From the experience of the UN Standard Rules, the United Nations have further elaborated on the current international treaty on disability, the UN CRPD, and further deepened its impact at international level.

Adapted work settings, commonly known also as sheltered workshops, are not referred to in the UNCRPD. This requires clarifications for the thousands of people that benefit from their services and whose future looks therefore uncertain.

This report focuses on the role of adapted work settings in the international framework provided by the UNCRPD; in particular, special attention has been given to Article 26 and 27, as they both deal with principles, measures and services offered by adapted work settings.

The analysis was carried out starting from three main subjects:

- what the Convention brought in general terms through its paradigm shift and the subsequent challenges for social services

- the analysis of the current text of Article 26 and 27 and the links to the role of sheltered workshop matters

- the history of the discussions around the inclusion of sheltered workshops in the UN CRPD.

Article 26 dealing with issues concerning the “functioning” of the individual, renews the entitlement to habilitation and rehabilitation service, the latter considered as going beyond the medical sense of it, keeping a connotation of a non-permanent treatment. Article 27 concerns the right to work, which should lead to the possibility to gain a living and lead a life of dignity. Most sheltered workshops, that are providing rehabilitation and work related activities, seem, according to some, to be not fully compliant with either of the two articles as they provide rehabilitation-based activities on an on-going basis and offer work without fully guaranteeing conditions applying under the labour law.

This concern emerged as well during the negotiation activities of the UN CRPD and was partly responsible for their exclusion from the current article on the right to work.

However, the implementation of the Convention presents some challenges, especially when it comes to rights and obligations concerning overlapping fields of action, as may be the case for Article 26 and 27. Services like sheltered workshops may sometimes and very often fulfill more than one function for persons with disabilities, and thus their compliance to the UN CRPD articles is particularly sensitive. In the framework of a holistic approach to persons with disabilities, where disability itself is not the focus of attention, but everything is about the individual and the enjoyment of his rights, it is of utter importance to keep a good balance between the multitude of skills, personal choices, possibilities of individual development and society’s response.

This report looks at the possible links existing between sheltered workshops and the UN CRPD in order to gain a view on the state of play and on future developments needed in the provision of work opportunities to persons with (intellectual) disabilities.

Many countries have already declared their commitment to the goal of inclusion of persons with disabilities through ratification of the CRPD, while others have signed it with a view to ratification. Many have also ratified ILO conventions, committing themselves to the goals of equal opportunity and non-discrimination.

People with intellectual disabilities are entitled to benefit from the provisions of the CRPD and ILO Convention concerning the Vocational Rehabilitation and Employment (Disabled Persons), 1983 (No. 159), as well as people with other kinds of disabilities. Yet, they are frequently not well placed to gain from this changed emphasis on inclusion. In many developing countries, in particular, they are often excluded from school and deprived of opportunities to acquire relevant vocational skills at all, presenting further disadvantages when it comes to seeking jobs. Yet, experience in many countries shows that, with the right training, support in the workplace as required, and the right opportunities, they can make valued contributions in the workplace and to a country’s economy.

Measures to open employment opportunities for this group of persons with disabilities in line with the CRPD and ILO Convention No. 159 can build on extensive experience in recent decades in developing new approaches to training and employment. The review of international experience carried out for this working paper highlights good practice in supporting people with intellectual disabilities in integrated employment settings. Evidence clearly points to better outcomes for employees with intellectual disabilities, when they work in integrated settings, with appropriate supports.

