WHAT IS THE INCLUSIVE EMPLOYMENT PROGRAM OF AASO?
THE INCLUSIVE EMPLOYMENT PROGRAM AIMS TO PROMOTE THE INCLUSION OF PEOPLE WITH NEURODEVELOPMENTAL DISORDERS IN THE JOB MARKET WITHIN THE OPTICS SECTOR.
IN PARTNERSHIP WITH CADIN – NEURODEVELOPMENT AND INCLUSION, WE RAISE AWARENESS AMONG OUR MEMBERS AND ALL COMPANIES RELATED TO THE OPTICS ECOSYSTEM ABOUT HIRING NEURODIVERSE INDIVIDUALS.
ABOUT CADIN - NEURODEVELOPMENT AND INCLUSION
CADIN – NEURODEVELOPMENT AND INCLUSION, IPSS IS A PRIVATE INSTITUTION OF SOCIAL SOLIDARITY THAT, SINCE 2003, HAS BEEN DEDICATED TO CLINICAL ACTIVITY, TRAINING, AND RESEARCH IN THE AREA OF NEURODEVELOPMENTAL DISORDERS. IT OPERATES UNDER THE VISION OF BEING A REFERENCE CENTER ACCESSIBLE TO ALL IN THE TREATMENT AND STUDY OF NEURODEVELOPMENTAL DISORDERS AND THE MISSION OF PROMOTING THE INTEGRATION INTO SOCIETY OF CHILDREN, YOUNG PEOPLE, AND ADULTS WITH NEURODEVELOPMENTAL DISORDERS.
SUPPORTED EMPLOYMENT MODEL
SINCE 2005, IT HAS BEEN ACTIVE IN THE FIELD OF SUPPORTED EMPLOYMENT FOR PEOPLE WITH NEURODEVELOPMENTAL DISORDERS, PARTICULARLY WITH MILD AUTISM. AS OF FEBRUARY 2024, IT SUPPORTS THE INTEGRATION OF 32 CANDIDATES, OF WHOM 20 REMAIN IN COMPANIES, REPRESENTING A RETENTION RATE OF 62.5%. THE OLDEST INTEGRATIONS ARE 17 YEARS OLD, OTHER YOUNG PEOPLE HAVE BEEN SOLIDLY INTEGRATED FOR 12 YEARS, AND THE MOST RECENT BUT ALREADY EFFECTIVE INTEGRATIONS ARE 1 YEAR OLD. MORE THAN THE NUMBER OF INTEGRATIONS, THE RETENTION PERCENTAGE OF THESE EMPLOYEES IN COMPANIES IS A SOURCE OF PRIDE FOR CADIN, AS JOB RETENTION REPRESENTS THE GREATEST CHALLENGE FOR PEOPLE WITH NEURODEVELOPMENTAL DISORDERS. INSTEAD OF RELYING ON STATE SUBSIDIES, THESE ADULTS ARE ACTIVE CONTRIBUTORS TO SOCIETY AND PUBLIC FUNDS. THEY FEEL COMPLETE AND RECOGNIZED IN ONE OF THE MOST VALUED ROLES IN ADULTHOOD AND MAKE A DIFFERENCE IN THE TEAMS THEY ARE INTEGRATED INTO.
SUPPORT DURING THE SELECTION PROCESS
AFTER CREATING THE NEW JOB POSITION, CADIN OFFERS ADDITIONAL SUPPORT DURING THE CANDIDATE SELECTION PROCESS. ACCORDING TO CURRENT LEGISLATION IN PORTUGAL, THE SELECTION PROCESS MUST BE ADAPTED TO THE COMMUNICATION AND EXPRESSION PROFILE OF EACH CANDIDATE.
DURING THIS PHASE, CADIN WORKS CLOSELY WITH EMPLOYERS TO RAISE AWARENESS ABOUT NEURODEVELOPMENTAL DISORDERS. THEY EDUCATE EMPLOYERS ABOUT THE CHARACTERISTICS OF THESE DISORDERS AND IDENTIFY AND PROMOTE REASONABLE ADJUSTMENTS IN THE SELECTION PROCESS. THIS CAN INCLUDE ADAPTATIONS IN INTERVIEWS AND SITUATIONAL TESTS, AMONG OTHER MEASURES.
