the Disability Rights Commission . Policies and Services in the United States In my view we in both Europe and Japan can learn a lot from the Americans. Sadly what we seem to value most is their hamburger chains, such as MacDonalds, and Hollywood films. Much more impressive though is the way in which they have developed a more professional approach to vocational rehabilitation and the massive achievement of the Americans with Disabilities Act (ADA), widely regarded as the most comprehensive and ambitious piece of anti-discrimination legislation. It covers not only employment but also access to services, education and transport and provides a model for other countries contemplating such legislation. The ADA is perceived as an extension of the civil rights legislation that was introduced much earlier to counter discrimination against Afro-Americans and other minority groups. This has not only meant that it deals with discrimination issues in a somewhat different way from the DDA but it also, right from the start, had an Equal Employment Opportunities Commission and a variety of other regulatory bodies to help with its enforcement. Its effectiveness is also greatly enhanced by an approach to vocational guidance (which they refer to as evaluation) and rehabilitation (which they refer to as work adjustment) that is much more sophisticated than that to be found in most European countries. This is not just because the technology used (work samples as well as psychometric tests) is superior but lies more in the way in which it uses information on the functional requirements of jobs. This information, which includes a Dictionary of Occupational Titles (DOT) and associated data, much of it accessible on computerised data-bases, is used to explore the extent to which an individual’s abilities (and disabilities) are matched to the jobs they are wanting to go back to after an illness or accident, or the ones they are interested in doing if currently unemployed. The evaluation procedures then examine the work-related skills, such as an ability to understand instructions and relate to colleagues, they might need and whether they require a programme of work adjustment in order to meet the requirements of the job they wish to do. These services are also performed in a much more professional way, thanks to the much higher level of training that vocational evaluators and rehabilitation counsellors receive. There are over one hundred Masters courses on offer so that each state has at least one such programme and there is also a great deal of on-going training aimed at practitioners. Increasingly such education and training is being made available on-line. Completion of such courses may well be a requirement of being employed in both public and private sector rehabilitation providers and the quality of the courses offered is closely monitored by an extensive network of accreditation bodies, such as the Commission on Rehabilitation Counsellor Certification and the Commission for the Accreditation of Rehabilitation Providers (McFarlane,1998). Another important, and more recent, development is that rehabilitation interventions are beginning to be more rigorously specified. Thus Individual Placement and Support

Programmes, which are emerging as a particularly appropriate and effective means of helping disabled people into work, are coming to be prescribed in an increasingly detailed way. This means that it becomes easier to both evaluate and replicate a successful programme. Finally reference should be made to the massive support that is provided by the federal government for education, training and research. The Rehabilitation Services Administration spends over $50 million each year on support for the Masters programmes and other educational programmes taken by those working in rehabilitation. Research and training is funded by the National Institute for Disability and Rehabilitation Research (NIDRR). NIDRR has an annual budget of around $150 million and supports half a dozen or so Rehabilitation Research and Training Centers which have a particular focus on vocational rehabilitation.Very little use of any of this research is however made by either academics or practitioners in Europe. Policy and Services in Europe There appears to be a quite common belief that anti-discrimination legislation is an alternative to quota schemes, whereby employers are supposed to employ a certain proportion, or quota, of disabled people. This view was undoubtedly strengthened in the UK when the introduction of the DDA was accompanied by the abolition of the Quota Scheme, which had been introduced in the 1944 Disabled Persons’ Act. The German Quota Scheme is however still a very important part of provision for disabled people, with organisations penalised if less than 6% of their employees are registered disabled people. Unlike the UK scheme, employers are however not prosecuted in a court of law. Instead they have to pay an ‘equalisation levy’ according to the extent to which they are below quota. The quite substantial amounts of money, levied in this way, are then used to help other employers to adapt their premises, provide assistive technology, etc. The effectiveness of the German scheme is reflected in the way in which France adopted a very similar scheme, replacing their previous scheme which, as in the UK, had not been enforced for some time. The German Scheme has come in for quite a bit of criticism though. 80% of those counting towards the quota are ‘newly disabled’ so there is a major question mark with regard to the extent it helps those with congenital disabilities. Some disabled people object too to the implication, which is especially overt in the German scheme, that disabled people are a ‘burden’ on employers. Another important aspect of the German legislation is the protection it affords to disabled people in work. Employers must seek permission if they wish to dismiss a disabled employee and this fairly rigorous process is further strengthened by the involvement of the Disabled Persons Representative, who must be appointed in all employing organisations. It can of course be argued that such job protection may make employers reluctant to take on disabled people and this could of course account for the small proportion, as noted above, of employees with congenital disabilities. A similar argument has been made in relation to the DDA and ADA. Another criticism of the German system is the very medical nature of the procedure by which a person’s degree of disability is determined, with different impairments being rated in terms of the extent to which they reduce their potential earnings, and with no account being taken of the individual’s education and skills or of the job market. A more rigorous approach is needed especially if, as in the UK, the assessment is used in order to determine eligibility for disability benefits. Here, I believe, the approach taken in Holland represents a major step forward and one which other countries might well emulate. Their system is based on the analysis of around 6000 jobs by ‘labour experts’, employed by the government’s Occupational Health Service. Approximately 30 different functional requirements of each job are assessed and a computer programme used to determine the impact that an individual’s disability has on their ability to meet these requirements. This makes it possible to estimate the ‘loss of earnings’ caused by the disability and this, in turn, can be used to calculate the level of disability benefit that should be awarded. The occupational information can of course also be

used to help in determining which jobs a newly disabled individual might still be able to do, in spite of their disability and what assistive technology and ‘reasonable adjustments’ might be required. Very few, if any, other European countries have this kind of occupational information. Reference should also be made to the many developments in Scandinavia which are worthy of attention. Of particular interest is the recent Swedish legislation, which obliges employers there to make a considerable effort to retain disabled employees and to arrange for whatever vocational rehabilitation and training the individual might need. Another important Swedish innovation is the ‘Work Life Fund’ which provides financial assistance, as well as advice, to employers with regard to the assistive technology that might help them to retain, or recruit, a disabled person. Policy and Services in the UK In the opinion of most people the most significant change in UK policy on disability and employment has been the Disability Discrimination Act (DDA). The employment provisions of the Act came into force in 1996. This was the first major piece of legislation affecting disabled peoples’ employment opportunities for over fifty years and put the UK in the forefront of European countries as far as anti-discrimination legislation was concerned. The Act was though much less comprehensive and ambitious than the Americans with Disabilities Act (ADA) and became the subject of much criticism, especially from the more radical organisations of disabled people. A major problem stemmed from the attempt of the government to restrict quite severely who could be regarded as coming within the scope of the employment provisions, so that employers would not have to deal with complaints from people who did not ‘deserve’ to benefit from the legislation and only pretended to have a disability, such as a ‘bad back’. A more positive aspect though has been the development of a ‘Code of Practice’ for employers. This describes in some detail the ways in which employers can change their policies and practices so as to make recruitment procedures, training provision, the work environment, etc more accessible to disabled people. It also helps employers to work out ‘reasonable adjustments’ to jobs and the work environment that enable a disabled person to do their job in spite of their disability. Experience has shown that such adjustments are often very inexpensive and easy to introduce. The ‘goods and services’ provisions of the DDA have now come into force and represent another major step forward as well as indirectly improving disabled peoples’ access to employment by reducing barriers resulting from poor transport, information etc Another, more recent but equally significant initiative has been the Welfare to Work programme, a major government programme aimed at getting people off benefits and into work. Its original focus was young people but , in response to the lobbying of disability organisations, a programme targeted on disabled people was launched. The New Deal for Disabled People, as it became known , had two strands originally: one focussed on 20 or so ‘innovative projects’, managed usually by consortia of non-governmental organisations, and eight ‘Personal Adviser’ pilots, in which the governments’ Employment Service, and its Disability Employment Advisers, played a major role. It is not clear what has been learned from either the projects or the pilots (Floyd,2001) and the government appears to have simply pushed ahead with a ‘national roll-out’ of the Personal Adviser’ service, a ‘big idea’ which it had formulated while in opposition and which is embedded in all of the other Welfare to Work’ programmes. In the case of disabled people however it can be argued that the knowledge and experience, required by the Personal Adviser, is considerably greater than that required by, say a single mother’s Personal Adviser. The government has commissioned some work on trying to identify what these skills, or competencies, might be but so far nothing has been done by way of developing training. Another area in which major changes are under way is with regard to what used to be termed sheltered work. It is now ten years since the government announced, in a Consultative Document (Department of Employment,1990), that it was going to reduce the number of

places in sheltered factories and ‘re-balance’ provision in favour of what were called sheltered placements. This has happened to some extent and the latter make up about a third of what is now termed the ‘supported employment’ programme. A new programme, Workstep, has however been introduced, in which the emphasis is much more on seeing both kinds of placement as transitional and with a much greater emphasis on training. Previously only about 3% of disabled people moved out of sheltered employment in any one year. Organisations, providing supported employment, must try to achieve targets of around 10%. At the same time there is now a much greater emphasis on helping people to remain in employment after they have an illness or accident. A Job Retention Pilot programme has been set up with more attention being paid to early intervention, close liason with health services and the ‘case management’ and co-ordination of all the various kinds of help that someone, who has recently become disabled, might need. Insurance companies too are beginning to offer vocational rehabilitation programmes to the beneficiaries of disability benefits claims, instead of just offering a pension (Wells,2000). There is not space to detail all of the other important changes taking place in the UK and changes in benefit rules, designed to increase the incentives to come off benefits and decrease those which can make it risky or unattractive, warrant a whole paper.A brief account can be found in a recently published paper (Floyd and Curtis,2001). Reference should also be made to the ‘Employers Forum on Disability’, an organisation which has been very successful in persuading many large employers, in both the private and public sectors, to pay more attention to their disabled employers and to taking on more disabled people. In particular they have made the’ business case’ for these organisations to take disability issues much more seriously. The Disability Rights Task Force Soon after coming to power in 1997 the new Labour Government set up a Disability Rights Task Force to examine ways in which the DDA could be improved and strengthened. The Task Force report (DfEE, 1999) made a number of recommendations. • • • • •

the DDA should be extended in several ways. In particular it proposed that educational institutions- schools, colleges and universities- should be judged to be acting unlawfully if they discriminated against disabled students; the public sector had a key role to play in promoting equal opportunities for disabled people. Thus, for example, they suggested that the need for a reference to physical disability as a reason for discharging a member of a jury needed to be reviewed. occupations that had been initially excluded from the legislation, such as the police and the armed forces, should come within the scope of the DDA; the definition of disability should be reviewed. In particular it drew attention to the many problems that had arisen in relation to determining whether people with mental health conditions came within the scope of the Act; the small employer threshold, which exempted organisations with less than 20 employees, should be abolished.

The Disability Rights Commission (DRC) The Government did not wait until the Task Force had reported to address what was perhaps the most serious weakness it had identified: the lack of a body to actually help in enforcing the legislation. In the US this was done by an Equal Employment Opportunities Commission. In 1999 a Disability Rights Commission Act was passed and in April of the following year, the Commission started work. Its powers were similar to those of the Race Relations and Equal Opportunities Commissions. In addition to helping individuals to take their cases to Individual Tribunals, the DRC: • •

prepares codes of practice; reviews the working of the DDA;

• •

investigates discrimination and ensures compliance within the law. provides information and advice to disabled people, employers and service providers

The government has, more recently, brought in legislation extending the DDA to education and in September of this year the Special Educational Needs and Disability Act came into force. It has also reduced the small employer threshold to 15. The DRC’s Legislative Review A few months before this, in June 2002, the DRC published its first review (Disability Rights Commission, 2002) of how the DDA was working and the extent to which the government had acted upon the recommendations of the Task Force. Several aspects of the Review are of particular interest: • • • • •

it agrees with all of the recommendations made by the Task Force; it notes that the government has accepted the Task Force’s recommendation with regard to the scrapping of exemptions ‘with the sole exception of the armed service’. The DRC asks the government to reconsider this; it also asks the government to reconsider its rejection of the Task Force’s proposal, to give Tribunals ‘the power to recommend employers change their practices’; it observes that there are still major problems with the definition of disability and that ‘applicants lost in 16% of cases because tribunals ruled that they had not met the legal definition of disability’. ‘This was the single most common reason for a claim to fail’. in particular it says ‘we believe that mental illness is the impairment where people are most likely to attract social stigma and disability discrimination and yet fail to secure protection under the DDA and goes on to suggest ways in which the definition of mental disability can be improved’.

The Review also includes a section on recommendations that the Commission has already made. Of particular interest are those relating to stigma and genetic discrimination. Legal protection, it is argued, should be extended to ‘people who experience discrimination because they are wrongly thought to be disabled’ and to ‘people who have a genetic predisposition to a particular condition’. The Commission therefore believes that employees should not be made to take a genetic test’ and that, insurance companies in relation also to insurance, ‘it should be unlawful to make someone have a genetic test or to give the result of a genetic test.’ Other important recommendations include: -

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aligning the obligation to make reasonable adjustments in employment with those required in relation to improving access to goods and services. In particular it is argued that these should be ‘anticipatory’ and made for disabled people generally and not have to wait until they are required by a particular disabled person; tax breaks to help with the costs of reasonable adjustments; the key role that public bodies have in promoting equality for disabled people, ie they should be ‘model employers’ and be seen to be leading the way in improving access to public goods and services.

The European Directive At present the UK is the only European country to have legislation that deals specifically, and in detail, with discrimination against disabled people. In November, 2000, however the Council of the European Union passed a directive requiring member states to bring in legislation outlawing discrimination in relation to sexual orientation, religious belief, disability and age. In the case of disability the legislation must come into force by 2006.

Although the DDA meets most of the Directive’s requirements there are several that are not currently met and that will therefore provide pressure for many of the changes being suggested by the Commission. References Department for Education and Employment. From Exclusion to Inclusion, a report by the disability Rights task Force on civil rights for disabled people. London: Department for Education and Science, 1999. Department of Employment. Employment and training for people with Disabilities. London:Department of Employment, 1990. Disability Rights Commission. A Guide to the Legislative Review. Disability Rights Commission, 2002. Floyd M. Evaluating the New Deal. ReHab Network. Autumn, 2001 Floyd, M. and Curtis, J.An Examination of changes in Disability and Employment Policy in the United Kingdom. European Study and Journal of Social Security, volume 2/4,301-322,2000. McFarlane F. Personal Development in the Disability Field. Disability and Society, Volume 13/4, 575-585, 1998 Ref:

RBL¥ The Disability Rights Task Force

Legislation and Measures to Promote the Employment of People with Disabilities in Hong Kong Sunny L K SIU Senior Labour Officer (Selective Placement) Labour Department Hong Kong Special Administrative Region Government Introduction 1. Ensuring full and fair access to employment opportunities is a key element in the Hong Kong Government's stated policy of enabling people with disabilities to be fully active and independent members of the community. This broad aim is approached on three fronts viz:- (A) legislation to ensure that individuals are treated fairly; (B) practical supports and services on employment where required; and (C) public education to change attitude. 2. Based on a household survey conducted in 2000, it was estimated that there were 344,000 persons with disabilities in Hong Kong, representing 5.1% of the total population in Hong Kong. The major groups of people with disabilities are the physically handicapped (30%), the mentally handicapped (22%), the visually impaired (21%) and the hearing impaired (20%). In addition, there were 883,000 persons with chronic illness requiring long term (at least six months) medical treatment in 2000, which constituted 13% of the total population in Hong Kong. (A) Legislative Measures Disability Discrimination Ordinance 3. An anti-discrimination legislation, the Disability Discrimination Ordinance (DDO), was enacted in 1995 and became effective in 1996. The DDO provides the legal means to ensure equal opportunities for people with disabilities so as to facilitate their integration into the community to the fullest extent possible. The DDO makes it unlawful to discriminate against a job applicant or an employee with disabilities in various employment decisions, starting from recruitment and selection of job applicants to promotion, training, transfer or dismissal of employees. 4. The DDO is implemented and enforced by the Equal Opportunities Commission (EOC) established under the law. The EOC provides assistance to people with disabilities who have experienced discrimination, harassment, vilification or victimisation through its complaint handling and conciliation mechanism, failing which other forms of assistance including legal advice or assistance in proceedings would be considered. The EOC also issues a Code of Practice on Employment under the DDO and undertakes a wide range of public education activities. 5. The DDO provides a legal framework for ensuring that people with disabilities are given equal opportunities and are guarded against discrimination. The enactment of the DDO does have certain impacts on the employment of people with disabilities. On the positive side, employers would now pay more attention to the establishment and implementation of an equal opportunity policy on employment and related matters, thereby safeguarding the rights of people with disabilities. On the negative side, a small portion of employers, for fear of infringing the provisions on disability discrimination, were hesitant in taking on people with disabilities initially. However, by taking concurrent promotional measures in encouraging employment of people with disabilities, and that the new legislation is gradually accepted by the community and the employers, the negative impact has gradually phased out.

Other legislation 6. The Building Ordinance and its subsidiary regulations contribute towards the provision of a barrier-free environment to all members of the community, including people with disabilities, by prescribing design requirements to ensure that certain privately-owned buildings are accessible to people with disabilities, and that suitable facilities within the buildings are provided to meet their needs. People with disabilities are also entitled to a number of privileges and fee exemption or reduction connected with travelling under various ordinances. Views on the introduction of quota system 7. There have been repeated requests from disability groups for the introduction of a quota system by legislation to promote the employment of people with disabilities in Hong Kong. The subject has been vigorously debated and discussed at the Legislative Council and other forums. The Government is of the view that employment of people with disabilities should be promoted on the basis of their abilities and introduction of the quota system would not bring about true integration and acceptance. This is because under a quota system, employers would be compelled to employ certain number of people with disabilities who might then be seen as a liability of the organisations. People with disabilities so employed would be unlikely to be accepted and might not be willing to continue working in an unfriendly environment. The Government believes that it is more effective and appropriate to find jobs actively for people with disabilities through various measures and to make employers aware of their capability by means of public education. This view is shared by many employers as well as some NGOs for people with disabilities. (B) Practical Support and Services on Employment 8. Apart from general education, the Hong Kong Government also provides a wide range of services and support to people with disabilities on employment, through either direct provision of services or subvention. Vocational Training and Assessment 9. The Vocational Training Council (VTC) provides a variety of full-time and short training courses in special skills centres for people with disabilities and in the mainstream training institutions, the level, standards and content of which are geared at the changing needs of the society and the aspirations and abilities of people with disabilities. In the school year 2001/02, there were 1,251 full time training places at the 5 skills centres for people with disabilities operated by VTC and Non-Government Organisations (NGOs). The VTC also provides vocational assessment and support services for people with disabilities. There were 154 persons with disabilities attending VTC's mainstream training programmes in 2001/02. Employees Retraining Scheme 10. The Employees Retraining Scheme is established to provide retraining programmes to help those eligible persons, including people with disabilities, who are the hard-core of the unemployed as a result of the economic restructuring in Hong Kong. Special tailor-made retraining programmes geared at the market needs are offered by independent training bodies to people with disabilities. People with disabilities can also enroll in all retraining courses for able-bodied workers. As at March 31, 2002, 4,173 people with disabilities have attended special tailor-made retraining courses while 1,585 have attended courses for able-bodied workers. Open Employment 11.

The Labour Department provides free employment services for people with disabilities,

including the hearing impaired, visually impaired, physically handicapped, chronically ill, mentally handicapped and ex-mentally ill persons. Its objective is to assist people with disabilities to secure open employment jobs that best suit their abilities, with the ultimate aim of integrating them into the community. Each job-seeker is given personal attention by a placement officer who provides a full range of employment services: (a) vocational assessment and counselling; (b) job matching and referral; and (c) a 3-month follow-up service after placement. In 2001, the department registered 4,128 disabled job-seekers and achieved 2,348 placements (placement rate : 57%). Most of them were employed as clerical, service or production workers, with a starting monthly salary between HK$3,000 to $12,000. 12. The department also organises a series of public education and promotional programmes each year to enhance public understanding of the working abilities of people with disabilities and to promote their employment opportunities. These programmes include visiting major employers and government departments, staging exhibitions and seminars, presenting awards to commendable employers and outstanding disabled employees, launching radio programmes, producing videos and guidebooks for employers and job-seekers with disabilities. Sheltered Employment 13. Sheltered workshops provide a planned and controlled working environment which accommodates the limitations of those who cannot enter into open employment arising from their physical and mental condition. It also provides opportunities for work adjustment and advancement. The majority of work in sheltered workshops rely on sub-contract jobs in the form of simple packaging, processing, finishing or assembly work. To meet the changing market needs, some sheltered workshops have diverted to take on service orders such as letter-shopping, mailing, delivery, car washing and laundry. As at June 2002, there were 55 sheltered workshops with 7,527 places operated by the Social Welfare Department and the subvented NGOs. Supported Employment 14. Supported employment was introduced in Hong Kong in 1989 to complement open and sheltered employment. It enables people with disabilities to work in an integrated open setting with ongoing support service, and gives them a higher income, better job security and a better quality of life. Different models of supported employment service have been tried out by the Social Welfare Department and NGOs. As at June 2002, there were 1,870 supported employment places. Marketing Consultancy Office 15. The Marketing Consultancy Office (MCO) has been set up under the Social Welfare Department with effect from January 2001. Staffed with a team of marketing professionals from the business sector, the MCO's key functions include promoting marketing strategies among sheltered workshops and supported employment units, devising strategies to promote the products and services of sheltered workshops, identifying job opportunities for people with disabilities, developing strategies on interfacing between sheltered and open employment. In 2001-02, a total of 12 marketing programmes and 8 training courses had been organised by MCO. During the year, the Office had also secured 192 job orders and 8 tender contracts for the sheltered workshops and supported employment units amounting to HK$4 million.

Employment of People with Disabilities in the Civil Service 16. As the largest employer in Hong Kong, the Hong Kong Government fully recognises the importance of taking a lead in the employment of people with disabilities. The Government's policy is to place people with disabilities in appropriate jobs in the civil service whenever possible. Job-seekers with disabilities who meet the basic entry requirements will be selected for interview and additional shortlisting criteria will not applied to them. If they are found suitable for employment, they will be given an appropriate degree of preference for appointment over other applicants. As at 1 April 2002, there were 3,600 people with disabilities working in the civil service, representing 2% of the total number of civil servants. Technical Aids and Adaptations 17. The Technical Aids and Resource Centre of the Vocational Training Council designs and produces special aids to assist its disabled trainees to pursue vocational training. It also gives advice on application of technical aids and modification of machinery to employers and workers with disabilities so as to improve their job prospects in the open market. The RehabAid Centre of the Hospital Authority performs similar functions. The EmployAid Fund can provide financial assistance to people with disabilities in the acquisition of equipment and technical devices required for employment. New Measures 18. The Hong Kong Government has taken various new measures to enhance the employment opportunities of people with disabilities, as follows. Trial Placement Scheme for People with Disabilities 19. The scheme was first launched by the Labour Department in September 2000. The scheme aimed at encouraging employer to offer job vacancies to try out the working abilities of people with disabilities through a one-month trial placement, thereby enhancing employers' understanding of their working abilities and hence voluntary employment of them. Participating employers would receive a small financial incentive equaling to half of the wages paid in the trial period (with a ceiling of HK$3,000). 20. The scheme was well received by employers and people with disabilities, and results were encouraging. Up till the conclusion of the scheme in January 2002, a total of 389 vacancies were offered by 230 employers for trial placement. 228 (77%) of the 295 people with disabilities participating in the 1-month trial placement were offered full employment by the participating employers. A follow-up survey showed that 71% of these employees still stayed in the jobs three months thereafter. With an average financial incentive payment of HK$2,028 per case, 77% of the trial workers could enjoy full employment after the trial, earning an average monthly salary of HK$5,000. The scheme was considered highly cost-effective in enhancing the employment opportunities of people with disabilities. New “Trial Placement cum Mentor Scheme for People with Disabilities” 21. To continue this highly successful project, the Labour Department secured a funding of HK$1.9 million to launch a new “Trial Placement cum Mentor Scheme for People with disabilities” for a further three years commencing January 2002. About 600 disabled job-seekers will be able to participate in the scheme in the three years. Under the new scheme, participating employers will be requested to appoint a staff member as the “mentor” of the disabled employees so that immediate assistance and social support can be provided throughout the trial period. Successful mentors will be awarded a cash reward of HK$500 and a certificate as a token of appreciation. Initial results of the new scheme were again encouraging, with 76 (90%) of the 84 trial workers being offered full employment after the one-month trial.

