natgillin/translations-raw huggingface dataset:
103 serviceorganer må ses som en af de væsentligste forudsætninger for den erhvervsmæssige integrering.
Page 103
På basis af sine case-studies konkluderer Gortzak, at denne gruppe trods sine ugunstige forudsætninger kan finde en arbejdsplads, såfremt de pågældende personer gennem praktikophold og arbejdsafprøvning forberedes intensivt og sikres assistance under integreringsprocessen.
89 lead Gortzak to conclude that, despite their unfavourable starting position, this group can find jobs provided that they are carefully prepared by means of practical training sessions and trial periods and guided during the process of their vocational integration.
Som en forudsætning for den erhvervsmæssige integrering fremhævede de adspurgte personer vigtigheden af, at der i privatlivet ydes den nødvendige støtte.
As a requirement for their vocational integration the interviewees at tached considerable importance to support from their private environment.
Det var især de gifte personer, der understregede, at de vel næppe havde kunnet klare den erhvervsmæssige integrering uden ægtefællens hjælp.
The married ones in particular emphasized that they would hardly have coped with vocational integration without the support of their spouse.
Ca. halvdelen af de adspurgte havde adgang til støtte af denne art i deres private omgangskreds.
Roughly half of the interviewees were able to count on such support in their private environment.
I D benyttede man sig i over 40% af tilfældene af støttetilbud fra professionelle serviceorganer, selv om der fandtes flere personer, der samtidig blev støttet socialt i det private miljø.
In Germany more than 40% of those interviewed took advantage of the assistance offered by professional services. This was even true of several interviewees who received social support in the private sphere.
Endvidere er det påfaldende, at de professionelle serviceorganers bistand oftere benyttedes af de adspurgte personer, der ikke fik nogen eller kun ringe støtte i den private sfære.
It is also worth noting that the assistance of profes sional services was enlisted more frequently by interviewees who had little or no support in the private sphere.
Det er imidlertid ikke kun den private situation, der påvirker arbejdslivet, men forholdet virker også den anden vej.
Not only does the private situation have implications for working life: the reverse is also true.
Erhvervsudøvelsen medfører påfaldende forandringer i privatlivet.
Gaining independence by going out to work leads to noticeable changes in the private sphere.
I D var næsten en tredjedel blandt de adspurgte flyttet fra forældrene, efter at de var kommet i erhverv.
In Germany almost a third of the interviewees had moved out of the parental home after successful vocational integration.
En af de adspurgte beklagede i denne forbindelse, at der er mangel på
In several cases partnerships with the opposite sex had formed shortly after vocational integration, and one of the interviewees had married at this time.
104 handicapegnede boliger.
Page 104
Hvordan klares og accepteres et handicap
7.3.3 Coping with and accepting disability
Det sociale miljø spiller også en vigtig rolle ved bearbejdningen af handicappet - i takt med at den handicappede accepteres i familien og blandt vennerne, lærer vedkommende selv at kendes ved sit handicap.
The social environment also plays an important role in the individual's efforts to cope with disability. The more a disabled person is accepted by his family and friends, the more he can accept himself and his dis ability.
Men integreringen af handicappet i det billede, man har af sig, selv er en proces, der tager tid: "I begyndelsen nægtede jeg simpelthen at tro, at jeg ikke var i stand til at klare de samme ting som før."
Nonetheless, this integration of disability into the individ ual's self-image is a process that takes time: "At the beginning, I didn't want to believe that I couldn't do what I had done before."
Det er en proces, hvor det gælder om at erkende både grænserne og de fortsat eksisterende muligheder samt udnytte disse.
In this process he has both to recognize the limits imposed on him and to identify and seize the opportunities that still exist despite everything.
Hvordan relationerne mellem den handicappede og de ikke handicappede former sig afhænger i øvrigt af, i hvilket omfang handicappet be- og forarbejdes (jf. afsnit 7.5.).
The degree to which a disabled person copes with his disability also de termines how he personally structures his relationships with nondisabled people (see section 7.5).
En af de adspurgte sagde følgende: "Jeg har lært at acceptere mit handicap.
One interviewee said, "I have learnt to admit to my disability.
Min mor har altid forsøgt at opdrage mig til at skjule mit handicap.
My mother always tried to teach me to hide it.
Det har været vanvittig anstrengende. I dag viser jeg det åbent.
That was always a terrible strain.
Det gør livet og samkvemmet med andre mennesker meget lettere."
