Conference The implementation of the UN CRPD by the EU: Assessing the impact of the UN Committee on the Rights of Persons with Disabilities' concluding observations – The way forward Thursday 10 September 2015 Thessaloniki, Greece SESSION III – UN CRPD implementation and the economic crisis in Europe : the cases of Greece, Ireland, Italy, France, Cyprus, Portugal, Latvia and Spain SPAIN: COLLECTIVE BARGAINING AND EMPLOYMENT OF PEOPLE WITH DISABILITIES Antonio González González, Miembro del Consejo Económico y Social de España, en representación de UGT

General analysis of collective bargaining in Spain in relation to the contents aimed at improving the employment of PWD. IMPACT ON COLLECTIVE BARGAINING EMPLOYMENT OF PWD The study provides those responsible for collective bargaining in trade unions instruments to respond more effectively to the problems of employment of PWD. ACTION GUIDE TO FAVOR EMPLOYMENT OF DISABLED THROUGH COLLECTIVE BARGAINING Analysis of the Labor Intermediation aimed at PWDs, as part of changes in labor intermediation system in Spain, and needs and suggestions for improvement. FIELDS, PROCESSES AND PROCEDURES FOR JOB PLACEMENT ADDRESSED TO PWD Promoting research: FUNDACIÓN ONCE Research Team: FUNDACIÓN FRANCISCO LARGO CABALLERO 2 THREE RESEARCH CARRIED OUT BETWEEN 2012 AND 2014 ON COLLECTIVE BARGAINING AND EMPLOYMENT OF PERSONS WITH DISABILITIES (PWDS) IN SPAIN

3 THE EMPLOYMENT SITUATION OF PERSONS WITH DISABILITIES (PWD) IN SPAIN INCORPORATION LABORAL VERY LOW: MEMORANDUM ITEM: Disabled people of working age (16-64 years): 1,428,300 People with disabilities who work: 346,600 (24% of total) Employment rate of disabled people in the EU (2011): 46.9% (22 percentage points higher than in Spain). ACTIVITY RATE 40 PERCENTAGE POINTS LOWER THAN THOSE WITHOUT DISABILITIES EMPLOYMENT RATE 33 PERCENTAGE POINTS LOWER THAN THOSE WITHOUT DISABILITIES UNEMPLOYMENT RATE 9 PERCENTAGE POINTS HIGHER THAN SDIN DISABLED PEOPLE

4 FACTORS THAT EXPLAIN THE REDUCED ADMISSION TO EMPLOYMENT OF PEOPLE WITH DISABILITIES (PWD) IN SPAIN Breach and ineffectiveness of laws For 30 years there is a legal obligation for companies with more than 50 workers to maintain a percentage of PWDs at least 2% of employment. However, three out of four companies do not comply Strong corporate resistance to hire PWDs Perception that hiring PWDs involves an extra cost: productivity, absenteeism, poor versatility, added difficulties in case of dismissal,... Insufficient knowledge of the available incentives. Insufficient attention and professional profile required to adjust the capabilities that can develop PWD according to that profile. Difficulty passing the 'sheltered employment' regular employment In Spain there is a type of business (called Special Employment Centres) whose main objective is to create employment for PWDs. They perceive significant public support. Most of the employment of PWD corresponds to these businesses. And it is highly unusual for PWDs these companies move from ordinary companies. Active employment policies largely ineffective Labor intermediation is very inefficient and is not specialized. Policies to support employment of PWDs do not have the necessary degree of efficiency.

5 COLLECTIVE BARGAINING IS AN ESSENTIAL INSTRUMENT RAISE EMPLOYMENT OF PEOPLE WITH DISABILITIES (PWDS) Collective bargaining raises the insertion in regular employment of PWDs The performance of collective bargaining allows for greater reaction to the problem of workers with acquired disability Collective bargaining improves the working conditions of PWDs. In investigations we have identified the positive aspects for the employment of PWDs derived from collective bargaining: Create an environment of understanding between companies and favor the inclusion of PWD workers Sensitize stakeholders and break negative myths and mindsets that prevent the hiring of PWD Analyze, identify and adapt jobs to thereby facilitate compliance with the legal obligations of companies. Opening channels and regulations for adapting working conditions. Create devices that reconcile the development of productive work and the needs and characteristics of PWD. All this we can do because it has the following functions:

6 TOOLS DEVELOPED IN THE WORK OF RESEARCH TO IMPROVE THE COLLECTIVE BARGAINING AIMED AT IMPROVING PROCESSES AND PROCEDURES OF COLLECTIVE BARGAINING:  GUIDE TO TRADE UNION ACTION ON DISABILITY IN COLLECTIVE BARGAINING. A NEW STRATEGIC APPROACH.  TOOL FOR MONITORING OF COLLECTIVE BARGAINING ON DISABILITY.  PROPOSAL FOR TRAINING UNION OFFICIALS INVOLVED IN NC.  SPECIFIC ANALYSIS ON THE ACQUIRED DISABILITY.  GUIDE TO TRADE UNION ACTION ON DISABILITY IN COLLECTIVE BARGAINING. A NEW STRATEGIC APPROACH.  TOOL FOR MONITORING OF COLLECTIVE BARGAINING ON DISABILITY.  PROPOSAL FOR TRAINING UNION OFFICIALS INVOLVED IN NC.  SPECIFIC ANALYSIS ON THE ACQUIRED DISABILITY. AIMED AT IMPROVING ACCESS TO EMPLOYMENT  SPECIFIC PROPOSALS TO REFORM THE SYSTEM LABORAL FOR INTERMEDIATION PWD. COMPLEMENTARY TO COLLECTIVE BARGAINING  PROPOSALS FOR EXTERNAL ACTION ENTERPRISE TO PROMOTE THE INTEGRATION OF DISABLED.

7 Thanks for your attention.