ADDITIONALLY, THEY OFFER SUPPORT TO CANDIDATES TO PREPARE FOR JOB INTERVIEWS. THIS INCLUDES REPEATED SIMULATED TRAINING AND THE USE OF THE AUTOSCOPIA PEDAGOGICAL STRATEGY. IF NECESSARY, THEY ACCOMPANY CANDIDATES DURING SELECTION INTERVIEWS TO ENSURE THEY HAVE ALL THE NECESSARY SUPPORT.
SUPPORT IN WORKPLACE INTEGRATION
AFTER SELECTING AND INTEGRATING A CANDIDATE INTO THE WORKPLACE, CURRENT LEGISLATION STIPULATES THE POSSIBILITY AND RESPONSIBILITY OF MAKING REASONABLE ADJUSTMENTS IN THE WORKPLACE TO PROMOTE EQUAL OPPORTUNITIES. IN THIS PHASE, THE MODEL AIMS TO:
- SUPPORT THE CANDIDATE;
- SUPPORT THE EMPLOYER;
- SUPPORT COMMUNICATION BETWEEN EMPLOYER AND EMPLOYEE.
TO SUPPORT THE CANDIDATE WITH A NEURODEVELOPMENTAL DISORDER DURING THE WORKPLACE INTEGRATION PHASE, THE MODEL RECOMMENDS THREE AREAS OF INTERVENTION:
- PRIOR TRAINING OF ESSENTIAL TRANSVERSAL SKILLS IN THE JOB MARKET (COMMUNICATION, INTERPERSONAL RELATIONSHIPS, TIME AND MONEY MANAGEMENT, EMOTIONAL REGULATION SKILLS, AND ADAPTIVE BEHAVIOR);
- DEVELOPMENT OF SKILLS TO COPE WITH ANXIETY AND FRUSTRATION IN THE WORKPLACE;
- SUPPORT IN ESTABLISHING WORK PRIORITIES.
SUPPORT FOR THE EMPLOYER
REGARDING EMPLOYER SUPPORT, THREE ESSENTIAL ASPECTS ARE ADDRESSED:
- AWARENESS OF NEURODEVELOPMENTAL DISORDERS;
- SELECTION OF A TUTOR/MENTOR IN THE WORKPLACE WHO SHOULD PLAN ACTIVITIES, SUPPORT, TRAIN, EVALUATE, AND PROVIDE FEEDBACK TO THE EMPLOYEE WITH NEURODEVELOPMENTAL DISORDERS;
- IDENTIFICATION OF REASONABLE ADJUSTMENTS (E.G., FIXED WORKSTATION, REPLACING PHONE COMMUNICATION WITH EMAIL COMMUNICATION).
SUPPORT FOR COMMUNICATION BETWEEN EMPLOYER AND EMPLOYEE
TO ENSURE EFFECTIVE COMMUNICATION BETWEEN THE EMPLOYER AND THE EMPLOYEE WITH NEURODEVELOPMENTAL DISORDERS, A SET OF PERSONALIZED STRATEGIES ARE IMPLEMENTED:
- REGULAR WORKPLACE VISITS TO ASSESS INTEGRATION PROGRESS, IDENTIFY POTENTIAL CHALLENGES, AND COLLABORATE ON FINDING SOLUTIONS. DURING THE INITIAL PHASE, VISITS ARE MORE FREQUENT, ADJUSTING AS THE EMPLOYEE ADAPTS TO THE PROFESSIONAL ENVIRONMENT.
- ADAPTATION OF VISIT FREQUENCY, ADJUSTED ACCORDING TO THE NEEDS OF THE EMPLOYEE AND THE COMPANY. MORE FREQUENT VISITS CAN BE SCHEDULED DURING TRANSITION PERIODS OR IN CRISIS SITUATIONS, WHILE LESS FREQUENT VISITS ARE CONDUCTED IN MORE STABLE INTEGRATION PHASES.