Self Help Integrated Placement Service (SHIPS) 22. The SHIPS programme has been launched by the Labour Department since April 2000. It aims at encouraging and helping job-seekers with disabilities to be more proactive and independent in the search for jobs. First of all, group counselling sessions would be provided to the disabled job-seekers to improve their job searching skills and interviewing techniques. Computer facilities (including internet browsing) and access to the update careers information are made available to them in the employment offices. Parallel to the continual placement service rendered by the department, these job-seekers with disabilities are encouraged to search and apply for suitable jobs on their own initiative. As at 30 June 2002, 1,528 job-seekers with disabilities have participated in the scheme. They have made a total of 6,445 self-initiated job applications. The overall placement rate of 70% of the programme compared favourably with the general placement rate of 57% for disabled job-seekers of the department in 2001. 23. In addition, the Labour Department has just produced 10,000 sets of “Self Learning Kit on Job-searching Skills for People with Disabilities” to help job-seekers with disabilities to improve their job-searching skills and interviewing techniques. The kit is distributed free to job-seekers with disabilities , special schools, rehabilitation organisations and hospitals. Interactive Employment Service for People with Disabilities through the Internet 24. To provide better employment services to job-seekers with disabilities, an interactive web site is being established by the Labour Department to provide employment services to job-seekers with disabilities and their prospective employers through the Internet. The interactive web site will (1) allow display of profiles of job-seekers with disabilities and job vacancy information through the Internet for user browsing, (2) receive registrations for employment service from job-seekers with disabilities through the Internet, (3) receive vacancy orders from employers through the Internet, (4) provide user employers and job-seekers with disabilities with useful information on the services and support available to them. The interactive web site is planned to roll out in November 2002. On-the-Job Training Programme for People with Disabilities 25. The Social Welfare Department has embarked on a 3-year on-the-job training programme, benefiting 360 persons with disabilities each year at an annual cost of HK$7.5 million. The objective is to enhance the employment of people with disabilities through proactive training, market driven and placement-tied approach. Each participant will undergo a period of counseling, training and job matching (3 months), a job attachment in NGO or private company (3 months), and post-placement service (6 months). A job attachment allowance of $1,250 per month for three months will be provided to the disabled participant. An allowance will also be paid to the employer at the rate of half of the wages paid (maximum HK$3,000) for a maximum of three months. NGOs have been commissioned to implement the programme in late 2001. In the first six months of operation, 230 persons with disabilities had been enrolled in the programme and 100 of them had been arranged to attend job attachment and job trial. As at March 2002, 48 persons had successfully secured permanent jobs through the programme. Enhancing Employment of People with Disabilities through Small Enterprise Project 26. The Social Welfare Department launched the project in late 2001 to enhance the employment opportunities of people with disabilities. Through the payment of one-off grant (a maximum of HK$2 million per business) as seed money, the project supports the creation of small businesses by NGOs for employing at least 60% people with disabilities. Funding application has to be justified on the basis of commercial viability as the business and jobs created have to be sustained on an ongoing basis without further government funding. A provision of HK$50 million has been reserved for this project.

27. Invitation for applications commenced in September 2001, and a total of 33 applications were received. An assessment panel comprising business executives, professionals and government officials had been convened to examine the applications, and 8 projects with the total amount of HK$6.5 million had been approved. The approved applications included projects to run kiosks and convenience store, cleansing, car washing and retailing services. It is estimated that around 130 employment opportunities will be created and among them 90 are for people with disabilities. The government will invite the next batch of applications in early 2003. (C) Public Education 28. Public education is considered the best way to promote community acceptance and understanding of people with disabilities. A wide range of public education activities is launched each year by the government and non-government sectors. For better co-ordination of public education activities, a Sub-committee on Public Education on Rehabilitation has been set up for planning and determining the main theme and objectives of the annual public education programme on rehabilitation. It also screens and recommends the amount of government subsidy for each project under the programme formulated by government departments, public bodies and NGOs. The major projects supported include – (a) Mental Health Month and related district activities jointly organised by the government, Hospital Authority and NGOs; (b) central programme of the International Day of Disabled Persons organised by the Joint Council for the Physically and Mentally Disabled and district celebration programmes organised through the District Boards; (c) television drama produced by the Radio Television Hong Kong; (d) activities to enhance students’ understanding of people with disabilities conducted by the Education Department; (e) activities to promote open employment of people with disabilities conducted by the Labour Department (see paragraph 12 above); (f) public education at district levels launched by the Home Affairs Department and Social Welfare Department; and (g) projects meeting the theme of the year launched by NGOs. 29. To evaluate the effectiveness of the public education programmes, the Chinese University of Hong Kong was commissioned to conduct a benchmark study in 1994 and three follow-up studies in 1995, 1996 and 1998 on “Public Attitudes towards Handicapped Persons in Hong Kong”. The findings revealed that the public education programmes had achieved some positive attitudinal and perception changes towards persons with disabilities. There was also indication that employers are becoming more enlightened and receptive towards employing people with disabilities as revealed by the increasing number of employers patronizing government and non-government employment services for disabled job-seekers in recent years. Conclusion 30. To people with disabilities, employment will not only render them financially independent of others, but also provide them with an opportunity to prove their abilities as well as contribute to the community. To promote the employment of people with disabilities, we need the support of all parties concerned, the government, non-government organisations, self-help groups, employers and the community as a whole. With these concerted efforts, Hong Kong is moving steadily towards the goals of full participation and equalization of opportunities and will help us build a better tomorrow for all.

Employment for people with disabilities in a transition economy Joint efforts of the State and the Public

Overview „

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Nguyen Manh Cuong Deputy Director International Relations Department Ministry of Labour, Invalids and Social Affairs Viet Nam

Employment for Vietnamese PWDs „ „

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In the centrally-planned economy Opportunities and challenges in a transition economy The roles of the Government The roles of the public, organizations of and for the disabled Problems and solutions

Challenges in a transition economy „ „

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SOEs and collaboratives are confronted with competition-yielded difficulties Changes in the rural sector: household-based land allocation. The role of the collaborative has been fundamentally shifted Urban areas: reform in the SOEs, thousands of workers dismissed Economic growth Æ widened gap between the general living standard of the whole society and that of the disabled

Employment for PWDs: starting from humane understanding and viewpoint Resolutions of the UN and ESCAP upon employment for PWDs Vietnam’s support of and agreement with the international efforts

In the centrally-planned economy „

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Resources were primarily deprived from the public sector Wounded soldiers and war victims were prioritized SOEs and collaboratives fully complied with provisions on job placement for the disabled, especially the wounded soldiers

Opportunities „ „ „

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A more dynamic labor market More job opportunities A new way of thinking about the roles of the State and the Public A new approach to employment for the disabled: not “social” but “socialdevelopment” approach Extended international relations Diversification of jobs

1

Roles of the State „

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Stance: common responsibility; focus on abilities not disabilities Policies, laws: Labor Code, Ordinance on People with disabilities Initiatives: programs, employment promotion fund, vocational training, tax reduction/exemption; quota; list of jobs with priorities, credits

Roles of the Public „ „ „ „

Roles of enterprises Roles of organizations of the disabled Roles of organizations for the disabled Vocational training schools and careerorientation centers for the disabled

Next steps „

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Complete the legal framework for expanding job opportunities for the disabled Raise public awareness Improve the barrier-free environment Enhance capacity of organizations of and for the disabled. Provide education and training to the disabled

Roles of the State (cont.) „

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Administration: assigning MoLISA to be the focal point, establishing the NCCD. Models: quota; enterprises reserved the disabled, enterprises founded by the disabled; family and informal businesses

Expected challenges „ „ „ „

Limited resources High unemployment rate Low rate of trained PWDs Constraints in public awareness

Toward the common goal of the Asian and Pacific region „

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Strengthen the determination of the disabled Improve the employability of the disabled Create enabling environment for the disabled to get access to job opportunities

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Three factors in improving the employability of the disabled „

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Increase the determination of the disabled Improve the employability of the disabled Create the more enabling environment for the disabled to get access to job opportunities

Employability „

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Employment and education rehabilitation Vocational training and provision of business management knowledge and skills Provision of needed equipment

Determination „

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Proper public’s awareness will encourage the disabled An environment free of barriers, especially the perceptive barriers

More enabling environment „

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Development of barrier-free environment Improvement of the economic and legal environment Provisions on employing workers with disabilities

3

Employment Promotion Measures in Japan for Persons with Disabilities Etsuko Sato Disabled Workers’ Affairs Division Employment Security Bureau Ministry of Health, Labour and Welfare ＜Present conditions of employment for persons with disabilities＞ According to a survey conducted in 1998, 396,000 persons with physical disabilities, 69,000 persons with intellectual disabilities, and 51,000 persons with mental disabilities are employed by enterprises that have 5 or more regular workers. ＜The employment quota system for persons with disabilities＞ In our country, a duty is imposed on enterprises to employ persons with physical or intellectual disabilities whose component ratio to all workers in employment should satisfy a certain percentage. The ratio is 1.8% for general enterprises, and 2.1% for government, local public bodies, and special corporations. When calculating the number of persons with disabilities, the employment duty is alleviated for business establishments of specific industries, where workers of specific jobs that are deemed difficult for persons with disabilities to take occupy a considerable percentage, through the application of the rate (the exclusion rate) set up for each category of business. The exclusion rate has been laid down by ministry ordinance, for example, 10% for industries manufacturing metal products, and 40% for construction businesses. At the establishment of a construction business, 40% of the number of workers in employment can be excluded from the calculation basis of employment obligation for persons with disabilities. As for the exclusion rate system, it was indicated in the revised Law for Employment Promotion, etc. of the Disabled enacted in May, 2002 to curtail it in stages from April 2004 toward its abolition. The legal employment quota rate of 1.8% has been set up based on the following formula.

Number of regular workers Number of persons with with physical or intellectual + physical or intellectual disabilities out of disabilities employmen = Quot rate Number of regular workers +

Number of persons Number of workers out of employment – equivalent to the exclusion rate

In addition, one employee with severe physical disabilities or severe intellectual disabilities is counted as two employees in the calculation. In principle, the duty of employment quota of persons with disabilities is imposed on each enterprise. When an enterprise has a subsidiary company that has paid special attention to the employment of persons with disabilities (a special subsidiary company), the number of workers at the special affiliated company can be added, under specific conditions, to the number of workers at the parent company when calculating the employment rate (the Special Subsidiary Company System). In the revision of the law in 2002, this system was revised in such a way that the parent company having a special affiliated company may calculate its employment rate for the whole corporate group including all of its affiliates in addition to the special affiliated company. Enterprises of a scale of 56 or more regular workers that become the object of the employment quota

of persons with disabilities are obligated to submit a report on the employment of those persons once a year to the Public Employment Security Office. According to a report made in June 2001, the number of persons with physical or intellectual disabilities employed by those enterprises is 253,000 with the actual employment rate of 1.49%. The ratio of enterprises that have not attained the legal employment rate is 56.3%. ＜The levy system＞ For the purpose of improving the employment standard of persons with disabilities as a whole while trying to adjust the economic burden of employers accompanied by their employment, a levy is collected from enterprises (with regular workers of 301 or more) that have not attained the legal employment quota. On the other hand, various grants, including adjustment allowance and rewards, are paid to enterprises that have attained the legal employment quota in order to promote the employment of persons with disabilities. A monthly levy of ¥50,000 per person is collected for the number of persons short of the employment quota as laid down by the employment quota system for persons with disabilities. Also, to employers employing persons with physical or intellectual disabilities whose number exceeds the legal employment quota, a monthly adjustment allowance of ¥25,000 per person is paid for the number of persons exceeding the quota to employers with 301 or more regular workers, and that of ¥17,000 is paid to employers with 300 or less regular workers. Also, grants are made to employers, etc., who set up or improve work facilities for the employment of persons with disabilities or assign workplace assistants for the employment management of persons with severe disabilities so as to subsidize part of such expenses. For example, when employers secure a passage necessary for the transit of wheelchair users in the workplace or eliminate the bumps of the passage, two thirds of the expense required for the remodeling is subsidized with ¥4,500,000 as the upper limit. The collection of the levy and the payment of the adjustment allowance, rewards, and grants carried out by the Japan Association for Employment of Persons with Disabilities (JAED), which was established as a professional organ to provide vocational rehabilitation to persons with disabilities and conduct guidance/support to employers regarding the employment of these persons. Application of grants are accepted at the employers’ association set up in each prefecture. ＜Guidance to employers and job referral conducted by Public Employment Security Offices＞ In our country, there are 614 Public Employment Security Offices (including branch offices and satellite offices) as the official organ to conduct job referrals, employment management guidance to employers, and operations related to employment insurance. Those offices carry out vocational counseling and job referral to persons with disabilities as well as guidance on the attainment of the employment quota, and guidance and advice on the employment management of those persons to employers. Most of these offices have set up special counters exclusively handling vocational counseling and job referral to persons who have difficulty in finding employment, including persons with disabilities. When employers employ persons who have difficulty in finding employment, such as persons with disabilities, through the introduction of Public Employment Security Offices or of specific job referral firms as persons insured of employment insurance, there is a grant for employment development for hard-to-employ job applicants, which is made to employers, subsidizing one fourth to one half of the wages paid during one year to one year and a half after their employment. ＜Vocational rehabilitation conducted by Vocational Centers for Persons with Disabilities＞ JAED is setting up and managing facilities to provide vocational rehabilitation for persons with disabilities in order to promote independence in their vocational life. They are the National Institute of Vocational Rehabilitation (NIVR), which is a core facility, Large Region Vocational Centers for Persons with Disabilities and Local Vocational Centers for Persons with Disabilities. NIVR is an institute that conducts studies and research on vocational rehabilitation while providing

support including advice and guidance to organizations concerned, such as Local Vocational Centers for Persons with Disabilities and Large Region Vocational Centers for Persons with Disabilities, regarding technical matters of vocational rehabilitation. Large Region Vocational Centers for Persons with Disabilities conduct vocational evaluation, vocational guidance, vocational courses, etc., covering wide areas in close cooperation of Vocational Skill Development Centers for Persons with Disabilities and medical care facilities for persons with disabilities who are in need of receiving systematic vocational rehabilitation measures. There are three of them in Japan. Local Vocational Centers for Persons with Disabilities are set up with one each in each prefecture in Japan. They have professional vocational counselors and conduct vocational evaluation, vocational guidance, and vocational courses for persons with disabilities to acquire the knowledge and skills necessary for vocation securing the cooperation of Public Employment Security Offices while implementing work preparation training for them to acquire the basic labor habitude. Those centers also extend support to employers including advice regarding the items of employment management of those persons. From 2002, those centers started the “Job Coach Programs” that provides workplace adaptation support for them by dispatching job coaches to the place where they are working or receiving on-the-job training. ＜Employment/Social Skills Support Centers for Persons with Disabilities＞ For the vocational independence of persons with disabilities, there are many cases that necessitate support not only for their employment, including their adaptation to their job and workplace, but also for their daily life. For this reason, in the revision of the law in 2002, a new system of “Employment/Social Skills Support Centers for Persons with Disabilities” that comprise corporations with public interest, social welfare corporations, etc., designated by prefectural governors were set up to give counsel to them for both employment and daily life, and give the necessary guidance and advice for establishing a liaison and coordination with organizations concerned, including Public Employment Security Offices, Vocational Centers for Persons with Disabilities, social welfare facilities, medical facilities, and schools for students with disabilities. Ministry of Health, Labour and Welfare entrusts to corporations designated by governors, where special consultants are stationed, the project of giving guidance and advice to persons with disabilities. As of July 2002, there are 25 corporations designated as such, and the number is expected to increase in the future. ＜Creation of employment opportunities for persons with disabilities＞ In the case of employers who have little experience in employing persons with disabilities, they are apt to hesitate employing them as they do not know what considerations are required for their employment among other reasons. Consequently, the project to create employment opportunities for persons with disabilities is being implemented to set the stage for these employers to tackle the employment of persons with disabilities, deepen their understanding of their employment, ease their anxiety, which is the cause of their hesitation toward their employment, and eventually create employment opportunities. This project encourages employers to employ persons with disabilities for three months as a trial. During the relevant employment period, incentives are given to the employers.

Session Ⅱ Vocational Rehabilitation I (Effective program and service design including vocational guidance/evaluation, supported employment scheme, placement strategy)

Chairperson Ms. Motoko Tani （National Institute Vocatinal Rehabilitation： JAED）

Speakers Mr. Justin Tan （Bizlink Centre Singapore ） Ms. Dolores Deang-Soterio （Chief, Programs Management Division, Philippines) Mr. Li kun ( Dept. Of Education and Employment China Disabled Person’s Federation,China ） Mr. Mamoru Naruoka (Nara Vocational Center for Persons with Disabilities： JAED)

Vocational Rehabilitation in Singapore New Placement and Job Creation Strategies for a New Economy Justin Tan General Manager Bizlink Centre Singapore Ltd Country Background Background on Singapore, for better understanding of the employment situation. 1 We do not have any form of legislation to govern the employment of PWD. In fact, we do not even have any equal employment opportunity legislation for our able-bodied population. Neither do we have a minimum wage law. 2 We do not have any census data on number of disabled persons in Singapore, so this affects our planning on the number and type of services required for this sector. 3 We have a high cost of labour. Many traditional industries which are suitable for pwd because they are low-value added and labour intensive, have now moved out of Singapore to countries which have lower labour costs, like Malaysia, China, Indonesia etc. 4 Due to our limited land space and road infrastructure, our cost of transportation is high, and public transportation like our bus services is not currently accessible to wheel chair bound persons. Taxi service is very costly in Singapore. Current Vocational Rehabilitation System Bizlink is Singapore’s centralised job placement agency for people with disabilities. Bizlink’s mission is to find employment opportunities for pwd. Besides open employment, Bizlink also runs a sheltered production workshop which employs pwd. The workshop obtains sub contract jobs from commercial companies to provide employment for Bizlink’s clients. Bizlink is funded by Singapore’s National Council of Social Service, as well as partly funded by Singapore’s Ministry of Community Development and Sports (equivalent to ministry of social welfare). There are other voluntary welfare organisations in Singapore which are concerned about the employment of pwd. However, these vwos are concerned mainly with their special disability interests. So the Singapore Association of the Visually Handicapped would be concerned mainly with the employment status of visually handicapped clients, and the Movement for the Intellectually Disabled would be concerned only for intellectually disabled clients. Bizlink looks after all types of disabilities. The major vwos in Singapore include the following: Singapore Association of the Visually Handicapped (SAVH) Society for the Physically Disabled (SPD) Spastic Children’s Association of Singapore (SCAS) Movement for the Intellectually Disabled of Singapore (MINDS) Singapore Association of the Deaf (SAD) and others. Flow Chart of Vocational Rehab The flow chart explains the flow of services, starting from when a client is referred to Bizlink, until he secures either open employment, sheltered employment, or a special job created through a special project

Registration for Service The initial interview will be conducted by placement officers and a team of psychologists, Occupational Therapists and Social workers, in two parts. The placement officer’s (PO) interview will give the PO an general idea of the client’s abilities and suitability for available jobs. With this information, the PO can begin the job search process, without waiting for the final outcome of vocational assessment. The 2nd part of the interview by the psychologist, Occupational Therapist and Social Worker will explore more in-depth the current situation of the client. In many cases, further assessment of the client is arranged, whereby the client will come back to Bizlink for a longer stretch of time. Further Assessment Depending on the client’s needs and disability, as well as job interests, the client may go through further assessment. The 3 main areas that will be assessed are: 1)Psychological assessmentThis will include cognitive assessments as well as IQ, attitudinal and other such mental assessments. 2)Occupational assessment will be done by the occupational therapist and will assess the physical aspects of the client, including fine and gross motor skills, range of body motions, co-ordination etc. 3)Social Support Structure is done by the social worker and tries to assess if the client’s family is able to support the client in open employment. In Singapore, where cost of living and cost of transportation is high, the support of the caregivers is crucial to successful placement of the client in open employment. Caregivers are expected to assist the client in adapting to a new work environment etc. Caregivers should also be convinced of the benefit of employment for clients, and this is often not the case in Singapore. So the social workers also counsel clients’ families and caregivers as part of the assessment process. Individual Rehab Plan An individual rehab plan is worked out for clients, but the complexity and detail depends on each client. Data on each client is captured in our computerised database. For clients who are easily placed into open employment by the placement officer, little time is spent on an individual rehab plan, since this is not critical as the client can easily be placed out. The resources are reserved for the lower functioning clients who may have greater problems obtaining open employment. More time and effort is spent on individual rehab plan for such clients. The individual rehab plan could include detailed assessment reports on the clients, and would include recommendations for job trial and the type of training the client requires in order to increase the client’s chances for open employment. Job trial lasts for around 2 weeks, and is carried out at Bizlink’s sheltered workshop. At job trial, a client is observed under actual working conditions, and a better assessment is made as to the client’s suitability for open employment. Areas such as a client’s stamina, time concept, work concept, ability to take instructions, respect for supervisor’s authority etc are observed and suitable corrective training is devised for areas which need improvement. Job trial concentrates on generic work hardening skills. Apart from Job trial, specific training is also

given to clients based on their individual rehab plan. The type of training given to the client is recorded in the client’s database. Training can be either internal or external. External courses are those which are already available through commercial training providers. Instead of duplicating resources already available in the market, Bizlink will instead maintain a database of commercial training providers and the type and location of courses these training providers run. Bizlink will also try to negotiate with these training providers to give either free or special rates to our clients. Bizlink also has in-house training modules, which are discussed in the next slide. Sometimes, clients are referred to other voluntary welfare organisations for basic services such as mobility training, braille, basic sign language etc. In House Training Modules Bizlink also provides in-house training for our clients. These include the following: Domestic Cleaning At the end of the training, clients should be able to perform all the cleaning tasks in a home setting Road Safety & Basic Mobility Training At the end of the course, clients should be able to cross the road, use public transport and move around the community independently Social Skills Training (Personal Effectiveness) To impart appropriate social skills for interactions* to equip clients with pertinent personal info * to teach good and courteous conduct * to teach appropriate interactions between client and Work Supervisors/Managers * to teach appropriate interactions between client and co workers Self Awareness To enhance awareness of self and of one's environment and to be sensitive towards others PTO Programme Of particular interest is the PTO programme. PTO stands for Periodic Training Order and is a court order imposed upon juveniles who are placed under probation by Singapore Courts. These probationers are under the purview of our Ministry of Community Development and Sports, which is also the ministry in charge of social welfare and employment for people with disabilities. This ministry has arranged and paid for Bizlink to conduct a training programme for young offenders/probationers who are also intellectually disabled. External Training Courses External courses include IT courses, language courses, resume writing courses as well as other courses depending on the individual rehab plan for each client. Some of these courses are conducted by commercial training providers whilst others are provided by other voluntary welfare organisations and these are often specially adapted to the needs of pwd. Employment Problems for PWD in Singapore Some of the problems experienced in Singapore with regard to employment of pwd include the following: Structural unemployment. Singapore’s economy is evolving into a knowledge based, information technology intensive