The aims of this paper are to: examine changes over time in the understanding of intellectual disability and the capacity of persons with disabilities to learn; provide an international overview of employment options for people with intellectual disabilities, with special emphasis on Supported Employment (SE) models; examine and critically analyse from a research perspective examples of SE across a range of low- and high-income countries; and make recommendations for the expansion and future development of inclusive employment options for this population. Section 1 provides a brief overview of the shift from classifying people with intellectual disabilities on the basis of IQ bands to a support needs 2 framework. It then explores the impact of research initiatives that demonstrated the learning capacity of people with intellectual disabilities in a work environment. Section 2 discusses the range of employment models currently accessed by people with intellectual disabilities in countries around the world. It highlights that, despite the emergence of a number of more inclusive practices, the predominant model continues to be sheltered employment in segregated settings, and that a high proportion of people with disabilities are unemployed. Section 3 reviews recent and emerging developments in promoting training and employment opportunities for people with intellectual disabilities, drawing from examples in both high- and low-income countries, with reference to factors facilitating and posing challenges to the spread of supported employment. The findings of research on these developments are summarized. Section 4 examines the policy implications of research findings and draws some conclusions about the way forward. The Working Paper has been informed by the report of the ILO/Irish Aid sub-regional conference People with Intellectual Disabilities – Opening Pathways to Training and Employment, held in Lusaka, Zambia 9-11 March 2010 (ILO, 2010a), and the accompanying Lusaka Declaration People with Intellectual Disabilities: Achieving Full Participation in Training and Employment (ILO, 2010b).

The views of several individuals with intellectual disabilities on what work means to them are presented in different parts of the report, so that their voices are reflected, in line with the self-advocacy movement which is gaining momentum.

The Status Reports primarily look at the working-age population because the employment gap between people with and without disabilities is a major focus of government programs and advocacy efforts. Employment is also a key factor in the social integration and economic self-sufficiency of working-age people with disabilities.

The estimates in the 2010 Disability Status Reports are based on American Community Survey (ACS) data - a US Census Bureau survey that has replaced the Decennial Census long form. See the ACS User Guide on www.disabilitystatistics.org for additional information on the ACS.

The estimates in these reports are based on responses from a sample of the population and may differ from actual population values because of sampling variability and other factors. Differences observed between the estimates for two or more groups may not be statistically significant.

Finally, the 2010 Disability Status Report estimates should not be compared to estimates based on ACS data collected prior to 2008. In 2008, the US Census Bureau made a number of significant changes to the ACS. These changes included an entirely new set of disability questions as described on the following page. For a summary of all changes to the ACS 2008 survey see the following Census Bureau document: http://www.census.gov/acs/www/Downloads/methodology/ content_test/SummaryResultsACS2006ContentTest.pdf

The present study on Supported Employment for people with disabilities in the EU and EFTA-EEA has been initiated to enhance further the possibilities of people with disabilities to participate on the open labour market. COWI and its partners, Work Research Institute, Norway and the European Union of Supported Employment (EUSE) were tasked with mapping the use of Supported Employment in 30 countries; undertaking an in-depth study of six selected countries on the look for policy recommendations; and producing a compendium of good practices. In addition, a directory of supporting services (an address book) was produced. The findings and recommendations were validated at an expert meeting.

For this study, Supported Employment is defined as a scheme that supports people with disabilities or other disadvantaged groups in obtaining and maintaining paid employment in the open labour market. Supportive measures must include assistance to the employee before, during, and after obtaining a job as well as support to the employer. Key to this is the job coach function.

The perspective of Supported Employment is the focus on people's abilities rather than disabilities. The emphasis is on employment and not on activation or subsistence.

Flexicurity is a strategy that attempts synchronically and in a deliberate manner to enhance the flexibility of labour markets, work organisations and labour relations, on the one hand, and to enhance security notably for weaker groups outside the labour market, on the other hand. Flexicurity can support transitions in and out of the labour market and thus be instrumental for Supported Employment. Flexicurity in interaction with Supported Employment

In Article 27 the United Nations Convention on the Rights of Persons with Disabilities (CRPD) “recognizes the right of persons with disabilities to work, on an equal basis with others; this includes the opportunity to gain a living by work freely chosen or accepted in a labour market and work environment that is open, inclusive and accessible to persons with disabilities” (16). Furthermore, the CRPD prohibits all forms of employment discrimination, promotes access to vocational training, promotes opportunities for self-employment, and calls for reasonable accommodation in the workplace, among other provisions.

