natgillin/translations-raw huggingface dataset:
Af de i alt ti organisationer til handicappedes vel (NGO'er), der er interviewede i forbindelse med undersøgelsen var halvdelen selv aktive inden for anvisningen, og af de syv adspurgte faglige repræsentanter havde tre som tillidsrepræsentanter på deres respektive arbejdspladser bl.a. direkte at gøre med handicappedes integrering i virksomheden.
It would pose access problems for disabled people who had been rehabilitated some considerable time ago, had lost their jobs or were in danger of losing them. Furthermore, locating such welfare services near the client, i.e. the disabled person, should not be the only criterion.
Først skal udviklingen for de eksisterende institutioners vedkommende beskrives, fordele og ulemper vil blive analyseret, hvorefter vi i næste afsnit under en metodisk synsvinkel vil undersøge opgavernes indhold.
What the independent services have in common is that they adopt a street worker concept far more than government and parastatal bodies: unlike government services, which tend to react to demand, they adopt an active approach in every respect.
Statslige organer
Government services
Anvisning og vejledning af arbejdssøgende er i alle undersøgte lande traditionelt statslige organers, nemlig arbejdsfòrvaltningens opgave, og i tider med fuld beskæftigelse har dette da også været en fuldt ud tilstrækkelig ordning.
Functions advice, placement and after-care information, technical advice and placement psychosocial and specialized advice, place ment and care unemployment, job security help with finding jobs
I øvrigt ligger anvisningsopgaverne nu hos GMD.
Approach demand-oriented active need-oriented
I 1986/87 har 84 424 handicappede personer benyttet sig af denne anvisningsservice.
Advantages binding offer impartiality, objectivity confidential relationship with clients
Et vigtigt supplement udgør Specialist Careers Officers (SCO'er), der virker på uddannelsessystemets lokalniveau og rådgiver handicappede unge ved valg af erhverv.
Disadvantages limited target group, detachment problems fear felt by disabled people expense of co ordination with other institutions tions
Endvidere virker DAS som PR-ageritur for beskæftigelse af handicappede: organisationen udbreder kendskabet til Code of Good Practice og demonstrerer med videoer (f.eks. med titlen "It worked fine") positive eksempler på dennes gennemførelse i praksis.
While the government services are open to all disabled people and the services of the rehabilitation institutions are intended only for their own clients, most services run by independent bodies specialize in the
Arbejdsforvaltningens vigtigste funktion i dag består i, at der gennem disse organer sker en grundlæggende information samt direkte anvisning af handicappede, for så vidt dette på grund af den spændte situation på arbejdsmarkedet overhovedet er muligt i nævneværdigt omfang.
In the following section we describe the methodological steps taken by the various services in their attempt to support the vocational integra tion of disabled people.
Alle funktioner i øvrigt, specielt vejlednings- og støttefunktioner, varetages fortrinsvis af de allerede nævnte nyetablerede organer, hvilket er en logisk konsekvens, idet de statslige organer som regel samtidig er den instans, der træffer afgørelserne i sager, der kan få stor betydning for den handicappedes fremtid.
A distinction can be made between four areas of activity: work directly with disabled people and their social environ ment, cooperation with training and vocational rehabilitation institutions and cooperation with firms and public relations activities.
Bl.a. finansierer Bundesanstalt für Arbeit i D den erhvervsrettede revalidering, i F er ANPE repræsenteret i COTOREP, hvor der træffes beslutninger om handicappedes principielle orientering, det være sig i retning af uddannelse, åben eller beskyttet beskæftigelse.
As regards vocational prospects, the first step should be to determine a disabled person's limitations and current level of qualification, which should be followed by a period of planning and specifying further vocational development.
De fleste orienteringer sker i øvrigt i retning af en åben beskæftigelse, der imidlertid ganske ofte viser sig at være en billet til arbejdsløshed. Over for statslige organer med denne dobbeltfunktion udviser de berørte personer indimellem ret stor tilbageholdenhed.
In this process it must first be clarified - on the basis of existing qualifications - whether vocational integration can be aspired to immediately or whether it should be preceded by the identification of a suitable occupation or further training to improve the pros pects of vocational integration.
