EmployAbility: A resource guide on disability for employers in Asia and the Pacific

This resource manual contains information to assist businesses and organizations that want to benefit from the business case for recruiting, hiring and retaining people with disabilities as employees. It presents a collection of resources and examples of good practice. It aims to help employers in this region learn more about workers with disabilities and the business case for hiring them. Many employers who want to hire disabled workers have expressed difficulty in finding disability information and sources of disabled job seekers tailored to their needs. While the situation and resources vary in the different countries of Asia and the Pacific, this guide can help. It lists organizations and sources of information to help employers who value a diverse workforce that includes disabled persons. EmployAbility includes the following information: l Information on how to access publications covering the area of employment and disability, many of which are available free and are accessible online; l A list of web sites that are specific to employer needs or that provide general disability information; l Examples of corporate sector policies and good practices related to employment of people with disabilities; l A list of national organizations or government offices that provide direct assistance to employers who want to find disabled job seekers; l Other items such as checklists and fact sheets that provide immediate and brief information

Moving Forward: Toward Decent Work for People with Disabilities: Examples of Good Practices in Vocational Training and Employment from Asia and the Pacific

[From Preface] In Asia and the Pacific, the year 2003 is a hallmark for promoting the rights of people with disabilities. It begins the second Asia and Pacific Decade of Disabled Persons, 2003 to 2012 and implementation of the Biwako Millennium Framework for Action toward an Inclusive, Barrier-Free and Rights-Based Society. Governments from across the region adopted the framework at a high-level meeting in October 2002. The framework, in turn, will guide regional and national disability policies and activities in several priority areas, including training and employment. While the Decade of Disabled Persons and the development of its implementing framework clearly are major achievements, they also point to the strong need to continue promoting the rights and fostering the inclusion of people with disabilities in all aspects of community life

Training and Employment of People with Disabilities: India 2002

[Excerpt] Training and Employment of People with Disabilities: India 2002 is descriptive in nature. When the ILO commissioned the researchers for the Country Study Series, each was asked to follow the comprehensive research protocol appended to this document. The resulting report therefore includes country background information, statistics about people with disabilities and their organizations, a description of relevant legislation and policies and their official implementing structures, as well as the education, training and employment options available to people with disabilities. While few countries have such information readily available, researchers were asked to note the existence or lack of specific data points and to report data when it did exist. Since the lack of information about people with disabilities contributes to their invisibility and social exclusion, the information itself is important. The protocol called for limited analysis and did not specifically ask for the researchers recommendations, however, researchers were asked to report on existing plans and recommendations of significant national stakeholders

EU Disability Law : An overview

Altres ajuts: LEAD-ME Cost Action (CA19142)Xarxa promoguda pel grup de recerca TransMedia Catalonia

Beyond Severe Disabilities: National Approaches and Networking Guide

As we studied these programs, it became clear to us that most of these programs have some intrinsic values and that it would not be practical or advisable for us to evaluate the programs, Instead of rating programs, we selected programs that met at least one of our ten critical factors for program selection, and many of them met several. Our decisions were also based on a desire to present a variety of programs, especially those that seemed to be appropriate for program planners in Nebraska. We thought that it would be best to have program personnel describe their programs. Thus, a principal staff member wrote the description of each program, Some program personnel did not respond in time to meet our publication deadlines. Therefore, some programs which may be known to many rehabilitation professionals may be missing from our listing. Our listing is not intended to be exhaustive nor is it intended to include only those programs that are considered noteworthy