natgillin/translations-raw huggingface dataset:
I flere tilfælde fandtes nemlig andre former for samarbejde forud for disse foranstaltninger, bl.a. havde der forinden været udført lønarbejde for virksomheden i den pågældende revalideringsinstitution, mens revalidenderne i dag kvalificeres på selve arbejdspladsen.
An interesting feature is the emergence of on-the-job rehabilitation schemes: in several cases these schemes were preceded by other forms of cooperation, as where a firm first contracted work out to a rehabilitation institution and now trains disabled people itself.
I to tilfælde var det produktionens tekniske udvikling der gjorde udslaget.
Even more inter esting, however, are the reasons for such transfers: in two cases the
Alle adspurgte virksomheder, der gennemfører interne revalideringsforanstaltninger, benyttede sig heraf.
71 technical development of production processes was the decisive factor.
I NL var en medarbejder fra GMD medlem af virksomhedens socialteam, og i andre tilfælde stillede koopererende revalideringsinstitutioner en konsulent til rådighed, der fungerede direkte i virksomheden.
The growing flexibility and closeness of these processes made it increasingly difficult to subcontract suitable work, since the transport of parts to and fro would have led to ever more frequent interruptions in the increasingly integrated production process.
Serviceorganerne udfører deres anvisnings- og konsulentfunktioner både uafhængigt af revalideringsinstitutionerne (f.eks. i forbindelse med arbejdsløse handicappede) og i samarbejde med disse.
This trend towards on-the-job rehabilitation or towards the combination of on-the-job and off-the-job training can undoubtedly be seen as a favourable pattern that will help to improve the vocational integration of disabled people.
Et relativt hyppigt mønster for handicappedes erhvervsmæssige integrering er reintegreringen af arbejdstagere, der tidligere har været beskæftiget i virksomheden, og som er blevet handicappet ved en ulykke eller sygdom.
They perform important tasks in the initiation of prac tical training, job familiarization and the psychosocial guidance and care of people undergoing rehabilitation.
Navnlig i store virksomheder er vi ofte stødt på eksempler på en vellykket integrering. Der findes interne revalideringsafdelinger på nogle af disse virksomheder til reintegrering af syge medarbejdere, men de fungerer på mange forskellige måder.
All the firms interviewed that were running on-the-job rehabilitation schemes took advantage of this assistance: in the Netherlands an employee of the GMD was a member of the firm's social team, and in other cases cooperating rehabilitation institutions provided a care worker to work in the firm itself.
- medicinsk revalidering - erhvervsrettet revalidering - værksteder for handicappede
Such cases of successful integration were often encountered particularly in large firms.
- revalidering i virksomheden - deltagelse i ekstern revalidering - praktikpladser/arbejdsafprøvning oo anvisning og støtte
Some have their own rehabilitation departments for the reintegration of dis abled employees, although their functions vary widely.
Serviceorganer arbejdssøgende handicappede
On the one hand, there are departments which do not in any way deserve the epithet "rehabilitation", since they are merely used as a convenient place to put the
Selvfølgelig sker denne proces heller ikke uden problemer, men der findes efter vort skøn i påkommende tilfælde stor beredvillighed til at løse dem.
72 disabled people "produced" by the firm (see Hullenaar & Koningsfeld 1986). Where there is genuine rehabilitation, a study by Lenshoek et al. (1988) shows that more than half of those concerned are reintegrated into the firm within twelve months of becoming disabled; another third follow in the second year. Figure 2
Ikke alene føler virksomhederne sig ansvarlige, men dertil kommer, at der både hos kollegerne og de umiddelbart overordnede på grund af de allerede eksisterende sociale relationer forefindes en positiv indstilling til at yde den nødvendige støtte.
73 also very willing to provide assistance because of the social relation ships that already exist.
Vanskelighederne kan opstå, når det gælder om at finde et både handicap- og uddannelsesrelevant arbejdsområde.
Difficulties are more likely to be encountered in finding an area of employment appropriate both to the disability and to training.
Ofte sker placeringerne efter trial and error metoden.
A trial-and-error approach is often adopted.
Nogle af de adspurgte virksomheder gav udtryk for, at de både ved udvælgelsen af tekniske hjælpemidler og ved de nødvendige omstruktureringer af arbejdsprocesserne havde kunnet ønske sig en mere kvalificeret rådgivning.