I D og UK forsøger AF-medarbejderne i mellemtiden - jf. eksemplet SCO - at bøde på dette forhold ved rådgivning på stedet, i skoler, revalideringsinstitutioner eller derhjemme hos de handicappede.
During the planning the relationship between the various occupational options and the disabled person's social environment should also be considered: his mobility or the proximity of the workplace to his place of residence and particularly to his family if, as is often the case, it plays a major part in his welfare.
Men erfaringen viser, at henvendelsen til et uafhængigt serviceorgan af ganske mange, der søger råd og vejledning, opfattes som mindre kompliceret end kontakten med en myndighed.
Only then should he be given practical help in his search for employment and placement, which we will discuss in depth in Chapter 6.
På denne baggrund, men ikke mindst som følge af de realistiske problemer i forbindelse med handicappedes erhvervsmæssige integration, er der etableret mange nye serviceorganer i de senere år med et væsentligt bredere spektrum af opgaver (jf. afsnit 5.2.).
Fundamentally, the main aim is to develop a confidential relationship between the disabled person and the counsellor.
Det drejer sig om nye halvstatslige institutioner, om uafhængige serviceorganer, dvs. sociale organisationer baseret på private initiativer, samt om nye funktionsområder i institutionerne til erhvervsrettet revalidering.
Only when this founda tion has been laid can the level of purely objective information and advice be abandoned and work begin on helping the individual to cope with
Et typisk eksempel på en halvstatslig organisation, der dækker et bredt spektrum af aktiviteter, som er nødvendige i dag til erhvervsmæssig integrering af handicappede, er det nederlandske GMD, der er ansvarligt for anerkendelse af erhvervsudygtighed, den erhvervsrettede orientering og vejledning, samt anvisning og støtte.
Once this crucial stage in finding an identity has been successfully overcome, the disability seldom results in occupational relegation and in not a few cases, following appropriate retraining from, say, crane driver to clerk or computer expert, even in an upward career movement.
Også her må det forudsættes, at den ovennævnte tilbageholdenhed gør sig gældende over for opgavernes mangfoldighed, hvilket da også blev bekræftet af OMD­medarbejdere i forbindelse med vore interviewer.
This barrier is a challenge not only to the disabled person but equally to his environment, ranging from his relatives through friends and neighbours to colleagues and superiors in the firm.
En oversigt over de seneste års anvisninger fra GMD fremgår af tabel nr. 14 (jf. ι
Undesirable developments and occupational failures are often due to a disabled person not being treated as an equal partner by his environment despite the abilities he obviously has.
Uden resultat 32 400 (53,6% Tidl.arbejdsgiver 14 500 (24,0%
5.3.2 Cooperation with vocational rehabilitation institutions
Ny arbejdsgiver Selvstændige Beskyttet besk.
With this approach new and additional training capacities can be developed for disabled people.
De vellykkede anvisninger er samtidig konstante i relative tal, mens de set i absolutte tal ligeledes er steget.
Considerable importance must also be attached to cooperation with exist ing rehabilitation institutions.
Anvisningerne til beskyttede værksteder er nærmest gået tilbage.
In many places the opportunities for forging links with rehabilitation measures are still extremely limited.
En overraskelse er det store tal af handicappede, der har kunnet genintegreres hos deres gamle arbejdsgivere, tallet er næsten to gange større end antallet anvisninger til nye virksomheder. Denne oplysning støttes i
For the moment the services usually concentrate their placement efforts on disabled people whose qualifications give them the best prospects in
57 øvrigt af resultaterne af vores egen undersøgelse (jf. 6. og 7. kapitel).
57 the general labour market.
Påfaldende er endvidere de mange handicappedes orientering i retning af selvstændig virksomhed; denne option udviser den største tilvækst.
Although this is also due to a lack of re sources, it is in the interests of disabled people, the services and firms if failures are avoided.
For så vidt angår F, kan de i forskellige departementer eksisterende Equipes de Préparation et de Suite de Reclassement (EPSR) gælde som eksempler på halvstatslige organisationer.
Many of the services interviewed see preparation that goes beyond train ing for a given occupation and is related to a given firm and, in some cases, even to a given job as an essential basis for vocational integra tion (see Chapters 4 and 6).
Disse tværfaglige organer, der omfatter socialarbejdere, læger, arbejdsvidenskabeligt personale, AF-medarbejdere etc. er COTOREP's forlængede arm.