That makes life easier, and it makes it contact with other people easier".
Ikke synlige og ikke klart definerbare handicap, som f.eks. psykiske.funktionsnedsættelser, risikerer ofte at blive fortrængt eller miskendt med hensyn til indvirkningerne på erhvervsevnen.
A frequent danger with invisible or not clearly definable disabilities, such as emotional disturbances, is that their existence will be denied or their effects on performance at work incorrectly assessed.
Af samme· grund er det yderst vanskeligt at finde en passende arbejdsplads til netop disse personer og at bestemme, hvilke krav der kan stilles til dem.
It is there fore extremely difficult for such people to find a suitable job and to determine accurately how much stress they can tolerate.
For mange fysisk handicappede er handicappet nærmest en sekundær faktor, når der gøres forsøg på integrering i en virksomhed.
7.4 Assistance with vocational integration
Også her er det af afgørende betydning, hvordan handicappet klares rent psykisk, samt at familien og det sociale miljø støtter den handicappedes opfattelse af sig selv som et selvstændigt menneske.
During our interviews we also asked about technical, organizational and human assistance provided or obtained at the individual workplace to make vocational integration possible.
For eksempel viste det sig, at en ung fysisk svært handicappet kvinde blev integreret på grund af sine gode evner til at etablere kontakter og kommunikere, selv om det var nødvendigt at foretage omfattende tekniske adaptioner, sørge for specielle sanitære installationer og organisere arbejdsforløbet på en anden måde.
The problem of transport to the workplace is a fundamental obstacle, public transport systems in many places still being far from suitable for disabled people.
En anden fysisk handicappet kvinde med et mindre alvorligt handicap havde langt større vanskeligheder med at blive revalideret i samme virksomhed.
About 5% of the interviewees depended on their spouse or parents for help in reaching their place of work.
Hun var ikke i stand til at acceptere sit handicap, men forsøgte gentagne gange at begå selvmord og endte med at blive totalt lammet efter selvforskyldt at være faldet ud af et vindue.
Disabled drivers, who can expect quite generous assistance in some cases, are in a better position.
Som et led i undersøgelsen har vi endvidere belyst, hvilke tekniske, organisatoriske eller menneskelige støtteforanstaltninger der henholdsvis findes og gøres brug af på den individuelle arbejdsplads for at muliggøre en erhvervsmæssig integrering.
In this specific context more should also be done to encourage disabled people to take the initiative themselves because, where they have the know-how, they are in the best position to judge what technical aids are suitable or appropriate for them.
5% af de adspurgte var afhængige af ægtefællens eller forældrenes hjælp for at nå frem til arbejdspladsen.
In about 5% of cases the organization of work had to be restructured to produce a requirement profile appropriate to the individ ual's disabilities and qualifications.
Handicappede der kan køre bil har bedre muligheder, idet de som regel får ret så omfattende støtte.
The expense involved was borne by the firms concerned.
For ca. en tredjedel af de adspurgte handicappedes vedkommende havde det været nødvendigt at foretage tekniske tilpasninger og udstyre deres arbejdsplads på en sådan måde, at der kompenseredes for de handicaprelaterede funktionsnedsættelser.
Two blind people we interviewed had people (from time to time) to read to them or help them. Two deaf people had the assistance of an interpreter from the social services while they familiarized themselves with their jobs; their colleagues were also taught how to communicate with the deaf.
Problemer med finansieringen af udgifterne blev ikke nævnt, dog kritiseredes den utilstrækkelige vejledning i tekniske spørgsmål, hvilket henleder opmærksomheden på kvalifikationsproblemer hos det rådgivende personale fra de ansvarlige serviceorganer.
Such instruction is not only necessary for the work itself: it is also a means of reducing anxiety and uncertainty in everyday contacts.
Men netop i denne sammenhæng bør også de handicappedes eget initiativ støttes, idet de - hvis de ellers har sagkundskab - er bedst til at vurdere, hvilke tekniske hjælpemidler der er passende og rimelige.
Successful vocational integration thus requires not only appropriate tech nical conditions but also willingness to help and tolerance on the part of nondisabled colleagues.
Endvidere er der især i UK og NL blevet klaget over den langsommelige administrative procedure: "Jeg blev ansat og måtte vente på specialudstyret i mange måneder, selv om der var indgivet ansøgning herom længe før jeg påbegyndte arbejdet.