- FLEXIBILITY AND PERSONALIZATION. THE GOAL IS TO OFFER FLEXIBLE AND PERSONALIZED SUPPORT, ADAPTING TO THE SPECIFIC NEEDS OF EACH CASE. VISITS ARE OPPORTUNITIES TO DISCUSS PROGRESS, IDENTIFY POSSIBLE DIFFICULTIES, AND COLLABORATE ON IMPLEMENTING EFFECTIVE SOLUTIONS.
SUPPORT FOR THE INCLUSION OF CANDIDATES WITH DISABILITIES
THE INCLUSION OF PEOPLE WITH DISABILITIES IN THE JOB MARKET IS A PRIORITY TO PROMOTE DIVERSITY AND EQUAL OPPORTUNITIES. IN THIS SENSE, VARIOUS MEASURES AND SUPPORTS HAVE BEEN DEVELOPED TO FACILITATE THE PROFESSIONAL INTEGRATION OF THESE CANDIDATES AND ENSURE THEY CAN CONTRIBUTE FULLY AND EFFECTIVELY TO COMPANIES AND SOCIETY IN GENERAL.
SHORT-TERM INTERNSHIPS
OBJECTIVE: ALLOWS THE COMPANY TO GET TO KNOW THE CANDIDATE BEFORE A LONGER-TERM INTEGRATION.
DURATION: MAXIMUM OF 3 MONTHS.
BENEFITS FOR THE COMPANY: EXEMPTION FROM INTERNSHIP SUBSIDY.
COMPANY OBLIGATIONS: PAYMENT OF PERSONAL ACCIDENT INSURANCE AND MEAL SUBSIDY.
ATIVAR.PT INTERNSHIPS
OBJECTIVE: CO-FUNDED BY IEFP, OFFERS 12-MONTH INTERNSHIPS.
MONTHLY GRANT: DETERMINED BY THE INTERN'S QUALIFICATION LEVEL.
IEFP CONTRIBUTION: 80% FOR CANDIDATES WITH DISABILITIES.
ADDITIONAL BENEFITS: MEALS, INSURANCE PREMIUM, AND TRANSPORTATION EXPENSES.
REDUCTION OF TSU
BENEFIT: EMPLOYERS WHO SIGN PERMANENT CONTRACTS WITH WORKERS WITH DISABILITIES CAN REQUEST A REDUCTION IN THE CONTRIBUTION RATE.
APPLICABLE CONTRIBUTION RATE: 11.9% ON THE REMUNERATION OF THE WORKER WITH A DISABILITY.
INCLUSIVE EMPLOYER ENTITY BRAND
OBJECTIVE: PUBLIC RECOGNITION OF INCLUSIVE MANAGEMENT PRACTICES DEVELOPED BY EMPLOYERS.
FOCUS: PROMOTION OF THE INCLUSION OF PEOPLE WITH DISABILITIES IN THE WORKPLACE.
INCLUSIVE JOB DESIGN METHODOLOGY
CURRENTLY, CADIN BASES THIS MODEL ON THE INCLUSIVE JOB DESIGN METHODOLOGY. BASED ON THE EMPLOYER'S NEEDS, THIS METHODOLOGY INVOLVES ANALYZING AND REDESIGNING WORK PROCESSES, IDENTIFYING SUPPORT TASKS, AND REDISTRIBUTING TASKS AMONG PROFESSIONALS: HIGHLY QUALIFIED PERSONNEL BECOME MORE AVAILABLE TO PERFORM TASKS IN WHICH THEY ARE SKILLED AND QUALIFIED. THE SUPPORT TASKS (ADMINISTRATIVE, LOGISTICAL, AND/OR ORGANIZATIONAL), FOR WHICH HIGHLY QUALIFIED PERSONNEL ARE "OVERQUALIFIED," ARE COMPILED INTO A NEW JOB SUITABLE FOR A PERSON WITH A DISABILITY WHO CAN PERFORM THESE TASKS IN THIS NEW JOB.
BENEFITS OF THE METHODOLOGY
THE INCLUSIVE JOB DESIGN METHODOLOGY OFFERS ADVANTAGES FOR BOTH EMPLOYERS AND EMPLOYEES:
- REDUCTION OF DISTRACTIONS IN THE WORKPLACE.
