Able Development Institute

Ⅰ. Concept

Integrated employment is based on the principle rights of CRPD and market orientation. This project is committed to advocate the building of accessible working environment under the conditions of reasonable accommodation and nondiscrimination, and promote employment for persons with various types of disabilities. Integrated employment emphasizes the participation of all sectors of society. Through establish and improving supporting system among government, enterprises and employees, including the post study and development for people with intellectual disabilities, vocational training, integration training among their work partners and final evaluation, we will combine the theory of practical social model and practices, under the guidelines of United Nations CBR (community-based rehabilitation), it is a comprehensive reflection on the local persons with disabilities in the field of health, education, social empowerment, etc.

Ⅱ. Object

Prospective employer with visible invisible disabilities（including physical impairment, visual impairment, language impairment, intellectual disability, etc.）

Ⅲ. Features

ⅰ. Integrated employment advocated enterprise and society respond demands of employees with disabilities according to their own requirement, to advocate two-way choice to enterprise, society and employees with disabilities. It is a market behavior, rather than a traditional welfare placement.。
ⅱ. Integrated employment aims at establishing long-term support system, to solve the employment problem of persons with disabilities, and also to help them pursue long-term development on the post.
ⅲ. I Integrated employment not only provide support to employees, but also provide support to family, school, enterprise, and social forces, etc., , to achieve supporting network construction.
ⅳ. Integrated employment will bring investment cost for capacity building of employee with disabilities and objectives into the range of corporate social responsibility, vocational ability improvement of employee with disabilities is not only economic value for enterprises, but also a great social value.
ⅴ. For basic position of employment of persons with disabilities, integrated employment will emphasize “what persons with disabilities can do, rather than what they cannot do; what emphasize persons with disabilities can do in their way, rather than in a general way”. Most of persons with disabilities not only can meet position requirements through functional compensation, but also make work more fulfilling though compensatory function.

Ⅳ. Theoretical framework

ⅰ. Sociological systems theory
According to sociological systems theory, modern society is the social form of functional differentiation, “people” is sum of all relationship between individual and different sub-functions system. Similarly, as the social individuals, the objective of integrated employment – persons with disabilities, and deepened social relationships cause social function differentiation in employment market (as a part of the economic system), which is a form of communication. That is, individual diversification in employment market participation (observability), led to coupling effect between modern social economic system and other sub-functions system (such as education, law, politics, healthcare, etc.), on the communication topic of social integration.
ⅱ. Employability Theory（employability）理论
In the 1990s, the concept of employability has been generalized further, labor market environment, basic knowledge of labor market and recruitment policy of enterprises are synthesized, employability construction also evolve into a shared responsibility within the government, enterprises and employees.
Based on the above connotation of employability, in ILO’s definition, employability means personal competencies and qualification which could strengthen opportunities to get and keep decent work based on getting education and training opportunities, promote between variety of positions in enterprises, and deal with changes of techniques and labor market.
Under the 37/52 resolution of “The World Program of Action concerning Disabled Persons” adopted in 1982 by the UN, stated clearly: “As long as there is proper assessment, training and placement, a majority of persons with disabilities can work according to existing job standard.
For employment of persons with disabilities, construction of employability needs common action and effort from persons with disabilities, enterprise and government.
The opportunity of education, training and practices, are the main aspects of employability construction for persons with disabilities, which is a major bottleneck to restrict to the employment rate improvement, and the opportunities improvement fundamentally rely on interactions between government, enterprise and persons with disabilities.
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Ⅴ. Employment support system worldwide overview

As complement of traditional employment service, Sweden establishes a institute to build employability for the persons with disabilities. These institutes provide special services to specific categories of persons with disabilities. For students with disabilities, the institute assigned liaison to help them and their families balance different services offered by the local department, successfully achieved transition from school to employment.
In Japan, two types of professional consultants were assigned to the Public Employment Service Office, to provide services for employees with disabilities, one type is persons with physical, visual, hearing and language impairment, and the other is persons with intellectual and psychiatric disability.
In America, at least one staff member in the public employment service office should offer a variety of suggestions and job seeking service to job hunter (including the persons with disabilities). Moreover, the federal government provides funds to organizations offered services for persons with disabilities nationally, to help youth with disabilities to achieved transition from school to employment, join up employers from private sector together, and joint funds to implement the case of trainings and job placement.
Currently, ADL Development institute（Able Development Institute）is the only NGO engaged in research regarding integrated employment supporting system, and related public education and supports.

