natgillin/translations-raw huggingface dataset:
Bortset fra at et par af de adspurgte handicappede klarede transporten til arbejdspladsen ved hjælp af ikke handicappede kolleger fandtes der ingen private kontakter mellem handicappede og ikke handicappede medarbejdere uden for arbejdstiden.
Our observations showed that these relationships de pended primarily on the attitude of the disabled, who were not only intent on forging relationships based on partnership themselves but had
På basis af en undersøgelse i nederlandske virksomheder konstaterer Hullenaar og Koningsveld (1984) en voksende uvilje blandt arbejdstagerne imod at medvirke ved handicappedes erhvervsmæssige integrering, fremfor alt når den nye kollega opnår visse fordele, som f.eks. bedre arbejdstider.
What is more, only two interviewees revealed that they suffered because of such paternalistic relationships. For the others this structure was obviously a great help, even if it might be an obstacle when seen from the outside and in the long term.
Ved en undersøgelse foretaget af Stichting Ipso Facto (1985) relativeres denne konstatering dog, idet den handicappede kollega accepteres uden videre af den grund, at man, hvis man selv skulle komme ud for en ulykke, ligeledes håber på at få lov til at vende tilbage til virksomheden.
In a paternalistic relationship the disabled person becomes the recipient of good deeds, and the nondisabled person makes himself a benefactor.
Den støtte, som de af os adspurgte personer havde erfaret, forekom da også at være særlig intensiv, når handicappet var en følge af en ulykke eller sygdom, der var indtrådt på et tidspunkt, hvor den pågældende og kollegerne allerede kendte hinanden.
The disabled person feels protected, the nondisabled person sees himself as a helper and protector. Each feels recognized in his own way.
Evnesvage møder ligeledes i starten et stort affektivt engagement, hvilket er en enorm fordel for den erhvervsmæssige integrering.
This helper-motivation is probably one of the most important aids to the vocational integration of disabled people in an entirely positive sense.
Men på lang sigt bliver disse "hjertebånd" ofte nedslidte, og forholdet bliver uholdbart for begge parter (jf. Diederich 1988).
At all events, this aspect, the fact that the disabled person gives the nondisabled person something as a result of his disability, should not be underestimated.
En vurdering, som vi har foretaget af i alt 20 relationer på basis af de handicappedes oplysninger og tilsvarende interviews på virksomhedsniveau, viste, at disse i 17 af tilfældene havde et paternalistisk præg.
Training within the firm in preparation for more responsible activities was preferred where the disabled person was assigned new tasks by joining a team of nondisabled colleagues.
Kun i 3 tilfælde var der tale om et partnerskab, der prægede forholdet mellem handicappet og ikke handicappet medarbejder.
Apart from such on-the-job training, however, the promotion prospects of the disabled people interviewed must generally be rated rather low.
Ved et partnerskab forstås et forhold, hvor den handicappede anerkendes som ligeberettiget, men får støtte, når det er nødvendigt, og når vedkommende ønsker det.
As one interviewee said: "My superior feels that, as a disabled person, I will never do a proper job.
Fra et interview: "Det er gennem mit arbejde, at jeg er blevet klar over mit handicap.
Unless I find another job in the foreseeable fu ture, I may go back to university."
Andre bestemmer på mine vegne, hvad jeg kan, og hvad jeg ikke kan. Som handicappet skal du ikke alene slås med jobbet, men også med
In Belgium ten of 21 interviewees nevertheless felt they stood as much chance of promotion as anyone else, while seven felt they had little or no prospect, principally because of their disability.
112 kollegernes og de overordnedes fordomme, for de tvivler på din arbejdsevne."
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En anden adspurgt person fremførte en lignende bemærkning: "Som handicappet er man handicappet, hele tiden.
"adjusted" to their present jobs and are happy with them (see section 7.5.2).
Derfor må man i de ikke handicappedes øjne ikke gøre noget af eget initiativ, men man har værsgo at tage imod hjælpen."
One of the interviewees, a 52-year-old man, wanted to be pen sioned off or to go back to the sheltered workshop.
En anden adspurgt person kan se de handicappedes andel i dette forhold: "For os handicappede er det typisk, at vi altid lader, som om vi var hjælpeløse og kræver så lidt.
Those who are less than satisfied also take a sceptical view of their future working lives: "Since my accident I have taken a greater interest in my private life.
Vi overlader det hele til andre i stedet for selv at bestemme, hvad vi vil."