A number of factors impact labour market outcomes for persons with disabilities including; productivity differentials; labour market imperfections related to discrimination and prejudice, and disincentives created by disability benefit systems (2, 17–19). To address labour market imperfections and encourage the employment of people with disabilities, many countries have laws prohibiting discrimination on the basis of disability. Enforcing antidiscrimination laws is expected to improve access to the formal economy and have wider social benefits. Many countries also have specific measures, for example quotas, aiming to increase employment opportunities for people with disabilities (20). Vocational rehabilitation and employment services – job training, counselling, job search assistance, and placement – can develop or restore the capabilities of people with disabilities to compete in the labour market and facilitate their inclusion in the labour market. At the heart of all this is changing attitudes in the workplace.

Les directives de ce guide pratique résultent des demandes faites à l’OIT en vue de promouvoir, dans le cadre de ses activités, les opportunités d’emploi en faveur des personnes handicapées. Elles sont destinées aux services de l’emploi et aux prestataires de services cherchant à développer leur capacité à promouvoir le recrutement des personnes handicapées et le maintien dans l’emploi des personnes ayant contracté un handicap. Elles font partie d’une série d’outils de l’OIT sur les services de placement à l’intention des demandeurs d’emploi handicapés: le manuel pour le personnel des services de placement «Aider les personnes handicapées à trouver un emploi», le manuel pour les formateurs du personnel de services de placement et le guide à l’intention des décideurs politiques et des dirigeants des services de l’emploi «Le placement des demandeurs d’emploi handicapés: Éléments pour un service efficace». Leur traduction en langues nationales est encouragée. Les commentaires et suggestions en vue de leur amélioration sont les bienvenus.

Ces directives ont été préparées par Robert Heron, ancien Spécialiste principal en administration du travail, OIT Bangkok, en collaboration avec Barbara Murray, Département des compétences et de l’employabilité, OIT, Genève. Elles ont bénéficié du soutien de feu Pekka Aro, ancien Directeur du Département des compétences et de l’employabilité de l’OIT, qui attachait une importance particulière au rôle de l’OIT dans la promotion de l’égalité des chances des personnes handicapées en matière d’emploi par le biais de ses activités de recherche, de sensibilisation et de service. Nous espérons que ces directives seront largement utilisées pour améliorer les perspectives d’emploi des personnes handicapées à travers le monde.

Las presentes directrices sobre Análisis del Empleo y del Trabajo surgen como respuesta a las solicitudes recibidas por la OIT en el marco de sus actividades para promover las oportunidades laborales de las personas con discapacidades. Se destinan a los servicios de empleo y a los proveedores de servicios que deseen desarrollar su capacidad de fomentar la contratación de personas con discapacidades y la conservación en el empleo de los trabajadores con una discapacidad sobrevenida. Forman parte de una serie de instrumentos de la OIT sobre servicios de colocación para personas con discapacidades que buscan empleo: la guía de la OIT para el personal de los servicios de colocación “Cómo ayudar a las personas discapacitadas a encontrar un empleo”, la ILO Resource Book for trainers of placement officers (manual de la OIT para formadores de encargados de colocación) y la guía para quienes elaboran políticas y para administradores de servicios de empleo titulada “La vinculación laboral de las personas discapacitadas que buscan empleo. Elementos para un servicio efectivo”. Se recomienda que se traduzcan a los idiomas nacionales. Son bienvenidos los comentarios y sugerencias para mejorarlas.

Las directrices las prepararon Robert Heron, antiguo experto principal en Administración del Trabajo, de la oficina de la OIT en Bangkok, en colaboración con Barbara Murray, del Departamento de la OIT de Conocimientos Teóricos y Prácticos y Empleabilidad, de Ginebra. Este trabajo contó con el apoyo del fallecido Pekka Aro, ex director del Departamento de Conocimientos Teóricos y Prácticos de la OIT, que hizo gran hincapié en el papel que desempeña la OIT en la promoción de la igualdad de oportunidades en el empleo para las personas con discapacidades a través de la investigación, la defensa de la causa y sus actividades. Esperamos que sean ampliamente utilizadas para mejorar las perspectivas de empleo de las personas con discapacidades en todo el mundo.

