1. AnDiW (Ability not Disability in Workplace) Agreement No LLP-LdV-TOI-2009-LV-000 Project No 2009-1-LV1-LEO05-00370 Work Package No2 Selection of Good Practices in employment of people with disabilities Methodology framework for the implementation ISMA, As. Prof. Zaiga Oborenko 12.11.2009, Riga1

2. Selection of Good Practice  Package No2 Leader: ISMA - Graduate School of Information Systems Management 91 Ludzas Str., Riga, Latvia, LV-1003 Phone: +371 67100 607 Fax: +371 67241 591 E-mail: isma@isma.lv, marga@isma.lvisma@isma.lv Website: www.isma.lvwww.isma.lv  Time to work out: 01.11.2009 – 30.04.2010 12.11.2009, Riga2

3. Selection of Good Practice Aims  To identify and analyze good practice in the recruitment and employment people with disabilities  To elaborate a Report on Good Practice of employment people with disabilities in workplace 12.11.2009, Riga3

4. Methodology Framework Objective  To build common ground for the use of methodologies and instruments for the identification of good practice in the recruitment and employment of disabled people. 12.11.2009, Riga4

5. Good Practice  In each country the partners shall identify 5 to 7 good practices in the recruitment and employment of persons with disabilities.  For each practice there shall be a short summary 1-2 pages A4. 12.11.2009, Riga5

6. Selection of Criteria to Identify Good Practice  Good practice serves as means of peer learning through which own practice can be reflected and changed  There should be at least a few core criteria developed to provide reporting on employment of PwD examples 12.11.2009, Riga6

7. Selection of Criteria to Identify Good Practice  We have a set of criteria which reflect some sort of good practice standards of recruitment of PwD, available throughout Europe.  This is only an initial and very limited selection of criteria, which could be applied to make visible good practice.  The partners therefore are requested in their reports to outline the general or specific criteria they used for the identification of good practice. 12.11.2009, Riga7

8. Criteria to Identify Good Practice No Example criteria list for the identification of good practice 1. Application criteria are relevant to job specific and do not discriminate against disabled people 2. Alternative recruitment qualifying tests and sift mechanisms are in place to create a fair opportunity for disabled candidates 3. There are alternative ways of testing the skills required for the job rather than relying on standard paper qualifications which some disabled people may have been denied the opportunity to obtain 4. Are health requirements justifiable for workplaces? 5. Is the recruitment staff and selection panel members trained in equal opportunities, diversity issues and disability awareness? 12.11.2009, Riga8

9. Criteria to Identify Good Practice No Example criteria list for the identification of good practice 6. Is disabled staff member of recruitment panels? 7. Are applicants with disabilities invited to identify any particular arrangements they might need at the interview? 8. Is the same scoring/assessment system used for disabled and non-disabled candidates 9. Is the disabled person consulted where modification or refurbishment work is planned, to the workstation or premises, prior to commencing the work. Are individuals asked if the modifications are meeting their needs? 10. Is it ensured that information about any practical consequences of an individual's disability is only passed on to the rest of the staff and managers as necessary with the person's consent? 12.11.2009, Riga9

10. Criteria to Identify Good Practice No Example criteria list for the identification of good practice 11. Are managers and colleagues aware of any additional support and guidance that will help the new recruit give his/her best in the job? 12. Is it ensured that accommodation staff is aware of the arrangements required by newly recruited disabled staff (workstation, toilets, canteens, rest rooms, emergency and evacuation procedures etc) and that those requirements are met in advance of the candidate’s starting date? 13. Are managers, colleagues, trade union officials, and first aid staff aware of the practical consequences of the individual's disability? 14. Is there a clearly defined job description and explanation of duties available at the earliest opportunity and does it form part of the induction process? 15. Are there monitoring checks implemented to see whether, people with disabilities are over-represented in rejection decisions for posts. If any patterns emerge, is the whole recruitment process checked. 12.11.2009, Riga10

11. Interviews for Description Good Practice  To identify good practice each partner makes 5-7 non- structured interviews with general managers or human recourse managers, who are personnel policy developers and implementers.  In order to get wider and more complete picture partners are advised to make interviews with PwD representatives in the same companies, and include related points in conclusions.  Interviews can be carried out face to face, telephone or Skype.  Companies’ selection criteria: 1) local, national, international 2) small, medium, large 3) State, private 12.11.2009, Riga11

12. Recommendations for Questions for Non-structured Interviews 12.11.2009, Riga12  Recommended to ask opened questions in order to let interviewee tell, describe, give opinion.  Transfer questions from slides “ Criteria selection” into opened questions.  Questions depend on a person to be interviewed, company situation and country situation, therefore, partners are asked these specifics include in the Report.

13. Examples of Questions Included in Non-structured Interviews NoExample of question 1.Do you have specific procedures for recruitment of disabled people? Please describe the applied procedures. 2.What is your company's experience in recruitment and employment people with disabilities? 3.What are you company’s policies regarding employment people with disabilities? 4.What are the advantages having PwD in your company? 5.How do you inform managers and colleagues of the practical consequences of the individual's disability? 6.How do you incorporate disabled people in your team? 7.How do you make job description and explanation of duties for PwD ? 12.11.2009, Riga13

14. Interviewee profile sheets NoInterviewee profile 1.Company name 2.Company functional area description 3.Workforce information: number of Staff, PwD 4.Name, surname of interviewee 5.Position in company 6.Seniority in the field of expertise 7.Address: Postal Code, City, Country, Telephone, e-mail 8.Form and Date of interview 12.11.2009, Riga14

15. THANK YOU FOR ATTENTION! Questions 12.11.2009, Riga15