My chances of promotion are fairly limited".
Men den slags kritiske kommentarer hører til undtagelserne. Desuden fremførtes de af handicappede, der på deres arbejdspladser fungerede inden for partnerskabslignende strukturer.
Some disabled people quite deliberately qualify their prospects at work in view of their physical condition: "I have to be careful to pace myself.
Ifølge vore iagttagelser var disse strukturer i første række afhængige af de handicappede, som i deres adfærd ikke alene prøver på at etablere partnerrelationer, men havde bearbejdet deres handicap og følgerne i et omfang, at de også selv var i stand til at afvise tilbud om paternalistiske relationer.
Although I don't want to sit around at home, I don't want to work myself into the ground either and then perhaps find one day I can't move and am confined to bed."
Kun to af de adspurgte lod i øvrigt skinne igennem, at de led under disse paternalistiske forhold.
The basic problem with continuing training for disabled people is the general absence of courses which are specifically designed for them and are also near their homes.
For de øvrige udgjorde denne struktur åbenbart en vigtig støtte, selv om den set udefra og på lang sigt måske kan virke hindrende.
Where specific courses do exist, as for the blind in the new technologies, they are usually held at remote centres.
Det paternalistiske forhold fungerer, idet den handicappede modtager velgerninger, og den ikke handicappede optræder som velgører.
If disabled people were to attend, they would therefore be separated from their families and social environment, on which not a few disabled people depend heavily to cope with both the practical and emotional aspects of their everyday lives.
Den handicappede føler sig beskyttet, mens den ikke handicappede føler sig som hjælper og beskytter.
Two disabled people faced this dilemma at the time of the interviews.
Denne hjælpermotivation turde være et af de vigtigste redskaber til handicappedes integrering i virksomheden i absolut positiv forstand.
During our study we investigated six cases in which integration into open employment relationships had failed.
I hvert fald bør dette aspekt, nemlig at den handicappede også og netop på grund af sit handicap giver den ikke handicappede noget, ikke undervurderes.
At first sight this was primarily due to performance problems in five cases, but on closer examination it was found that there were causes of a quite different nature.
Interviewede ikke handicappede personer har i denne forbindelse fremført et andet synspunkt.
One deaf person was a classic case of a lack of coordination between re quirements and qualifications.
De siger, at de ofte beundrer de handicappede kollegers styrke og livsmod, og at det også giver dem selv ny energi.
His job was to check and regulate ma chines, which, it was initially assumed, required only visual testing but, as it later transpired, also entailed the identification and classi-
Karrieremuligheder samt efter­ og videreuddannelse
Because of his deafness the employee failed to identify faults until it was too late.
En kvalificering i virksomheden til mere ansvarsfuldt arbejde sker da også først og fremmest, når den handicappede gennem sit sociale tilhørsforhold i en gruppe af ikke handicappede kolleger føres frem til nye opgaver.
Similar in structure, but more serious, was the case of a disabled person who suffered from fits.
Bortset fra on­the­job kvalificeringer af denne art må de adspurgte handicappedes karrieremuligheder i arbejdslivet imidlertid generelt bedømmes som værende nærmest negative.
Trials in several jobs had failed because allow ance could not be made in the various work processes for his disabilityrelated limitations.
Fra et interview: "Min chef har den opfattelse, at jeg som handicappet aldrig vil kunne klare et fuldt job.
Work in a carpenter's shop and a printing firm proved too dangerous, and work in a retail outlet seemed unsuitable be cause customers might take objection to his fits.
I den vurderingsformular, der skal udfyldes hvert år, nævnes mine kvalifikationer ikke med et ord, så mine karrieremuligheder er lig nul.
Before it comes to a series of failures, which are bound to deprive the person concerned of all confidence in himself, it should be carefully considered what occupations are suitable, and the person concerned should then be trained for one of them.
Hvis jeg i den nærmeste fremtid ikke finder noget andet arbejde, vil jeg måske begynde på en uddannelse igen."
Choosing occupations and jobs in which a disability does not have adverse implications for the person concerned or for the work process and allowance can as far as possible be made is thus one of the most important requirements if failures in vocational integration are to be avoided.
I Β var der da i hvert fald 10 blandt 21 adspurgte personer, der mente at have normale karrieremuligheder i deres erhverv, mens 7 så ingen eller kun ringe muligheder, først og fremmest på grund af deres handicap.