Dans le monde entier, des personnes handicapées participent, à tous les niveaux, au monde du travail. Cependant, bon nombre de personnes handicapées n’ont pas la possibilité de travailler en raison de nombreux obstacles.

Le chômage qui frappe les 386 millions de personnes handicapées en âge de travailler dans le monde est bien plus élevé qu’en ce qui concerne le reste de la population en âge de travailler. Il est reconnu que la croissance économique peut accroître les possibilités d’emploi. Pour sa part, le présent
recueil expose les meilleures pratiques qui permettent aux employeurs d’utiliser les compétences et le potentiel des personnes handicapées, compte tenu des possibilités nationales.

Il apparaît de plus en plus évident que non seulement les personnes handicapées ont une contribution de valeur à apporter à l’économie nationale, mais que les employer est en outre un facteur de réduction du coût des prestations d’invalidité et peut réduire la pauvreté. Les arguments en
faveur de l’emploi des personnes handicapées sont tout aussi évidents pour les entreprises, dans la mesure où ces personnes ont souvent les qualifications qu’elles recherchent. Un autre avantage pour les employeurs est celui d’élargir le réservoir des travailleurs en conservant les personnes qui acquièrent un handicap alors qu’elles sont employées par eux, car ils continueront ainsi à bénéficier des précieuses compétences acquises par ces personnes au cours de leur expérience dans l’entreprise et de la formation
qui leur a été dispensée.

Nombreuses sont les organisations et leurs réseaux – y compris les organisations d’employeurs et de travailleurs et les organisations de personnes handicapées – qui contribuent à favoriser les possibilités d’emploi, de maintien dans l’emploi et de retour à l’emploi des personnes handicapées
par l’adoption de mesures telles que des déclarations de principes et la fourniture de services consultatifs et d’appui.

Le présent recueil a été élaboré pour aider les employeurs, qu’il s’agisse de ceux des grandes, des petites ou moyennes entreprises, du secteur privé ou du secteur public, des pays en développement ou des pays hautement industrialisés, à adopter une stratégie positive de la gestion des questions liées au handicap sur le lieu de travail.

Ce recueil s’adresse principalement aux employeurs. Cependant, il va sans dire que les pouvoirs publics jouent un rôle déterminant dans la création d’un cadre législatif et social, et l’adoption de mesures d’incitation, visant à promouvoir l’emploi des personnes handicapées. De même, il importe que les personnes handicapées participent et s’impliquent elles-mêmes pour que les objectifs du recueil puissent être atteints.

Les dispositions du recueil se fondent sur les principes consacrés par les normes internationales et les actions, énumérées aux annexes 1 et 2, qui visent à promouvoir l’emploi de toutes les personnes handicapées dans des conditions de santé et de sécurité. Ce recueil ne constitue pas un instrument
contraignant sur le plan juridique et n’a pas pour objet de se substituer à la législation nationale. Il doit être interprété en tenant compte de la situation des pays et être appliqué conformément à la législation et à la pratique nationales.

Le recueil a été finalisé et adopté à l’unanimité lors de la réunion tripartite d’experts, tenue à Genève du 3 au 12 octobre 2001, conformément à la décision prise par le Conseil d’administration du BIT à sa 277^e session (mars
2000). Les experts étaient désignés en consultation avec les milieux gouvernementaux, avec le groupe des employeurs et avec le groupe des travailleurs du Conseil d’administration du BIT. Les experts désignés ci-après ont participé à la réunion.

En todo el mundo, las personas con discapacidades participan y contribuyen al mundo del trabajo en todos los niveles. Sin embargo, muchos discapacitados que desean trabajar no tienen la oportunidad de hacerlo, pues se ven coartados por numerosos obstáculos.