Purposeful placement does not seem to be possible without equally purposeful preparation in which this is explicitly made the objective, with each programme geared to a specific group and reacting to its specific requirements.
De yder bistand til den enkelte handicappede person under hele genindslusningsprocessen og har ligeledes kontakt med virksomhederne med henblik på tilpasninger af arbejdspladsen eller efteruddannelse med specielt sigte.
Everything would seem to in dicate that an approach geared to specific target groups has been successful so far.
Disse organer sorterer dels direkte under de centrale forsorgsmyndigheder, dels er det uafhængige sociale organisationer, der er betroet opgaverne, og som fremfor alt yder hjælp i de enkelte tilfælde, mens de centrale organer intervenerer mere på det strukturelle plan, idet de bl.a. sætter en anvisningsservice i gang i revalideringsinstitutioner og er behjælpelige med opbygningen heraf.
In one of the cases we investigated it was found that the employees who were most productive and whose placement was given top priority were refusing to change to open employment, possibly because, as the workshop's high fliers, they experience a great deal of affection and recognition and therefore feel comfortable where they are.
Opgaverne udføres overvejende af folk med sociale uddannelser (psykologer, socialarbejdere).
A further deterrent was the longer distance that would have to be travelled, some of these disabled people not wanting to abandon the existing relationship between living and working.
Mange institutioner til erhvervsrettet revalidering nøjes ikke længere med at uddanne deres dimittender med henblik på et bestemt erhvervsområde.
As findings of research on the employment of disabled people show, it increases existing prejudices rather than removing them.
På baggrund af de problematiske fremtidsudsigter anvendes der megen tid på at søge kontakt med virksomheder for at
In establishing contact with firms strategies under which steps are taken to enable such experience to be gained have therefore
58 forbedre mulighederne for en vellykket placering.
58 proved successful.
Når der ikke findes specielle økonomiske ressourcer til disse opgaver, udføres de af det eksisterende personale.
The efforts of the services and the attempt to place a specific individual in a certain firm can be regarded as promising means of establishing contact.
Det er dog lykkedes for nogle centre ­ som regel med støtte fra Den Europæiske Socialfond ­ at etablere specialiserede, tværfaglige organer, der så på et senere tidspunkt har fungeret som modeller og multiplikatorer for andre institutioner.
Both strategies may eventually enable continuous cooperation to develop between a service and a firm, which can then slowly grow on the basis of personal relationships.
Som eksempel kan nævnes HANDIPRISE­projektet ved revalideringscenteret Kerpape i Lorient/F, hvis interventioner ikke alene er rettet udad på virksomhederne, men også indad på uddannelsen i centeret, idet der nemlig som et element med sigte på den senere integrering bl.a. er etableret en vekseluddannelse omfattende både centeret og de pågældende virksomheder.
Where a service is provided, contact is preferably made through certain mediators, such as chambers of trade, industry etc. and industrial associations, which then invite firms, for example, to meetings to discuss the subject.
På basis af dette samarbejde fremsætter projektgruppen eventuelle forslag vedrørende ændring og tilpasning af arbejdsvilkår i virksomheden.
Another important target group consists of architects who have specialized in industrial buildings.
Med Lille i F og Courtrai i Β som deltagere er etableret et lignende projekt, der oven i købet fungerer grænseoverskridende.
If they can be made aware of the concerns of disabled people and of the subsidies that can be ob tained for buildings appropriate to their needs, major structural re quirements that will later facilitate their vocational integration can be met.
Endvidere bør nævnes et projekt til erhvervsmæssig integrering af evnesvage unge, der forlader skolen i Twente­regionen, idet det drejer sig om et af de få initiativer for denne målgruppe.
References to legislation and moral arguments will not persuade firms to cooperate: it must be made clear that they too can expect practical help.
Hovedvægten i denne intervention ligger på at forberede de unge til et erhverv og samle de forskellige instanser der medvirker ved en erhvervsmæssig integration.
An offer of this kind may cover the following aspects, and the wider-ranging it is, the more promising cooperation is likely to be:
Også i andre lande og på andre niveauer har denne strategi, hvor man tager virksomhederne med på råd i centrene, stået sin prøve, det være sig for at definere nye uddannelsesindhold og -metoder i fællesskab eller træffe aftale om praktikophold eller modeller for vekseluddannelser.
