Innovative Practices 2013 on Employment
Personal development through employment
|Name of Innovative Practice:||Personal development through employment|
Samhall offers services in everything from cleaning, laundry and property maintenance to logistics and manufacturing. Its assignment from the government is “…to produce goods and services that are in demand in order to provide meaningful and developing employment for persons with disabilities, where there is a need.”
Each year, Samhall must:
– employ a certain number of employees with disabilities.
– assist a certain number of employees in the transition to employment in the open labour market outside Samhall. The annual target for transitions is 6% of the employees.
– recruit employees from specially prioritised groups of people with disabilities. That means that at least 40% of the people with disabilities that Samhall employs come from those groups of people with intellectual disabilities, mental illness or multiple disabilities.
– reach some financial targets, such as a return on equity (7%) and equity ratio (at least 30%) over a business cycle.
Samhall organises a continuous personnel development process consisting of three components: recruitment, development, and transition. The process differs for each employee, but the aim is always to strengthen the individual’s self-confidence and to provide motivation, social skills, and occupational skills.
IMPLEMENTATION IN THE FOLLOWING COUNTRIES
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