El desempleo entre los 386 millones de personas con discapacidades en edad de trabajar es mucho más elevado que para el resto de la población activa. Al tiempo que reconoce que el crecimiento económico puede redundar en mayores oportunidades de empleo, el presente Repertorio subraya las mejores prácticas que permiten a los empleadores usar las habilidades y el potencial de las personas con discapacidades, habida cuenta de las condiciones de cada país.

Es cada vez más evidente que las personas con discapacidades no sólo realizan una contribución valiosa a la economía nacional, sino que su empleo también reduce el costo de las prestaciones de invalidez y puede ayudar a mitigar la pobreza. Para las empresas, es interesante emplear a discapacitados que a menudo tienen una formación que les permite ocupar algunos empleos específicos. Los empleadores también se pueden beneficiar del mayor número de personas aptas para el trabajo que se logra al mantener en el empleo a quienes son afectados por una discapacidad, ya que así no se pierden las valiosas competencias adquiridas por éstos en el marco de la actividad laboral y de la formación relacionada con su trabajo.

Muchas organizaciones y sus redes — incluidas las organizaciones de empleadores y de trabajadores y las organizaciones de personas con discapacidades — están contribuyendo a facilitar el empleo, la conservación de los puestos de trabajo y las posibilidades de reintegración profesional para las personas con discapacidades. Las medidas adoptadas por estas organizaciones incluyen declaraciones de política y la prestación de servicios de asesoramiento y apoyo.

El presente Repertorio ha sido diseñado con el propósito de guiar a los empleadores — sean éstos empresas grandes, medianas o pequeñas, y pertenezcan al sector público o privado de países en desarrollo o países altamente industrializados — a adoptar una estrategia positiva de gestión de las cuestiones relacionadas con la discapacidad en el lugar de trabajo.

Alors que les approches antérieures, telles que les Programmes d’ajustement structurel, étaient des approches prescriptives, adoptées en haut lieu et principalement dictées par les donateurs et qu’elles ont permis de redresser les indicateurs macroéconomiques, l’approche DSRP doit être pilotée par les pays, soutenue par des partenariats nationaux et extérieurs, et basée sur une vaste consultation de toutes les couches de la société, incluant les pauvres eux-mêmes. La participation des plus démunis est encouragée à toutes les étapes du processus de DSRP: formulation, mise en oeuvre, suivi et évaluation.

Dans les pays à faible revenu, les personnes handicapées composent la frange la plus pauvre des pauvres. Dans ce contexte, le processus de DSRP peut représenter une occasion unique de réduire la pauvreté de cette frange de population, d’autant qu’il mobilise de plus en plus d’autres partenaires extérieurs du développement.

Mientras las iniciativas anteriores, como los Programas de Ajuste Estructural, que lograron, en parte, corregir los indicadores macroeconómicos, solían dirigirlas principalmente los donantes, ser preceptivas e imponerse desde arriba, en el caso de los DELP, en cambio, se espera que sean proyectos que partan desde los propios países, promovidos por alianzas tanto nacionales como internacionales y que se basen en amplias consultas con todas las capas de la sociedad, incluidos los propios pobres. Se pretende que éstos últimos participen en todas las fases del proceso de los DELP: elaboración, aplicación, supervisión y evaluación.

En los países de bajos ingresos, las personas con discapacidades suelen pertenecer a los más pobres de entre los pobres. Así, se espera que el proceso de los DELP constituya una oportunidad única para reducir la pobreza de este segmento de población de los países de bajos ingresos, sobre todo porque cada vez son más los socios externos para el desarrollo en los diferentes países que están adoptando este enfoque.

Mientras las iniciativas anteriores, como los Programas de Ajuste Estructural, que lograron, en parte, corregir los indicadores macroeconómicos, solían dirigirlas principalmente los donantes, ser preceptivas e imponerse desde arriba, en el caso de los DELP, en cambio, se espera que sean proyectos que partan desde los propios países, promovidos por alianzas tanto nacionales como internacionales y que se basen en amplias consultas con todas las capas de la sociedad, incluidos los propios pobres. Se pretende que éstos últimos participen en todas las fases del proceso de los DELP: elaboración, aplicación, supervisión y evaluación.