However, certain disabilities, such as proneness to fits and emotional disturbances, cause anxiety in many colleagues and result in rejection (see section 3.5), which is most likely to be overcome with the help of professional care services.
Så længe udstyret ikke var kommet, kunne jeg ikke lave noget.
But most solutions produce a very delicate balance, making intervention a constantly necessity.
Jeg kunne heller ikke præstere noget for arbejdsgiveren, hvilket var det rene tab for virksomheden og for mig en yderst dårlig start."
For the vast majority of the emotionally disturbed and mentally handi capped interviewed care of this kind was vital to their coping with the employment situation.
I ca. 5% af tilfældene krævedes arbejdsorganisatoriske omstruktureringer for at udforme opgaverne svarende til handicappet og kvalifikationerne.
It can thus be claimed that human assistance is for this group, and for some of those with sensory impairments, what technical modifications are for physically disabled people.
Omkostningerne i denne forbindelse var blevet afholdt af virksomhederne.
The assist ance provided ranged from more general after-care, involving a few telephone calls, to strong encouragement at the workplace itself.
Menneskelig assistance
7.5 Job satisfaction
To hørehæmmede havde fået tolkeassistance fra socialmyndighederne i forbindelse med indarbejdelsen i virksomheden, og samtidig var arbejdskammeraterne blevet gjort fortrolige med kommunikationsmulighederne med døve.
The range of answers they gave covered financial aspects and equally the need for personal develop ment. A motive referred to with remarkable frequency was social and vo cational integration, a further indication that these two elements must be considered together (see section 7.3).
Denne vejledning er ikke kun nødvendig af faglige grunde, men også et middel til at nedbryde angst og usikkerhed i den daglige omgang.
A motive referred to less fre quently was the fear of unemployment, but here again the fear was not
En vellykket erhvervsmæssig integrering forudsætter med andre ord ikke kun tekniske foranstaltninger, men de ikke handicappede kolleger må være villige til at yde støtte og vise overbærenhed.
93 only of financial disadvantages but also of such consequences as greater social isolation.
Visse handicap som f.eks. epilepsi eller psykiske lidelser gør imidlertid, at kollegerne bliver bange og derfor går i forsvarsstilling (jf. afsnit 3.5.), der bedst kan overvindes ved professionel hjælp.
Remuneration differs widely from one country to another. In Belgium there were no complaints, in Germany it was considered (too) low by just under half of the interviewees.
Men de fleste resultater er ret usikre og kræver gentagne interventioner.
Those who have family obligations are particularly dissatisfied with their financial situation.
Støttetilbud af denne art spillede en aldeles afgørende rolle forstørsteparten af de adspurgte evnesvage og psykisk handicappede for at kunne klare arbejdsforholdet.
The inter viewees who had become disabled during their working life had suffered financial losses, which had, however, been more or less offset by a pension.
Det hævdes derfor, at den menneskelige assistance er af samme værdi for denne gruppe - og for en dels vedkommende de sensorisk handicappede - som de tekniske tilpasninger for de fysisk handicappede.
However, this is not the real purpose of pensions: they are intended to compensate for the disadvantages and additional expenses that come with disability.
Støttens omfang strakte sig fra en mere generel opfølgning med få telefoniske kontakter til intensiv assistance direkte på arbejdspladsen.
The situation was found to be most difficult in Britain, where several interviewees were unable to live independently because of their wretched financial situation.
Ved at stille en række spørgsmål undersøgtes tilfredsheden med den nuværende arbejdssituation.
For poorly qualified disabled people in particular there is no escape, because the "lower jobs", the only ones for which they are suitable, give them no chance of earning enough to live on.
Med hensyn til motivationen til at arbejde adskilte de adspurgte handicappede sig ikke noget videre fra den øvrige befolkning.
A typical example: "I work two days a week at an ironmonger's. I would prefer to work the whole week.
Svarene omfattede økonomiske aspekter, men også og i samme omfang behovet for personlig udvikling.
But then I would not be entitled to social security, and I couldn't earn enough in my job to live on."
Påfaldende hyppigt nævnedes den sociale og erhvervsmæssige integrering som motiv, hvilket er et yderligere tegn på, at disse to faktorer må betragtes som en enhed (jf. afsnit 7.3.).
Nor is there enough social protection in such part-time jobs or in home work, because the pay is below the social insurance limit.