Some of the firms interviewed would have liked more qualified advice on the choice of technical aids and on necessary changes to work processes.
Det drejede sig om ændringer omkring virksomheden (ramper, elevatorer og sanitære installationer) samt teknisk specialudstyr på selve arbejdspladsen (braille-tastaturer og -printere, specialborde og -stole etc.).
Changes had been made in the working environment (ramps, lifts and sanitary facilities), and special technical equipment had been in stalled at the workplace (braille keyboards and output devices; special tables and chairs, etc.).
Alt i alt fik man indtryk af, at de velkvalificerede handicappede selv havde sørget for at få de rigtige hjælpemidler, mens løsningerne for de mindre kvalificerede handicappede ikke altid forekom lige optimale.
The overall impression was that well quali fied people had themselves provided appropriate aids, whereas the solutions for less qualified disabled employees did not always seem optimal.
Kun i meget sjældne tilfælde havde der været gennemført en omhyggelig arbejdsanalyse.
In only very rare instances had there been a careful job analysis.
De enkleste, forholdsvis hyppige former for tilpasninger findes i forbindelse med arbejdstiden, idet mange handicappede foretrækker deltidsarbejde.
The simplest and relatively common adjustments con cern working hours, since many disabled people prefer part-time work.
En af de adspurgte virksomheder havde indrettet hele organisationen efter de beskæftigede udviklingshæmmede og evnesvage personer, bl.a. havde de maskiner, som de handicappede
One of the firms we interviewed had tailored all its procedures to em ployees who had learning difficulties or were mentally handicapped: the machines at which disabled people worked had, for example, been given such names as Olga and Berta, and the parts to be machined were coloured according to the nature of the work to be done.
Disse eksempler giver anledning til at drage to interessante konklusioner, der ved en systematisk satsning kan bidrage til en forbedring af handicappedes erhvervsmæssige integreringsmuligheder:
These examples allow of two interesting conclusions, which, if considered systematically, can help to improve the prospects of vocational integra tion for disabled people:
De i de adspurgte virksomheder gennemførte byggeteknisk-tekniske og/eller organisatoriske ændringer dannede i mange tilfælde basis for, at flere handicappede blev ansat -når vejen en gang er anlagt, kan mange benytte den.
The structural and technical and/or organizational changes made in the firms interviewed often formed the basis for the employment of further disabled people. Once the way has been paved, many can take it.
Det vil sige, at etableringen af en handicapegnet infrastruktur i virksomheden, det være sig af byggeteknisk, teknisk eller organisatorisk art, er en vigtig forudsætning for at forbedre den erhvervsmæssige integrering af handicappede.
Thus the creation of infrastructure suitable for disabled people, whether structural, technical or organizational, can be seen as meeting a major requirement for improving the vocational integration of disabled people.
Navnlig i større virksomheder ville en strategi være gavnlig, der ikke kun bevirker punktuelle ændringer, men hvor de nødvendige strukturelle forudsætninger skabes efter en plan - eventuelt med tilsvarende offentlige tilskud.
At larger firms in particular, one strategy might be not only to make changes here and there but to create such structural conditions purpose fully - perhaps with the help of appropriate public grants.
Teknisk-organisatoriske tilpasninger med henblik på integrering af handicappet arbejdskraft kan samtidig meget vel være til fordel for virksomheden.
Technical and organizational modifications to permit the integration of disabled workers may well benefit the firm itself.
88 modsætning til handicapteknisk nødvendige, teknisk-organisatoriske nyskabelser må anses for at være en højeffektiv fremgangsmåde til yderligere forbedring af handicappedes integrering i virksomheden.
We consider this combination of the integration of disabled people and technical and organizational innovations necessary for the firm rather than necessary to cater for disabled people to be a highly effective model for the further promotion of the integration of disabled people in firms.
Den kunne anvendes meget mere målrettet i fremtiden som en bevidst strategi, såfremt tilpasningsforanstaltninger af denne art ville nyde øget fremme ved offentlige tilskud.
It might be used far more resolutely as a conscious strategy in the future if more public funds could be provided as an incentive for such modifications.
Et andet moment på virksomhedsniveau til fremme af handicappedes integrering er de forskellige tilbud om vejledning og støtte.
Another element that promotes the integration of disabled people in firms consists of the various forms of guidance and care available.
