1. Employment and disability Niamh Fawl Policy and Public Affairs, NDA

2. Outline Role of the NDA Facts and Figures National Disability Strategy Interlinked Policy Instruments Comprehensive Employment Strategy Conclusion

3. The NDA The National Disability Authority provides independent expert advice to the Government on policy and practice, as the lead state agency on disability and universal design.

4. Employment status of pwd Census 2006 Aged 20-64 Principal economic status At work73,00035% Unemployed15,0008% Student6,0002% Home/family20,00010% Retired11,0005% Unable to work due to illness/disability81,00039% Other2,0001%

5. Low participation in work 35% of people with disabilities have a job v. 74% of others (Census 2006) 60% of people with disabilities not working are restricted in type or amount of work they can do Low qualifications add to disadvantage

6. Employment and disability Census 2006

7. Employers and Disability 88% of companies say they do not employ anyone with a disability Only 5% employers have accommodated a staff member with disabilities Over half don’t know about employer help Minimal take-up of FÁS supports especially job retention

8. National Disability Strategy Employment and disability commitments A comprehensive employment strategy for people with disabilities 7,000 more in work Cross-departmental co-operation across Enterprise, Trade and Innovation; Education and Skills; Health; Social Protection Specific commitments –enhance supported employment –bridge between HSE and mainstream training –systematic process of engagement with people with disabilities to establish employment aspirations 3% target mandatory under Part 5 Disability Act

9. FÁS supports for pwd No. of participants 2006-2008 Programme200620072008TOTAL Wage Subsidy Scheme141191 523 Supported Employment Programme *7008658492,414 FÁS Mainline Training3803342961,010 Specialist Training4334473831,263 TOTAL1, 6541, 8371,7195,210 * Estimated figure

10. National Disability Strategy Targets Employment and disability Dept of Social and Family Affairs (DSFA), Sectoral Plan 2006–2009: Disability Activation Project - develop comprehensive employment strategy on individual case management basis with pwd on disability payments Interdepartmental implementation team + HSE, FÁS, NDA, VECs Started September 2008 To date: 14 training programmes, 170 participants completed

11. Linked policy commitments National Development Plan 2007-2013 –participation in education, training and employment up 50% –proportion at work up from 37% to 45% (QNHS) Towards 2016: High level goals –elaboration of Comprehensive Employment Strategy National Action Plan for Social Inclusion 2007-2013 –increase pwds’ participation in society and employment by service provision and activation measures

12. Comprehensive employment strategy NDA report - Key pillars Make work pay, remove benefit traps Equip pwd to compete in labour market now and future Enlist public and private sector employers Prevent flow into inactivity –School leavers –People acquiring a disability Systematic process of engagement Comprehensive across individuals and levels of ability

13. Supported employment Almost 4% of workers with a disability Two separate state-funded arrangements FÁS scheme –In principle 18+ hours a week –c. 900 in work; 1,100 in job assessment/job search phases HSE-funded supported employment –Less than 18 hours a week; typically ½ day -1 day a week –c.1,000 receiving HSE or service provider job coach support

14. Part 5 Disability Act Legal obligations on public bodies to –Promote and support employment of people with disabilities –Achieve 3% target of employees with a disability People with ID under-represented in the public service relative to other employments Good models of partnership with local disability services and supported employment consortia could be built on Small bodies that find it hardest to reach 3% could use supported employment work experience placements

15. Employment Equality Acts 1998; 2004 Employer duty to take appropriate measures to ensure pwd can access and carry out their work; participate in training, unless measures impose disproportionate burden on employer

16. Employment Equality Acts 1998; 2004 Appropriate measures: –Adaptation of work premises or equipment, patterns of working time, distribution of tasks or provision of training Disproportionate burden: –Financial or other costs –The resources of the business

17. Joined-up thinking Importance of dovetailing policies in HSE, D/Enterprise and D/Social Protection HSE review of Adult Day Services Opportunity for mainstream alternatives to segregated sheltered work Review of Supported Employment programmes Earnings disregard for DA of 50% of earnings between €120 and €350 a week Review of DA; Disability Activation programme Commitment in Government programme on medical card continuation

18. Recent developments Cabinet reshuffle & restructuring March 2010 More streamlined joined up approach: Most recent Social Welfare Bill 2010, transfer of employment and community services and staff to the Department of Social Protection Opportunity to align training/education of pwds Opportunity to link welfare support and support pathways to work

19. Conclusion New developments = possible new opportunities for: Integrated streamlined provision of supports for people with disabilities by Depts and HSE Planning for the economic upturn by outcome-based training for people with disabilities Implementation of the Comprehensive Employment Strategy

20. Some References National Disability Strategy http://www.justice.ie/en/JELR/NDS.pdf/files/NDS.pdf National Development Plan 2007-2013 http://www.ndp.ie/documents/ndp2007-2013/NDP-2007-2013-English.pdf Towards 2016 http://www.taoiseach.gov.ie/attached_files/Pdf%20files/Towards2016Partnership Agreement.pdf National Action Plan for Social Inclusion 2007-2013 http://www.socialinclusion.ie/documents/NAPinclusionReportPDF.pdf