Angsten for arbejdsløsheden er et mindre hyppigt motiv, men også her er det ikke kun økonomiske ulemper, men også sociale følger, bl.a. en større social isolering, som man er bange for.
Minimum so cial protection is urgently needed for these workers, particularly at European level.
Hvad angår betalingen, findes udprægede forskelle landene imellem.
Financial problems aside, a large majority, about three quarters, of those interviewed are by and large satisfied with their present work situation.
I Β kritiseres den ikke, i D mener knap halvdelen af de adspurgte, at den er (for) ringe.
It is noticeable, however, that many explain their satisfac tion only by taking a negative view, a typical statement being: "If I didn't have my job, it would be the end of me.
Navnlig adspurgte personer med forsørgerpligt betegner deres økonomiske situation som utilfredsstillende.
I would give up and might not even get out of bed." Most interviewees were "happy to have a job at all".
De personer, der havde pådraget sig et handicap i arbejdslivet, havde måttet affinde sig med økonomiske tab, som imidlertid kompenseres nogenlunde af pensionen.
This almost stereotype response leads to the assumption that many disabled people come to terms with the situation (as do many other employees because of the state of the labour market) and rarely question unsatisfactory conditions, or at least not openly.
Men det er jo ikke pensionens egentlige formål, idet den skal kompensere for ulemper og ekstraudgifter i forbindelse med handicappet.
This corre sponds in every way with the findings of our interviews with firms, which emphasized the comparatively high level of commitment of disabled employees to their work (see Chapter 6).
Vanskeligst var situationen i UK, hvor flere af de adspurgte på grund af deres miserable økonomiske situation ikke havde mulighed for at føre en uafhængig tilværelse, men fortsat var henvist til støtte fra familien.
However, the satisfied interviewees also included a number who had succeeded, after voicing criticism, in improving their work situation in that they were given either a more suitable job or a job with more vari ety.
Et svar lød som følger: "Jeg kan kun leve af mine penge, fordi jeg bor hjemme.
"Before I started working, I never really saw my disability as a great disadvantage.
Nåja, når man sammenligner med at være arbejdsløs, er det jo slet ikke så ringe."
The hostility at my place of work was enormous. This discrimination brought about a change in me.
Og et andet svar: "Jeg er sikret socialt, fordi jeg bor hos min mor.
I became an active trade union member, and today I am a national representative of disabled people.
Jeg har ikke mange udgifter. Jeg tror ikke, at jeg kunne bo alene med den løn, jeg får."
Exchanges with people similarly affected have encouraged me not to give up.
Problematikken opstår, fordi de handicappedes sociale basissikring er utilstrækkelig, og fordi reglerne for hvad man må tjene ud over pensionen er den rene "armodsfælde".
The dissatisfied interviewees in Germany complained of excessive mental and physical demands, for example.
Et typisk eksempel: "Jeg arbejder to dage om ugen i en isenkramforretning.
They did not think they could cope with the workload and the pace at which it had to be completed.
Jeg vil helst arbejde hele ugen. Men så ville jeg miste min forsorgsunderstøttelse, og jeg vil ikke kunne tjene nok på min arbejdsplads, så jeg kan leve af det."
Others were critical of their uncertain future.
For beskæftigede i denne kategori er der ­netop på europæisk plan ­ et stort behov for en social minimumssikring.
Yet others were unhappy with the way in which their immediate superiors treated them.
Bortset fra de økonomiske problemer var det overvejende flertal, nemlig ca. tre fjerdedele af de adspurgte, stort set tilfredse med deres nuværende erhvervssituation.
This brings us to another important aspect of vocational integration, personal relations between disabled people and other employees.
Det er imidlertid påfaldende, at mange begrunder deres tilfredshed ex negativo - en typisk udtalelse: "Hvis ikke jeg havde mit arbejde, ville jeg gå ned med nakken.
Unlike the person just quoted, the vast majority of the interviewees were ex tremely positive in their statements on interpersonal relations at the workplace.
Blandt de tilfredse var der også en del personer, som det efter kritiske interventioner var lykkedes át opnå en positiv forbedring af deres arbejdssituation, enten ved at få en bedre tilpasset eller en mere spændende arbejdsplads.
Although there is always uncertainty on both sides when dis abled and nondisabled people first meet, it disappears almost automatically with the passage of time as they work together (see section 3.5).
"Før jeg begyndte at arbejde, har jeg egentlig aldrig opfattet mit handicap som nogen større hindring.
A typical statement: "Relations are good on the whole.