Over halvdelen af de adspurgte virksomheder ser denne som en vigtig hjælp, en del andre virksomheder beklagede fremfor alt mangelen på psykosocial assistance til deres ansatte.
More than half the firms interviewed see them as a great help, and a few others were particularly critical of the absence of psychosocial care for their employees.
I D benyttede tre virksomheder sig af ekstern bistand, mens fem virksomheder selv hjalp til med de handicappedes erhvervsmæssige integrering, heraf i tre tilfælde ved at tilbyde navnlig psykosocial assistance, og i de resterende to ved at tillidsrepræsentanterne trådte til.
In Germany three firms took advantage of external services; in five firms internal services were involved in the vocational integra tion of disabled people; in three cases these services were provided mainly by psychosocial workers, in two cases by trade union representatives.
I fire adspurgte virksomheder havde integreringskonsulenter etableret interne støttemodeller, såkaldte "fadderskabssystemer" (jf. bl.a. 5. kapitel).
At four of the firms we interviewed internal support, or "fosterworker", schemes had been initiated by the integration services (see also
Modellen går ud på, at udvalgte kolleger eller overordnede anmodes om mere intensivt, end dette normalt kan forventes, at tage sig af en nyansat handicappet kollega og være til rådighed for denne, når der opstår problemer eller i en krisesituation.
In these schemes selected colleagues or superiors are asked to take a greater interest in a newly employed disabled person than might normally be expected and to be at his disposal in any problem or crisis situation.
Navnlig for evnesvage og psykisk handicappede er en sådan "fadder" ofte en nøgleperson i den erhvervsmæssige integrering.
For the mentally handicapped and emotionally disturbed a foster-worker of this kind often becomes the key figure in vocational integration.
Som regel påtager vedkommende sig også opgaver i forbindelse med den faglige indarbejdning og fungerer med sine sociale kontakter som mellemled til de øvrige medarbejdere.
As a rule, he also performs tasks associated with job familiarization and, through his social relationships, acts as a mediator in the establishment of contacts with other employees.
Vedkommende varetager med andre ord en stor del af de opgaver, der ellers påhviler serviceorganerne direkte.
He thus performs many of the tasks that are otherwise performed by the services them selves.
Disse påtager sig i så tilfælde en anden funktion ved at være samtalepartner og rådgiver for "fadderen".
In this case the service changes function and becomes the body to which the foster-worker can turn for advice.
Alt i alt viser vore resultater, at handicappedes erhvervsmæssige integrering kunne forbedres væsentligt, ved at
Our findings generally indicate that the vocational integration of disabled employees can be greatly improved if firms have the backing of care services.
89 virksomhederne fik et tilbud om sideløbende konsulentbistand, nogle af de undersøgte lande er de nødvendige finansielle støtteinstrumenter allerede til rådighed (jf. 3. kapitel).
In some of the countries studied financial assistance is already available for this purpose (see Chapter 3).
Som et led i vore undersøgelser har vi bl.a. søgt at belyse spørgsmålet om, hvilke motiver der ligger til grund for, at virksomheder ansætter handicappede (jf. også afsnit 6.2.), og hvilken betydning der tilkommer disse bevæggrunde.
During the study we also considered firms' motives in employing disabled people (see also section 6.2) and the relevance of these motives.
ID hvor vi har gransket spørgsmålet, er følgende motiver blevet nævnt (der var mulighed for at nævne flere): virksomhedens sociale opgave eller ansvar (i 10 tilfælde), virksomhedens image over for offentligheden (4), tilskud (3), personlige kontakter (3), positive erfaringer (3).
In Germany, where we made an explicit study of this aspect, the following motives were cited (more than one answer was possible): the firm's social responsibility (in 10 cases), cultivation of its public image (4), grants (3), personal relationships (3), favourable experience (3).
Virksomhedens sociale opgave og ansvar, der er nævnt som nr. 1, opfattes forskelligt, alt efter hvad slags virksomhed det drejer sig om.
Social responsibility, the motive most frequently mentioned, differs with the type of firm.
I små virksomheder hænger det som regel sammen med et andet motiv, nemlig personlige kontakter.
In small firms it is usually combined with another motive, the existence of personal relationships.
Offentlige virksomheder og virksomheder i kirkens eller organisationernes tjeneste ser opgaven nærmest som en selvfølgelighed.
Public enterprises and organizations run by the Church and societies take this task almost for granted.