In one case vocational integration had failed because the disabled person did not work quickly enough.
I D var det kun 4 blandt 28 adspurgte personer, der mente at have gunstige erhvervsudsigter ud over deres nuværende arbejdsplads.
Compared with the other workers, his output was too low.
Langt de fleste har "indrettet" sig på det arbejde de har og er tilfredse med det (jf. afsnit 7.5.2.).
However, the various jobs, in industrial manufacturing, were not directly comparable.
En af de adspurgte, der var 52 år gammel, håbede at kunne gå på pension eller vende tilbage til værkstedet for handicappede.
Had permanent financial compensation been granted to offset the man's poor productivity, as is possible in Belgium under Collective Agreement No. 26, his job could probably have been saved.
Også de mindre tilfredse ser med skeptiske øjne på deres erhvervsmæssige fremtid: "Efter ulykken ligger mine interesser mere på det private plan.
In another case underachievement was accompanied by the disabled person's difficult social behaviour.
Mine karrieremuligheder i arbejdslivet er trods alt ret begrænsede."
He frequently left his workplace to talk to colleagues and so prevented them from working too.
Jeg har ikke lyst til kun at sidde derhjemme, men jeg vil heller ikke slide mig op i mit arbejde, så jeg en skønne dag måske slet ikke kan bevæge mig, men må ligge ned hele tiden."
As it is hardly likely to be possible to compensate the employer financially for this problem, the only possible solution for the firm would be to transfer the man elsewhere.
Problemet i forbindelse med handicappedes efter­ og videreuddannelse er i grunden, at målgruppespecifikke og samtidig
However, vocational preparation would appear to have been at fault here.
114 geografisk nærtliggende tilbud som regel ikke findes.
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En anden handicappet person, der forinden havde været beskæftiget på et værksted for handicappede, opgav frivilligt sin arbejdsplads: "Jeg har set, hvad det vil sige at arbejde i virkeligheden.
Another disabled person, who had previously been employed in a sheltered workshop, resigned from his job: "I saw what it meant to work properly.
Og da fandt jeg ud af, at jeg personligt ikke kan klare det.
And I realized that I was not up to it personally.
Når jeg ikke kan klare det rent fysisk, så vil jeg hellere nøjes med lidt færre penge."
If I can't do some thing physically, I'd rather get by on less money."
I dette tilfælde, hvor det drejede sig om et job i et køkken, krævede den generelle arbejdsgang et tempo, som den handicappede arbejdstager ikke kunne
In this case - the job was in a kitchen - the work had to be done at a pace which was too much for the disabled employee.
Det vil sige, at ikke alle objektivt set mislykkede forsøg skal vurderes som fiaskoer.
This shows that not every case in which success is not achieved in objective terms can be regarded as failure.
Erfaringerne på det åbne arbejdsmarked kan også give anledning til større klarhed, for så vidt angår ens interesser, evner og muligheder.
Experience in the open labour market can also give a disabled person a clearer picture of his own interests, abilities and potential.
Netop denne adspurgte person gjorde bemærkelsesværdige fremskridt i sin sociale udvikling, han blev mere aktiv i fritiden, fik nye interesser, den erhvervsmæssige udvikling blev mindre vigtig og en tilbagevenden til værkstedet for handicappede lige så acceptabel som en deltidsbeskæftigelse.
This interviewee, for example, made remarkable progress in his social development, he be came more active in his free time, his interests began to change, his vocational development was now less important, and a return to the sheltered workshop was just as conceivable as a part-time job.
I forbindelse med deltidsbeskæftigelse stiller der sig problemer af en helt anden art. Bortset fra at der i forvejen findes for få arbejdspladser på deltid, er netop de handicappede forhindret i at påtage sig den slags opgaver: de sidder i "pensions- eller armodsfælden" (jf. afsnit 7.5.1.).
However, part-time employment poses problems of another kind. Apart from there being far too few part-time jobs, disabled people are at a particu lar disadvantage in this respect: they are caught in the "pension or poverty trap" (see section 7.5.1).
En af de adspurgte personer havde flere gange "brækket halsen" på kravene i en fuldtidsstilling og mente, at 20 timer om ugen var maksimum af, hvad vedkommende kunne klare. Fra interviewet: "Men jeg ville aldrig kunne komme op på samme økonomiske niveau, som jeg har nu med min pension.