economy. Employment in such an economy requires multi skilled workers who are IT savy. Workers are required to retrain and have multiple skills and must be able to handle information technology through computers. Many pwd are not able to obtain such high skill levels, and so they are not able to find employment in Singapore’s new economy. The situation is made worse with the current economic downturn, but even if the economy recovers, there will still be structural unemployment due to the shift in nature of our economy. Mainly High Value-added industries in Singapore Because Singapore’s cost of living, and hence wage cost is high, the economy needs mostly high value added industries. Hence industries with low value added are moving to countries that have lower labour costs. Traditional labour intensive but low value added jobs that are suitable for many lower functioning pwd are no longer available in Singapore. Special Training Schemes to Meet Employment Demands To counter the problem of structural unemployment, Bizlink has studied the job market to identify niche areas which are still suitable for employment of pwd. One such area is in domestic cleaning. Currently, Singapore depends mostly on foreign workers to work as domestic cleaners or maids. The government is trying to discourage Singaporeans’ over-dependence upon foreign workers in some of our industries, and in the long run may make it difficult for households to employ foreign maids. Bizlink has therefore started a project to provide commercial domestic cleaning employing the intellectually disabled. The idea is to pair an ID client with either a volunteer, able-bodied worker, or higher functioning pwd to visit households and perform domestic cleaning chores. Bizlink has also tied up with MINDS (Movement for the Intellectually Disabled of Singapore) to jointly conduct training sessions for MINDS’ clients to learn domestic cleaning. MINDS provides the mock-up room for the training of the clients, and Bizlink provides the manpower to train these clients. After they are trained, the clients will go through some on the job training before being sent out as full-fledged cleaners. Currently, Bizlink has a pool of 4 clients and 2 able-bodied workers, who clean 7 households and 2 offices. There are 5 clients undergoing training at MINDS. This project is partly funded by our Community Development Councils and we plan to make the project self-sustaining in the long term, without the need for additional funding. Other Special Projects Some other special projects that Bizlink is involved in include the following: Call Centre Bizlink has identified that call centre management and telemarketing is a viable niche market suitable for pwd, including the visually handicapped. Bizlink s working closely with Singapore Association of the Visually Handicapped to provide telemarketing and call centre services. SAVH has set up a special room with specialised equipment that allows VH to effectively perform telemarketing and call answering services. Image Scanning Bizlink is also working closely with a commercial company called Trusted Hub. This company provides document scanning services to back up hardcopy data into softcopy images. The company is certified to meet the standards required by Singapore’s Evidence Act, and customers that use Trusted Hub’s services do not need to keep hardcopy data. The softcopy images stored

securely at Trusted Hub are recognised by Singapore’s courts as original documentation. Bizlink provides almost the entire workforce to operate the sorting, preparation, scanning and archival processes involved in the business. The project has just started and currently involves a team of 5 pwd. When the project is fully operational, it is projected that Bizlink will provide a workforce of up to 40 pwd to Trusted Hub to operate the processes. Proposed Employment Incentives Bizlink is also working with the various government departments to try and introduce some incentive schemes. One of the schemes that we are proposing to the government, is to adapt an existing incentive scheme that is applicable to older workers over 40, who are trying to change industries. This current scheme will provide a subsidy of 50% of a worker’s salary, up to a maximum amount of $2000 per month, for a period of 6 months, to employers who employ older workers from a different industry, and if the employer provides training to equip the worker with skills for the new industry. Bizlink is trying to get this scheme duplicated for pwd, and is offering to administer the scheme, if government approves. More Government “Ownership” Bizlink is also trying to advocate a change in “ownership” for Special Education and employment of pwd. Currently, special education and employment of pwd is seen as the responsibility of the Ministry of Community Development. It is thus considered welfare issues. Bizlink would like these issues to be seen as education and employment issues respectively. Thus we would like to advocate that the Ministry of Education take over full responsibility for special education, including planning for the introduction of new and needed special schools. We would also advocate that the ministry of manpower take over responsibility for employment issues, and look into incentive schemes etc to promote the employment of people with disabilities.

Vocational Rehabilitation in the Philippines Dolores Deang-Soterio＊1 and Catalina L. Fermin＊2 ＊1 Chief, Programs Management Division ＊2 Executive Director, National Council for the Welfare of Disabled Persons INTRODUCTION Increasing awareness on the plight of disabled persons or Persons with Disabilities (PWD) has revolutionized the various efforts of the government, Non-Governmental Organizations (NGOs), Local Government Units (LGUs) and People’s Organizations (POs) in undertaking programs and projects on disability prevention, rehabilitation and equalization of opportunities. In recent years, the Philippines have witnessed an acceleration of programs for PWDs. As a nation that subscribes to the inherent worth and dignity of the human being and his right to life, liberty and pursuit to happiness, PWDs are entitled to have their special needs taken into consideration at all stages of social and economic planning. The United Nations World Programme of Action Concerning Disabled Persons (1982) defined rehabilitation as: “a goal oriented and time limited process aimed at enabling an impaired person to reach an optimum mental, physical and/or social functioning level, providing him with the tools to change his own life.” It involves measures intended to compensate for a loss of function or a functional limitation (for example by technical aids) and other measures intended to facilitate social adjustment or readjustment. Rehabilitation is likewise defined under the Magna Carta for Disabled Persons as: “an integrated approach to physical, social, cultural, spiritual, educational and vocational measures that create conditions for the individual to attain the highest possible level of functional ability.” Rehabilitation covers physical, social, emotional, educational and vocational aspects. The vocational aspect must be stressed as “vocational rehabilitation” geared towards helping PWDs enter or re-enter the world of employment. “Persons with disabilities are those suffering from restriction of different abilities as a result of mental, physical or sensory impairment, to perform an activity in the manner or within the range considered normal for a human being.” This is an adaptation of the World Health Organization’s definition from the International Classification of Disabilities and Handicapped. Considered within the context of a Community-Based Rehabilitation Program (CBR), the definition would be difficult to operationalize. The CBR Program which is a partnership project of the National Council for the Welfare of Disabled Persons (NCWDP) and Christoffel Blinden Mission (CBM) adapted the operational definition of a disabled person as follows:

“A disabled person is one who in his or her society is regarded or officially recognized as such the cause of a difference in appearance and/or behavior in combination with a functional limitation or an activity restriction.” Functional restrictions are reductions in bodily functions (e.g. moving, seeing, speaking etc.) while activity restrictions are specific reductions in daily activities that are likewise described at the level of the person (e.g. personal care, being mobile, work performance, etc.) I. HISTORICAL BACKGROUND In the Philippines, concern for the welfare of PWDs dates back to as early as the 1920 as attested by the Revised Administrative Code providing compensation benefits to any person in the service of the government who is injured in the performance of his duty. These included payments for medical care, transportation, subsistence and hospital fees. This growing concern for the problems of the PWDs is reflected in the national scheme of social services that emerged as a result of major historical developments. The aftermath of World War II left a big number of newly disabled persons. The influx of rural population into urban cities and the expansion of industrial activities led to the increase in physical hazards and raised the incidence of accidents resulting to an increased number of disabled persons. As a result of all these developments, society became more responsive to the plight of PWDs and have acknowledged as public responsibility the alleviation of the pain, the misery and helplessness associated with disability. Vocational rehabilitation for the physically handicapped became a distinct program in 1954 with the enactment of Rehabilitation Act No. 1179 also known as the Vocational Rehabilitation Act of 1954. This law provided for the promotion of vocational rehabilitation of the blind and other handicapped persons and their return to civil employment. It created the Office of Vocational Rehabilitation under the Social Welfare Administration whose functions are to develop, administer and implement rehabilitation programs and services for disabled persons. Likewise, Section 8 of the Act provided for the immediate establishment of an Adjustment and Training Center for the Disabled and this became the first government managed vocational rehabilitation center for disabled persons in the country. The first Director of the Office of Vocational Rehabilitation considered the “Father” of Vocational Rehabilitation was the late Victor J. Baltazar, a disabled person (blind), who pioneered the establishment of three additional Rehabilitation Training Centers located in Dagupan City, Region 1, Cebu City in Region 8, and Zamboanga City in Region 9. Evidently, efforts to make PWDs become more productive have been a continuing challenge. The National Vocational Rehabilitation Center through the Three outlets of employment were developed and intensified. They are a follows: (1) open or wage employment wherein PWDs are placed in a competitive line of work, public and private, in the same level as the normal employee or worker; (2) self-employment wherein they are placed in businesses that they themselves own and manage, and (3) sheltered employment wherein they are placed in an environment where they are trained to enable them to gain or regain competence and confidence in moving to other employment outlets. Self-help groups (SHG) were later organized as a component of the Social Mobilization Project of DSWD. The project provided skills through trainings in effective leadership, group management and other social skills which are prerequisites in cooperative endeavors.

Ⅱ. CURRENT SITUATION OF DISABILITY, PREVENTION AND VOCATIONAL REHABILITATION IN THE PHILIPPINES In the absence of more accurate data, the number of PWDs – by UN estimates – is 10 percent of the population or approximately seven million; of this number, 75 percent live in the rural areas. However, in 1979, the then National Coordinating Council for Disabled Persons now the National Council for the Welfare of Disabled Persons (NCWDP) had jointly undertaken with the Department of Health (DOH) a National Disability Survey to determine the extent and magnitude of the disability problems in the country. Results have shown that of the 33,278 persons covered, 1,470 had impairments, giving an over-all prevalence rate of 44.14 per 1,000 populations in the non-institutionalized populations of the country. In 1995, the National Registration of Persons with Disabilities was launched with the DOH as the lead agency supported by the Department of the Interior and Local Government (DILG), DSWD and Department of Labor and Employment (DOLE). NCWDP was the national coordinating body. However, with the low registration turnout, the National Registration was re-launched in 1997 through a directive from then President Fidel V. Ramos. The national registration of PWDs was one of the priority projects expected to be completed before the end of the Ramos Administration. The National Census and Statistics Office (NCSO) also included in the 1995 National Census, the number of disabled population, reporting a total of 919, 332 persons with varying disabilities. Available data on drug abuse cases or those admitted in the different Treatment and Rehabilitation Centers in 1998 revealed a total of 5,078 cases with 52.99 percent coming from the National Capital Region, followed by Region 4 with 26.88 percent and Region 7 with 5.88 percent. Region 3 had 4.83 percent while Region 10 had 2.68 percent. In one of the editorials of the Philippine Daily Inquirer in June 1997, it stated that of Metro Manila’s eight million people, about 800,000 or 10 percent are drug and substance abusers. There is a marked rise in the abuse of methamphetamine hydrochloride, commonly known as shabu, since its emergence. Shabu topped marijuana, as the most abused substance. Current programs geared toward assisting the growing number of unserved PWDs are still wanting despite intensified efforts towards providing the solution to their needs and concerns. Rehabilitation programs can ill-afford the one-disability approach wherein programs or strategies are developed for only a particular disability. A multi-disability program that focuses on the whole spectrum of disabling conditions has been found to be effective and more economically viable. The enactment of RA 7277, otherwise known as the Magna Carta for the Disabled Persons, provides rehabilitation, self-development and self-reliance programs prior to their eventual integration into the mainstream of society. The government through this Act ensures support and encourages the full participation of NGOs, the private sector and other POs to focus on the rehabilitation of PWDs. The UN Decade of 1983-1992 gave a new kind of consciousness on the plight of PWDs. It witnessed more coordinated efforts between the government and the private sector in undertaking programs and projects on disability prevention, rehabilitation and equalization of opportunities for PWDs. Although the UN Decade succeeded in advocating the plight of disabled persons, the goals of equalizing opportunities and their corresponding participation in day-to-day concerns need to be fully realized.

Since the rehabilitation goal is for the individual to attain the highest possible level of functionality, the following types of services are provided by concerned government agencies, LGUs and NGOs in center-based as well as community-based settings: A. Early Detection, Diagnosis and Treatment. The DOH provides an immunization program with emphasis on the control of measles, poliomyelitis and tetanus as well as maternal and childcare. Likewise, the DSWD developed a pilot project on Early Detection, Prevention and Intervention of Disabilities among children zero to 6 years of age who show early signs and symptoms of disability. These are identified and provided with interventions at the earliest possible time. B.

Medical Care and Treatment. This is the concern of those involved in the field of medical rehabilitation. It usually includes medical, surgical and psychiatric interventions including hospital care and related therapy to reduce the disability.

C.

Social, Psychological and other Types of Services. Center-based vocational rehabilitation of PWDs provides social adjustment, psychological assessment, counseling and guidance to determine intelligence quotients, aptitudes and interests.

D. Training in Self-care Activities. This includes orientation and mobility, communication and daily living skills with the end goal of reducing the disabled persons dependence on family in performing basic daily living activities. Training in self-care activities are provided in center-based as well as community-based settings utilizing family members and volunteers in reaching out to PWDs in the rural areas E.

Provision of Technical and Mobility Aids and other Devices. Government Organizations (GOs) and attached agencies like the DSWD, the NCWDP and the Philippine Charity Sweepstakes Office provide assistance especially to needy PWDs to obtain assistive devices (e.g. wheelchairs) not within the reach of those particularly from the rural areas. The production of artificial legs on a subsidized cost is being undertaken by the Philippine Orthopedic Center and other workshops run by GOs and NGOs. Such workshops have been established at the DSWD’s vocational rehabilitation centers with the technical support of Handicap International.

F.

Specialized Education Services. PWDs are now mainstreamed to regular schools although there are government run schools for the visually impaired and the hearing impaired like the Philippine National School for the Blind and for the Deaf, which are under the Department of Education, Culture and Sports. Specialized education services for the visually and hearing impaired are likewise provided by other NGOs found in different parts of the country. However, the service is not adequate to meet the educational needs of PWDs.

G. Vocational Rehabilitation Services which include open, self or sheltered employment are being provided in the DSWD’s vocational rehabilitation centers and in training centers run by NGOs. The Social and Vocational Rehabilitation Program of the DSWD is concerned with the development of positive social behavior and training skills to enable PWDs to successfully perform specific tasks to fully integrate them into society as productive and self-reliant individuals. Ⅲ. IMPLICATION TO PRACTICE AND EDUCATION Helping PWDs including drug dependents attain the fullest extent of independence and self-sufficiency within the limits of their capacities is the ultimate goal of social work and

rehabilitation. While the goal is relatively simple, it is common knowledge that disability involves many problems. These include among other, acceptance of one’s disability, resolving negative attitudes of the family and community, social adjustment, lack of self-esteem, lack of skills, unemployment, to name a few. The total effect of disability on the individual, the family and society can be better understood after assessment, diagnosis and evaluation. Through casework, group work and by involving the family and community, the social worker plays an important role in assisting both the disabled in overcoming the social and psychological effects of his disability. Social workers are challenged with the complexity provided by the problems of various categories of disability, different educational levels, ranging from the illiterate to the college levels, degree of mental capacity, among others. In this respect, social practitioners engaged in rehabilitation must have the professional commitment and the knowledge to differentiate the cultures of the different clientele groups they are serving. Since rehabilitation is a continuing and a comprehensive process which calls for an integrated and multi-disciplinary approach, the role of the social worker in case management cannot be over-emphasized. Professionals from the medical, educational, vocational and employment sectors play a vital role to ensure that a disabled person is returned into the labor force, helping him develop and rely on his own skills and coping abilities to ensure his welfare, security and dignity as a human being. The integration of services of PWDs within the existing community-based programs, demonstrate the extraordinary skills of service providers. So far, the process has been proven effective judging by the number and quality of special projects implemented to empower this sector. At this point, the focus of social work interventions must be in enhancing existing preventive and control measures, the provision of social, recreational programs and other alternatives to disability; the mobilization of the youth to support a PWD friendly culture and environment where they feel active, useful and influential components; and the mobilization of the family and community in a combined action to reduce dependence. The role of the social worker as a member of the rehabilitation team is widely recognized as an important component in helping PWDs overcome the physical and psychological effects of their condition. The professional social worker does not attempt to solve his client’s problems but his efforts are directed towards helping the client help himself. EMERGING TRENDS AND ISSUES Rehabilitation is a developing field which needs a more coordinated and concerted execution of efforts in providing continuity to the various programs and activities initiated by both GOs and NGOs, LGUs and POs. In line with the Plan of Action or the Asian and Pacific Decade of Disabled Persons (1993-2002), the Philippine Plan of Action for the Asian and Pacific Decade of Disabled Persons was also formulated through interagency efforts to ensure that PWDs are provided equal opportunities to lead productive and meaningful lives. The Philippine Plan of Action was designed to meet the objectives of the decade fitting to the needs of disabled Filipinos. It also embodies the country’s response to improve the total well-being of PWDs and their integration into the mainstream of society. This is contained in Presidential Proclamation No. 125 proclaiming the nationwide observance in the Philippines of the Asian and Pacific Decade of Disabled Persons with the NCWDP as the lead agency, and its member agencies directed to give the Agenda for Action the widest possible dissemination to the private and public sectors.

The Philippine Plan of Action embodies the national priorities directed towards maximizing opportunities available to PWDs in all aspects of life in the community. These are on national coordination; legislation; information; public awareness; accessibility and communication; education; training and employment, self-help organization and regional cooperation. In order to promote effective, efficient and responsive quality services for PWDs, vital issues that remain unresolved as well as emerging trends should be given the highest priority during the Asian and Pacific Decade of Disabled Persons. These include among others the following: 1.

Public Awareness. In the absence of a comprehensive integrated and continuing campaign to improve public awareness on the importance of the problems of disabilities and their prevention, there is a need to train information officers, other media practitioners and representatives of organizations on communications about issues relative to the Asian Pacific Decade of Disabled Persons; coordinate with local and international media groups to support and improve public awareness; and utilize development communication organizations, street theatre and folk media groups and other forms of information dissemination to counter deep-rooted superstitions about disability and PWDs.

2.

Accessibility and Communication. The implementation of RA 344 or the Accessibility Law should be pursued to give PWDs grater access to transportation, public facilities, building, and other areas. Sign language development aimed at improving the availability of sign language interpretation services to facilitate communication between people with hearing impairment and hearing people including those in public service shall be supported.

3.

Assistive Devices. National support is still wanting in the production of assistive devices particularly, the application of new technologies to improve the production of assistive devices that are durable attractive, and locally available with repair and maintenance services. Assistive devices like wheelchairs and hearing aides are not within the reach of needy PWDs considering the high cost and the dearth of production facilities in the rural areas.

4.

Self-Help Groups (SHGs). The strengthening of SHGs (composed of PWDs) to enhance their economic independence and social integration is another area of concern directly relevant to the goal of full participation and equality of PWDs in Asia and the Pacific. Through the SHGs. Disabled persons with leadership potentials will be encouraged to participate more actively. SHGs are likewise encouraged to participate in efforts to improve information gathering on national disability statistics, undertake advocacy, and to forge intra and inter-regional links with similar self-help organizations.

There are other issues which need to be addressed to attain the objectives of the Philippine Plan of Action for the Asian and Pacific Decade of Disabled Persons. Another important area to be enhanced is the continuous development of rehabilitation services. Program of services should be based on reliable data, and integrated within the context of development requirements. The development of community-based approaches should be pursued as a means of improving access to rehabilitation services. In the field of rehabilitation, significant progress has been made by the government to reduce the problems of dependence and this is a result of cooperative efforts between the GOs and NGOs. Although the trend in the treatment and rehabilitation of disabled persons includes the use of the various modalities previously mentioned, programs should be developed within community systems and organization. There is also an emerging goal to establish more vocational rehabilitation centers for disabled street children. This force is due to their increasing number and the lack of

rehabilitation centers to support this group. Emphasis must be place in organizing more SHGs among PWDs. This can be pursued, especially those undergoing after-care programs to enhance their economic independence and social integration. Additional self-help groups will provide an avenue to build self-confidence among its members through peer counseling, positive role modeling and skills development.

BIBLIOGRAPHY 1. “Agenda for Action for Asian Pacific Decade of Disabled Persons.” National Council for the Welfare of Disabled Persons, 1993. 2. Baltazar, Victor J. “Vocational Rehabilitation.” Philippine Encyclopedia of Social Work. Manila. Philippine Association of Social Workers, 1977. 3. “Social Services in Rehabilitation of the Disabled.” Social Work in Rehabilitation Programmes for the Disabled. United Nations, 1967. 4. Fermin, Catalina L. “Program for the Rehabilitation of Disabled Persons and Special Groups.” A Decade of Social Services to the Disadvantaged. Ministry of Social of Social Services and Development, 1983 5. RA 2615 of 959 amending Republic Act 1179 which provided the creation of nine Regional Training Centers and a National Council Rehabilitation. 6. RA 3565 of 1963. An Act to Promote the Education of the Blind. 7. RA 5464 of 1965 (providing the development of the rehabilitation program). 8. RA 5416 or 1968 (which elevated the Social Welfare Administration to a Department and mandated the development and implementation of a comprehensive social welfare program consisting among others, of vocational rehabilitation and related services for the physically handicapped and individuals with special needs like the released prisoners, negative hansenites, drug dependents and alcoholics) 9. Helander, E. Guide on National Planning of Rehabilitation, 1996. 10. “Magna Carta for Disabled Persons.” National Council for the Welfare of Disabled Persons, 1991. 11. “National Community Based Program – A 10-Year Strategic Plan.” A Partnership Project of the National Council for the Welfare of Disabled Persons and Christoffel Blinden Mission, 1996 12. “The World Program of Action Concerning Disabled Persons.” United Nation, 1982. 13. Batas Pambansa Bilang 344 (known as the Accessibility Law and legislated in 1982 enhances the mobility of disabled persons by requiring certain building, institutions). 14. P.D. No. 442, of 1974 which is the Labor Code of the Philippines with provisions for medical and rehabilitation services as well as disability benefits (chapters IV and V). 15. P.D. No. 626 issued in 1974 to help workers and their dependents in the event of employment connected injury, sickness, disability or death; 16. 16P.D. No. 1509, of 1979 which crated the National Commission Concerning Disabled Persons with the responsibility to coordinate rehabilitation programs and services and to prepare and adopt an integrated and comprehensive National Rehabilitation Plan for the country. 17. Proclamation No. 125 legislated in 1993 proclaiming the nationwide observance in the Philippines of the Asian and Pacific Decade of Disabled Persons – 1993-2000.

The Status Quo and Problem Analysis Concerning Employment and Its Services for Disabled Persons in China Li kun Dept. Of Education and Employment China Disabled Person’s Federation The word “occupational rehabilitation” universal in the current world isn’t used widely in China, while it is generally referred to “employment services for disabled persons”, the work about which is part of employment for disabled persons. Now, employment services for disabled persons just commence in the country. To facilitate fast development, The Compendium for the Cause of Disabled Persons in China in the Period of the 10th Five-Year Plan and Implementation Plan about Employment for Disabled Persons in the Period of the 10th Five-Year Plan definitely make the program about “improving the organizations for employment services for disabled persons, and providing comprehensive services for employment for disabled persons” and “setting up normalized service system for employment for disabled persons”, and state that the program will provide disabled persons with multi-item all-sided services, such as vocational introduction, guidance and training, management of private files, assisting to handle social insurance and organizing labor services, and developing commonweal jobs in communities. To see into the status quo and characteristics of occupational rehabilitation and employment services for disabled persons in China in the round, the basic status of employment for disabled persons in China is described first as the following. ⅠThe Basic Status of Employment for Disabled Persons in China In more than fifty years after the establishment of the new China, especially in over twenty years after the implementation of reform and opening, the country has been striving to build a social environment in which disabled persons can have a equal share in social life. The state actively exerts the leading role of governments and society in dealing with employment for disabled persons. In 1998, the State Council transit Five-Year Work Compendium for the Cause of Disabled Persons in China after approval. Since the period of the 8th Five-Year Plan, three Five-Year plans for disabled persons have been made and implemented in succession, playing the significant role in promoting the increasing development of employment for disabled persons. According to the statistic, by the end of the period of the 9th Five-Year Plan, the employment rate for disabled persons reached 80.7% in cities and towns, and 84.3% in rural areas. ① (Implementation Status of The Compendium for the Cause of Disabled Persons in China in the Period of the 9th Five-Year Plan by China Disabled Persons’ Federation) This shows the obvious improvement has made in the employment for disabled persons. Among disabled persons in China, there are 24 million in working age and having a certain working capacity, including 4.26 million in cities and towns, and 19.74 million in rural areas. According to the statistic in the end of the period of the 9th Five-Year Plan, total employment for disabled persons in working age in cities and town reaches 3.313 million. According to the employment types, total employment in centralized type (employment in welfare enterprises and few work rehabilitation organizations) reaches 0.961 million, total employment in decentralized quota employment in other units reaches 0.97 million, while total employment by self-employment and voluntary organizations reaches 1.38 million. There are 0.963 million unemployed disabled persons in cities and towns, 0.673 million among which are registered for employment in employment service organizations for disabled persons. In the period of the 9th Five-Year Plan, 1.101 million disabled persons are first employed in cities and towns, including 0.255 million in quota employment, 0.293 million in centralized employment, and 0.553 million in self-employment and voluntary organizations. The statues of the employment of disabled persons in the period of the 9th Five-Year Plan and those in centralized employment, quota employment and self-employment in all years in the period are shown in the following figure.

