An International Summit Conference on Independent Living
Washington, DC
September 21-25, 1999
___________
Employment and Independent Living
Introduction
The Summit devoted a full day to plenary and regional
exchanges on all aspects of employment—analyzing the status quo, identifying
barriers and future priorities, recognizing regional, economic and historical
differences, discussing models and defining the relationship of employment
to the IL movement.
Dual Role of Employment
Overall, the Independent Living Summit participants were in agreement on the critical, dual role of employment: in addition to providing income and reducing dependency, work is a powerful social activity bringing disabled individuals into direct, regular contact with the everyday world.
Principles
The central focus of the Independent Living movement cannot be to find employment for people with disabilities. Rather, it must remain dedicated to reinforcing the inherent value and dignity of life with a disability, whether that life includes employment or not.Concept of WorkHowever, as a human rights movement, the IL approach should be to emphasize that the right to work is a basic human right.
It was pointed out that the operational definition of work is not universal or static, but relative to a national economy and socio-cultural factors. For example, in countries with robust economies the ideal may be paid employment on the open market, while in countries with persistently high unemployment, the concept of work often includes voluntary labor or subsistence activities that contribute to the capacity of a family or other group to function. In other countries, where social safety nets are in place and job growth is weak, more emphasis is now being placed on the productive use of leisure time.
The New Global Economy
Considering the impact of the global economy at this early stage, it seems in general there is a polarized situation: people are either working too much or not at all.
Comparing information, it also seems that many countries have structural unemployment, which is not apparent through the usual statistics and which they have been unable to solve. Disabled people are one of the groups which comprise this sector of structural unemployment.
It was suggested that disabled job seekers would benefit most from a strategic redistribution of employment options, i.e., a new world of work where all people are working, but for fewer hours. Some features of this more fair and flexible world of work are already visible on the horizon: job-sharing, remote work sites, time banks, flex-time, reduced work weeks and company-sponsored sabbaticals to benefit the community or to fulfill a social aim.
At the same time, caution was expressed about the new "offices without walls," which are often ultimately based in a worker’s home. It is important to understand that this could introduce a new type of isolation or segregation for employees with disabilities, and where possible, employees should be given a choice of working environment.
Discrimination
Participants agreed that whether taking a historical look back or scanning the contemporary era, whether national economies are considered good, bad or in transition, employment of people with disabilities is uniformly and persistently low around the world.
This seem to hold true without exception, regardless of quota systems, preferential policies, legislation, public education initiatives or economic incentives. One example was cited where 2% unemployment had been a reality for several years, yet no jobs in sight for disabled people.
The conclusion was that one of the common denominators around the world is discrimination against people with disabilities, based on deeply ingrained prejudices and beliefs about their capacities, as well as confusion arising from conflicting aims of benefit systems and public policies.
This situation provides a major challenge for the IL movement in the future—to find creative and effective ways to confront and uproot these age-old prejudices, fears and discriminatory practices.
Participants were also reminded that the IL movement should not buy into the prevailing wisdom in many countries that there are large numbers of disabled people who cannot work. Rather there is ample evidence that individuals with developmental, cognitive or psychiatric disabilities are just as interested in work and able to work as anyone else.
Technology
Taking note of the rapid developments in assistive and information technology, participants agreed that it was clear these advances could in the future enable large numbers of people to join the workforce, but at this moment, are still within reach of only a tiny minority.
Participants identified the need for more studies (or better dissemination of existing studies)clearly demonstrating the linkages between the provision of technology, training and workforce entry, making a strong linear case to governments and industry for support of increased access of people with disabilities to technological advances.
There was also intense discussion of the interplay between the new technologies and the global economy, enabling, for example, multi-national companies to hire low cost labor in one country to feed services back to other countries where labor costs would be higher. An example was given of one country whose rising economy has been built on the backs of computer workers hired by multi-national companies. In their home countries, these multi-national firms would have to pay higher wages as well as hire workers with disabilities.
It was agreed that the IL movement should place pressure on multi-national companies to apply their domestic policies, both on accessibility of the workplace and hiring practices, when providing employment in other countries.
Accessibility, Employment and Small Businesses
Participants from poorer countries reminded the conference that they needed a barrier-free environment far more than they needed home-based offices. Keeping in mind that choice and options are key to independent living, it was emphasized that without barrier-free transport and buildings, there would be no choice but to remain isolated at home—a future identical to the past.
That being said, participants were both intrigued by and positive towards the new international focus on small business development and entrepreneurial approaches. Support for this trend is evident from the largest lending agencies, such as the World Bank, down to the level of local governments in developing countries which are conceding land or backing revolving loan programs to stimulate their economies.
In some of the wealthier countries, government backed agencies specializing in small business are now being pressured to extend their training and lending to disadvantaged groups, including disabled persons.
Participants from most of the 50 attending countries were familiar with IL-oriented groups that have initiated entrepreneurial ventures and agreed this was the moment to create more awareness of the successful ones, and to network about the possibilities for their replication.
Quota Systems
Quota systems have long been a feature of national employment policies in certain countries in Europe, Asia and to a lesser extent in Africa, ranging from those that require only a token percentage of government workers (e.g., 2%) to elaborate systems that cover both government and private workforces and have various levels of levies for noncompliance.
Although they vary in great degree as to compliance, monitoring and coverage, overall not one quota system is considered successful in achieving its original objective: increasing levels of employment of disabled persons.
It was observed with irony that in some countries, the flow of money through the quota system could be tracked from fines for noncompliance paid by private industry, which then wash through the system, ending up at the doors of sheltered workshops—the open market subsidizing the closed and underpaid labor force.
It was clear from discussions that no countries were currently considering adopting a quota system and, at the same time, some countries that already have these systems are now in the process of adding rights-based legislation that will address employment and related accessibility measures.
Inclusion Now: The Next Generation
To set the stage for higher employment of the next generation of people with disabilities, participants agreed it is critical that all education and training programs be inclusive. This will accomplish two important objectives: the education and training of disabled students and prospective employees will be of a higher standard and have real market value; and the general public will begin to take for granted the right of disabled children, women and men to participate fully in society.
In conclusion, each and every IL group should be involved
in mentoring the next generation, making sure disabled children and adolescents
are exposed to a wide diversity of role models, including artists, stockbrokers,
dancers, politicians, teachers, inventors, comedians, accountants, farmers
and philosophers.
©1999 ILRU Program. All rights reserved.