One of the people we interviewed had already failed to meet the requirements of a full-time job on several occasions. He felt he could not work more than 20 hours a week.
Så det har jeg slet ikke råd til.
So I can't afford to work.
Systemet er jo rent ad Pommern til, man bliver ligefrem forhindret i at arbejde. Jeg med mine 31 år må affinde mig med at leve som pensionist. Det skulle du også have lov til at prøve en gang, med 31 år!".
This system is absolutely useless: they actually stop you working.
Arbejdsgiverne bør sikres økonomisk kompensation for nedsat ydelse, der ikke kan afbødes ved tekniske eller organisatoriske foranstaltninger. Problematikken i forbindelse med armods- eller pensionsfælden bør løses.
101 payments to employers to compensate for underachievement which cannot be offset by technical or organizational measures and the elimination of the poverty or pension trap.
I dette sidste kapitel sammenfattes resultaterne af vore undersøgelser samt søges formuleret nogle rekommandationer, der i de undersøgte lande kunne bevirke en forbedring af handicappedes erhvervsmæssige integrering.
In this final chapter we summarize the findings of our study and make a number of recommendations which might improve the vocational integration of disabled people in the countries studied.
De lovmæssige forudsætninger til sikring af den erhvervsrettede revalidering og handicappedes integrering i arbejdslivet kan ingenlunde betegnes som værende tilstrækkelige overalt.
The legislation designed to ensure the vocational rehabilitation and integration of disabled people into working life can in no way be re garded as adequate everywhere.
Der bør især ske ændringer med henblik på en mere differentieret kortlægning af de forskellige handicapgruppers behov, samt en mere konsekvent gennemførelse af de allerede eksisterende lovbestemmelser.
Above all, a more differentiated view must be taken of the needs of different categories of disabled people, and opportunities now provided by the law must be more consistently seized.
På europæisk plan er det umiddelbart nødvendigt at bringe handicapbegreberne i større overensstemmelse med hinanden samt fremskaffe valide og sammenlignelige data vedrørende de handicappedes situation på arbejdsmarkedet.
The European Community faces the immediate challenge of formu lating more uniform definitions of terms relating to disabled people and of gathering valid, comparable data on the situation of disabled people in the labour market.
En effektiv kvotaordning med virkningsfulde sanktioner kan i høj grad bidrage til at sikre arbejdspladser for handicappede.
An effective quota arrangement, i.e. one accompanied by effective sanctions, may make a significant contribution to securing jobs for disabled people.
Men først når der findes et system med positive finansielle incitamenter til at ansætte handicappede, vil der kunne udvikles en beskæftigelsespolitisk initialfunktion - forudsat at visse yderligere forudsætninger er til stede.
However, only if it is initially linked to positive financial incentives to employ disabled people is it likely to boost employment - provided a number of other requirements are met.
Virksomhederne bør bl.a. være tilstrækkeligt informerede om alle relevante støttemuligheder og programmer, men fremfor alt må ansøgningsprocedurerne ikke være så omfattende, komplicerede og langvarige, som det hidtil ofte har været tilfældet.
Not only must firms be sufficiently familiar with the options and pro grammes in this respect: above all, the application procedures must be made less cumbersome, less complicated and less time-consuming than they now are in many cases.
Endvidere må der ske en yderligere forbedring af adgangsmulighederne til offentlige transportmidler og bygninger samt - som en pendant til de tekniske hjælpemidler - en både kvantitativ og kvalitativ styrkelse af støtteorganerne, hvis funktion specielt for visse gruppers vedkommende ikke kan vurderes højt nok. Kvantitativt bør serviceorganer ikke kun etableres regionalt som modeller; de skal være landsdækkende.
There must also be further improvements in access to public transport and buildings and - as the complement of technical aids - a quantitative and qualitative improvement in support services, whose function, particu larly for certain groups of disabled people, cannot be rated highly enough.
Derudover bør de eksisterende serviceorganer udstyres bedre personalemæssigt for at kunne udføre deres mangfoldige opgaver.
103 should have also more staff to enable them to perform their many and varied tasks.
I kvalitativ henseende bør definitionen af opgavernes indhold ikke alene være koncentreret om hjælp i individuelle tilfælde, men være formuleret så bredt som muligt og mere specielt muliggøre interventioner på strukturelt plan, samt omfatte en sagligt korrekt og pålidelig information af virksomhederne, en optimering af placeringsprocedurer, og en forbedring af virksomhedsmiljø og prævention.