30 25 20 15 10 5 0

1996

1997

1998

1999

2000

Figure 1 The statues of the employment for disabled persons in all years in the period of the 9th Five-Year Plan ①

14 12 10 Cent r al i zed Quot a Sel f - empl oyment

8 6 4 2 0

1996

1997

1998

1999

2000

Figure 2 The statues of the employment for disabled persons in three types (centralized, quota and self-employment) in all years in the period of the 9th Five-Year Plan ① ① (The Statistics Concerning Disable Persons’ Cause in China from 1996 - 2000 by China Disabled Persons’ Federation) According to Figure 2, we can see the changes in the employment types for disabled persons. In the period of the 9th Five-Year Plan, all local government implemented the regulation about quota employment for disabled persons according to the law, making the number of disabled persons employed by all units increase gradually and total employment by quota type rise year by year; the number of disabled persons in centralized employment doesn’t change basically; through the implementation of preferential policies and the measures of support and protection, the number of disabled persons by self-employment and voluntary organizations increases dramatically, and the period of the 9th Five-Year Plan saw the great development in the history of self-employment for disabled persons. In the period, the amount of disabled persons employed in rural areas added up to 16.16 million. Compared with the statuses in the period of the 8th Five-Year Plan, the obvious achievements has been made in the period of the 9th Five-Year Plan. In China, the employment for disabled persons develops gradually with the economic development

and social advancement. Especially after the implementation of reform and opening in China, by the protection of national laws and support of preferential policies, the employment for disabled persons develops greatly. In the Law of P.R.C. on the Protection of Disabled Persons endorsed by the Standing Committee of the Seventh National People’s Congress on December 28, 1990, the guiding policies for the employment for disabled persons are stated definitely, i.e., implement the policy of the combination of centralized and decentralized employment, implement preferential policies and the measures of support and protection, generalize, stabilize and rationalize the employment for disabled persons by multi-channel, layer and types, and basically build three major channels for the employment for disabled persons, described as the following. ・The government encourages the society to set up welfare enterprises, and to arrange the employment for disabled persons in the centralized way. Welfare enterprises (referred to “protective enterprises” or “protective factories”) is the special production and operation units set up by the state for protection of the right of employment for disabled persons, being a special enterprise in obvious nature of social welfare. Disabled employees employed by welfare enterprises contain the current five kinds of disable persons in the country. For welfare enterprises, the major standard is regulated that the disabled employees should account for over 35% among the total employees. Depending on the proportion of disabled employees (10-35%; 35-50% and over 50%), the different preferential policies for exemption or reduction of taxes are applied. (The policy is stilled implemented now) From 1979-1993, the amount of welfare enterprises grew in the average annual rate of about 20%, and the average annual increase for employed disabled persons reached about 50, 000. ② (The Annals for the Disabled Persons’ Cause in China from 1949-1993) Now there are over 60, 000 all kinds of welfare enterprises in the entire country, which employ more than 0.9 million disabled persons in the centralized pattern, and play the important and irreplaceable role in resolving employment for disabled persons in cities and towns. Regardless of their own limitation and difficulties occurring during their development, developing welfare enterprises for centralized arranging the employment for disabled persons is still a major pattern for the employment for disabled persons in the relatively long time. ・The decentralized quota pattern is applied for resolving employment for disabled persons. The decentralized quota employment for disabled persons is a pattern by which according to the national laws and regulations, the social units employ disabled persons in a certain proportion, and the units that can’t employ disabled persons temporarily for meeting the regulated proportion pay the protection money for the employment for disabled persons every year. When the overall employment condition became tense in 1980s, China started some experiments of quota employment for disabled persons, to resolve the employment for disabled persons. With the deepening of reform and opening and the increase of foreign exchange activities, the matured experience about resolving the employment for disabled persons in foreign developed countries and middle-developed countries has been introduced into our country constantly. Among the experience, the practice of quota employment for disabled persons was thought highly of and applied by the government. The Law of P.R.C. on the Protection of Disabled Persons definitely states “The state shall promote the employment of disabled persons by various units. People's governments at all levels and departments concerned shall organize and provide guidance in this regard. State organs, nongovernmental organizations, enterprises, institutions and urban and rural collective economic organizations should employ a certain proportion of disabled persons in appropriate types of jobs and posts. The specific ratio may be determined by the people's governments of provinces, autonomous regions and municipalities directly under the Central Government in line with their actual conditions” in Clause 30, Chapter 4. According to the statement in the above law, the related government department determined nine cities such as Shanghai, where employment service for disabled persons and trial quota employment would be carried out. ① ([1992] Can Lian Qun Zi No. 1 document) In 1996, five national departments of the State Planning Committee, the Ministry of Labor, the Ministry of Civil Administration, the Ministry of Personnel and China Disabled Persons’ Federation jointly held the working conference on quota employment for disabled persons, in which the work tasks and goals for overall implementing quota employment for disabled persons in the entire country in the period of the 9th Five-Year Plan were laid out, according to The

Compendium for the Cause of Disabled Persons in China in the Period of the 9th Five-Year Plan approved by the State Council. In this way the work about quota employment for disabled persons have been carried out gradually in the entire country. The basic mechanism of the work about quota employment for disabled persons is that the work about quota employment for disabled persons is carried in administrative regions, the people’s governments in the provincial level formulate the way about quota employment for disabled persons in the decree of provincial governor and government, and determine the detailed proportion of disabled persons in units (the proportion determined by all provinces, autonomous regions and municipalities directly under the Central Government is generally in the scope of 1.5-2%), according to Local Implementation Ways for the Law of P.R.C. on the Protection of Disabled Persons approved by the People’s Congress in the provincial level. Disabled Persons’ Federations in all levels and their subsidiary employment service organizations for disabled persons are committed for the implement of the quota employment. In the period of the 9th Five-Year Plan, the work about quota employment for disabled persons was carried out in the entire country except Tibet Autonomous Region. The number of the cities (prefectures) and counties (districts) carrying out the above work reached 2, 783. The features for the decentralized quota employment for disabled persons are described as the following. Many different kinds of business in all units facility to provide appropriated jobs for disabled persons; the way promotes cooperation, communication and mutual understanding between disabled persons and healthy persons; it shows the principle that social responsibility is burdened by the entire society, and it alleviates the heavy burden of centralized exemption of taxes of the state; in this way, disabled persons can be employed in the place as close as possible, lowering difficulties of their commuting. The work about quota employment for disabled persons has been carried out basically in the entire country, and is being perfected and deepened constantly. The pattern has become the dominant way for further development of employment for disabled persons. ・Support and encourage disabled persons to work by self-employment and voluntary organizations. In the relatively long past period, on account of the employment system of assignment according to the plan, people deemed that only work in units owned by the whole people or collectively owned was regarded as the employment, while self-employment wasn’t regarded as the employment, even if with labor reward or income. Since the third plenary session of the eleventh congress of the Party of P.R.C. in 1978, with the implementation of the policy of the simultaneous existence of many kinds of economic patterns in long time and the guideline of introducing employment by labor department, employment in voluntary organizations and self-employment, old traditional conception of employment has changed gradually, and people have accepted the new conception of employment gradually. By the end of 1998, self-employed laborers among disabled persons reached 28, 000. With the constant improvement of national laws and regulation, and the continuous implementation of support and protection measures, the amount of disabled persons by self-employment and voluntary organizations increases dramatically. According to the statistic, from the end of the period of the 8th Five-Year Plan to the period of the 9th Five-Year Plan, the amount of self-employed disabled persons increases dramatically from over 0.1 million to 1.38 million. As regard the increase, the period is the fastest since the establishment of new China. Why does the status exist? For example, if a disabled person is willing to self-employment, he will go to the Industrial and Commercial Administration to handle the registration procedures, select operation ground, obtain initial fund with compensation, and provided with a series of preferential treatment and support, such as reducing and remitting individual income taxes, business taxes and market administration cost, administration cost for self-employment laborers. In the fosterage of the sound social and policy environments, the self-employment will develop necessarily greatly, to become an important channel for employment for disabled persons.

Ⅱ The Status Quo and Problem Analysis Concerning Employment Services for Disabled Persons in China The work about employment services for disabled persons just goes in the initial stage. From the initial period of the establishment of P.R.C. to the late 1970s, just like healthy persons, the employment for disabled persons was controlled in the employment system of national assignment according to the plan; disabled persons were assigned to all units or welfare enterprises opened by the state or collectives according to the plan; for skill training, the traditional way that masters teach apprentices was used; the life and mental problems of disabled persons are resolved by the organization of the Party, labor union and the Women’s Federation in their working unit. Since the implementation of reform and opening, with the gradual change in the employment system, the employment for disabled persons emerges gradually. The employment channels for disabled persons are widened relatively; a great number of disabled persons work in new-opened welfares, and self-employment laborers emerge gradually. In the early 1990s, with the establishment of China Disabled Persons’ Federation, disabled persons have their organization representing, managing and serving themselves. However, until China formally carried out the work about quota employment for disabled persons in the round in 1996, the employment service organizations for disabled persons don’t be set up. Since then, these organizations have formally provided disabled persons with service work, such as special vocational training and introduction. But because of vigorous support of Chinese government and the fast development of the cause of disabled persons, there are 3, 012 employment service organizations for disabled persons in China now, which initially form a service network specially serving disabled persons and boosting quota employment according to the law, with more than 10, 000 management and service personnel. Since the period of the 9th Five-Year Plan (1995-2000), China has gone into the substantial stage of the adjustment of industrial structure and deepening the reform of the state-owned enterprises, the social phenomena of “structure unemployment” and a great number of laid-off employees emerge, and the market-oriented employment system has been built gradually, intensely impacting the employment for disabled persons and make it faced with more serious situation. In the situation, to facilitate the employment for disabled persons actively, China Disabled Persons’ Federation made more efforts to boost the construction of “normalized employment service system”. The system will provide disabled persons with multi-item and all-sided services, such as vocational training, guidance, building information platform and providing employment security. The proposal was consented by Chinese government, and was approved in the implementation plan for the employment for disabled persons in the period in the 10th Five-Year plan. It contains the following items. ・Carry out normalized vocational guidance. According to work standard and responsibilities about public employment service organizations regulated by the labor security department, make the vocational guidance and employment services for disabled persons scientific and normalized. According to the responsibilities, provide disabled persons with multi-item all-sided services, such as vocational introduction, guidance and training, management of private files, assisting to handle social insurance and organizing labor services, and developing commonweal jobs in communities; During services, guide and help job-hunted disabled persons to know the policies and situation of employment, carry out vocational direction depending on own conditions, help them to make use of own potential, and lead them to change employment conception and realize employment; In the aspect of the construction of facilities, build fixed ground and facilities for carrying out vocational introduction for disabled persons, and use special mark uniform in the entire country. By 2003, the employment service organizations will use the uniform mark in the entire country.

Gradually build the system of on-the-job training for working personnel and qualification training and identification for vocational guidance personnel. ・The local formulates the concrete implementation ways, make the assurance in the aspects of personnel, fund and technology, and ensure the construction and operation of employment information network for disabled persons, according to the requirements in The Overall Plan of the Construction of Employment Information Network for Disabled Persons.” According the above-mentioned requirements, China Disabled Persons’ Federation has carried the following work. (Ⅰ) Carry out the construction of employment information network for disabled persons In 1999, to meet the requirements of the market-oriented employment mechanism, and to build the uniform and normalized labor market, China Ministry of Labor and Social Security developed the “Labor 99” software system of employment information service, and built the labor market based on the existing market. To keep synchronized development with the overall employment in the entire country, and to change the problems of manual collecting and searching employment information, out-of-date technical means, little information and low efficiency in employment service organizations for disabled persons, China Disabled Persons’ Federation decides to build uniform and normalized multifunctional employment information network for disabled persons, with the support of the government. Moreover, it will know labor resources of disabled persons fully, accurately and punctually; it will know employment information of employers; with the application of computer network, it will provide rapid and convenient services for employers and job-hunted disabled persons; it will widely collect and release vacancies of employers, strive to bring employment information to each disabled person; it will analyze and predict the employment situation scientifically with computers, and make the sound leading work for employment and training for disabled persons. The employment information network will provide many information, including the statistic about disabled laborer resources in cities and towns and rural area, the content and statuses of employment service, occupational training, vocational policies and regulations, the introduction of employing units, the statuses of quota employment for disabled persons and employment information, and the statuses of welfare enterprises and their employment information, as well as national conditions and power, industrial structure and policies, population, labor structure, demand and prediction of human resources, education, salaries and social securities. The overall construction of the information network is divided into four levels. In the first level, the bottom network nodes of employment service for disabled persons are built in sub-districts, districts and counties, where firsthand data are directly input, collected, processed and stored, local area network is built for foregrounding services such as vocational training and introduction, and the processed data are reported to the upper level. In the second level, the network center are built in the cities in the level of prefecture or higher, where a certain number of foregrounding services are provided, the reported data from the lower level are collected, the collected data are interconnected with the labor market in the same level and integrated for reporting them to the upper level. In the third level, information control centers are built in provinces, autonomous regions and municipalities, mainly responsible for processing the reported information in the area under one's control, building general database for macroscopic decisions, releasing the employment information in the entire region, and reporting data to the upper level. In the last level, the information center is built in China Disabled Persons’ Federation, responsible for analyzing and testing the employment information and data in the entire country and serving the decisions of macroscopic policies for the employment for disabled persons.

By now, the commission of employment information network has been completed in two cities. The network is being built in 69 cities, and will be complete in 2003. It is predicted that the network will be distributed in the entire country in 2005. The successful construction of employment information network for disabled persons will necessarily provided more valid employment information for employment for disabled persons and up-to-date means for carrying out normalized employment services for disabled persons. (Ⅱ) Carrying out large-scale professional training for working personnel in employment service organizations To realize the goal of “normalized employment services”, with the support of some authorities, China Disabled Persons’ Federation has made large-scale training for management and service personnel, while it has constructed the facilities. From May 2001 to April 2002, China Disabled Persons’ Federation and China Ministry of Labor and Social Security joint carried out “professional training for principals in employment service organization in the system of China Disabled Persons’ Federation”, aiming at raising service, guidance and management capacity. In the activity, over 400 principals in employment service organizations for disabled persons in the levels of city and prefecture or higher were trained, and the detailed training plan for over 9, 000 working personnel in employment service organization in the lower level of city and prefecture was made, which will be implemented by employment service organization for disabled persons in the level of province. The training is focused on the study of more than 30 items of knowledge and skill in three classes, including the system of policies and regulations on labor market, policies on the employment for disabled persons, the fundamental knowledge and operation skill of the information network of labor market and employment information network for disabled persons, making and implementing working goals of employment service organizations, internal management and construction of employment service organizations, fundamental procedures of psychological analysis, career design, job analysis and employment service, testing and evaluating personal quality and ability of disabled persons, and communication skill with employing units and job-hunted persons. The requirements for management qualification in employment service organizations and professional qualification of middle national vocational guidance personnel can be met basically only by the above-mentioned study. On the basis of the aforementioned, the training for senior vocational guidance personnel in employment service organizations for disabled persons is being made. In the activity, 50 senior exports about vocational guidance for disabled persons are trained, who are investigating in the filed in Europe now. After the training, they will contribute more to the employment for disabled persons. Except the construction of employment information network and the training for working personnel, the standard construction for employment service organizations for disabled persons will be normalized. It is predicted that employment service organizations to be rebuilt will have uniform marks, multifunctional service ground, and uniform and normalized service procedures by 2005. By the time, the new image of employment services for disabled persons will emerge, and the standard of the international occupational rehabilitation will be applied in the system of employment services for disabled persons in China, to make the cause of disabled persons develop in the same pace with that of the world. Ⅲ Existing Problems and Recommendations Now, China’s employment and its services see fast development, but face many development difficulties due to the serious employment situation. 1. Because of the adjustment of industrial structure and changes in the employment mechanism in China now, a great number of employees are laid off. This situation affects the employment for

disabled persons. When it comes to the employment for disabled persons, some enterprises often ask “why disabled persons are employed while dismissing healthy persons”. They would rather pay security money in the nature of compensation than accept disabled persons, when quota employment work for disabled persons is carried out. On account of small scale and out-of-date technology, welfare enterprises are in the stage of slow development, and some enterprises go bankrupt in succession. More preferential policy support is needed for disabled self-employed labors. In the one hand, such problems can be resolved by adjusting industrial structure and speeding up economic development. In the other hand, the government should make more reasonable policies and take support measures, and diminish the discrimination against the employment of disabled persons by enhancing social propaganda, to cope with them. 2. Now, for disabled persons in China, the overall quality is lower, employment skill is poor, and employment lacks support measures, which is a non-negligible problem. More preferential right to education should be provided for disabled persons, and all-sided employment services should be also supplied, such as training and vocational guidance before work, and vocational introduction, file management, support for settling labor dispute during employment for disabled persons. Meanwhile, more preferential support measures should be taken for social security for unemployed disabled persons. In addition, employment service organizations should enhance communication with employing units, provide job analysis plans suitable for employment for disabled persons to them in many way, and develop jobs in communities in many channels, to supply broader employment space for the employment of disabled persons.

Vocational Rehabilitation in Japan - From vocational evaluation to job referral – Mamoru Naruoka Director Nara Vocational Center for Persons with Disabilities Japan Association for Employment of Persons with Disabilities (JAED) Preface: Employment measures in Japan for persons with disabilities have developed from the vocational issue of wounded soldiers as the momentum just like other countries of the world. Viewing its progress broadly, we may say that a remarkable progress has been made coinciding with the enforcements or revisions of the employment promotion law for persons with disabilities. The first of those turning points in recent years was the enactment of the Physically Disabled Persons’ Employment Law in 1960. This Law elevated the employment of persons with disabilities from being entrusted to the voluntary cooperation of citizens to legal employment measures for persons with disabilities. Establishment of the employment quota rate for persons with physical disabilities is one of the pillars of the Law, but there was no obligatory provisions at this stage. The next development was the revision of the Law in 1976. In this revision, the employment quota rate for persons with physical disabilities was changed from a moral obligation to enforcement while the revision created a system to collect the levy from enterprises that did not attain the employment quota rate. Further, in the partial revision of the Law in 1987, the subject of the Law was expanded from persons with physical disabilities to those with all types of disabilities, enriching at the same time measures to stabilize employment in addition to the promotion of employment. On that occasion, the name of the Law was also revised to the “Law for Employment Promotion, etc., of the Disabled.” Since then, employment measures for persons with disabilities have been promoted through partial revisions of the Law and partial revisions of the enforcement regulations or enforcement ordinance of the Law. With the above employment policy and measures in the background, Vocational Center for the Physically and Mentally Disabled (hereafter called “Vocational Center”) was set up for the first time in Tokyo in March 1972. It is the predecessor of the Local Vocational Center for the Disabled (hereafter called “Local Center”) to which I belong. Vocational Centers were set up and managed by the Employment Promotion Corporation, which was a government-affiliated corporation. It was an organization to professionally and comprehensively conduct various services from vocational consulting to follow up services mainly for persons with moderate and severe disabilities, supplementing the functions of the public employment security offices (hereafter called “PESO”) so that these offices may carry on job referrals and vocational guidance smoothly. After the establishment in Tokyo for the first time, Vocational Centers were set up in succession. By 1981, 47 Vocational Centers were established one each in all 47 prefectures in Japan, and the project was brought to completion. Afterwards, according to the revision of the Law in 1987, the name of the Vocational Center was changed to Local Center, while vocational rehabilitation services were unified and transferred from the Employment Promotion Corporation to the Japan Association for Employment of Persons with Disabilities (JAED) which has been playing the role of core facilities of vocational rehabilitation operations until now. 1.

Operations at Local Centers JAED is operating Local Centers in 47 prefectures of Japan. Based on the “Law for Employment Promotion, etc., of the Disabled,” Local Centers are carrying out the following

services for employers and others concerned who employ or who are going to employ persons with disabilities in close cooperation with the PESOs which conduct vocational guidance and job referral while giving advice and guidance, etc., to employers. • To conduct vocational evaluation (to assess vocational ability, aptitude, etc., of persons with disabilities, and determine the measures necessary for vocational rehabilitation) • To conduct vocational guidance for persons with disabilities (consultation and guidance to facilitate their selection of a vocation and to improve their adaptability to the vocation) • To conduct work preparation training for persons with disabilities (training for them to acquire basic labor habitude) • To conduct job coach programs (support services to enhance their workplace adaptation) • To conduct vocational courses for persons with disabilities (courses for them to acquire the necessary knowledge and skills when finding employment) • To conduct vocational independence support programs for mentally disabled persons using local employment support networks • To conduct workplace adaptation guidance (necessary advice and other support for them to adapt themselves to the working environment) • To give advice or extend other support to employers regarding the employment management of persons with disabilities • To judge who are entitled to be covered by the law as persons with intellectual disabilities and persons with severe intellectual disabilities. • To conduct operations incidental to the above paragraphs 2.

The process of operations for persons with disabilities Operations for persons with disabilities, which is one of the main services at Local Centers, comprise the four processes of 1) receiving (acceptance), 2) vocational evaluation, 3) vocational rehabilitation counseling, and 4) workplace adaptation guidance. (1) Acceptance/Admittance This is to clarify the requirements and expectations of visitors to the Local Center, and to confirm if they are willing to use the Local Center after they completely understand its functions. This is to mutually understand and confirm services that the visitors expect to get and that the Local Center can afford. This is an important process as an approach to the implementation of operations. (2) Vocational evaluation This aims to evaluate the knowledge and perspective of persons with disabilities who will participate in programs conducted in the Local Center (hereafter called “the clients”) on the conditions of their vocational ability and aptitude at the present and future by applying various methods, and to formulate their appropriate vocational rehabilitation plans so that they can gain their vocational independence most effectively. The system of evaluation methods of vocational ability, aptitude, etc., is shown in the attached chart. Based on interview and examination, their vocational rehabilitation plans will be drafted making use of psychological/physiological tests, the work sample method, and the job trial method as needed, carrying them out as good behavior observation in each of the processes. Besides vocational evaluation, the Local Center also conducts at times work preparation training, vocational courses, and job coach programs to formulate vocational rehabilitation plans. Those plans are examined at enlarged case meetings attended by the clients and staff members of the organizations concerned including PESO. The final plans will be formulated after obtaining the agreement of the clients themselves. (3) Vocational rehabilitation counseling This aims to extend support to the clients, based on the results of an interview/examination and various types of tests and on diverse information obtained from other organizations, in

order to deepen their self-understanding in connection with vocation and to realize their vocational rehabilitation plans, after clarifying their problems and the possibilities of their vocational independence. This is carried out before and after the formulation of their vocational rehabilitation plans. (4) Workplace adaptation guidance This aims to grasp the causes of various psychological, physical, and other problems of persons with disabilities in employment that make them difficult to adapt themselves to the working environment, etc., and to eliminate them. For that purpose, it is important to comprehend the adaptation conditions of persons with disabilities in employment by means of visits to their workplaces or inquiries made by letter or telephone. As for job referrals, the PESO is in charge of this. The Local Center is cooperating, for example, by accompanying the clients to the Security Office for their job referrals. 3.