På min arbejdsplads blev jeg enormt fjendtligt behandlet.
After some ini tial uncertainty my colleagues now accept me more than they used to.
Denne diskriminering førte til, at jeg ændrede holdning.
This is partly due to me no doubt.
Kontakten med mennesker i samme situation som jeg gav mig mod til ikke at resignere.
I can cope with the uncertainty of other people better now."
Jeg opfattede diskrimineringen objektivt og ikke længere som min personlige skæbne. Jeg har lært at forsvare mig.'
Where this process has been successfully ac complished, the people concerned are usually no longer regarded as dis abled by their colleagues.
De utilfredse i D klagede bl.a. over for store psykisk-fysiske belastninger, idet man i længden ikke mente at kunne klare arbejdets omfang og det nødvendige tempo.
Accordingly, most of those interviewed felt completely integrated and, as a rule, stressed the helpfulness of their colleagues and superiors.
Andre adspurgte personer kritiserede deres usikre fremtid. De var bange for at
Apart from the help a small number of the disabled people interviewed received from nondisabled colleagues in getting to work, there were no private contacts between disabled people and their nondisabled colleagues outside working hours.
110 miste deres arbejdsplads igen, når perioden med løntilskud udløb, trods en efter deres subjektive opfattelse stor arbejdsindsats, idet arbejdsgiveren foretog rigoristiske besparelser. En anden gruppe var utilfredse med de omgangsformer, som deres direkte overordnede brugte.
96 fore seems to have been particularly strong where they had been disabled in an accident or by a disease, where, in other words, they were previously known to their colleagues.
Mens en af de adspurgte anførte den manglende vilje til at vise rimelig imødekommenhed over for ham og hans døvhed, følte en anden, en fysisk handicappet i kørestol, at hans overordnede behandlede ham på paternalistisk måde.
Initially, the mentally handicapped also experience marked affective commitment, which is highly conducive to vocational integration.
Som en slags falsk hensyntagen blev han skubbet til side, "bare han trak på øjenlåget", mens hans arbejde blev overladt til en anden af de ansatte.
Eventually, however, these feelings often dwindle, and the relationship becomes unacceptable to both parties (see Diederich 1988).
Dermed er vi nået frem til et andet vigtigt punkt i forbindelse med den erhvervsmæssige integrering, nemlig de personlige relationer mellem de handicappede og de øvrige medarbejdere.
A rating we made of a total of 20 relationships based on information pro vided by disabled people and the corresponding interviews with firms showed that a paternalistic attitude dominated in 17 cases.
I modsætning til den ovenfor citerede udtalelse har et overvældende flertal af de adspurgte ytret sig yderst positivt om de mellemmenneskelige relationer på arbejdspladsen.
In only three cases could it be assumed that the relationship between disabled and nondisabled employees was based on partnership.
Mødet mellem handicappede og ikke handicappede er i begyndelsen som regel præget af usikkerhed på begge sider.
By a relationship based on partnership we mean one in which the disabled person is accepted as an equal, but is given help where it is needed or when he wants it.
Men denne følelse nedbrydes efterhånden nærmest automatisk i det samarbejde, der etableres (jf. afsnit 3.5.).
By a paternalistic relationship we understand a relationship in which nondisabled people, well-meaning in every respect, decide how much help is to be given and what the disabled person's (professional) prospects are.
En typisk bemærkning: "Stort set er kontakten i orden.
As one interviewee said: "It was work that made me aware of my disability.
Der var en vis usikkerhed i begyndelsen, men mine kolleger accepterer mig nu mere end før.
Another interviewee had much the same to say: "As a disabled person, you are disabled, and this in every respect.
Det har vist også noget med mig selv at gøre.
So in the eyes of nondisabled people you must not do anything yourself.
Jeg er også bedre i stand til at klare de andres usikkerhed."
You must sit back and allow yourself to be helped."
I de tilfælde hvor processen er lykkedes, opfattes de pågældende næsten slet ikke mere som handicappede.
Another interviewee sees how disabled people are partly to blame for this attitude: "Typically, we disabled people always pretend to be helpless and make so few demands.
På tilsvarende måde følte de fleste af de adspurgte sig som værende fuldt integrerede og fremhævede som regel også kollegernes og de overordnedes hjælpsomhed.
Such criticisms were, however, the exception. They were, moreover, voiced by disabled people whose relationships at the workplace were based on partnership.