- help with applications for grants for such measures - suggestions for a personnel policy appropriate to disabled people: a conscious comparison of requirement and qualification profiles at the time of appointment (the services themselves, however, meet only part of the associated expense)
Andre initiativer er kommet fra erhvervslivet.
The most important requirement for continuous cooperation with firms revealed by our survey is the activation of potential support within the firm.
F.eks. har britiske arbejdsgivere fordelt over hele øen 10 Employment Agencies med det primære formål at finde arbejde til handicappede personer. GIRPEH (Groupements Interprofessionnels Régionaux pour la Promotion de l'Emploi des Personnes Handicapées) i F med en noget større aktionsradius er ligeledes et initiativ fra arbejdsgiverside.
This means, firstly, finding a promoter in the firm who has influ ence, authority and social sensitivity.
I grupperne samarbejder arbejdsgivere, arbejdstagere og repræsentanter for de handicappede på lige fod.
Not only must the promo tion of individual strategies always be seen in the context of the over all corporate identity: contrary to the classical theory of organiza tion, intentions at the top can in practice be thwarted and blocked by other interests (see Bednarek 1988).
Foruden vejledning og støtte af handicappede og virksomheder i spørgsmål om erhvervsmæssig integrering tager de sig fremfor alt af at etablere kontakter mellem virksomhederne og institutioner til handicappedes vel på strukturelt niveau.
Equally important, therefore, is cooperation with the disabled person's immediate colleagues and superiors: they too must welcome and accept him if integration is to succeed in the long term.
Inden for dette sidstnævnte område findes yderligere eksemplariske aktiviteter med delvis flerårige og succesrige traditioner.
Three services interviewed in Britain and Germany have therefore set up special foster-worker schemes to activate the potential support of superiors and colleagues (see also Chapter 6).
OHE (Opérations Handicapés + Emploi) i Grenoble har fungeret siden 1983 og startede med en målsætning om at finde frem til praktik- og uddannelsesmuligheder for handicappede på virksomheder med udsigt til varige arbejdspladser.
Another important element that enables initial access to be gained to firms is agreement on practical training of limited duration and trial periods.
I 1987 var der etableret kontakter til over 1 000 virksomheder, over 500 heraf havde ansat en handicappet person, altsammen baseret på en moralsk kontrakt mellem virksomheden, den handicappede og OHE.
Not only can firms then be made aware of the concerns of dis abled people and get to know various disabled people without risk to themselves: short periods of on-the-job training also give disabled people a chance to make a realistic assessment of their own capabilities and of the requirements of working life and, not the least important factor, they give them an opportunity to learn to cope with the journey from home to work.
Også dette projekt har haft mangfoldige multiplikationseffekter: I Paris blev en lignende organisation grundlagt i 1987, og et projekt af samme art - PROMETHE (Promotion du Travailleur Handicapé) - findes endvidere i Bretagne.
We will revert to the importance of such trial peri ods for lasting vocational integration in Chapter 6.
Ι Β er et initiativ ved navn LE CARAT blevet retningsgivende.
5.3.5 Guidance and further training
Ikke alene er der opstået en ny kategori af institutioner, men den er også i mellemtiden ved et dekret officielt anerkendt som Service d'Accompagnement de Personnes Handicapées.
As we have already seen, most placement and advisory services also have the task of keeping disabled people in their jobs.
Man mener dog, at man er langt mere end kun et anvisnings­ og vej ledningsagentur.
They provide psycho social care when problems arise, talk to relatives, discuss leisure problems and, if need be, take steps to eliminate certain professional shortcomings.
Man ser sin opgave i at være banebrydere både for de handicappede og for virksomhederne, der tilbydes en service gående ud på at skabe en social virksomhedskultur uden at det går ud over økonomien.
When there is a danger of dismissal or conflicts arise that might lead to the termination of the employment relationship, they perform a "trouble-shooter" function and attempt to mediate between em ployer and employee by proposing, say, a transfer within the firm or the restructuring of work processes.
Også i anden henseende ønsker man at være banebrydende, nemlig ved at fremme holdningsændringer i den offentlige mening og indstilling over for handicappede.
Care should therefore be stepped up at this time as a protective measure.