The subject of operations About 30 years ago when the Vocational Centers were being set up, persons with physical disabilities accounted for a larger part of the clients. Afterwards, the ratio of the clients classified by the types of disabilities gradually changed. Now, the percentage of persons with intellectual disabilities is the highest of all while persons with mental disabilities indicate an increasing trend. Also, the number of clients with severe or duplicate disabilities has exceeded the number of those with mild or moderate disabilities. Such changes do not mean that persons with mild or moderate disabilities, who were the subject of Vocational Centers in the early stage, decreased in number. As a matter of fact, there is no need for them to take the trouble of coming to the Local Centers because more job opportunities are now offered to them than in the past. In short, we may say that the accumulation of employment results of each person with disabilities over the past few decades has deepened the understanding of society toward persons with disabilities and that, at the same time, the attitude of society to receive these people as employed workers has fully taken root.

4.

Services provided for the employment of the clients It was stipulated at the initial stage that Vocational Centers carry out vocational counseling and the evaluation of vocational ability of the clients while providing services to employers including advice to employers who employ persons with disabilities on the improvement of employment management, working facilities, and supplemental tools as well as the provision of information on employment and appropriate vocation. Later in 1987, full-scale implementation of “work preparation training” for persons with intellectual disabilities, etc., took place and was introduced to all Local Centers as a 7-year plan. Also, a 6-year plan of “vocational courses” for persons with visual disabilities with cerebral palsy, etc., starting from 1988, and an 8-year plan of supportive programs for on-the-job adjustment training” for persons with intellectual disabilities, persons with mental disabilities, etc., starting from 1992 were introduced to all Local Centers. Further, full-scale implementation of vocational independence support programs for persons with mental disabilities using local employment support network and of job coach programs that comprise supportive programs for on-the-job adjustment training were conducted from 1999 and from 2002, respectively. Support programs for persons with mental disabilities will be introduced to all Local Centers in succession in the future. Job coach programs were started this year at all Local Centers. In this way, Local Centers have been carrying through various types of projects (see the endnote) to place in employment the clients who find it difficult to get a job.

5.

Problems awaiting solutions and future prospects

Talking apart, changes seen in the clients and the introduction of new projects exercised great influences on the basis of Local Centers’ operations. An increase in number of the clients with severe or multiple disabilities and of those with mental disabilities has taught us that, when formulating vocational rehabilitation plans, we cannot obtain sufficient information precisely only from the traditional vocational evaluation method that has so far been conducted. In other words, it implies that, vocational evaluation of the clients will be more effectively conducted if we make the most of practical working scenes and actual workplaces. Also, the diffusion of social understanding regarding the employment of persons with disabilities has brought about changes in our way of thinking when we draft vocational rehabilitation plans. Until now, vocational rehabilitation plans have been formulated as plans to point the direction the clients should follow. At present, those plans must describe support programs carried out at Local Centers as well as targets in concrete terms when the clients find employment or develop their vocational adaptation. It should clearly show the process until the clients find employment and secure stability in their vocation on the premise that they will get a job. In addition, job coach programs, which have been fully implemented from this year by Local Centers, include job coaches assigned to Local Centers as well as the staff members of medical, welfare facilities etc. in the locality with which Local Centers have a cooperative relationship. They receive training at Local Centers to become job coaches and give support in that capacity to persons with disabilities, employers, and the families of persons with disabilities to promote workplace adaptation of such persons. It has been a long time since the importance of cooperation and networking with organizations concerned was advocated for the promotion and stability of persons with disabilities. This project is one of such activities in concrete terms. This also means that the vocational rehabilitation project initiated on the government level has made a start as an operation deeply rooted in the community. It may also be said that this is the first step of new development in vocational rehabilitation in Japan.

Behavior observation

Formulation of vocational rehabilitation plans

Job trial system Work sample system Psychological, physiological tests Interview, examination

Chart: The evaluation method system of vocational ability, aptitude, etc., of the clients at Local Centers

(Note) ＜Work Preparation Training ＞ ●Intellectually disabled persons attend an 8-week course at a work preparation training facility where actual workplace conditions have been recreated as faithfully as possible. By way of simple tasks the course aims to help participants to achieve vocational motivation, physical strength, social abilities and other work habits needed for employment. ＜Vocational Courses＞ ●For persons who have physical disabilities such as visual impairment and cerebral palsy, instruction is provided in basic computer operation and other knowledge and technical skills necessary to gain employment. ＜ Vocational Independence Support Programs for Mentally Disabled Persons Using Local Employment Support Networks＞ ●Based on a concerted approach by local welfare, medical and other organizations, programs including work experience and person-to-person technical training are implemented in order to provide a smooth transition to work preparation training for mentally disabled persons and to encourage them to gain vocational independence.

Basic Flow of Operations at Local Vocational Centers for the Disabled

Persons with disabilities

Organizations concerned

Employers

Hello Work (public employment security office)

Organizations concerned

Local Vocational Center for Persons with Disabilities

Receiving (acceptance) operation

Guidance on using other institutions

Receiving (intake) operation { Grasping and confirming the chief complaint { Explanation of the functions of the Center { Reconfirmation of the client’s will to utilize the Center

Operation to judge intellectual disabilities Operation to judge severe intellectual disabilities

(Acceptance) { Creation of a guidance book for persons with disabilities { Registration of the regular operation report system

{ Grasping and confirming the chief complaint { Explanation of the functions of the Center { Reconfirmation of the client’s will to utilize the Center (Acceptance) { Creation of a guidance book for persons with disabilities { Registration of the regular operation report system

Guidance on how to use other institutions

(Operations related to employers)

(Operations related to persons with disabilities)

Assessment of vocational ability and aptitude

Supporting operations connected with acceptance (before employment)

Interview/examination Implementation of various types of tests (Including the work sample method and the job trial method) Formulating a vocational rehabilitation plan

Work preparation training Vocational courses

{ Improvement of facilities and equipment { Improvement of supplemental tools { Adjustment of job contents and working environment { Advice on employment management, etc.

Contacting organizations concerned

Vocational rehabilitation counseling operation { Counseling before the creation of a vocational rehab plan. { Counseling after the creation of a vocational rehab plan. { Guidance and advice given to the family, etc.

Workplace adaptation guidance operation { Selection of clients for workplace adaptation guidance { Grasping and analyzing factors impeding workplace adaptation { Implementation of workplace adaptation guidance

Cooperation with job referrals conducted by the public employment security office (accompanying job applicants to the office, etc.)

Supporting operations connected with acceptance (after employment) Supporting operations connected with acceptance (same as before employment)

Cooperation with organizations concerned

Supporting operations carried out by “job coaches” (supporters in vocational adaptation training)

Vocational assessment operation (Including judgment of persons with intellectual disabilities and persons with severe intellectual disabilities)

Development of Measures Implemented to Persons with Disabilities and the Transition of Vocational Centers for the Disabled Dec. 1947 April 1949 May 1952 July 1960

Sep. 1967 Oct. 1968

Enactment of Public Employment Security Law Enactment of Law for the Welfare of Physically Disabled Persons Decision of vocational rehabilitation support measures for physically handicapped persons Enactment of Physically Handicapped Persons’ Employment Promotion Law ⋅ Implementation of workplace adaptation training ⋅ Setting up the employment quota of physically disabled persons (obligation to devote efforts) ⋅ Research and development to clarify appropriate jobs for physically disabled persons and to improve working facilities ⋅ Setting up the Employment Deliberative Council for Physically Disabled Persons ⋅ Application of workplace adaptation training for intellectually disabled persons ⋅ Revision of the employment quota of physically disabled persons

March 1972

April 1974 Oct. 1976

Inauguration of Tokyo Vocational Center for the Physically and Mentally Handicapped (47 Centers were established across the country by 1981.) Enlargement of the scope of physically disabled persons (including internal disabilities) Revision of Physically Handicapped Persons’ Employment Promotion Law ⋅ Strengthening the employment quota system for physically disabled persons (employment obligation) ⋅ Creation of the employment levy system for physically disabled persons ⋅ Appointment of vocational life consultants for physically disabled persons ⋅ Notification of the dismissal of physically disabled persons ⋅ Establishment of Association for the Employment of the Physically and Mentally Handicapped ⋅ Application of the above law to intellectually disabled persons

June 1979

Start of operations at the Comprehensive Spinal Cord Injury Center Inauguration of National Vocational Rehabilitation Center for the Disabled

Dec. 1979 Dec. 1980

Partial revision of Physically Handicapped Persons’ Employment Promotion Law ⋅ Setting up the new special employment management grant for severely disabled persons, etc. ⋅ Setting up the new ability development grant for physically disabled persons, etc. ⋅ Setting up the new employment education grant for physically disabled persons, etc.

Feb. 1981

May 1981

Partial revision of enforcement regulations for Physically Handicapped Persons’ Employment Promotion Law ⋅ Enrichment of the special employment management grant for severely disabled persons, etc. ⋅ Abolition of the housing security grant for physically disabled persons, etc. and of the grant for appointing instructors for physically disabled persons, etc. ⋅ Continued existence of the employment management grant for severely disabled persons, etc. Partial revision of enforcement regulations for Physically Handicapped Persons’ Employment Promotion Law ⋅ Creation of the workplace adaptation grant for severely disabled persons, etc., and abolition of the employment management grant for severely disabled persons, etc. ⋅ Revision of the grant for provision of facilities, etc., in enterprises employing a large number of severely disabled persons

July 1982

June 1983 June 1984

Oct. 1984

Setting up a preparatory committee to conduct research for the establishment of a comprehensive rehabilitation center. Adoption of ILO convention recommendations on vocational rehabilitation and employment Partial revision of Physically Handicapped Persons’ Employment Promotion Law ⋅ Transfer of operations related to levy Partial revision of ministerial ordinance and enforcement regulations for Physically Handicapped Persons’ Employment Promotion Law ⋅ Functional disabilities of the bladder and rectum are added to the scope of physically disabled persons

July 1985

Aug. 1985

April 1986

Oct. 1986

Implementation of trial vocational preparation training for intellectually disabled persons at Vocational Centers for the Physically and Mentally Handicapped (Tokyo and Osaka) Setting up a subcommittee in the Employment Deliberative Council for Physically Disabled Persons (Examination of the application of the employment quota system to intellectually disabled persons) Partial revision of enforcement regulations of Employment Measures Law (Implementation of workplace adaptation training for persons recovered from mental disabilities, etc.) Partial revision of ministerial ordinance of Physically Handicapped Persons’ Employment Promotion Law ⋅ Expansion of the scope of physical disabilities (Addition of disabilities of the small intestine)

May 1987

Partial revision of Physically Handicapped Persons’ Employment Promotion Law ⋅ Expansion of the subject of the law from physically disabled persons to all disabled persons ⋅ Enriching measures to stabilize employment in addition to the promotion of employment ⋅ Counting the number of intellectually disabled persons when computing the actual employment rate ⋅ Expansion of the subject of adjustment allowance and rewards for employing physically disabled persons also to intellectually disabled persons ⋅ Unification of operations related to vocational rehabilitation to the Japan Association for Employment of the Disabled

June 1987

Inauguration of the Kibi Kogen Medical Rehabilitation Center Full-scale execution of work preparation training at Vocational Centers for the Physically and Mentally Handicapped (The training will be executed at 47 Centers across the country according to the 8-year plan of ’87 to ’94) Enforcement of “Law for Employment Promotion, * The Association for the Employment of etc., of the Disabled” Enforcement of “Government the Physically Handicapped changed its Ordinance for Amending a Part of the Enforcement name to the Japan Association for Order of Physically Handicapped Persons’ Employment of the Disabled. The Employment Promotion Law” name Vocational Centers for the Physically and Mentally Handicapped ⋅ Raising the employment quota rate of the was changed to Local Vocational Centers physically disabled for the Disabled. Unification of vocational rehabilitation operations with the Japan Association for Employment of the Disabled. Implementation of vocational lectures at Local Vocational Centers for the Disabled. (The lectures will be given at 47 Centers across the country according to the 6-year plan of ’88 to ’93) Setting up branch offices of Local Vocational Centers for the Disabled (five offices) Trial implementation of supportive-programs for on-the-job adjustment training (in Tokyo and Hyogo Prefecture) Inauguration of National Institute of Vocational Rehabilitation Full-scale execution of supportive programs for on-the-job adjustment training at Local Vocational Centers for the Disabled (The programs will be executed at 47 Centers across the country according to the 8-year plan of ’92 to ’00) Partial revision of Law for Employment Promotion, etc., of the Disabled ⋅ Designation of Employment Support Centers for Disabled Persons ⋅ Creation of new grants and expansion of existing grants

July 1987

April 1988

July 1988

June 1989

June 1990

Nov. 1991 June 1992

March 1994

April 1997

Sep. 1997

Nov. 1998

Partial revision of Law for Employment Promotion, etc., of the Disabled ⋅ Expansion of the employment quota system ⋅ Putting grants in order ⋅ Relaxation of designation requirement for Employment Support Centers for Disabled Persons ⋅ Application for subsidizing measures for short-time workers who are intellectually disabled ⋅ Change of the payment standard for adjustment allowance and rewards Proclamation of “Government Ordinance for Amending a Part of the Enforcement Order of Law for Employment Promotion, etc., of the Disabled” ⋅ Expansion of the scope of mentally disabled persons ⋅ Setting up the employment quota for disabled persons (raising the employment quota) ⋅ Abolition of exceptions in determining the amount of adjustment allowances, etc., in case of merger, etc., of employers who are legal entities Proclamation of government ordinance for amending a part of the enforcement regulations of Law for Employment Promotion, etc., of the Disabled ⋅ Expansion of the scope of physically disabled persons (Disorders of immune function caused by the human immunodeficiency virus were added.)

April 1999

June 2000

April 2001

May 2002

Partial revision of Law for Employment Promotion, etc., of the Disabled ⋅ Computation of employment quota by business group ⋅ Reviewing the exclusion rate system ⋅ Creation of support services at the employment/social skills support centers for disabled persons ⋅ Creation of the job coach project ⋅ Promotion of the employment of mentally disabled persons

Full-scale implementation of support services for the vocational independence of mentally disabled persons at Local Vocational Centers for the Disabled making use of the local employment support network (The services will be provided in turn by 47 Centers across the country from ’99.) Execution of support services by supporters of workplace adaptation training (job coaches) at Local Vocational Centers for the Disabled (a pilot project) Implementation of programs to create employment opportunities for disabled persons (Entrusted by the Ministry of Health, Labour and Welfare) * Full-scale implementation of support services by supporters of workplace adaptation training (job coaches) at Local Vocational Centers for the Disabled (inaugurated simultaneously at 47 Centers across the country)

Session Ⅲ Vocational Rehabilitation II (Ability development including skill training, development of job area)

Chairperson Mr. Yasuo Tanaka (National Kibi-Kogen Vocatinal Rehabilitation Center for Persons with Disabilities：JAED) Speakers Mr. Abdul Rifai Mas （Director National Vocational Rehabilitation Centre for Physically Disabled People,Indonesia） Ms. Kim Young Ae （ Assistant Manager Vocational Rehabilitation Bureau Korea Employment Promotion Agency for the Disabled) Ms. N. J. Pathirana （Department of Social Services,Sri Lanka） Mr. Masatoshi Hirakawa （National Vocational Rehabilitation Center for the Persons with Disabilities：JAED）

Vocational Rehabilitation of Persons with Disablities in Indonesia Abdul Rifai Mas Director National Vocational Rehabilitation Centre for Physically Disabled People I.

INTRODUCTION. The population of PWD in Indonesia is about 6.623.000. persons ( 3,11 %) from the whole Indonesian population. From that total population of PWD include : The blind/visual disabled about 0,90 %, the physically disabled about 0,85 %, the deaf and mute about 0,35%, the ex chronic diseases leprocy, TBC, stroke etc about 0,65%, mentally disorder and psychotic 0,40 %. More than 80 % of PWD in Indonesia have low basic education ( elementary school and below). In general they life in a poor condition, less job, less education, less protection, less motivation to be independent. They stay scattered in all region in big and small cities, villages and remote area. It is estimated that the number of severe disabled in Indonesia about 1,8 million people, consist of double handicapped, mentally retardation, psychotic, paraplegic, and other serious physically disabled. There is not jet accurate data regarding to the severe disabilities in Indonesia recently. According to the Indonesian Law No.4 /1997 regarding to PWD stated ; Article 5, Every disabled people has the equal rights and opportunities in all aspect of life. Article 6, Every disabled people has the right to obtain : 1. Education in all units, programs, type, level of education. 2. Employment and to a better living, befitting for human beings, according to their disabilities, education, and abilities. 3. Equal treatment to participate in national developments and to enjoy its out put. 4. Accessibility to their self reliance. 5. Rehabilitation, social assistance, and social welfare standard maintenance. 6. Equal rights to encourage talents, abilities, and social life, especially for children with disabilities living in their family environment and community. Article 7, Every disabled people has equal obligation to life in the community, nation and country. Article 9. Every disabled people has equal opportunity in all aspect of life. Article 13. Every disabled people shell have equal opportunities to obtain employment to their disabilities. Article 14. State and private companies shell give equal treatment end opportunities to the disabled people by employing them et the companies according to their education, and abilities as well. The quota ( 1 %) shell be adapted to the number of employees existing and or qualification of the company.

II. THE VOCATIONAL TRAINING FOR PWD IN INDONESIA. The term of Vocational training and vocational rehabilitation in Indonesia has the same meaning. Vocational training/Rehabilitation is the process of transfer of knowledge attitude and skill to obtain proper job skill and help them to get appropriate job. Traditionally the vocational training (call vocational rehabilitation) in Indonesia is conducted in the process and as a part of social rehabilitation system. Implemented In institutional care as well as non institutional care. The type of institutional care centre run by the government (Ministry of Social Affairs) are : ・7 Social rehabilitation centres for physically disabled with total capacities 1095 clients. ・19 Social rehabilitation centres for blinds with total capacities 1667 clients. ・4 Social rehabilitation centres for deaf and mute with total capacities 300 clients. ・9 Social rehabilitation centres for mentally disabled with total capacities 1000 clients. ・1 Social rehabilitation centre for ex chronically desease/leprocy with 100 clients capacities. Another rehabilitation centres is running by Non Government Organization with the capacity more than Government owner. The duration of the process of vocational rehabilitation more or less a year including 60 % time for vocational training activities. The type of non institutional /the community based rehabilitation system

are :

・Small vocational training work shop ( LBK ). There are 272 LBK in Indonesia with capacity 15-20 each. The duration of services about 4 months, located in Districts area. ・Small income Generating Scheme Groups ( KUBE). This groups develop and sponsored by rehabilitation centre and vocational training centre for alumni to set up and manage their entrepreneurships business related to their skill, the number of the group are 4-5 persons. There are more than 4000 units in Indonesia. ・The Mobile rehabilitation units The content of each unit are, small bus, equipment, materials, audiovisual tools, instructors, medical doctors, assessors etc. Their duty are conduct information services, assessments, medical check, demonstration, basic and simple vocational training, referral systems. The duration is about 2 weeks. The location is in the sub District. ・The Resettlement area for ex Leprosy. The purpose is to refunction the social life of ex leprosy to be able to integrated with community surrounding. And to acknowledge community surround that the ex leprosy ca live together with them. In this place they get vocational training, and social as well as economic assistance. Generally the quality of vocational rehabilitation is low and very basic because of the basic education of the clients is low, as well as the instructors, equipment, materials, curriculum and methods of training is basic, out of date and low too.

In this case the vocational training is a part of social rehabilitation, and vocational training is a vocational treatments too. Some people call vocational training in social rehabilitation as pre vocational training. Most of those who joint social rehabilitation come from the low and middle social economic class of people. Those come from high social and economic class mostly get high school, get better vocational training, because they can joint the public education and joint the special private vocational training. The job less problem usually faced by those coming from lower social and economic class, event the rehabilitation programs is free of charge. III. VOCATIONAL TRAINING IN THE NATIONAL VOCATIONAL REHABILITATION CENTER ( NVRC ). CIBINONG. The NVRC Cibinong is the only one and the first Vocational rehabilitation centre in Indonesia for physically disabled persons run by Government c/q Ministry of Social Affairs. This centre conduct the advanced vocational training for physically disabled After they joint the social rehabilitation in social rehabilitation programs. NVRC was established in 1997 As a token of friendship and cooperation between the Government of Japan ( Japan International Cooperation Agency) through Japan’s grant aid with a total amount of 1,65 billion Yen (35 billion rupiah). The mission or purpose of NVRC is develop and improve a vocational rehabilitation system in Indonesia which will support persons with physical disabilities to become socially and economically independent by obtaining a place of work. In order to achieve the goal, a vocational training is provided for those with physical disabilities to be employ and improve their capabilities so that they may find suitable employment according to his or her aptitude and ability. To conduct the main task effectively and efficiently, human resources development in the field of vocational rehabilitation is essential. From such viewpoint, a joint cooperation project has been implemented since December 1997 under a Project Type Technical Cooperation (PTTC) scheme by JICA. The cooperation period is for 5 years, and in completion of the project, it is expected that the welfare of those disabled people will be improved through empowerment activities. JICA play an important role in the process of transfer of technology to Indonesian Counterpart in this field of vocational rehabilitation.

1. 2. 3. 4.

The Main Task and function of the NVRC are ; To conduct advanced vocational rehabilitation services to physically disabled people, Conduct staff training in the field of vocational rehabilitation and, Conduct research and development in the field of rehabilitation for disabled people. Conduct the general administration and management as a support activities.

Other function of NVRC in the National context are : 1. NVRC is a centre of centres in the fiel of vocational training. 2. NVRC is a model of vocational training/rehabilitation. 3. NVRC is a centre of vocational training networking. 4. NVRC is a centre of excellence by the year of 2010 in the field of rehabilitation Of disabled people. 5. NVRC is a centre of vocational rehabilitation referral system. Vocational Rehabilitation IN NVRC Cibinong. 1. Recruitment and Vocational Assessment.

a. Objective To recruit eligible and capable client suitable for advanced vocational training. b. Target Physically disabled person who have been trained at PRSBD, PSBD, LBK or other centres, and those having an ability and willingness to be trained in their respective technical field. c. Selection test The assessment of their physical mental, social and vocational aspect will be applied to applicants to evaluated their ability and to find out the suitable skill to be trained. These test will be conducted by trained psychologist, social workers (assessor) at PRVBD/PRSBD/PSBD. 2. Vocational Training The objective of vocational training is to be a full skill worker in such field. There are five training course with duration 12 months, 10 months for workshop in NVRC and 2 months on job training ( magang). a. Computer This course offers a professional ability in computer operation using various application software, accounting package system, word processor, dBase, network system, programming as well as computer maintenance. b. Machine Sewing The training provided covers sewing of clothes for women, children and men, teaching them skills in design, measuring, pattern making, cutting, and finishing c. Design Graphic & Printing The training provided covers; 1) Pre-press services; Computer graphic design, image processing, color separation, film making, plate making. 2) On-press services; printing 3) Post-press services; finishing, binding. d. Metal Working This course covers three technical field; 1) Machining work; Lathe, grinding machine, milling machine, shaping machine, drilling machine 2) Welding; Arc welding, gas welding, organ welding, and tic welding. 3) Internal Combustion Engines Two and four stroke engines, and small diesel engines. e. Electronics The training provided covers; 1) Low-tension current Repairing of radio cassette tape recorder, TV, regulator and communication equipment. 2) High-tension current Repairing of washing, refrigerator, air conditioner, motor/ dynamo, and installing of electricity. 3. Resocialization and Aftercare a. Vocational guidance The guidance in job selection is conducted based of trainees requests, abilities and future plans etc. As well as guidance in solving individual problems that may become obstacles to achieving their goals. b. On Job Training and Job Placement.

