REHADAT Gute Praxis: "Labor force participation requires targeted and personalized measures"

Ms. Decker, what is the goal of the new REHADAT Gute Praxis portal?

Mareike Decker: REHADAT is the central information hub for the labor force participation of people with disabilities. Reliable and relevant information is the key to an inclusive work environment for people with disabilities and for other stakeholders and companies. Quite often there is simply a lack of knowledge of the available options pertaining to qualifications and workplace accommodations for people with disabilities or disorders. This applies to general legal rights and support choices, and specific designs and adaptations to accommodate individuals. This is where the REHADAT Gute Praxis portal comes in. It shows examples of workplace strategies, school-to-work transition, training, continuing education or job retraining. All examples are real-life practices that have been implemented by companies. Our aim is to show the possibilities and break down barriers to inclusion in the process.

The Gute Praxis portal combines information from other REHADAT content categories – including legislation, financial aid, the use of auxiliary aids, assistive technology, supporting organizations – and delivers practical examples and case studies. Implementable measures are subject to many factors. There is no one-size-fits-all approach in these cases. Labor force participation requires targeted and personalized measures. We illustrate this by delivering practical examples and best practices in the Gute Praxis portal.

What features can users expect from the practice portal?

Decker: The practical examples are the central core of the portal. They present the individual needs and requirements for labor force participation and highlight respective solutions taken from small, medium-sized and large companies, featuring cross-industry alternatives tailored to a variety of disabilities and illnesses. The inclusive workplace design measures run the gamut from the use of auxiliary aids, services and assistive technologies to sophisticated renovations. Employers often also make organizational changes in work hours and/or rest breaks. The portal also depicts many examples of measures such as job coaching, personal assistance services, or assisted employment training and other support services.

Besides the 900 examples, users can find information on how companies can improve inclusion. Interested parties can review work interaction contracts and effective action plans for companies and get tips on how to write contracts or create action plans for their own businesses.

Portal users have access to many great ideas and suggestions to foster inclusion in the workplace. Digitization is another emphasis as it often provides opportunities to people with disabilities. Some simple assistive technologies can easily but effectively create a disability-friendly workplace. Last but not least, interviews with employees, employers, and other stakeholders on workplace inclusion round off the portal’s information resources.

How does the portal help promote successful inclusion of people with disabilities in the primary labor market?

Decker: People often have attitudinal barriers. If you or a colleague suddenly suffers from an illness or disability, it instantly affects labor force participation. This is the time when you need access to comprehensive information. Generally, those affected by this situation are initially unaware of their basic rights, best practices, financial assistance, and points of contact. There are many available programs and financial aid opportunities for both employer and employee, including a multitude of services and support options. REHADAT helps those looking for comprehensive information to overcome potential barriers.

Real examples of inclusion in the workplace can encourage other employers to hire more people with disabilities or to find solutions for employees and break down barriers in the process. This is the only way to build an inclusive workplace. Workers and the representative body for disabled employees ("Schwerbehindertenvertretung") can find practical solutions to problems. Quite often, minor accommodations and adjustments can safeguard the labor force participation of people with disabilities.

Incidentally, the success of REHADAT Gute Praxis portal depends on participation: the more examples we show, the better we can promote and personify inclusion. That’s why we welcome all practical examples, work interaction contracts, action plans for companies, and interviews. Simply put, help us put best practices into action.

What does inclusion mean to you?

Decker: An inclusive society ensures participation, self-determination, and equal opportunities for ALL people. In my view, this means society must recognize, accept, and appreciate diversity and embrace all of its aspects. For example, we must get away from viewing accommodations and supports for people with disabilities that ensure accessibility as special treatment and develop a solution-focused mindset as a matter of course. There are many ways to promote inclusion and participation. That’s why it is baffling to continuously spot issues in the practical implementation of these aspects – whether it pertains to school, work or other life settings. Far too often, people with disabilities face unnecessary barriers that result in discrimination and disadvantage. There are countless solutions, and many of them are easy to implement. There can never be enough awareness and education in this area. Many examples of successful inclusion emphasize the power of a positive mindset, wealth of information and education, and pragmatic approaches.