Work and disability
Recognising skills, shaping inclusion – from the job advert to a team that works well together.
The legal basics worth knowing
I give you a clear overview of the rules that apply to your organisation and of the bodies that support you.
- UN Convention on the Rights of Persons with Disabilities
- Austrian Disability Employment Act
- Disability organisations
- Workplace assistance services
Support from the job advert to the first day
Workplace analysis
We go through the workplace and its requirements. We then clarify which disabilities fit the tasks well – and which do not.
Selection and interview
On request I join the interview and help you judge whether the person fits the team professionally and personally.
Joining the team
If the applicant meets your criteria, the next steps are the introduction to the team and to the workplace itself.
The inclusion process
Ideally the inclusion process starts two to four weeks before the person is hired.
It is important to establish in good time what the workplace and access to shared areas require. Your existing staff should also be prepared for their new colleague.
2 × 4 units of 45 minutes
Inclusion workshop
The workshop gives existing staff room to voice concerns and worries. At the same time they receive practical information about working with their future colleague.
It is particularly important to address immediate changes: a different division of tasks, moving to another desk or workbench, and similar adjustments.
The new colleague should take part in the second unit.
From practice
Images from INCLUSION, the event for the International Day of Persons with Disabilities that I designed and led.
Something specific in mind?
Tell me what you need. You will receive a proposal covering content, scope and cost, matched to your situation.