This section collects data on companies which have possibilities of employing trainees of the NVRC IN cooperation with related institutions, such as the ministry of manpower ,APINDO etc. it further conducts the placement of the trainees based of these data considering their request and abilities etc. As one of the processes of the placement activities, on the job Training (OJT) is conducted at companies for two months according to the trainees abilities and conditions. The purpose of the OJT is to get them to have confidence in working and to raise their adaptability to the companies engaging in actual jobs. On the other hand, for the companies, they will get to understand the degree of the trainees skills and adaptability to the job through the OJT. The trainees are expected to be employed by these companies. c. Aftercare (Follow up) As a part of the follow up activities, the condition of the graduate in their respective work place and communities are monitored, and if necessary, guidance and assistance on various kind of work related aspect are offered to ensure that they adapt and settle smoothly to the environment these activities are done in cooperation with other related institution. The process of Vocational Rehabilitation in NVRC include : ・Recruitment activities. ・Vocational assessment and guidance. ・Placement into appropriate job skill training/selection including dormitory system. ・Process of vocational training in work shops. ・On job training (magang). ・Job placement and guidance. ・ After care services. The duration of vocational rehabilitation including on job training is a year. The client selected from all over Indonesian region, age 17-30 years, man and woman, Minimum education junior high school, has basic vocational training, no medical care indication. All client stay in dormitories. The main facility are : Work shops, dormitories, offices, multipurpose hall, dining room and kitchen, library, meeting rooms, sport and music, health clinic etc. All facility given are free of charge. There are 90 official personnel in NVRC including Instructors, social workers, assessors, supports personnel. The result of the vocational rehabilitation programs are 67 % directly get a job in the process of on jog training, from 100 client target every year. NVRC develop the networking system with the authority concern like Ministry of Men power, Ministry of trade and industry, Association of trade and industry (APINDO), Local government for many purpose especially on job training and job placement for the clients, and developing the vocational rehabilitation system in Indonesia. NVRC IN THE FUTURE. In the future time NVRC become : ・Center of centres in national level in the field of Vocational rehabilitation. ・Center of excellence in the field of vocational rehabilitation. ・The capacity improve from 100 to 160 clients, including additional skill training. ・Networking and on line system with other institution concern.

・Cover the blind, deaf and mute and to be clients. The negative and the positive aspect. Negative aspect, From August 1997 Indonesia was hit by a severe monetary and economic crisis, and shown decrease until minus 14%. At the same time there was a big changing in the political orientation, as well as social and economic orientation. Government reformation give more independent to the local government through decentralization policy. The liquidation of the ministry of social affairs (2 years Gus Dur era) was seriously affected negatively to the measures of welfare of PWD. An internal condition of PWD it self is a special barrier condition for them to be developed like, mostly low education, low skill, low nutrition, low mobility, low accessibility, low self confident. The external condition like lack of accessibility, under estimate to the ability of PWD, rejection of employer, over protection of the family are still a big issues to be overcome. The Indonesian geographic condition s not support the effort to improve the welfare of PWD. There is no budget priority for the improvement of welfare effort for PWD from the budget policy maker. For the severe PWD recently is not jet got enough attention from those concern. Positive aspects; Indonesian people in general have a good will to improve the welfare of PWD in many ways as follows: ・Set up and declared a very important low and regulation regarding to the PWD (low no 4/1997 and Government regulation no 43 1998). ・PWD has an opportunity to be equal with non PWD in all aspect of life. ・More Non Governmental organization raised/set up in the field of services for PWD. ・More attention given to the Asia and the Pacific decade for PWD 1993-2002. ・Step by step the promotion and implementation of Law no.4 1997 is improve including 1 % quota of job is for PWD. We do hope that the Indonesian economic crisis soon recover than more PWD accepted in the job market, more budget given for vocational rehabilitation, more PWD got independent living. Bogor, Indonesia, August, 2002

Current Status and Perspectives on Korea Vocational Ability Development Training for the Disabled Kim Young Ae Assistant Manager Vocational Rehabilitation Bureau Korea Employment Promotion Agency for the Disabled Introduction The Employment Promotion for the Disabled has been activated since the "Employment Promotion Law for the disabled" was established in Korea in 1990. However, the disabled with low skill level and poor educational backgrounds have difficulty getting jobs in the current labor market where ability and competition are the dominant principles. Even when they are employed, the disabled suffer from low-incomes and poor working environments. These problems create a crisis which distorts the original intention of this legislation. In order to cope with this problem, the disabled must have abilities which are needed in the general labor market. There are ways to improve their abilities, but the most important step is the development of their vocational abilities and jobs. This report aims to review the vocational ability development of the disabled and discuss future perspectives towards more effective projects. 1. The status of vocational ability development training (VADT) ■ The status of related laws There are three kinds of laws which address the issue of VADT in Korea. ㅇ Employment Promotion and Vocational Rehabilitation Law for the disabled: Ministry of Labor ㅇ Welfare for Disabled Persons Act: Ministry of Health and Welfare ㅇ Special Education Promotion Law: Ministry of Education and Human Resource development ■ The status of vocational training institutes under KEPAD The VADT for the disabled has been managed by the vocational training institutes under the Ministry of Labor. There are public or private vocational training institutes for both the disabled and the non-disabled. The government has also established public vocational training Institutes under the KEPAD (Korea Employment Promotion Agency for the Disabled) for the Disabled; there are three vocational training institutes. In addition, EDI (Employment Development Institute) was established under KEPAD in 2000. EDI which performs vocational counseling & evaluation, vocational guidance, services for developing vocational ability, and developing on-the-job training & training manuals to extend the job opportunities for the severely disabled provides a critical turning point for VADT. ■ The status of supporting to other vocational training agencies In order to provide various training programs for the disabled, the government designates vocational training agencies and support training cost. There are 108 agencies to be designated as "vocational training agency - public vocational training facilities, public authorized facilities, special school, vocational rehabilitation facilities, and massage training institution" in 2002. KEPAD provide assistance for training programs, trainers, trainees and support loans for building facilities and purchasing training equipments etc.

Vocational Training Institute quorum (for a year) Division Training courses Total llsan Daejeon Busan EDI Total

560

210

Machine

CAD&CAM

65

30

Electronics

Electronic Equipment

80

30

Multi-media Engreeing

50

50

Info-tech Data Processing engineering Information Technology Design

Handicraft

15

90

15

140

120

20

15

20

15

15

45

15

Computer-applied Design Engineering Fashion design

35

15

20

20

Interior Handicraft

20

20

Jewely Handicraft

45

30

20

15

Industry Graphic Arts&Media 50 30 20 Application Architure Computer - applied 20 20 Architectural Design Service Confectionary&Bread 35 15 20 Making Simple Transitional 80 15 20 15 Work Employment Program □ Training period: 1~2 yr. □ Kind of disability: all kind of disability. □ Jeonnam, Teague vocational training institutes which were established in September have new training courses such as telemarketing, animation, foundation and so on. 2. The problem of vocational ability development training Most trainees who complete the vocational training courses are employed -the average employment rate is 90% in vocational training institutes under KEPAD. In some cases, their jobs have nothing to do with training they completed, and workers are unsatisfied with their wages and working environment. These problems were caused by factor listed below. ■ The rigidity of training courses So far, the training courses have been molded by what the training institutes can provide, rather than what the trainees need and prefer, or what the labor market and employers demand. The vocational training has been carried out by courses, instructors, equipments which have been around since the vocational training institutes were established in the beginning. Once implemented, it is extremely impractical to change the curriculum, because of the difficulties involved in converting the equipment for other uses. When the old, useless training courses are abolished and replaced with new ones, the instructor’s employment security is a serious problem. It is difficult to discharge the job instructors and hire newly qualified instructors as changes occur. Although, they have to gain new technology and skills, but it is impossible to update themselves in short time and vocational training institutes actively could not provide the chance of re-education to instructors. By this reason, vocational training courses can not catch the changing of the labor

market. ■ The lack of training system based on trainees ability It is ineffective that vocational training institutes provide equally training process to all trainees who have individualized specific character in type and degree of disability, age, and educational background. But the vocational training agencies can not provide training based on individual learning ability because they have already planned training process. Therefore the instructors are inevitability obliged to provide the level of elementary process and the planned training curriculum will not finished. As mentioned before, the selection of training courses is important but it is crucial to evaluate trainees abilities and provide suitable training program on each trainees abilities, especially for the severely disabled. 3. The perspectives of VADT The problems which are mentioned above can be summarized into two questions; "What should we teach?" and "How can we raise the efficiency and effectiveness of the training system?". In order to get the goal and equip effective training system, there are several suggestions. ■ The selection of suitable training courses In order to select suitable training courses, there are two point of view considered: the demand of labor market and employer, plus the difficulties of severely disabled employment. □ Analyzing labor market trend Analyzing labor market trend is important to decide vocational training courses and choose the vocational training methods. The present age is the society of technology & information. Technology and information are the source of productivity and economic growth in the future society. Therefore, the "information fields of work" which is closely connected with production, processing, sharing will be increased. The courses of technology and information are specialized, subdivided and changed in high speed. At the same time, the society of technology & information change the paradigm of VADT. □ Recognizing the demand of employer Companies are organizations that pursue profits through hard competition in the market. So they inevitably need workers with high abilities and skills, but it is impossible expectation that to expect employer hire the disabled for the purpose of well-being. Finally the training goal is to train trainees whom the companies want to hire. In Korea, the companies prefer experienced workers who are able to work instantly to newly recruited and inexperienced workers. Because, providing training program for inexperienced employee is considered to be paid cost. Therefore it is difficult to get a job if the trainees don't have the skills and certain level of experience as matured workers. It is essential for trainees to have complex technology and skill in various fields which are needed in company and labor market. It is also desirable that training courses must be based on the ‘on-the spot curriculum'. For example, 'Daeduk College in Chungnam' has established a tire engineering courses for the request of 'Hankook Tires'. ■ Job Development for the severely disabled Development of job area is the process of expanding the job area in which the disabled especially the severely disabled- can be hired. However, the suitable training courses are selected as mentioned above, it is as difficult that the severely disabled are employed as ever. So, it is important for the severely disabled to find the fields which can employable considered degree and kind of disability. In some cases, the job area in which the trainee can

perform adequately can be expanded by organizing supporting system. In other cases, new jobs are developed and the trainees need to be given special training: for example, "health keepers" for the visual impairment. If job analysis for individual is performed on diverse channels and social conditions come to be improved, the employable job area for the severely disabled will be enlarged. Besides, there are several important consideration points. In order to keep vocational training course in step with the change of labor market, the chance of re-education must be offered to training instructors because they have to acquire new skills & technology which is requested in general labor market. Another point of view, there is no training courses only the disabled, only the special methods of training for the disabled are existed. □ Facilitating various training methods First, there is reinforcement of individual-ability based training methods, There are flexibility methods that the training service are provided training planning based each trainees level. These methods are " training focused trainees". Within these methods, the instructors play an important role as assistant and guide. And through this methods adaptation, it is possible to reach the training goal (aim). Second, the methods, which are known for "projected training methods, are emerged as new ones. These curriculums consist of vocational training courses that make practical application of workplace instantly. Furthermore, it is possible for trainee to have "key qualification" ability such as problem solving ability, logical and creative thoughts, and team-work and so on. The advanced nation already verified these methods, and vocational training institutes under KEPAD have been tried and proved to be effective. Third, it is important for training institute to cooperate with industrial fields. These methods, such as "client-ordered training by industrial-educational cooperation", must be accomplished through the consolidating between vocational training and employment. The vocational training institutes carry out training needed in the company, and they will hire the trainees who have completed training course first of all. These methods provide benefits for two groups. On the part of the company, it is possible to reduce training & OJT (on the job training) cost and the side of vocational training institutes & trainees, it is able to diminish the burden of employment and hardware setting : training equipment, training instructors. Conclusion We are facing a transitioned time in VADT. In order to achieve efficient vocational training system, we used to have diverse viewpoints. This report focused on the followings: First, it is important task to choose suitable training courses considering the demand of labor market and employer. In addition, we need to develop new job area to provide more opportunity to the severely disabled. Second, it is also important to determine the training methods which is suitable to the degree of disability and learning level. Namely, the consolidation of "client-ordered training by industrial-educational cooperation" and "individual-ability based training methods, which has been tried and executed in Korea.

Ability Development Including Skill Training, Development of Job Area N. J. Pathirana Director, Department of Social Services,Sri Lanka Introduction. The total population in Sri Lanka is nearly 19 M. out of which 6% - 8% is considered as Persons With Disabilities (PWD’s). Sri Lankan Persons With Disabilities are categorised in to 07 main groups such as Physically handicapped, Visually impaired, Hearing impaired, Mentally retarded Mentally ill, Speech impairment & Multiple handicapped. We do not have proper statistics regarding these categories but it is assumed that 1% of the total population as Visually impaired, another 1% as Hearing impaired. Anyway correct information could be obtained in another few months once the Department of Census & Statistics completes tabulation of results of the general census held in 2001. As such this paper was prepared based on the estimations made on disability data in the country. Present Status According to estimations & assumptions the number of Persons With Disabilities at present would be around 1.5 M. Out of this approximately 400,000 persons between 18 – 35 years of age could be absorbed for vocational training. At present severely physically handicapped or Mentally retarded persons are not being rehabilitated or trained in vocations due to non-availability of facilities. Although most of the Persons With other Disabilities are eligible for vocational training, only a few of them apply. Out of the applicants about 600 – 10,00 Persons With Disabilities per year are being recruited on the capacity & resources available in training centres run by the Department of Social Services & NGOO. 1. Existing Vocational Training Centres. The Department runs 6 vocational training centres directly under its administration and provide with monthly grants to 12 other vocational training centres run by NGOO. All the centres have to undergo various difficulties in performance of services required for Persons With Disabilities, as the training centres are not properly equipped. The Department of Social Services has introduced more than 32 vocations suitable for Persons With Disabilities. Still some of them are unable to fit into any of these vocations due to their disability level & educational backgrounds. On the other hand some of the Persons With Disabilities like to join training course, which are not recommended for them. For example Persons With Disabilities fit for agriculture wish to learn tailoring or motor mechanism. Those who do not have educational qualifications want to learn electronic or air conditioning. Therefore some students drop out half way due to their inability or dislike to continue with the course. 2. Facilities Available. The Department of Social Services provide all the necessary facilities free of charge for trainees during their training period. Residential facilities are made available in the premises of training centres, a per-diem of Rs. 50 (half a dollar) is given for their meals, medical service and if any assistive devices are needed the Department provide them free of charge. In addition extra curricular activities such as sports, music, dancing, cultural activities, educational tours & many other recreational activities are made available for socialization and integration them in the society. 3. Lack Of Awareness.

Unfortunately, the above information are not disseminated to Persons With Disabilities in rural areas, especially for those who are in low income and uneducated families. Some Persons With Disabilities in areas with geographical barriers have no access to information. In the circumstances, most of the uneducated parents are reluctant to send their disabled children away from homes as they are used to over protect these children. They never allow the disabled child to be independent. As such, even when grown up these children cannot attend to their ADL. On the other hand if they join training courses instructors have to take unnecessary pain to prepare them for training and such children need longer period to complete the training courses. 4. Lack Of Communication. Communication barriers of hearing impaired children is another hindrance. Since hearing impaired children get used to their own sign languages they need time to learn proper signs. When Instructors too are not competent in sign language teaching to hearing impaired trainees become more difficult. Some parents abandon their disabled children and mostly grand parents become the guardians of such children. Those children are normally not geared towards any education or training. Also the facilities available for vocational training are not known to those Persons With Disabilities and need to device a system to disseminate information to such families. 5. Lack Of Accessibility. In Sri Lanka Vocational Training for Persons With Disabilities was introduced in 1950's for the first time in a building complex donated by well wishers. Since the built environment of that centres was not very comfortable a lot of alterations had to be made. Now actions have taken to modify those buildings. At the same time curricular too have to be revised and new vocations suitable for the changing society and the labour market should be introduced to make the training attractive and viable. Accordingly new machinery as well as new technology have to be introduced through re-training the existing staff or recruiting new staff. Actions in this connection is taken slowly due to financial constraints. 6. Employment. Although there is an unemployment problem in the country, employment opportunities are available in technical fields. As such, Persons With Disabilities who complete training courses get employment in the private sector especially in factories in the Free Trade Zone. Non-availability of boarding houses with special facilities, difficulty in traveling by public vehicles, communication problems in working places, have become barriers for Persons With Disabilities to exist in employment due to these environmental problems. 7. Self-Employment. Those who do not find employment in the open market can stand their own by starting self-employment with the tool kit provided by the department. Some times several Persons With Disabilities get together to open up workshops on cooperative basis. Some Persons With Disabilities become failures when they cannot market their produce. Especially when they have to compete with mass scale producers. Even though those who are engaged in self-employment such as tailoring, carpentry, repairs to electronic items, motor mechanism etc. have been successful. Therefore it is necessary to introduce new vocations, which are suitable for their living environment and markets. 8. Vocational Training For Mentally Retarded Persons. In Sri Lanka vocational training courses suitable for mentally retarded and mentally ill persons are yet to be identified. A Japanese voluntary organization has started a biscuit factory in Sri Lanka as a pilot project to employ mentally retarded children. Marketing of their products is not easy and it affects the payment of salaries. Envelope making, reed weaving, sewing are some other areas in which they are engaged successfully but unable to earn for their living.

Hence, they still have to depend on others. Parents or guardians of mentally retarded children wish to keep them in training centres as long as possible due to these reasons. How ever, there are instances where the Mentally Retarded have become successful in their efforts. 9. Vocational Training For Mentally Ill Persons. Vocational training for mentally ill persons is lacking in the country as they are considered as incurables. Some efforts are now being made by NGOO on vocational training for mentally ill persons to keep them occupied. The stigma attached to the mentally ill is a barrier for their rehabilitation and employment. As such awareness raising is very essential to improve vocational training and employment for Mentally ill persons. 10. Achievements. Considering the present situation of vocational training as a whole the progress that has been achieved during the recent past is satisfactory. a)

International Co-operation & Collaboration. With the declaration of the International Year of the disabled in 1981, subsequently from 1993 – 1992 as the Decade for Persons With Disabilities, and ESCAP declaration of 1993 – 2000 as a Decade for Persons With Disabilities have paved way for creating awareness of the abilities of Persons With Disabilities to a certain extent. International collaboration has contributed much for the improvement of training and employment in many ways. JICA [Japan International Cooperation Agency] by providing volunteers who expertise in vocational rehabilitation, sports and many other areas have helped in raising awareness and giving training to local instructors attached to vocational training centres. SHIA [Swedish Organization of Handicapped International Aid Foundation] is playing a very important role for the upliftment of employment. Especially the improvement of sign language interpretation has encouraged employers to recruit Hearing impaired trainees in their factories. The International Conference on Employment for Persons With Disabilities held by the Department of Social Services in collaboration with the Japan Association for Employment for the Disabled in1998 has laid a foundation for a new era in vocational training and employment for Persons With Disabilities. As a result of the participation at that conference Employers Federation of Sri Lanka has taken a lot of initiatives to persuade employers to provide employment to Persons With Disabilities. This is a very encouraging situation, which will open a lot of avenues for Persons With Disabilities in time to come. b)

Intervention At Local Level. The Department of Social Services with sponsorship of a reputed dress making company named “Hameedia” held exhibitions and sales of produce of Persons With Disabilities at the premises of a five star hotel with the view to create awareness of abilities of Persons With Disabilities. As a result several trainees were able to find employment in different companies. Also it made a good opportunity for Persons With Disabilities to build up their identity as persons with different abilities. c)

Organizations Of Persons With Disabilities In addition, several organizations of Persons With Disabilities have cropped up to raise their voices. The Protection of Rights of Persons With Disabilities Act of 1996 passed by the Government too add strength for their demands. On the other hand Parents of Persons With Disabilities are organizing various activities on behalf of their Mentally Retarded Children and Hearing impaired children, which is a good sign for the development of services. The trend now is not to hide disabled children but come forward to educate and train them, as useful members of the family and productive citizens to the country. Therefore support services and other needs of parents & children with disabilities have to be met early to encourage them. 11. Education

Children in rural areas have to travel far to reach school. Proper roads are non-existence and hence no public transport service in these areas. Therefore children with disabilities have to depend on their parents or an adult member of the family. Since poor parents have to work hard to earn for their day-to-day living, taking a disabled child to school become a burden on them. At the school children with disabilities become unhappy due to the inaccessibility to classrooms and toilets etc. and becomes a dropout soon without getting any education. These children find it very difficult to go through advanced vocational training courses. 12. Non-Existence Of Incentives For Employment. The country has not developed a system to provide incentives such as levy, grants, or any other services to persuade employers to accommodate Persons With Disabilities in their companies. Since employment promotion officers are not available awareness raising cannot be expedited. Government has issued Circular instruction to public sector organizations to fill 3% of vacancies with Persons With Disabilities but due to lack awareness of the abilities and capabilities of Persons With Disabilities Government sector too is reluctant to employ these persons. The above factors show that although several efforts have been made the present situation of ability development & vocational training are for behind the required standard. Future Strategies Regarding Skills Training & Development Of Job Area For Persons With Disabilities [PWD]. The Department of Social Services as well as NGOO have established several vocational training centres for Persons with Disabilities, but almost all of them do not cater to persons with severe disabilities such as the severely mentally retarded or Persons with multiple disabilities. Parents of those children suffer mentally and physically for not being able to find ways and means for their rehabilitation, at least some improvement for them to attend their activities of daily living [ADL]. Countries like Sri Lanka are yet to develop infrastructure and other facilities for a barrier free environment for Persons with Disabilities. In this situation the Ministry of Social Services and other relevant authorities have to play an important role to provide accessibility to built environment to remove existing barriers in their activities. Access to education & other needs, free movement, access to public buildings & public transport are the main barriers for Persons with Disabilities to engage in sustainable employment in Sri Lanka. Strategies Consequently, the Ministry and the Department of Social Services have identified several strategies to over come difficulties faced by Persons with Disabilities, especially regarding provision of employment opportunities. 1) Survey On Existing Training Courses. The Department has carried out a survey on ongoing vocational training courses for Persons With Disabilities through a volunteer came from the UK. According to her findings, several training courses and machinery are machinery are out dated and need to modify in line with the labour market demands. As such, steps will be taken to replace those with new training courses required by the open labour market. At the same time the staff will be geared to in-service training to acquire new skills and knowledge. However, special training courses have to be identified for Persons with severe disabilities. 2) Selection Criteria. Suitable vocation for each Person with Disabilities will be decided on medical advice in addition to educational and other qualifications and the desire of the Person with Disabilities. Number of training courses and trainees for each centre will be increased including persons with severely mentally retarded & physically handicapped. Our intention is to accommodate as many trainees as possible with severe disabilities in training institutions, which have hostel facilities.