I nogle tilfælde hvor det sociale ansvar blev nævnt som motiv, skete det i direkte tilknytning til virksomhedens image over foroffentligheden.
In some of the cases where social responsibility was given as the motive, it was directly linked to the goal of cultivating the firm's public image.
Dog fremgik det af de kvalitative interviewer, at det ikke kun drejer sig om det ene aspekt at forbedre virksomhedens anseelse i befolkningen.
However, as the qualitative interviews revealed, this must be seen not only as a desire to improve the firm's standing in public.
En af virksomhederne lagde endog vægt på, at offentligheden slet ikke fik kendskab til aktiviteterne.
One firm even sets store by not revealing its activities to the public.
90 medarbejdere viser et socialt ansvar, bliver disses loyalitet tilsvarende større.
Page 90
Ingen medarbejdere kan nemlig udelukke muligheden for selv at blive ramt, og de får således indtryk af at være i gode hænder, hvis uheldet skulle være ude.
This shows that large firms in particular are interested in creating an internal corporate identity in which social aspects play an increasingly important part.
Som et led i bestræbelserne for at skabe en social corporate identity har nogle britiske storindustrier en ansvarlig for ligeberettigelse på ledelsesniveau (Equal Opportunities Officer), hvis ansvarsområde omfatter spørgsmål vedrørende handicappede. Endvidere får kvalificerede medarbejdere i nogle tilfælde betalt orlov i et eller to år for at kunne arbejde som såkaldte "secondies" i sociale organisationer.
In their efforts to create a social corporate identity, some large firms in Britain have equal opportunities officers at management level, who are also responsible in matters concerning the disabled.
Et overvejende flertal, nemlig ca. 80% af de adspurgte virksomheder, havde benyttet sig af offentlige tilskud til henholdsvis tekniske tilpasninger og ansættelse af handicappede, men et lige så stort antal mente kun at være vagt informerede om tilskudsmulighederne.
Although the vast majority, some 80%, of the firms we interviewed had received public grants for technical modifications or for the employment of disabled people, just as many felt that they had been given no more than vague information about the possibility of obtaining grants.
Derudover kritiseres den komplicerede og langvarige ansøgningsprocedure i en del tilfælde - ikke mindst i NL og UK.
In addition, the complicated and lengthy application procedure is often criticized, particularly in the Netherlands and Britain.
På grund af den besværlige fremgangsmåde giver man nogle gange afkald på disse ydelser: "Indsatsen og gevinsten står ikke i noget rimeligt forhold til hinanden", som den kvindelige chef for et mindre foretagende konstaterede.
Because of the trouble involved in applying, some firms even forgo grants: "What you get out of it bears no relation to what you have to do first," the head of one small firm said.
En vigtig støtte på dette plan ville være, at der var et vej ledningsorgan til rådighed.
Here again, advisory services can provide in valuable assistance.
Alt i alt kan det fastslås, at der både med hensyn til arbejdsgivernes grundlæggende information og i forbindelse med ansøgninger om tilskud findes et betragteligt behov for handling med henblik på at forbedre handicappedes erhvervsmæssige integrering.
On the whole, it cannot be denied that a great deal needs to be done about basic information for employers and the procedures for applying for grants if the vocational integration of disabled people is to be improved.
Selv om de økonomiske tilskud er benyttet forholdsvis ofte, har de kun i få tilfælde været det afgørende motiv for ansættelsen.
Despite the relative frequency with which grants were obtained, they were the determining factor in the employment of disabled people in very few cases.
Som følge heraf må deres tillokkelse være forholdsvis begrænset,
Although it can be inferred from this that their incentive value is relatively limited, they cannot be said to be unimportant.
91 uden at man dog kan påstå, at de slet ingen betydning har.
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Tværtimod: for de små og mellemstore virksomheder er et tilskud ved ansættelsen af handicappede en conditio sine qua non, idet tilskudsbeløbene indgår i omkostningsregnskabet som en relevant faktor.
77 sine qua non for the employment of disabled people, since they play some part in the calculation of costs.
I de store virksomheder forsvinder de derimod i resultatopgørelsen som helhed, hvilket kan bevirke, at enkelte afdelinger eller afdelingsledere, der ene og alene vurderes efter interne effektivitetskriterier, slet ikke er interesseret i økonomiske tilskud.
In large firms, on the other hand, they are swallowed up in the overall operating result, which may result in certain departments or department heads who are judged solely by in ternal effectiveness criteria taking no interest at all in the question of grants.