On the qualitative side, the definition of substantive tasks should not focus solely on help in individual cases but be as broadly based as possible. Specifically, it should - enable action to be taken at structural level and include - the supply of appropriate and reliable information to firms, - the optimization of placement procedures and - an improvement in the working environment and in prevention.
Det er endvidere blevet klart, at der ved indretningen af nye arbejdspladser til handicappede ikke udelukkende bør gives tilskud til handicapspecifikke investeringer, men også til investeringer i tekniske nyskabelser.
It has also become clear that, when new jobs are created for disabled people, grants should be made not only for investment relating specifically to them but also for investment connected with technical innova tions.
Dette er langt fra en bevidst praktiseret strategi, men praksis der anvendes i enkelte tilfælde - og med stor succes, som det fremgår af vore undersøgelser. Vi vil foreslå at dette mønster, som vi kan definere som "en kombination af beskæftigelse for handicappede og teknisk nødvendige nyskabelser", i fremtiden anvendes som bevidst støttepraksis.
At present this is by no means a strategy that is consciously pursued but an approach that is adopted in individual cases and, as our study showed, one that is highly effective.
Et i praksis ofte anvendt og gennemprøvet middel til at opretholde arbejdspladser for handicappede, der allerede er beskæftigede i virksomheden, er en omlægning eller nystrukturering af arbejdsgang, mens ændringer i arbejdsorganisationen som regel ikke kan komme på tale ved nyansættelser, men oven i købet afvises blankt.
Although the restructuring of work processes where the jobs of dis abled people already employed in a firm are to be preserved is a method that is often used and has proved successful in practice, changes to the organization of work are not as a rule considered, or are even refused, when disabled people are taken on by firms.
Også i denne forbindelse kunne man forestille sig løsninger svarende til det anførte mønster og med bedre integreringsmuligheder som resultat, ved at ansættelsen af handicappede gennemføres sideløbende med
Here again, solutions along the lines of the model just mentioned are conceivable and might improve the prospects of integration if the appointment of disabled people was accompanied by externally financed innovations in the work process and in organization.
Navnlig store virksomheder investerer betydelige summer i organisationsrådgivning.
Large firms in particular are constantly investing consid erable sums in advice on organization.
Ifølge den foreslåede støttemodel skulle virksomheder ligeledes kunne få økonomiske tilskud til at forbedre virksomhedens organisation, når der derigennem skabes mulighed for at ansætte handicappede.
If the promotional model proposed here was adopted, firms would also receive grants for the improvement of their organization if it enabled disabled people to be employed.
Som et andet middel til at forbedre handicappedes integrering har etableringen af en afpasset infrastruktur i virksomheden stået sin prøve.
Another means of improving the integration of disabled people is the creation of appropriate infrastructure in the firm.
Når de rigtige strukturer forefindes i virksomheden, kommer der hele tiden automatisk nye handicappede medarbejdere med ind i systemet.
Where suitable cor porate structures exist, more and more new disabled employees are "drawn
En bevidst offentlig strategi til fremme af integreringen bør derfor navnlig i store virksomheder tage mindre sigte på punktuelle støtteforanstaltninger, men først og fremmest koncentrere sig om etableringen af en sådan infrastruktur.
104 in" almost automatically. Particularly in the case of large firms a conscious public promotional strategy should therefore be geared less to aids in specific cases and more to the creation of infrastructure of this kind.
Endelig bør de relevante lovbestemmelser om vedvarende kompensation for handicapbetingede præstationsmangler praktiseres mere konsekvent.
The legislation designed to provide permanent compensation for under achievement due to a disability should also be enforced more consistently.
Beskæftigelse med økonomisk støtte af denne art på det almindelige arbejdsmarked kunne udvikles på bredt plan til et alternativ til beskæftigelse i beskyttede institutioner, ved at eksisterende instrumenter som f.eks. overenskomst nr. 26 i Belgien systematisk udnyttes og udvides.
Subsidized employment in the general labour market might become a common alternative to employment in sheltered workshops if such existing instruments as Collective Agreement No. 26 in Belgium were used system atically and on a wider scale.
Man bør også endnu en gang overveje, hvordan man kan løse problematikken omkring "pensions- eller armodsfælden", der tvinger mange handicappede ud i vedvarende ledighed.
More thought should also be given to finding a way out of the "pension or poverty trap", which is keeping many disabled people unemployed.