I D er der i delstaten Bayern etableret et modelprojekt "Arbeitsassistent" til finansiering af personlig assistance ved integrering i erhverv.
Another area in which action is important, although it has been recognized as such by only a few services, is the further and continuing training of disabled people who are already employed.
Modtagerne af pengene er uafhængige organisationer, men også nogle virksomheder.
Particularly in large firms disabled employees usually fail to advance.
Organisationen AVO­Nederland indtager en særstilling, idet den er specialiseret i at støtte handicappede ved etablering af selvstændig virksomhed.
A sure sign of a very pressing need for further training is a report that disabled employees have problems adjusting when technical innovations are introduced.
I 1988 lykkedes dette i ikke mindre end 418 tilfælde, mens der i 1984 og 1985 ved hjælp af AVO hvert år blev sat ca. 200 handicappede i gang.
The services then arrange for appropriate further training.
Sammen med GMD's tilsvarende orienteringer (jf. afsnit 5.1.2.) indtager selvstændighedsperspektivet i NL således en helt exceptionel position.
In addition, a few services also run their own further training courses, which use communication problems between disabled and nondisabled people as a peg on which to hang the teaching of today's key skills, e.g. teamwork, flexibility and creativity.
Endelig har forskellige handicaporganisationer selv taget initiativet til at forbedre medlemmernes erhvervsmuligheder. RNID (Royal National Institut of the Deaf) i UK udfører både et tilsvarende PR-arbejde og stiller døvetolke til rådighed under introduktionen og når der opstår problemer i virksomheden. Pathway Employment Service er derimod et tilbud for evnesvage med et meget tæt, altomfattende støtteprogram svarende til disse personers behov.
Firstly, our study clearly corroborates the thesis that under present conditions the labour market policy instruments described in Chapter 2, quota arrangements and wage subsidies, for example, are no longer enough to ensure a lasting improvement in the integration prospects of disabled people (see Semlinger & Lücker 1983). There is also a need for practical assistance within firms like that offered by the services we have men tioned. Despite the implementation problems described, it can thus be said that the services which have joined the employment authorities' placement bodies are filling an important gap. One of their main advan tages is that they are capable of finding flexible and individual solutions. The fact that some concentrate on helping the individual disabled person is, however, proving problematical: it makes action at structural level and in the corporate environment difficult. As regards entry into working life, the activities of the services have resulted in more purposeful vocational preparation and in programmes geared to specific groups. The services interviewed see the poor qualifications of disabled people as the main obstacle to vocational integration.
Til gennemførelse heraf har Pathway udviklet et "fadderskabssystem", der er et effektivt og succesrigt instrument (jf. 6. kapitel).
On the other hand, placement programmes in Germany indicate that there are still open ings in these areas.
De ovenfor beskrevne institutioner kan stort set ses som et svar på de handicappedes vanskeligheder ved at finde et arbejde efter gennemførelsen af en uddannelse.
The greater concentration of authority at management level in these firms facilitates placement and makes it easier for the disabled employee to find his bearings.
Dog drejer det sig først og fremmest om punktuelle svar.
The hierarchy that necessarily exists in large firms, with authority widely dispersed, makes it more difficult to find someone to take ultimate responsibility for employing disabled people.
Repræsentanter for virksomheder, som vi har interviewet, følte sig nærmest trængte af de mange forskellige organisationer og beklagede sig over hele problematikkens uigennemskuelighed.
Where disabled people are concerned, the most important task is to help them overcome their secondary disability, i.e. the consequences of their disability, and to take a realistic view of their vocational prospects.
Det kan ikke være min opgave. Hvis jeg vidste, at man kan henvende sig der og der, at der kan man ringe, ville det være ideelt for alle parter."
The services also stress the need for the difficulties that may accompany the employment of a disabled person to be addressed realistically and openly.
De adspurgte serviceorganer ser også dette mange gange som et problem. Nogle steder forsøger man at overvinde den manglende koordinering institutionerne imellem ved, at man i det mindste samarbejder punktuelt (bl.a. i forbindelse med information af arbejdsgiverne).
If they are to perform their task properly, the services must on no account represent only the interests of disabled people and act only as their advocate: they must also take account of the employers' inter ests if only because favourable cooperative relationships with employers enable new places to be found for practical training sessions, trial periods and permanent jobs.