3) Access To Built Environment. The Ministry of Social Welfare has prepared a building code giving guidance for builders and architects who design and construct public buildings as well as private buildings. Accordingly, the Department of Social Services has designed Persons with Disabilities friendly buildings with all accessible facilities under the modernization of existing vocational training centres programme. Some of the modernized buildings are readily available to start training. The capacity of intake would be increased in future by admitting severely disabled persons as well. This effort was made to realize the concept of full participation of the Persons With Disabilities and their social integration. 4) Child Guidance Centre. Another long-term step taken is the early detection and intervention for the improvement of babies with disabilities. A child guidance centre will be opened in collaboration with the Ministry of Health & JICA to train parents and babies in order to minimise disabilities and also to gear them for ADL as early as possible. It is hoped to make them useful citizens by directing them towards education and possible vocational training when they are grownup. The other objective is to encourage parents to concentrate on abilities of children realizing disability is not inability. 5) Appropriate Assistive Devices Correctly designed assistive devices make the Persons with Disabilities less handicapped and help them to find jobs in the open market. Recently some experts have started a new project to make wheel chairs after assessing the needs of the Persons with Disabilities, which is a good arrangement for the Persons with Disabilities to obtain jobs in the open labour market if Spectacles, Hearing aids & Artificial limbs are properly designed some of the barriers in mobility of Persons With Disabilities could be over come. Awareness raising among the technicians in these fields is necessary in this connection. Apart from individual needs, adaptations are necessary to the machinery, equipment and tools used by Persons With Disabilities in their employment. By developing these equipment persons with severe disabilities could be made more productive in agriculture and certain other manual jobs. 6) Education Since the pre school education is essential to prepare children for the formal school the Department of Social Services has started such pre schools for Hearing impaired & Mentally retarded children. The Department of Education train teachers in special education to teach children with disabilities, especially for the mentally retarded and the hearing impaired. Most of schools now have special classes for these children. Some schools provide opportunities for higher education as well. Therefore new courses such as information technology, repairing and assembling of electronic items, etc. could be introduced to provide more job opportunities to Persons With Disabilities with higher salaries. 7) Agro Based Vocations. It is expected to train severely mentally retarded persons in agriculture and pottery. Food and Agriculture Organization of the United Nation has already initiated action to implement an agricultural project in one of the departmental training centres for Persons With Disabilities. Food processing, canning etc. will be introduced under this project. Sri Lanka being an agricultural country agro based vocations are more appropriate for Persons with Disabilities live in rural areas. They can contribute to family income by participating in agricultural activities, when they undergo training successfully. 8) Community Based Training. Community based vocational training is the most appropriate for Persons with Disabilities in rural areas where facilities for transport or accessibility are lacking. Existing community

rehabilitation committees could provide training resources in those areas where community-based rehabilitation programmes are implemented. In this process parents and family members too could be trained enabling them to assist the Persons with Disabilities to engage in income generating activities gainfully. After completion of training Persons with Disabilities with mobility problems could engage in self-employment while living at home with his own family. Under this programme even the bedridden Persons with Disabilities with spinal injuries etc. could be trained in vocations such as Art, Soft toy making, crochet, and other light handicrafts to earn their living. 9) Sheltered Work Shops Public rail and road transport are not yet accessible for Persons with severe disabilities in Sri Lanka. Until the public transport system becomes accessible alternative solution such as sheltered workshops or hostels close to work places have to be made available. The existing few sheltered workshops should be equipped with necessary facilities to produce, for profit making. A model sheltered work shop has been opened by the Department for Visually impaired women, who do not have any one to take care of them. More centres will be opened after assessing the progress of this centre. 10) Data Bank The Employers Federation in collaboration with the Department of Social Services has established a data bank for employers to obtain information on skill of the Persons with Disabilities through Internet. This should be developed to collect information regarding the type of skills currently in demand for training centres to take action to meet such needs. The Employer’s Federation being the affiliate of country’s business sector employers, they can play a vital role in persuading the employers to recruit more Persons With Disabilities in their business ventures. 11) Abilimpic National Council for Persons With Disabilities obtained the membership of International Federation for Abilimpics which is an important step for the promotion of skill development of Persons With Disabilities. The National council and the Department of Social Services launched Abilimpic competitions island wide for the first time in 2001. 24 events were selected for competitions based on the skills of Persons With Disabilities & availability of facilities at provincial levels. Out of them 65 were selected as most outstanding persons & awarded certificates, souvenirs & cash prices. It made a good opportunity for raising awareness as well as to encourage Persons With Disabilities for skill training. 12) Legislation. The protection of Rights of Persons With Disabilities Act No. 28 enacted in 1996 guarantees the promotion, advancement and protection of the Rights of Persons With Disabilities in the fields of education, vocational training, employment, social security etc. Appointment of a National Council with the participation of organizations of and for Persons With Disabilities is another development under the Act. Also it has provision to create a National Secretariat for the implementation of decision of the National Council. Trust fund for Visually Handicapped Act of 1992 is another piece of legislation which secure & promote social & economic standards of Visually impaired persons in the country. Provision 3% of employment opportunities for Persons With Disabilities in the Public Sector is covered by a circular issued by the Ministry Public Administration. Persons With Disabilities will be secured with equal opportunities to a certain extent with the implementation of above legislation. Conclusions

As a result of the growing concern and understanding of Persons With Disabilities & their different abilities, employment for Persons With Disabilities is being improved. However, promotion of employment cannot be accomplished without understanding of employers who offer jobs to Persons With Disabilities. Thus, public sector as well as NGO sector organizations have a major role to play in creating positive attitudes and better understanding within the society focusing special attention towards employers. As a developing country in Sri Lanka resources are limited for the use of Persons With Disabilities. Hence, equal opportunity and support for their full participation in economic & social life have to be provided within limitations.

Challenges in Vocational Training for Persons with Disabilities in Japan and Its Future Course Masatoshi Hirakawa National Vocational Rehabilitation Center for the Persons with Disabilities 1. Challenges in vocational training for persons with disabilities Following is a summary of challenges in vocational training in the process of present-day vocational rehabilitation. (1) How occupational disability should be assessed Because persons wishing to receive training increasingly have more severe disabilities, individual measures suitable for their disability traits are required for their vocational training. The question is, “What does the aggravation of disabilities exactly mean?” When supporting the vocational independence of persons with disabilities, we need to clarify the causal relationship between disability and the required job execution ability at the time of their securing employment besides taking into account their impairment or functional disabilities. In other words, their handicaps, called occupational disability, must be accurately understood. What is important here is to comprehend occupational handicaps in relation to environmental factors, such as the changes of industrial structure surrounding persons with disabilities and the changes in the labor market and employment situation brought about by technical innovation, etc. It is the tertiary industry that is expected to increase employment in the future, particularly in industries such as information, communications, finance, insurance, healthcare, leisure, and fashion. However, those industries are passive in the employment of persons with disabilities. Handicaps produced from environmental factors, such as the inability of persons with disabilities to cope with such changes of industrial structure or labor market, have not been understood properly. (2) Measures to cope with qualitative changes of disabilities (persons with intellectual disabilities, persons with mental disabilities, etc.) As the scope of training has been expanded from persons with physical disabilities to persons with all types of disabilities, problems have arisen in the training of persons with disabilities other than physical disabilities. That is to say, vocational training for persons with disabilities cannot keep pace with the changes of trainees while the trainees’ composition is greatly changing as seen in an increase of those to whom training is difficult as their disability traits differ from persons with physical disabilities. Specially, for trainees requiring support in all aspects of their social life, such as persons with mental or intellectual disabilities, more personal support than material support is required. Personal support cannot dissolve handicaps through proffering service only once, so the service needs to be extended over a considerably long time. However, there is insufficient expertise of a long-term personal support system in vocational training for persons with disabilities as the training has been so far given to persons with physical disabilities who can achieve vocational independence after receiving training for a limited time. It is to be admitted that training for persons requiring long-term personal support has not been put into effect under such circumstances. 2. Vocational training measures to persons with occupationally severe disabilities Facing the problems of vocational training for persons with disabilities, an attempt is made as follows to sort out vocational training in the process of vocational rehabilitation in relation to occupationally severe disabilities. An occupationally severe disability in plain words is a case where a remarkable difference exists

between the required “job execution ability” and the “ability presently possessed by the individual.” The following two cases can be regarded as distinct gaps between the two. The first is when the required job execution ability is ample, and the second is when the ability presently possessed by the individual is too slight. The former corresponds to measures to cope with diversified changes in the labor market and employment situation brought about by the changes in the industrial structure, progress, etc., of technical innovation. The latter corresponds to cases, such as the higher cortical brain damage or cerebral palsy, where the lack of job execution ability can hardly be reflected in disability grades, and to cases such as persons with intellectual or mental disabilities, where care including support for their daily life is required to carry on their vocational life. Vocational rehabilitation can be regarded as an act to eliminate the distinct gap between the required job execution ability and the ability presently possessed by the individual. Also, in vocational rehabilitation, there are the three stages of vocational guidance, vocational training, and job referral, each of which has functions such as the understanding of each person with disabilities and of the environment that surrounds them, the metamorphosis of individuals and the environment, and the adjustment of individuals to the environment. Hence, vocational training for persons with disabilities should be directed fundamentally toward the implementation of measures to cope with occupationally severe disabilities, and to the promotion of the metamorphosis of individuals and the environment through the process of vocational rehabilitation. There are two ways of metamorphosis that can be thought of when doing this. (1) A method to place emphasis on the metamorphosis of persons with disabilities This is a method to adapt the ability of persons with disabilities to environmental changes and eliminate the gap between them while the labor market and the employment situation are going through diversified changes on account of the changes in the industrial structure and the progress of technical innovation, etc. At a time, when the conversion of the industrial structure, etc., is in progress, persons possessed with advanced knowledge and skills who can create new industries or upgrade existing industries are sought after. In order to acquire such sophisticated training, persons with physical disabilities and others who have no particular difficulty in their understanding will constitute the mainstream in the training. As secondary measures, improvement of facilities and equipment that surrounds persons with disabilities is to be conducted, including the installation of handrails and slopes. (2) A method to place emphasis on the metamorphosis of the environment surrounding persons with disabilities For persons who remarkably lack the adaptability or ability required for a job due to their disability traits, etc., there is a limit in the extent to which their vocational ability can be raised to the required standard. More specifically, persons with intellectual or mental disabilities for whom support is required for their daily life in order to carry on their vocational life fall into the purview of this case. For these persons, the gap will be eliminated through a metamorphosing of the environment by means of creating jobs or employment forms that will enable them to work with the ability they now possess. So to speak, it is a way of thinking to adapt a job form to the individual ability of those persons. Also, together with the conventional training to cultivate skills, training paying due regard to their daily life that supports their vocational life becomes necessary. For example, it is to acquire social skills that enhance their adaptability as members of society, and that enables them to make an appropriate judgment and act adequately. Further, activities of the whole community that surrounds these persons are essential both in the creation of their jobs and in support to their

vocational life. 3.

The way vocational training should be conducted for persons with disabilities in the process of vocational rehabilitation At present, vocational training for persons with disabilities mainly comprises measures to deal with (1) mentioned above, based on the “Human Resources Development Promotion Law.” In the future, measures for aforementioned (2) , should also be conducted together. As for the latter, it is carried out based on the “Law for Employment Promotion, etc., of the Disabled.” However, those two laws are being executed independently, and are not in a mutually complementary relationship. To make vocational training in the process of vocational rehabilitation functional, these two aspects need to be connected organically. To accomplish this, it is necessary to grasp vocational training broadly including these two aspects. Now is the time to review the framework of vocational training itself in its relationship with the above two laws. When we place future vocational training for persons with disabilities as vocational training in the course of vocational rehabilitation, emphasis should also be put on the employment development and employment maintenance of those persons not to speak of their job security. For that purpose, diversified programs should be prepared with the cooperation of organizations concerned including the creation of jobs and employment forms in line with their disability traits, and follow-up after their employment in addition to developing their basic skills in the training. These programs should also be incorporated into a system, which is easily accessible to persons with disabilities. In order to attain this goal, an organization with case management functions should be established that manages and coordinates programs consistently from their planning to operations in compliance with individual cases instead of programs being drafted at random at each relevant organizations. With this as the core, the vocational rehabilitation network of the whole community will be built.

（Chairperson

abstract）

Outline of National Kibi-Kogen Vocational Rehabilitation Center for the Disabled 1.

History

The Center was opened in April 1987. By securing the cooperation of a medical rehabilitation center (under the control of the Labour Welfare Corporation) set up in the same compound, the center is consistently conducting vocational rehabilitation services for persons with disabilities from vocational evaluation to vocational training and guidance, thus supporting their vocational independence. (The center is located in Kayo-cho, Jobo, Okayama Prefecture, and is managed by the Japan Association for Employment of Persons with Disabilities.) 2.

Yearly training capacity and period classified by training courses Training department

Training course

Capacity

Training period

Mechatronics Department

Mechatronics course

10

2 years

Machinery Department

Machine drawing course

5

1 year

Electric/Electronic Department

Electric equipment/Electronic equipment course

10

1 year

Information processing Department

System design course

10

2 years

Office Work Department

OA course, Office work course

20

1 year

Design Department

Plate making course

15

1 year

Job practice course

5

1 year

Employment Field Development Department

Total

Employment field development course 10 courses

5

6 months

Note Started October 2002

Started October 2002

Persons with intellectual disabilities Persons with higher brain function disorders (started October)

80

(Reference) 1. Trainees are accepted four times a year (April, June, September, and January). 2. They mostly come from western Japan (west of Aichi, Gifu, and Toyama Prefectures). 3. In addition to the above, custom-designed short-term training (from 12 hours to six months) is conducted to upgrade the employment skills of persons with disabilities.

Session Ⅳ Role of Employers

Chairperson Mr. Makoto Hata （Employment Advisor, Information Center for the Employment of Persons with Disabilities： JAED）

Speakers Mr. Geoffrey Hardy （Chief Executive Officer Carter Newell Lawyers,Australia） Mr. Purid Thanalongkorn （Managing Dirctor Jintana Apparel Co.,Ltd,Thailand） Mr.Mohd Fuad Bin Ahmad （ChipPAC Malaysia Sdn. Bhd） Mr. Yukinori Mizumoto （Santen Pharmaceutical Co., Ltd , Japan）

Employers’ Initiatives Geoffrey Hardy Chief Executive Officer Carter Newell Lawyers (Australia) Carter Newell is an Australian corporate law firm with a national and international client base. It employs around 80 people, and five of them have disabilities, which is over 6 per cent of our work force. Its program for integrating people with disabilities into its workforce has been recognised as an innovative model and in 2000, Carter Newell won the Australian Prime Minister’s Employer of the Year Encouragement Award based on this program. The diligence and enthusiasm of participants has been humbling for us all at Carter Newell. We have seen them attain far higher levels of achievement than was required of them and the firm has benefited significantly from their presence. The integration of disabled workers into a corporate, professional services environment requires the commitment and cooperation of all involved and a strong support network from external organisations. It is also crucial for the workplace culture to be open and tolerant, valuing of diversity and able to recognise the contribution of all staff, no matter what their role may be or the level of capacity they have to contribute. Fortunately at Cater Newell we have evolved such a work place. Today I will be describing the program and discussing the implications for employers of integrating workers with disabilities into the mainstream workforce while highlighting the role of all the people who have contributed to the program’s success. Firstly, however, it might be appropriate to establish some context for those of you who are not familiar with Australia or Australian employment conditions. We have a population of approximately 20 million people and a workforce of 9.13 million. The rate of disability in the work age population is around 17%, which is average when compared against the rates of a selection of OECD Countries (figure 1). Proportion of Working Age Population with Disabilities Australia and Selected OECD Countries 25 20 15 10 5 0 Australia

Canada

Finland

Ireland

New Zealand

17

13

23

11

17

Portugal Sweden 18

17

UK

Average

18

17

Figure 1. Proportion of working age population with disabilities Source: Labour market policies, strategies and statistics for people with disabilities, A cross-national comparison, Bergeskog, A. (IFAU) Nov. 2001

The Department of Family & Community Services is responsible for national policy making in the disability area. Centerlink, a commonwealth service delivery agency subordinate to the Department, provides assistance to the community in the form of social security payments including unemployment and disability benefits. This agency also refers job seekers to a network of support providers, including those specializing in disability employment services. The Department also funds these providers, an independent network of around 900 outlets, comprising private sector, non-profit and public organisations that undertake their work under contract from the Department through a tendering process. Effectively, there are no programs to integrate people with disabilities into the labor market that are not in the end, publicly funded. There are five basic labor market programs in Australia targeted at people with disabilities. 1. The Supported Wage System (subsidised wages) 2. The Wage Subsidy Scheme (work experience) 3. Disabled Apprentice Support Scheme (vocational training) 4. Rehabilitation Scheme (vocational rehabilitation) 5. Services Business (sheltered employment) The majority of participants in these programs are in vocational rehabilitation and sheltered employment with only a small proportion in the open employment programs (figure 2). Australian Working Age Population with Disabilities Program Participation 18,000 16,000 14,000 12,000 10,000 8,000 6,000 4,000 2,000 0

Supported Wage System

Wage Subsidy Scheme

Disabled Apprentice

Rehabilitation Scheme

Services Business

2,280

660

600

16,180

14,890

Figure 2. Proportion labor force participation of working age population with disabilities Source: Disability Support Services 2001, Australian Institute of Health and Welfare. While the Australian Government, through the aforementioned agencies and programs, encourages and supports people with disabilities who want to participate in the broader workforce, there is no legislated requirement for employers to include them. Employers are not able to discriminate against applicants for jobs on the basis of their disability, however, many workplaces still have few disabled people on their staff.

% Labour Force Participation Working Age Population with Disabilities Australia and Selected OECD Countries 70 60 50 40 30 20 10 0 Australia Canada 53

56

Finland

Ireland

52

33

New Portugal Sweden Zealand 58

51

65

UK

Average

52

53

Figure 3. Proportion labor force participation of working age population with disabilities Source: Labour market policies, strategies and statistics for people with disabilities, A cross-national comparison, Bergeskog, A. (IFAU) Nov. 2001 The rate of participation of people with disabilities in the workforce is around 53%, which is also in line with the average of a selection of OECD Countries (figure 3). Similarly, Australia has an average rate of employment of people with disabilities at 47%, which is comparable to selected OECD countries (figure 4). % In Employment Working Age Population with Disabilities Australia and Selected OECD Countries 70 60 50 40 30 20 10 0 Australia Canada 47

48

Finland

Ireland

44

27

New Portugal Sweden Zealand 53

48

60

UK

Average

46

47

Figure 4. Proportion of working age population with disabilities in Employment Source: Labour market policies, strategies and statistics for people with disabilities, A cross-national comparison, Bergeskog, A. (IFAU) Nov. 2001 While it is reassuring that our programs are keeping up, we have achieved only average results compared to other countries. It is clear that there is still room for improvement. Participation rates in open employment are higher in public sector organisations and this is often due to focused programs and benchmark quotas. In the private sector, involvement has been historically

lower and at the discretion of employers. As noted above, there are incentive programs, such as the supported wage system, which enable employers to pay a worker with a disability a lower wage, based on a proportion of the relevant industrial award, established through an assessment system, which determines the degree of functionality of the worker compared to an able-bodied counterpart. Despite the lack of any legal requirements, there are many organizations, such as the National Industry Association for Disability Services, the Australian Chamber of Commerce and Industry, the Council of Small Business Organisations, the National Disability Advisory Council and the Commonwealth Department of Family and Community Services, as well as many other independent organizations, who encourage the community to accept that intellectual, physical, psychiatric or sensory disabilities need not be a barrier to a successful and productive working life. There are many significant issues associated with employing people with disabilities: encouraging their participation, creating opportunities for them and ensuring that our community meets its obligations to them as part of our social justice charter. As an employer Carter Newell has recognised its own obligations to our clients, to our staff and the wider community. In an attempt to make a contribution, albeit a small one, Carter Newell has employed five workers with disabilities in a deliberate strategic move. To explain what I mean by disability in the case of our firm, one of our group suffered a stroke at age twelve and has partial paraplegia, resulting in the limited use of his right arm and impaired speech. Another suffers from apraxia, a motor disorder in which voluntary movement is impaired while another suffers from a severe form of epilepsy and requires strong medication to control this condition, resulting in impaired motor function, memory loss and difficulty in focusing on multiple or competing tasks. The fourth employee suffers from high levels of anxiety and depression, which makes undertaking even some seemingly simple tasks rather challenging. The fifth has an acquired brain injury. We had another employee in the program who was profoundly deaf and, as a result, was unable to speak. She used a combination of sign language and lip-reading to communicate with fellow workers. She had to leave us a few months ago due to a change in her family circumstances. Each of our workers with disabilities is employed to undertake general office duties, including filing (which takes up most of their time), deliveries and archiving of dormant client records. This is a focused area of work without a great deal of variety, an important element in the success of our program, which I will discuss a little later. The legal profession in Australia, particularly that sector practicing in the area of complex corporate transactions and corporate litigation, relies very heavily on paper-based records. This is to a large extent dictated by the court system, which requires most evidence in court cases to be presented in original hard copy form. Our firm specialises in defending clients in large-scale cases and most matters generate significant amounts of correspondence, research and expert advice around technical issues. Having detailed and accurate records for trials is crucial. We have as many as 1500 active case files at any time. We have always found it difficult to secure employees who are willing to undertake this maintenance of our records. The work is considered by many potential employees to be tedious and repetitive and, as a result, it has been difficult to retain competent staff who have a commitment to performing these tasks well. The genesis of our program, therefore, lay, essentially, in the need to specifically overcome this problem. A series of people were employed to do this work, such as school leavers and university students, whom we thought would be suitable for this type of work, but the results were not always successful. We needed a fresh look at the problem, so in 1999, we decided to employ a person with a disability on a trial basis. The result was overwhelmingly successful. So much so, that the following year we extended the program to employ a further four people and the program is currently steady at

five employees. That said, it would not be possible for us to successfully manage our program without the support of our external partners. We recruit through an agency specializing in the placement of workers with disabilities in the workforce. Their role is to facilitate the employment of people with disabilities by providing job matching, placement, referral, training and support. In addition to approaching prospective employers on behalf of their clients, they also assist them in preparing to enter the workforce by providing training in personal presentation, telephone skills and general office procedures. By the time these workers come to us they are well prepared and understand what will be expected of them in our workplace. This agency is very familiar with our organization and its general work environment and is able to pre-select those who will best fit. This familiarity has come from their commitment to understanding our needs in the first instance and seeing themselves working with us as partners in an ongoing program. We have a dedicated case manager assigned to us who maintains close contact with developments within the firm. This support is critical to the ongoing viability of our program. Having selected the preferred candidate for a position, the agency conducts a trial wherein they introduce the employee to the work to be done and to the work group of which they will be part, as this group may have special requirements or systems in place, which reflect the specialised work they do. It has been important to the success of our program to recognise that the selection of these employees requires a broader analysis of skills. Formal assessment tools are used to measure performance in the trial, establishing benchmarks for speed, accuracy and problem-solving skills. A trained assessor, who has extensive experience in working with employees with disabilities, undertakes this. This enables us to ensure that the worker is not being put in a position, which they are unable to handle, and also allows us, from a commercial perspective, to ensure that the worker is able to perform productively and effectively in a client service environment. We gain an understanding of their capacity, both to undertake tasks, and to interact with co-workers, at all levels. In the selection process, some emphasis will have been given to the social fit of the employee with those with whom they will be working. To optimise the employee’s integration into the firm’s community, we also encourage them to participate socially to help them overcome any social underdevelopment that may have resulted from limited opportunities to interact with groups in a professional environment. This is particularly significant in our circumstances where there are many highly intelligent and skilled legal practitioners who may appear intimidating to a less socially confident worker. It is also important to be aware of the home life of the employee, as home and family issues will inevitably have an impact on their work. Often, because of their disability, these employees will have particular relationships with other family members whom we are careful to involve in any significant decisions about the worker. The support that we receive from the families of our employees on the program is also essential to its success. The ability of our disabled employees to adapt to the organizational culture of our firm has been another important element that has contributed to the program’s success. Our work environment is very professional and incorporates high levels of information technology to enable us to communicate with, and deliver advice to, our clients in all parts of the world. These employees have received training in the use of our systems and have continually improved their computer skills to the required standards. Apart from ensuring that the workplace poses no safety issues for the employee, very little in the way of special consideration is given to them; they are treated much as we would any other employee on a day-to-day basis. They have a serious job to perform and are treated as full employees in terms of