En los países de bajos ingresos, las personas con discapacidades suelen pertenecer a los más pobres de entre los pobres. Así, se espera que el proceso de los DELP constituya una oportunidad única para reducir la pobreza de este segmento de población de los países de bajos ingresos, sobre todo porque cada vez son más los socios externos para el desarrollo en los diferentes países que están adoptando este enfoque.

These guidelines reflect the reappraisal of disability as a human rights issue. Intended for policy-makers and drafters of legislation, they have been developed with a view to assisting in improving the effectiveness of national laws concerning training and employment of disabled persons, as part of an ILO Project "The Employment of People with Disabilities: the Impact of Legislation". Funded by the Government of Ireland, this project aims to enhance the capacity of governments of selected countries to implement effective legislation on the employment of people with disabilities - either in the form of new laws, or revisions to existing laws, or through the development of regulations or policies to implement laws. In addition to compiling information on laws and their effectiveness, the project provides technical assistance to selected national governments in implementing necessary improvements in their laws. These drafting guidelines are intended as a tool to support this technical advisory role and will be available to all participating countries.

To contribute to the information base used by decision-makers in allocating resources to programmes relating to the employability and employment of people with disabilities, the ILO commissioned an exploratory study of the macro–economic costs of excluding people with disabilities from the world of work. Building on previous research, this study developed a new approach that takes two drivers of economic losses into account: the gap between the potential and the actual productivity of people with disabilities; and the
difference between unemployment and inactivity rates of non-disabled people and people with disabilities. Together, these drivers yield the costs that society has to bear for excluding people with disabilities from the world of work. The approach was tested using data from a selection of ten countries in Asia (China, Thailand, and Viet Nam) and Africa (Ethiopia, Malawi, Namibia, South Africa, Tanzania, Zambia, and Zimbabwe). The overall losses and the relative importance of factors underlying these losses – disabling environment, unemployment and inactivity – are estimated for each country. The study
shows that by combining reasonable assumptions and adequate modeling, it is possible to generate data on the costs of exclusion, even for countries where reliable primary data are generally scarce, and suggests that these data are more robust than those generated by a global extrapolation approach.
It is hoped that the exploratory study will be useful to governments in setting
priorities and in ensuring that people with disabilities are included in measures to tackle the effects of the global financial and economic crisis. It will hopefully stimulate debate and further research on the inclusion of people with disabilities from an economic viewpoint. Comments on the pilot study and its findings will be welcomed.

Sebastian Buckup was the author of this working paper. The research, carried out with financial support from the ILO/Irish Aid Partnership Programme, was guided by Barbara Murray, Senior Specialist on Disability, and comments were received from Sara Elder, Economist, Employment Trends Unit, Ferdinand Lepper, formerly of the ILO Department of Statistics, and Debra Perry, Senior Disability Specialist. Anna Kealy edited the manuscript and Jo-Ann Bakker prepared it for publication.

To achieve this, the project used a methodology called “Success Case Replication” (SCR). SCR is a simple method of village-based informal apprenticeships that involves villagers imparting their skills to a person or group through informal methods. Many income-generating and vocational training projects report that successful training graduates often train others in their skills. This approach is not unique. It is simple, straightforward and operates at the grassroots level. However, by systematizing and adding some components to the process, such as strengthening training or adding access to small grants or loans, the APPT approach to skills transfer increased the likelihood of success and income generation.

This manual describes the core elements of the approach which was at the heart of the APPT project’s success. It is designed to assist organizations and agencies learn how to replicate or adapt the APPT project and the SCR approach that uses local entrepreneurs with proven income-generating activities and small businesses to train others in replicating their businesses. The success of the approach has generated increasing interest and several international and local NGOs in Cambodia have already started replicating it.
This manual is part of the Replicating Success Tool Kit developed by the APPT project.

