Disability Employment Policy

This paper is the first in a series aimed at analyzing disability employment policy and developing recommendations for policy reform in middle income countries. As the first paper in this series, this study provides a general overview of the relationship between disability and employment, focusing primarily on disability employment policies in OECD countries. It discusses how well these policies address the dual functions of integration and income security, and reports on recent trends. A variety of policy tools are examined: full and partial disability cash benefits, vocational rehabilitation and training, supported work, sheltered and public sector employment, hiring quotas, tax incentives for employers, and anti-discrimination laws. A general set of recommendations are offered on designing disability employment policies in emerging economies

Disability employment policy

This paper is the first in a series aimed at analyzing disability employment policy, and developing recommendations for policy reform in middle income countries. As the first paper in this series, this study provides a general overview of the relationship between disability and employment, focusing primarily on disability employment policies in OECD (Organization for Economic Cooperation and Development) countries. It discusses how well these policies address the dual functions of integration, and income security, and reports on recent trends. A variety of policy tools are examined: full and partial disability cash benefits, vocational rehabilitation and training, supported work, sheltered and public sector employment, hiring quotas, tax incentives for employers, and anti-discrimination laws. A general set of recommendations are offered on designing disability employment policies in emerging economies.Social Protections&Assistance,Health Monitoring&Evaluation,Work&Working Conditions,Gender and Law,Social Cohesion

World Report on Disability, Chapter 8: Work and Employment

Across the world, people with disabilities are entrepreneurs and selfemployed workers, farmers and factory workers, doctors and teachers, shop assistants and bus drivers, artists, and computer technicians (1). Almost all jobs can be performed by someone with a disability, and given the right environment, most people with disabilities can be productive. But as documented by several studies, both in developed and developing countries, working age persons with disabilities experience significantly lower employment rates and much higher unemployment rates than persons without disabilities (2–9). Lower rates of labour market participation are one of the important pathways through which disability may lead to poverty (10–15). In Article 27 the United Nations Convention on the Rights of Persons with Disabilities (CRPD) “recognizes the right of persons with disabilities to work, on an equal basis with others; this includes the opportunity to gain a living by work freely chosen or accepted in a labour market and work environment that is open, inclusive and accessible to persons with disabilities” (16). Furthermore, the CRPD prohibits all forms of employment discrimination, promotes access to vocational training, promotes opportunities for self-employment, and calls for reasonable accommodation in the workplace, among other provisions. A number of factors impact labour market outcomes for persons with disabilities including; productivity differentials; labour market imperfections related to discrimination and prejudice, and disincentives created by disability benefit systems (2, 17–19). To address labour market imperfections and encourage the employment of people with disabilities, many countries have laws prohibiting discrimination on the basis of disability. Enforcing antidiscrimination laws is expected to improve access to the formal economy and have wider social benefits. Many countries also have specific measures, for example quotas, aiming to increase employment opportunities for people with disabilities (20). Vocational rehabilitation and employment services – job training, counselling, job search assistance, and placement – can develop or restore the capabilities of people with disabilities to compete in the labour market and facilitate their inclusion in the labour market. At the heart of all this is changing attitudes in the workplace

International Research Project on Job Retention and Return to Work Strategies for Disabled Workers: Key Issues

[From Preface] The International Research Project on Job Retention and Return to Work Strategies for Disabled Workers breaks new ground by examining the inter-relationships of public and enterprise policies and practices as they affect the retention and return to work of disabled workers. The enquiry encompasses public policies to promote employment of disabled people; benefit and compensation programmes; employment support and rehabilitation services; provision to adapt work and workplace; and measures developed and implemented by the enterprise. The Project aims not only to identify successful policies and practices which are transferable from one country to another but also to inform the development of effective, efficient and equitable job retention and return to work strategies for disabled workers. The ultimate objective is to develop strategies which can be put into effect in the workplace

Musculoskeletal injuries among operating room nurses: results from a multicenter survey in Rome, Italy

