Innovative Policies 2013 regard different aspects of Article 27 of the CRPD – Work and employment: Vocational education and training, employment services, just and favourable conditions of work, return-to-work and reasonable accommodation in the workplace.
The JobAccess Programme
Tackling the lack of information about how to eliminate barriers in all stages of the employment journey, Australia set up a highly replicable programme, where information is offered to both job-seekers and employers in a variety of ways, including about the recruitment process and workplace adjustment.
The Austrian Vocational Training Act
Many young people with disabilities and performance problems do not complete apprenticeships. Recognizing this, Austria introduced accommodations to help young people to successfully conclude their vocational education and training and to receive a qualification.
The Social Professions Act
Acknowledging that Peer Counselling is crucial to empower persons with disabilities, Upper Austria established, for the first time worldwide, Peer Counselling as a social profession, which values the experience of physical, psychosocial and intellectual disability as a fundamental quality.
The Supported Employment Programme
Newfoundland and Labrador successfully ensures that paid employment is a viable option for persons with intellectual disabilities by recognizing that many persons with extensive needs will have a continuing need for on-the-job-support.
The Act on secondary education for young people with special needs
Many young people with mental or intellectual disabilities leave school early, have no qualification and, as a result, mostly go to day care centres and sheltered workshops. In Denmark this situation is changing, since a right to a three-year youth education has been established.
The Return to Work Programme
Many countries outside Europe and North America lack return-to-work assistance for employees acquiring a disability. Malaysia is the first southeast Asian country which has effectively improved rates of return to employment, for which a comprehensive disability management programme is crucial.
The Disabled Persons Employment Promotion Repeal Act
Many countries have regulations that exempt operators of sheltered workshops from general standards of labour protection. Positively, New Zealand removed the blanket exemption from minimum wage, holiday and sick leave requirements.
The Royal Decree 870/2007 on Rules for Supported employment
Aiming to boost open labour market inclusion, Spain increased progressively the scope of its Supported Employment Programme and introduced, for the first time, a legal definition in a country where employment of persons with high support needs in sheltered workshops is the norm.
The Employment Protection Act No. 80
The Swedish general labour law provides employment rights on an equal basis with others. This appears to be the most important reason for Sweden having the highest employment rate of persons with health problems or disability in the whole OECD.
Individual Placement and Support
Not receiving adequate assistance to find and retain employment, persons with psychosocial disabilities are regularly categorized as unemployable by medical staff and employers. The UK started to address this problem successfully by embedding employment specialists in clinical treatment teams.
The Access to Work Programme
Employment services play a key role in enabling job seekers to find jobs suited to their skills and interests, and employers to find the workers they seek. The United Kingdom recognized that effective workplace adaptation and support is pivotal, especially for particularly disadvantaged job seekers.