Other tools supporting the manual include a video, Replicating success, the APPT database and Management Information System (MIS) used for tracking clients and evaluating the project impact and its accompanying Managing success: An instruction manual for the APPT database and Management Information System, as well as Training for success: A guide for peer trainers.

Chapter 1 provides information about important concepts associated with CBR programmes and about contextual factors that need to be considered by CBR practitioners. Chapter 2, Skills and work basics, explores the various types of skills that need to be included in training programmes for disabled people and how these skills are effectively applied in the workplace.
Chapter 3, CBR and skills development, outlines practical strategies for developing skills for employment and for operating a small business. It includes a number of case studies illustrating good practice.
Chapter 4, CBR and livelihoods, gives tips on how to build relationships with
employers and employer organizations that can result in successful job
placements, on-the job training, work trials or other forms of collaboration. Chapter 5, Building support in the community, provides guidance on how to
improve the effectiveness of CBR programmes by building partnerships with mainstream agencies, NGOS and service organizations. Supporting self-help groups of disabled people is also explored.
Chapter 6 summarizes the guide’s key messages for CBR practitioners.

Case studies illustrating good practice are included throughout.

La dynamique mondiale pour donner effet aux droits s’est de plus en plus orientée sur les principes relatifs aux droits de l’homme en matière d’égalité de traitement, d’égalité des chances, de non discrimination et d’inclusion totale dans le cours normal de la société. Ces principes sont inscrits dans les normes de l’Organisation internationale du Travail (OIT) depuis des décennies, à savoir la Convention (no 159) sur la réadaptation professionnelle et l’emploi des personnes handicapées, 1983, qui en appelle explicitement à l’intégration. Les plus récents Objectifs du Millénaire pour le développement (OMD) des Nations Unies ainsi que la Convention des Nations Unies sur les droits des personnes handicapées, adoptée par l’Assemblée générale en 2006, donnent une impulsion additionnelle et témoignent de l’attention accordée aux problèmes rencontrés par les personnes handicapées.

La Convention des Nations Unies inscrit explicitement les problèmes de handicap dans le cadre des droits de l’homme et demande aux gouvernements d’adapter les lois et politiques en vigueur et d’en développer parallèlement de nouvelles compatibles avec les dispositions de la convention et du cadre des droits de l’homme. La nouvelle convention a constitué une déclaration forte en faveur de l’intégration en demandant aux Etats de favoriser l’emploi des personnes handicapées dans les lieux de travail ordinaires des secteurs public et privé, rompant ainsi avec le passé, qui contraignait les personnes invalides au chômage ou les cantonnait dans des ateliers protégés.

Si des mesures législatives et politiques sous-tendent le changement, elles restent insuffisantes pour donner effet à la jouissance des droits. De nombreux pays ont admis la nécessité de disposer d’informations systématiques sur l’inclusion efficace des personnes handicapées à la formation professionnelle et à l’emploi sur le marché du travail ouvert. Ce besoin d’informations accrues exigera des pays et des organisations internationales qu’ils mettent sur pied des réseaux et collectent de façon systématique les informations utiles pour avancer.

Lors de la Réunion européenne régionale sur L’inclusion professionnelle des
personnes en situation de handicap, qui s’est tenue à Genève le 9 mars 2007,
l’OIT, le CTNERHI (France) et le Cabinet de la Secrétaire d’Etat aux familles et
aux personnes handicapées (Belgique) ont débattu avec les délégués de différents pays européens et les représentants d’organisations patronales et syndicales sur la façon de structurer et d’organiser la recherche appliquée, les études comparatives internationales ainsi que la collecte et le partage systématiques d’informations sur les questions relatives à l’égalité des chances et l’inclusion effective des personnes handicapées dans le domaine de la formation professionnelle et de l’emploi sur le marché du travail ouvert. Le premier objectif de cette réunion préliminaire était de lancer le processus et de développer une proposition formelle pour la recherche appliquée, notamment en ce qui concerne la mise en place d’une plate-forme internationale en vue de coordonner et d’orienter le processus.