Aim: Chronic disorders of the musculoskeletal system, particularly low back pain (LBP), are increasing and represent a social and economic problem of growing importance, especially if correlated with working conditions. Health care workers are at higher risk of developing LBP during work shifts in the hospital. The aim of this study was to assess the prevalence of LBP among operating room nurses and to investigate the risk factors for musculoskeletal injuries in the operating room. Methods: We carried out a cross-sectional study that included operating room nurses from nine hospitals. Information on sociodemographic characteristics, lifestyle habits, working activity and psychological attitude of nurses was collected using an anonymous self-administered structured questionnaire. We evaluated the association of frequency, localization and intensity of LBP (FLI) with qualitative variables, making use of univariate analysis, chi-square test and Fisher's exact test. Multiple logistic regression analysis was performed to identify the variables that affected the FLI. The covariates included in the model were the variables that had a p 35 years vs. age <35 (OR = 2.68; 95% CI = 1.17–6.18) and diurnal work shift vs. diurnal/ nocturnal (OR = 4.00; 95% CI = 1.72–9.0) represent risk factors associated with FLI, while physical activity is a protective factor (OR = 0.47; 95% CI = 0.20–1.08). Conclusion: The data suggest that it is important to promote new programs of prevention based on professional training and physical activity among nurses and to improve the organization of work shifts in the hospital

Association of Researchers in Construction Management

This paper reports on a review of the literature on disability management in the construction industry. The review explores the concept of disability management and existing guidance in the field in Canada before exploring the pillars of effective disability management programs. The review extends to investigating the literature on the topic as it pertains to the construction industry, focusing on the extent to which disability management practices are implemented in the industry and barriers to their successful implementation. The review is being conducted in preparation for an initiative undertaken by the Construction Engineering and Management at the University of Manitoba and funded by the Workers&apos; Compensation Board of Manitoba. This initiative aims to evaluate the maturity of disability management practices in the Manitoban construction industry. The review shows how disability management as a concept developed in the mid-1980s. Its founding pillars include organizational policies and procedures; recruitment practices; employment retention practices; rehabilitation practices; modified or alternate work opportunities; awareness, training and promotion practices; involvement and collaboration; and monitoring and evaluation. While the concept appears to be constantly evolving, its application in construction remains limited. Only six research papers pertaining to disability management in construction were found, highlighting the need for more work on the topic. The review of these papers shows how the industry&apos;s disability management practices remain inadequate. Disability management continues to be seen as a burden to construction employers for the most part, making it difficult to challenge traditional perceptions. Using maturity modelling to evaluate the effectiveness of these practices with the ultimate aim of improving them appears to be an important research opportunity that needs further investigation

Willingness of employers to support disability management in the workplace from SOCSO’s perspective

In the current competitive edge, many healthy workers who become disable due to injuries, accidents, chronic illness or birth defect has been continued to be the poorest, less educated and least hired which was contributed by several barriers that stop them from participating in the labour market. The common barrier is the employer’s perception toward hiring the disable people in their workplace and this is the biggest constraint for the disable people to mingle in the workgroups in the society. This survey based research study was conducted basically to analyse the influence characteristics of employers in employing disable people in their workplace and for this purpose, the study was mainly targeted number of employers from Klang valley, Malaysia. Precisely, the connection between gender and total employees in an organization was identified by analysing the total number of employees in the organization, familiarity with disability workers and prior work experience with disability people together with elements of understanding and beliefs towards disability was explored. Results from this study indicate that employers’ attitudes are generally positive and the common barriers also have been identified. Overall familiarity with disability, size of organizations and gender can be predictable characters in determining the employer’s attitude in employing people with disabilities. This study also indicates that employers are willing to support disability management in the workplace. Furthermore, constraints in conducting this study together with future recommendations for other researchers are provided in this stud

Disability Management: the application of preventive measures, health promotion and case management in Italy

Background. Disability Management can be defined as a practice to improve workers? health and to reduce the impact and costs of disability. The aim of the study was to estimate the diffusion of DM in Italian companies. Methods. A survey was conducted using a questionnaire, the Worksite Disability Management Audit. The questionnaire was structured into five parts addressing the following domains: 1) characteristics of the company; 2) health promotion activities; 3) preventive measures; 4) case management; 5) disability manage- ment. We selected public and private companies and collected information by direct interview. Results. Twenty companies entered the survey. Twelve Com- panies (60%) indicated that health promotion programs and sensibilisation campaigns are usually carried out. The presence of an individual who provided workplace safety indications and materials was stated by 19 companies (95%). Periodical medical examinations are carried out by 19 companies (95%); 16 (80%) have an evaluation process for ergonomics concerns. Risk assessment and analysis are performed by all companies and the security procedures and policies are updated at least once in a year in 40% of cases. Health status monitoring of injured workers is performed in eight (40%)of the companies, while Disability Management is present as a whole in only three companies. Conclusions. This survey highlights that Disability Management is not undertaken in most companies and that, where applied, there is still confusion and disorganization about ways to pro- mote health and manage workers? illness and disability. Hence, there is still the need to promote an all-inclusive evaluation and management of workers? safety, illness and disabilities