VI. Development paths of integrated employment

(I) Sheltered employment
i. Concept
Install persons with intellectual disabilities in a unified, highly protected and isolated work environment, to ensure their economicincome. There are two basic principles of the employment form, which is also the difficultiesmost practitioners unable to break through:
（i）Principle of Normalization
Under the consideration of normalization principle, it is emphasized that setting goals for persons with intellectual disabilities, should be consistent with the persons without disabilities in the same age range
(ii) Deinstitutionalization installment
Separate work environment of persons with intellectual disabilities from care institution.

ii. Object:
Persons with intellectual disabilities includes persons with intellectual disabilities, autism and persons with psychiatric disability, etc. At present, there are some sheltered factories especially for persons with hearing impairments, physical impairments and so on, which doesn’t belong to the real “sheltered employment”.

iii. Characteristic
(i) Sheltered employment for persons with intellectual disabilities.
(ii) Employees are under a highly protected environment.
(iii) Work environment is a special isolated environment.

iv. Advantage
For general social values, definition of individual independence includes economic independence. Sheltered employment provides jobs for persons with intellectual disabilities, to ensure their economic incomes, and to assist their personal independence abilities into full play.

v. limitation:
(i) Under highly protection, employees with disabilities greatly reduce their chance of action selection.
(ii) Working in an isolated environment, isn’t conducive to integrating into social life for employees with disabilities.
(iii) A completely welfare placement-oriented, leads to divorce from market, low competitiveness, and survival difficulty.

（II）Supportive Employment
i. Concept:
Legislation of supportive employment first appeared in 1984 “Developmental Disabilities Act”, during recent 30 years in the United States, supportive employment is a service model to assist persons with intellectual disabilities, particularly those with severe intellectual disabilities, worked in competitive community workplace. Sustained employment trainings and services will be provided by professionals in the workplace to enhance capabilities of persons with disabilities to work and intact with other colleagues, The professional employment service supporter will withdraw gradually from workplace when performances of persons with disabilities meet employment requirement of workplace , and provid tracking service.

ii. Object
Persons with moderate and severe intellectual disabilities

iii. Features:
(a)Only for persons with intellectual disabilities.
(b)Employees with intellectual disabilities work in an integrated environment.
(c)Provide sustainable support for persons with intellectual disabilities.

iv. Advantages:
(a)Assist persons with intellectual disabilities to get a formal job with salary.
(b) In Integrated working environment, employees with intellectual disabilities should be respectful of, own the same promotion opportunity, and have positive interactions with other employees without disabilities.
(c) Persons with intellectual disabilities will obtain following services from integrated employment model: obtain work opportunity; intensive assistant during the beginning of their work, such as work skills training, environment adaptation and transportation support, etc. And there will be continuous support when they qualified for employment requirements, to help them retain the job successfully.

ⅴ. Limitation
(i) Due to the high human resource cost of supportive employment, sustainability is facing great challenge
(ii) The position of supportive employment is single
(iii) The talent team construction of local supportive system is not in place
(v) Supportive employment focused more on supports for employees with disabilities, rather than supports for family, school, enterprise and other social systems

Integrated employment comprehensive reflects decent labor and inclusive employment, keeps and carries forward the strengths of traditional employment, breaks through the inherent limitations, overturns the traditional employment recruitment process to results oriented, change the traditional method training first then seeking job position, emphasizes on support of enterprises, starts from the post and prepared based on post requirements. Exploiting diversity of job positions corresponded to education could provide more employment opportunities and choices. Position development based on features, would not lead to unemployment, but could stimulate growth and demand of new job positions.

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