performance expectations. However, we do provide an internal support system through our Human Resources Manager who maintains regular contact with each of the five to address any particular problems they may face in performing their jobs. This entails a weekly informal discussion with each individual and then a monthly group meeting to address any shared issues arising from the activities of the firm. Should any work quality issues arise, a focused retraining session is arranged with a case manager from the placement agency to assist in bringing performance back to the required level. When we introduce new procedures, these are also accompanied by a training period to ensure that any new requirements are understood and are able to be accomplished comfortably by the employee. There are a number of implications for an employer introducing people with a disability into their workforce. These, however, may not be what some would expect. Common perceptions about people with disabilities in the workplace include that they are less productive, that they do not stay, that they are a safety risk, that they are too demanding, that they would be an embarrassment or would not fit in. Our experience has been quite the opposite. Due to the care we take in selection, placement and training, we have found our group to be very productive, committed, receptive and popular. They have lower than average sick leave compared to our general staff as a whole and there have been no safety issues. Rather than being an embarrassment to the firm, thy have become a source of pride. That said, our program has not been without its problems. As an employer, one of the greatest challenges we faced is maintaining the quality of services we deliver to clients through our staff. In a high performance environment where a client’s business may depend on our advice, and the time it takes us to deliver it, there is little room for error or readdressing it if any task is not done well the first time. After some initial problems, we have had to place a particular emphasis on the training and supervision of these employees and put in place a review mechanism that would not otherwise be necessary. This comes at some cost, directly through the costs of training programs and indirectly through the time and human resources expenditure required. This, however, is part of our commitment and, as I will discuss later, has been more than offset by the benefits obtained. We have also found, through some costly mistakes, that it is important to ensure that the work does not include too much variation. We have had to develop an understanding that this is a characteristic of the workers we have employed and consequently we have to resist the temptation to give them too many different tasks to perform. This works against the general principles we hold of multi-skilling and flexibility in the deployment of staff to the more pressing tasks of the day, which we apply to other staff members in meeting client expectations. It seems to be important for these staff members, however, to maintain a narrower focus in which they do one thing really well. They ‘own’ a task and derive pride from accomplishing it. The pressure they feel when trying to do many things seems to work against them achieving a sense of satisfaction. Having a sense of satisfaction helps them maintain a consistent performance. While we have recognised the special needs of these employees, it has been important not to over-emphasise them in the broader workforce or to see these needs as some form of limitation. In the early days, when we were too protective of them, it led to some staff taking a patronizing attitude in their dealings with them. When this occurs, it can be very damaging to the employee’s self-esteem and somewhat demoralizing. It can undermine confidence on the job and lead to poor performance, with this sense of inferiority becoming self-perpetuating. Similarly, it is important that other staff do not see them as being able to ‘get away with things’ or be given special treatment. This leads us to the issue of tolerance. We have learnt to encourage all staff to appreciate the qualities of this group and to focus on their abilities, instead of any apparent disabilities. The key message here is that these workers have different requirements but that is all, not more or less than other workers. They also have different abilities that may not be immediately obvious or appreciated. The tolerance referred to comes from seeing the contribution that everyone makes in the

context in which they do it. It has only been this group of employees who have been able to consistently maintain a high level of performance in completing an important task at which many others have failed. We now understand and value this. This understanding itself has been an outstanding positive feature of this program for us. The diligence and enthusiasm that these employees bring to their task has brought stability to this important function in the firm. Error rates have declined significantly over the past four years, with audits indicating continued improvement. Our reputation for presenting efficient and comprehensive documentation presentation has been enhanced and we note that, based on our experience, other larger law firms in Australia are now introducing similar programs in the hope that they can achieve the same results. Other employees have taken inspiration from the determination and pride of these employees. They are seen as an asset. The firm’s morale has improved due to the sense of community that has developed and the operational values of Carter Newell have lifted. Doing good things helps us be good. External recognition, although not sought, has also been good for our professional profile in the market. Winning the Prime Minister’s Employee of the Year Encouragement Award in 2000 gave us a great deal of satisfaction and pride, but also highlighted us as a firm to do business with, one with a positive, proactive attitude, and one possessing strong community values. The firm’s reputation as an employer of choice has improved and recruitment of staff is now easier in a hard market. A number of new staff were attracted to our firm because of our community values and our commitment to people as demonstrated by this program. It has placed us in a leadership role as other organisations now use us as a reference point for such programs and, as mentioned, other legal firms are beginning to follow our lead. Through this program we have had an opportunity to improve our business and reputation. It has not always been easy but it has always been worthwhile. Perhaps, more importantly, we have assisted in improving the self-esteem and self-worth of some of our staff, something that is not always possible in the competitive and fast-paced corporate world. When asked about the benefits they have derived from the program, one participant said, ‘Working has made me more confident. I am not as shy and I can communicate with people a lot better. I’m also more responsible.’ Another said, ‘the best thing about my job is the learning experience. I am working in a law firm, which I never thought I would be capable of doing.’ One said, ‘my job has given me the confidence to work in an office again, and has changed my outlook in many other ways. It has also proved to me that I, or anybody, can do anything when they put their mind to it, and have pride in themselves for what they have achieved.’ Another said, ‘I try to overcome my disability by concentrating on the things I do well rather than on the negative aspects of it. Working makes my life better.’ It is very gratifying to hear these comments and we know we are making a difference, but wouldn’t it be great if workers with disabilities didn’t have to feel grateful to have something that so many others take for granted. Maybe the greatest achievement will be when employing people with disabilities attracts no attention whatsoever and there is no need for people like me to outline or explain what we do in regard to employing them. I have quoted them variously as being more confident and proud of themselves but they have made me proud of them and I am humbled by their perseverance and commitment.

There is a lot to gain from integrating workers with disabilities into the mainstream workforce. I commend it to you wherever you see an opportunity.

Handicapped Employment of Jintana Apparel Purid Thanalongkorn Managing Director Jintana Apparel Co., Ltd. (Thailand)

Jintana Apparel Co., Ltd. is a subsidiary of Thanalongkorn Group, which has a business for inner underwear garments manufacturing and exporting. Jintana Apparel Co., Ltd. has been established since 1959 until now. The present address located in Nakhon Pathom Province with 2,300 employees. There were handicapped people applied for a job with company in 1995 for the sewing operator 2 position, after examination, we found that their abilities were equally with the company sewing operator. For study case, company let them to join to work with us for sewing operator 2 position in order to give them a chance to show their abilities and were accepted by taking 2 years. The evaluated result as following : Good points: 1. Non-movement labour 2. To be in a good with company regulations 3. Pay attention and patient 4. Low statics for taking any leaves Weak points: 1. Taking long time more than normal person to be trained 2. Taking long time more than normal person to adapt themselves Company takes this concept by considering from the good point to employ them in order to reduce the absentee to promote them to have a chance for making the products for society acceptance and can earn themselves, their family and increasing their society valued. Principle and Reason Thailand issued the ACT of Handicap Efficiency Rehabilitation in 1991 and Ministratial Regulation for the employer or the owner of the private manufacturer to accept handicapped people for working in suitable ratio with other employee in 1994 by setting the manufacturer accept handicap people to work with the ratio 200:1. Then, the company give a chance to them for getting the opportunity equally and supporting their life independently in society. The objective Company Handicapped employment for : 1. Giving a chance to everybody who has abilities, knowledge and not physical attribute 2. Respect in Human Right 3. To support for handicapped developing to produce the products and society acceptance Handicapped Employment 1. Handicapped Labor recruitment, the company has a travelling to any organization and government center which concerned with handicap in order to study and coordinate for selecting and training, including with walked applying at company. 2. Selected Consideration 2.1 To consider handicapped people from Government Handicapped Rehabilitation Organization 2.2 To evaluate handicapped people Potential 2.2.1 Handicap is not the problem for working

3.

4. 5.

6.

7.

8.

2.2.2 Healthy / Happy 2.2.3 Has the skill as company requirement 2.2.4 Abilities to self-service 2.3 To consider for suitable job for each handicapped people 2.4 To examine their abilities by lower than 10% standard Training 3.1 Familiarization / induction after selected in order to get along well with the working place and introduce the career opportunity 3.2 To introduce about subsistence for good future 3.3 To train only individual job 3.2.1 Real performance Testing 3.2.2 Following up the performance testing result with 2 periods which are 2 months and 4 months To promote to other company staff to understand in Handicap and Handicapped Employment in order for their adaptation and acceptance among company staff. Remuneration and welfare Based on Human Right, all staffs are going to get the remuneration based on their abilities and not on their physical attribute, and are going to get the company welfare equally under the same company regulation. Facilitation The handicapped people will get the right to have a early break for 5 minutes and company provides the flat way in each building and car parking. Healthy Environment / Safety 7.1 Annual medical check up 7.2 Medical check up for only risky staff 7.3 Joining for fire alarm testing Company Handicap Information

Often, I was asked how do I come to hire disability? It was something to do with my uprising background, which I believe many of you here will experience the same. Since I was bone, I always ask myself how lucky I am. I was bone in happy family. I was given a chance to go to a good schooling both in Singapore and Japan. Especially while I was in Japan, I receive great deal of help and support form, many people. I couldn’t thank them enough even today. But during then, I did not understand why do people have to be so nice and helpful to a stranger or “GAIJI” like me. Today I begin to understand that the happiness of giving is much greater than receiving. When I manage to graduate from the Ritsumekan University and went back to my countries to work, I told myself that I would dedicate myself to the well being of my employee. In less than 10 years the company soon grows from 300 people to more than 2500 people. As we grow we try to give back something to our society normally and mainly in term of gift and cash. However, one day I realize that out of the 2500 people there was not even one disable people. We have over look something. My dad once told me that “ To give a fish to the hunger, I will just satisfy his one meal but to teach him how to fish will save his life.” That how it start. I manage to convince the board of directors of the company that we must put in the company policy that we must give the disable people the chance to learn and work together with us so that they can support themselves and family and be proud of themselves. First, we announce in our factories that we would appreciate if any of our employees could introduce disable people to joint the company. Soon we could start with 2 disabilities. With close supervision we found that they could work on the given task well as any normal people. That guides us to the second step. On the second steps, We have asked ourselves 4 questions that need answers. How to approach the disabilities and lets them know that they are most welcome to joint us?

What kind of tasks that they would be suitable for in our organization? How to make them feel that they are well come here. What kind of adjustment in terms of environment and workplace that we need to do? On how to approach and the recruitment, after a few unsuccessful attempts with some charity house, we finally received support from Thai Social public welfare Department . We were able to recruit about 20 disabilities in one time. On the kind of tasks that we first have to consider, were those of not much of the movement. Such as quality control inspector, excess treads trimmer and work in packing area. Third was about how to make the disability feel at home. This we have to interview them and the answer was rather simple. They need to be treated the same as other normal people. So just before the second group of disable people arrive we inform all other employees that they should not pay much attention to the disable people and look to them as equal. As for the workplace environment, we again receive help and support from Thai Social public welfare Department in term of instruction. What we do have to supply and was not much such as move the work down to the ground floor so that the disable don’t have to go up on the higher floor, readjustment of some machines, build up some walk ways, and place to park there wheels. Finally, everything went well as planed. We were very happy to be able to house more than 50 disabilities and we are still looking to more recruitment. The project was started as pay back program to the societies but in turn it proves that we also received back much more than we expect. We do not only get skill work force but also very high employees loyalty and created qualities conscious through out the company.

ChipPAC Malaysia: Long-time Employer of Disabled Workers

Mohd Fuad Bin Ahmad ChipPAC Malaysia Sdn. Bhd. 73, Lorong Enggang, Ulu Klang Free Trade Zone, Kuala Lumpur, Malaysia

ChipPAC Malaysia Sdn. Bhd. 73, Lorong Enggang, Ulu Klang Free Trade Zone, Kuala Lumpur

1

ChipPAC Worldwide

Company Profile B3

Netherlands •Sales office

Fremont, Calif. •HQ •Flip Chip & •BGA Pilot Line

B1 B4

B2

San Diego Sales Office

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Commenced Operation Area Work Space Headcount Business

„

Production

„ „ „

: : : : :

1974 22 acre 524,000 sq. ft 1,800 Sub Contractor for Assembly & Testing of Semiconductors : 25 million per week

Ichon, Korea •Assembly/test •R&D •C/S

Boston •Sales office

Plant Layout

„

2

Phoenix •Sales office •Design Center

Shanghai,China •Assembly/test •C/S Tokyo •Sales office

Dallas •Sales office

Singapore •Sales office

K.L. Malaysia •Assembly/test •Distribution •C/S

3

• Discrete Power

4

CERTIFICATES

• LFCSP • BCC • IC RF / Analog / Mixed Signal

‰ ‰ ‰ ‰

Test

• Automated Distribution Center

ISO 9002 QS 9000 ISO 14001 OHS18001

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1993 1998 1999 2001

AWARDS Â Quality Management Excellence (MITI)(MITI)- 1995 Â JIPM TPM Excellence - 1997, 1998 Â Caring Employer - 1995 Â Skilled Labor Development - 1999 5

6

1

REASONS FOR HIRING EMPLOYEES WITH DISABILITIES

JOB POSITION & TASKS OF EMPLOYEES WITH DISABILITIES

•System Analyst

•Social Responsibility •Company Policy

•Technician

•Employees’ creativity & productivity enhancement

•Technical Specialist

•Motivation to fellow employees

•Clerk

•Dedication & long service with company

•Manufacturing Assistants 7

8

GOVERNMENT SUPPORT SERVICES PROVIDED TO EMPLOYERS OF DISABLED EMPLOYEES

SPECIAL CONSIDERATION FOR THE EMPLOYEES WITH DISABILITIES • Special ramps & concrete slopes for easy mobility

• Double Tax Deduction on salary paid to

• Fully automated doorways

disabled employees • Reserved parking bays at strategic locations

•Tax relief on expenses incurred : facilities or modification done to the work environment

• Specially designed chairs • Handicap friendly washrooms & toilet booths

• Appreciation award / Recognition : Awards to Caring Employers

• Work benches 9

WHAT OUR EMPLOYEES SAYS ABOUT US...

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WHAT OUR EMPLOYEES SAY ABOUT US...

•Ahmad Amil Usin, Manufacturing Assistant •Type of Disability : Paraplegic Date of Hire : August 4, 1993 “I’m lucky the company has given me the opportunity to realise my potential and to prove that I’m just as good as the others”

Santhi Ragavan, System Analyst Type of Disability: Deformed Hip Date of Employment: Sept 3, 1990 “ I am grateful that the company has accomodated my special needs both for my work and family”

•Mohanraj , Manufacturing Assistant •Type of Disability : Skeletal Deformity(Height: 30 inches) Date of Hire : Jul 27, 1994

“I am lucky because company provides almost everything specially made for me such as the toilet, cafeteria chair,work bench and transportation to & from work” 11

Zainal A Rahman, Assistant Engineer Type of Disability: Deformed Left Leg Date of Employment : Jul 21, 1980 “What I like about ChipPAC is the friendly work environment provided for people like us”

12

2

Attentive at work

WHAT OUR EMPLOYEES SAY ABOUT US...

He ain’t heavy..

Sharaspedhi, Senior Manufacturing Assistant Type of Disability:Deformed Hip Date of Employment : July 31, 1978 “I feel proud working in ChipPAC. ChipPAC is great for giving employment opportunities to people like us. Company appreciates us and gives us equal opportunities Noraini Mohd Khamis, Senior Manufacturing Assistant Type of Disability: Deformed hand Date of Employment : April 6, 1982 “I like working in ChipPAC because the work is challenging and my supervisor is always willing to listen to my feedbacks regarding my work” 13

DISABLED FRIENDLY WASHROOMS

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PARKING BAYS FOR EMPLOYEES WITH DISABILITIES

WIDE AUTOMATED DOORWAYS

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16

Visit by JAED, March 14, 2002 to ChipPAC Malaysia

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Employment of Persons with Disabilities at Santen Pharmaceutical Co., Ltd. Yukinori Mizumoto Santen Pharmaceutical Co., Ltd. We at Santen are behaving in accordance with the corporate principles of “Contribution to society,” “Autonomy and sympathy of eemployees,” “Harmony with society,” and “Exercising self-initiative.” We also believe the existence of the company lies in mutual cooperation and prosperity of “customers (the society/shareholders),” “employees,” and “the company.” Regarding the employment of persons with disabilities, based on this fundamental concept, we would like to bring about “the maximization of abilities possessed by individual persons with the display of autonomy as members of society” through the efforts of individuals and the support of the company. Particularly, “Claire Co., Ltd.,” a special subsidiary company of Santen, which was established with the aim of employing a large number of persons with severe disabilities, and which is engaged in the laundry business, is entrusted with the mission “to serve society by providing excellent laundry service making the most of reliable skills and unflagging contrivance.” 1. Recruitment/employment of persons with disabilities and jobs to which they are assigned „ Reason for employing persons with disabilities As seen in our corporate principles, we are responsible to fulfill our social responsibility, and there lies the value of the company. From this viewpoint, ewe have decided to develop and offer jobs for persons with disabilities, for whom there are limited job opportunities, and have thoroughly communicated this decision to all employees. At the same time, we encourage employees with disabilities to conduct self-improvement in order to be independent as a member of society. „ Present conditions of their employment When promoting their employment, the standard is set based on the employment quota. As the division in charge of employment, we present to other divisions the number of persons to be employed asking them to see that the employment takes place. At the same time, we collect information on job development and job applicants from competent authorities and organizations concerned to share it among those in charge of employment at headquarters and other divisions when hiring workers with disabilities. We are now in the course of employing operators to input information into computers at our pharmaceutical plant. „ Jobs (workplaces) to which persons with disabilities are assigned ① General office work: Computer input, maintenance of welfare facilities, answering phone calls ② Delivery of in-house mail: Delivery of in-house mail to each division, delivery of mail to the post office, correspondence with freight companies. ③ Cleanup activity: Cleaning of the office ④ Production assistance: Shipping/moving of packing materials, etc., shipment/arrival control of materials ⑤ Quality control: Analysis, customer service, filing of records

⑥ Printing: Operation of the printing machine ⑦ Research assistant: ⑧ Workers at Claire Co., Ltd.: Laundry service 2. Considerations particularly given by the workplace when employing persons with disabilities As a rule, though we give necessary consideration regarding to their execution of work, we keep away from paying special attention to their day-to-day life so that they will behave fully aware of their position as company employees as well as the members of society. However, special consideration as described below is paid to the employees of Claire Co., Ltd. ① Consideration paid to their job content * Confirmation of their job adaptability After assessing their behavioral traits and ability, they will be assigned with a job with which they can display their ability to the fullest. * Ability development through job rotation (from single function to multiple functions) From learning one operation to learning multiple operations, they will obtain a wider perspective, and will gain confidence and develop themselves. At the present stage, all of them can conduct three operations or more. ② Consideration paid to training at their workplace * We are trying to have all workers of leader rank and higher obtain the qualification of vocational life consultant for persons with disabilities so that they will increase their understanding and render further support to persons with disabilities. * We are trying to speak to all workers equally so that they feel they are recognized. Also, a clear distinction is made between the workplace and the place of recess. * The practice of giving a friendly greeting, which is the basis of human relations in the workplace and daily life, is deeply rooted in. * Repetitive work is executed thoroughly to help them acquire skills and enhance abilities. * We will hold conversations and give guidance having respect for their pure hearts and empathizing with them. * We make it a rule to praise their good achievement immediately (so as to encourage other members). ③ Consideration given to workplace environment * With the belief that the understanding and support by their families are the determining factors in promoting and realizing their “self-support and growth,” we hold a parents’ meeting every six months. * Using a work diary While having the workers record their daily work, we submit our comments to their families in order to share problems and solve them at an early stage. * The holding of meetings to help them settling down at work The meetings are held by staff members of leader rank and higher to share the information of all workers so that they can give guidance that conforms to their ability and create a curriculum of individual guidance in order to assist their self-support. ④ Consideration paid to health and safety * Spacious working environment dispels the mental feeling of oppression.

* Machinery and equipment paying due regard to safety are installed fitted with safety devices, safety buttons, and malfunction warning indicators. * The standard machinery operation manual has been drafted from the standpoint of workers with disabilities, and is practical and user-friendly. It has been revised and expanded taking account of their daily operations. * Thorough follow-up of individuals using medical checkups and by measuring physical fitness From the standpoint of the industrial physician, health guidance is given individually so that they can deal with the problems of health and physical fitness before something happens. * Encouragement to participate in sports and leisure activities Half of the workers are engaged to participate in sports activities. ⑤ Consideration given to working conditions „ On a whole company basis, the work evaluation/remuneration system has been adopted to assess the job performance of the employees.

* * * *

At Claire Co., Ltd., the following measures have been additionally taken after discussing with the competent authorities. Minimum wage at Shiga Prefecture is guaranteed as the lowest limit. Bonuses will be distributed impartially reflecting the degree of their job performance and results premised on their autonomy. Seven actual working hours a day are set for them considering their commuting time, etc. As a welfare program, an in-house event is held regularly with “More joy, more health” as the catch phrase.

3. Contents of support services received from outside „ We are receiving support services from the competent prefectural labor department and the public employment security office concerned. We receive advice for job offers and information on applications while receiving guidance and support on the revision of laws, etc. ① Services and subsidies received from specialists and local governments respectively (In the case of Claire Co., Ltd.) * Support to develop vocational ability of persons with disabilities and for them to settle down at work Support to nurture their vocational ability and for them to continue working: Shiga Employment Support Center for Disabled Persons, special schools, welfare facilities Guidance on various types of subsidies: Shiga Employment Support Center for Disabled Persons and the employment security offices concerned Social skills support and guidance for them and their families: Disability and Welfare Division of Hikone City Office, the life support center for disabled persons Assessment/judgment of vocational ability of persons with disabilities and short-term vocational training Shiga Vocational Center for Persons with Disabilities ② On-the-job training (At Claire Co., Ltd.) We are accepting on-the-job training requests from special schools and from welfare facilities and are conducting such training.

The purpose of on-the-job training: Going through actual work at an enterprise, trainees will understand what employment is like. Cases have increased in number where a request is made to the enterprise to assess individually if the trainees can find employment judging from their job performance, including ability and will to execute work, behavior and cooperativeness. 4. Assessment from persons with disabilities Case A: Pharmaceuticals preparation staff The present situation is severe as seen in the sophistication of job, but I believe adapting myself to such an environment is job adaptation. Though my job is sometimes hard, there are no serious problems while at work. Case B: Quality control staff Given an opportunity to be promoted to the manager, I am highly motivated. Also, I got commendations from the company for exercising a good influence on my colleagues. Case C: General office work staff I want to aim for a more difficult job. But, I am fairly satisfied with the present conditions as consideration is given to my getting leave and my going to the hospital. Also, I am tolerably satisfied with my pay and benefits. Case D: Worker at Claire As I did a good job at the cleaning work, I will be transferred to Santen Shiga Plant to work in the material control section. I am glad I have got a challenging job. Case E: Mail delivery staff I am not fully satisfied with my job contents, but considering of the overall situation including my health problem, I have no better choice. Parent of a worker at Claire: I am quite satisfied to see him working pleasantly and growing, scarcely absent from or late for work. Teachers of special schools and of welfare facilities: As Clair always shares problems with the employees, and such mutual cooperation contributes to their growth, their ease of mind, and promotes their will to find employment. Clair is a good place for the employment of our students. Comparatively speaking, better aspects can be perceived from the above comments. It is also important to recognize and compete with each other. We must be fully aware that, if there is absence of such fairness as well as of the recognition of individual presence, it will result in greatly damaging the sense of trust of persons with disabilities and diminishing their motivation. We expect each person with disabilities will attain autonomy as a member of the society and the company. At the same time, employees without disabilities should assist them in acquiring autonomy. I wish to conclude on behalf of all employees at Santen that all of us will commit ourselves to do it.

INTERNATIONAL

RESEARCH

REHABILITATION

MEETING ON VOCATIONAL

PROGRAM・ABSTRACTS

JAPAN ASSOCIATION FOR EMPLOYMENT PERSONS WITH DISABILITIES (JAED)

OF

The National Institute of Vocational Rehabilitation（ NIVR）

Research Planning Dept. 3-1-3 Wakaba, Mihama-ku, Chiba-shi, Chiba 261 Tel: 043-297-9067

Fax:043-297-9057

E-mail: [email protected]