- IMPROVEMENT IN EFFICIENCY IN MAIN TASKS.
- CREATION OF SUSTAINABLE JOBS.
- INCREASE IN DIVERSITY AND INCLUSION IN THE WORK ENVIRONMENT.
- SUPPORT FOR EMPLOYERS
AS AN EMPLOYER, IF YOU ANSWER "YES" TO THE FOLLOWING QUESTIONS, THE INCLUSIVE JOB DESIGN METHODOLOGY COULD BE AN ASSET TO YOUR COMPANY:
- ARE THERE DISTRACTION FACTORS THAT MAKE IT DIFFICULT FOR YOUR EMPLOYEES TO FOCUS ON THEIR MAIN TASKS?
- ARE THERE ACCUMULATED TASKS OR TASKS THAT ARE DIFFICULT OR IMPOSSIBLE FOR YOUR EMPLOYEES TO PERFORM?
- DO YOUR EMPLOYEES SPEND A LOT OF TIME PERFORMING TASKS THAT PREVENT THEM FROM DOING THEIR MAIN JOB?
- DO YOU BELIEVE THAT YOUR EMPLOYEES WOULD BE SATISFIED IF SOME OF THE SUPPORT TASKS WERE REMOVED FROM THEIR JOB RESPONSIBILITIES?
- DO YOU BELIEVE THAT REMOVING THESE TASKS WOULD ALLOW YOUR EMPLOYEES TO PERFORM THEIR MAIN TASKS MORE EFFICIENTLY, QUICKLY, OR EFFECTIVELY?
- ARE YOU WILLING TO CREATE JOB POSITIONS TO CREATE COMMERCIAL VALUE FOR PEOPLE WHO ARE OUT OF THE JOB MARKET?
- DOES YOUR COMPANY VALUE DIVERSITY AND INCLUSION?
THE INCLUSIVE JOB DESIGN AIMS TO GENERATE A POSITIVE IMPACT ON COMPANIES WHILE PROMOTING SUSTAINABLE JOBS FOR PEOPLE WITH DISABILITIES. OFTEN, EMPLOYEES ARE TASKED WITH DUTIES THAT ARE NOT DIRECTLY RELATED TO THEIR FUNCTIONS, CONSUMING ADDITIONAL TIME AND RESOURCES AND CAUSING FRUSTRATION. THIS APPROACH MITIGATES THESE ISSUES, ALLOWING THE COMPANY TO LEAD THE TASK REDESIGN PROCESS WHILE CADIN PROVIDES SUPPORT, RESULTING IN THE CREATION OF SUSTAINABLE JOBS FOR PEOPLE WITH DISABILITIES WHO HAVE THE NECESSARY SKILLS TO PERFORM SPECIFIC FUNCTIONS. FURTHERMORE, BY PROMOTING EFFICIENCY AND PRODUCTIVITY, THIS METHODOLOGY BENEFITS NOT ONLY EMPLOYEES WITH DISABILITIES BUT ALSO STRENGTHENS THE COMPANY'S COMPETITIVE POSITION AND FINANCIAL SUCCESS.
THE SUCCESS STORY OF ELIAS NETO
ELIAS NETO IS A YOUNG MAN CURRENTLY 27 YEARS OLD. HAVING LEVEL 1 AUTISM SPECTRUM DISORDER, HE HOLDS A DEGREE IN TRANSLATION AND HAS BEEN WORKING AT OPTOCENTRO SINCE MARCH 2022.
HIS INCLUSION AND ADAPTATION WERE VERY SMOOTH, THANKS TO CADIN'S INCLUSIVE JOB DESIGN METHODOLOGY.
IF YOU ARE INTERESTED OR NEED MORE INFORMATION, PLEASE EMAIL US AT GERAL.AASO@GMAIL.COM
AASO WILL PLAY A MEDIATING ROLE, FACILITATING THE SEARCH FOR A NEURODIVERSE EMPLOYEE FOR YOUR COMPANY BY PUTTING YOU IN TOUCH WITH CADIN.
