A comprehensive and integrated strategy is needed for people with disabilities working in sheltered employment, writes Siobhan Barron
The National Disability Authority (NDA) welcomes recent media exposure on sheltered workshops. Indeed, many of the issues raised could be addressed through the implementation of the Code of Practice for Sheltered Occupational Services.
Moreover, the NDA has consistently called for the implementation of this draft code along with developed draft standards for disability services.
The code was developed by a working group involving employers group Ibec, Ictu, the social partners and relevant state agencies including the NDA. The code's objective is to guide and direct service providers, sets out best practice in this area, identifies the rights of people with disabilities availing of a sheltered occupational service and informs people with disabilities of their rights in availing of part-time employment opportunities.
The issues explored in recent coverage are not straightforward. There is a need to distinguish between what are essentially care and therapeutic services and what is employment. People with disabilities are a diverse group with varying needs and abilities.
A key feature of the Government's National Disability Strategy is the sectoral plans from six Government departments and the overall monitoring mechanism afforded to the strategy. The NDA has advised Government on the need for a comprehensive employment strategy for people with disabilities and outlined in its report, A Strategy of Engagement, what is necessary to make work an outcome for people with disabilities.
The reality is that there are a number of challenges that need to be addressed if greater opportunities for properly paid work for people with disabilities is to be delivered. The NDA views these challenges as:
the removal of disincentives for taking up a job, such as the loss of a medical card;
ensuring people with disabilities are equipped with the education and skills to compete in the labour market;
implementing policies within the public and private sector to support the recruitment and retention of people with disabilities. These policies should be underpinned by a knowledge of the capabilities of people with disabilities;
reducing the number of young people with disabilities leaving schools without qualifications;
improving retention in employment following the onset of disability in later life;
developing a systematic process of engagement with people with disabilities in order to assist them articulate and realise their employment aspirations;
ensuring that the provision in education programmes, training and employment is sufficiently diverse to meet the needs of all those with disabilities, particularly people experiencing severe disabilities.
Research shows that employment opportunities vary significantly with the degree of disability and the nature of impairment. The NDA has a clear view that continuous options must be available for people with intellectual disabilities; that ranges from sheltered settings to jobs in the open labour market. Where people are clearly engaged in employment, they should enjoy the full legal rights of employees.
As the current public discussion on sheltered work has developed, we need to reform the system in a way which ensures that people with disabilities, who enjoy a range of meaningful day activities, are adequately protected against abuse or exploitation. Moreover, that they continue to receive an adequate income and the additional benefits which they require.
In sheltered day-services, people receive full social welfare allowance, a medical card and a range of secondary benefits, and supports which may include transport to the centre.
Since June 2006, people with disabilities who work full-time for the minimum wage in rehabilitative employment get to retain some of their disability allowance and vital secondary benefits such as the medical card. There has been limited take-up of this option to date, which may suggest that many people or their families are not yet aware they could keep important benefits while engaging in full-time work. Therefore, it is understandable that there may be fears that moving to the status of a regular employee could jeopardise some of these additional benefits.
Significant effort has been made by a range of key organisations in developing the draft code of practice. It is now time for implementation. The issues concerning sheltered workshops are best resolved as part of a coherent set of policies where entitlement to social benefits, funding for service providers and incentives to service providers are mutually consistent, and where everyone concerned has adequate information.
Siobhan Barron is Director of the National Disability Authority, the principal State agency on disability issues, providing independent expert advice to Government on policy and practice