Special stream: HR’s role in managing disability in the workplace. Employment Relations Today

The problem of the management of persons with disabilities in the workplace will continue to grow due to the increasing participation of people with reduced efficiency in the labor force.  This is a result of aging populations and longer working lives. Many persons with disabilities who want to work do not have this opportunity due to many barriers: including lack of access to education and vocational rehabilitation and training, lack of access to financial resources, disincentives created by disability benefits, the inaccessibility of the workplace, and employers’ perceptions of disability and disabled people. In improving labour market opportunities for people with disabilities many stakeholders have a role, including government, employers, disabled people’s organizations, and trade unions. Disability management is a process in the workplace which is designed to facilitate the employment of persons with a disability through a coordinated effort and taking into account individual needs, work environment, enterprise needs and legal responsibilities (Managing disability in the workplace. ILO code of practice, 2002). Participation in this process is becoming a necessity in the activities of trade unions and the personnel policy of companies and institutions. Disability management practices are most effective when based on positive cooperation among governments, employers’ and workers’ organizations, workers’ representatives,  and organizations of persons with disabilities. During the session we want to share experiences from different countries and companies and theoretical reflection and/or results of empirical research.