Hos de store virksomheder er det således ikke så meget den enkelte arbejdsplads, der skal fremmes, her er' det mere de foreslåede støtteordninger på infrastrukturelt niveau, der giver bonus (jf. afsnit 6.3.3.).
In large firms, therefore, promotion should be geared less to individual jobs: the assistance proposed for infrastructure is more likely to pay off (see section 6.3.3).
For så vidt angår kriterierne for ansættelsen, viste der sig væsentlige forskelle mellem store og små virksomheder.
Where employment criteria are concerned, there were again significant differences between large and small firms.
I halvdelen af de adspurgte store virksomheder, heraf hos næsten alle inden for industrien, undersøges den handicappedes ydeevne nøje inden ansættelsen, og kun de ansøgere antages, der opnår samme resultater som en ikke handicappet person.
At half of the large firms interviewed, and at almost all those in the industrial sector, employment is preceded by careful checks on the disabled person's capabilities. Applicants are taken on only if they achieve the same results as nondisabled people.
I de mindre virksomheder er det derimod det indtryk, som ansøgeren efterlader på det personlige plan, der er det afgørende moment. Det er ikke alene kvalifikationen, der er afgørende, der kan også være sociale overvejelser med i spillet: "Small finance employers quite frequently stated in one way or another that they were too small to employ disabled staff. Yet two small employers had the highest percentage of registered disabled staff" (BIFU 1986).
In smaller firms, on the other hand, the impression the applicant makes at a personal level is crucial.
Og mens placeringen af den handicappede i mindre og mellemstore virksomheder mere sker efter forgodtbefindende eller trial and error metoden, bruger man i en hel række af de adspurgte store virksomheder objektive procedurer, hvor en sammenligning af kravog præstationsprofiler finder sted.
And while small or mediumsized firms employ disabled people more on a discretionary or trial-and-error basis, many of the large firms we interviewed use objective methods to compare requirement and performance profiles.
Endvidere ansætter store virksomheder næsten kun højt kvalificerede handicappede, mens små virksomheder også
Furthermore, while large firms rarely employ anyone but highly qualified disabled people, small firms also take on disabled people with poor ini tial qualifications.
I hvert fald konkluderer Delsen og Bemelmans (1987), at mindre virksomheder (med indtil 200 ansatte) råder over flere potentielle pladser til at beskæftige handicappede end de store foretagender.
78 ployees) have more potential jobs in which disabled people could be employed than large firms.
Sammenfattende kan det siges, at kun de handicappede, der både er højt kvalificerede, og hvis præstationsevne ikke er begrænset, har en chance for at blive ansatte i industriens store virksomheder, mens alle andre - hvis overhovedet - kun har udsigter i offentlige eller små og mellemstore virksomheder.
To summarize, disabled people must be highly qualified and their capabilities must not be restricted if they are to stand a chance of being employed by large industrial firms. Otherwise, they find jobs, if at all, in public enterprises or small and mediumsized firms.
I det følgende skal vi se nærmere på, hvilke hindringer virksomhederne mener, der findes for handicappedes integrering på arbejdspladsen, og hvad der ligger inden for mulighedernes grænser.
In the following we consider what firms see as the obstacles to the integration of disabled people and how they define the limits to their op tions.
De anførte vanskeligheder kan henføres til tre forskellige forhold: de handicappede, virksomheden som sådan og de lovmæssige rammevilkår.
The difficulties referred to can be assigned to three different levels: the disabled person, the firm itself and the legal framework.
Som den vigtigste hindring for flere ansættelser nævnte alle adspurgte firmaer handicappedes manglende kvalifikationer.
All the firms interviewed referred to the poor qualifications of disabled people as the main obstacle to employing more of them.
I mange tilfælde svarer de faglige kvaliteter ikke til nutidens krav.
In many cases, their skills do not meet present requirements.
Jo mere kvalificerede ansøgerne er, desto større er chancerne for beskæftigelse.
The more qualified an applicant, the better his employment prospects are seen to be.
Uddannelsen i revalideringsinstitutionerne vurderes rent kvalitativt meget mere positivt end for kun et par år siden, men alligevel må der ved
Although the quality of training at rehabilitation institutions is rated far higher than it was a few years ago, the employment of disabled people is always likely to entail additional expenditure on training within the firm.