INTEGRATED SOCIAL MODEL
Rehab Enterprises provides integrated social employment in commercially viable settings where employees with disabilities work alongside able-bodied people in an equal working environment.
The distinguishing feature of the Rehab model of paid competitive work is its comprehensive system of support services, all geared to ensuring that employees with disabilities can both work successfully and remain in employment.
With the assistance of employment specialists, mentors, co-workers and managers, the company strives to remove the barriers which people with disabilities face in the workplace so they can maximise their skills and potential. This is achieved by:
Focusing on human value
In Rehab companies the person's abilities, not their disability, is measured against the job requirements and expected tasks. Rehab also recognises the importance of consulting employees on all issues relating to the working environment.
Using recruitment methods that attract the widest range of applicants
Equal opportunity to participate in paid employment is fundamental to Rehab's philosophy. As a result, the company takes a pro-active approach to hiring people with disabilities to attract productive and capable employees who are willing and able to join the workforce.
Implementing Policies and Procedures
Before starting work each employee receives a comprehensive appraisal of Rehab's policies and procedures in relation to equal opportunities, employment of people with disabilities, rights and responsibilities of employees, complaints handling, bullying and harassment, health and safety and training and development.
Introducing Codes of Practice
Rehab is currently working on developing Codes of Practice on good employment practice and the employment of people with disabilities. All employees have actively participated at each stage of this process.
Ensuring good working conditions
Employees have the same legal rights and status as workers in open employment. Wages are based on national agreements and equal pay is a well established principle. Quality systems are in place, with the majority of companies being ISO9000 accredited and job satisfaction surveys are regularly completed and acted upon.
Providing, as appropriate, access, transportation and equipment
All Rehab premises are accessible and some companies provide transport to and from work, especially in rural areas. Workplaces are designed to provide individual adaptations and flexibility for individual needs.
Consulting employees and other stakeholders
Rehab recognises that employees have valuable inputs to make to the running of its companies. Regular meetings are held with employees in each company to discuss local issues and to ensure that employees can participate in decision-making in a meaningful way.
Providing training, progression and personal development opportunities
Rehab recognises its role in enabling employees with disabilities to develop their skills, qualifications and work experience so they can take up opportunities in open employment or progress within the company. Current rates of transition from sheltered to open employment average about 3% - Rehab's figure for 1999 is 8%. A comprehensive training and personal development plan is also drawn up for each employee which is regularly reviewed.
Developing leisure and personal development opportunities
Rehab seeks to offer opportunities to employees to improve their quality of life outside work. Company social clubs are very popular and many employees avail of social activities. Financial support is also provided to employees in areas such as learning to drive, languages and computer studies.
Offering on-going personal support services
Rehab offers a full range of both specialist/professional as well as natural supports.
WorkPath is a social support service which assists employees with a full range of issues on an on-going basis. These can be job related, such as a change of supervision, new work responsibilities or a desire to change jobs; or they may be personal, such as a change in living arrangements, benefits or conflict with a co-worker.
Natural supports include co-workers as trainers/mentors, facilitative supervision, provision of transport to and from work and recreation. Supervisors and co-workers are recognised as major sources of support in the workplace and Rehab seeks to maximise their contribution through training in disability awareness, advocacy and mentoring.
Recent research carried out for Rehab indicates extremely high levels of satisfaction on the part of employees (previously in sheltered occupational services or unemployed) with Rehab employment and with the level and types of supports available. Equally important is the impact of these supports beyond work which include a greater feeling of worth and self esteem, a sense of well-being and increased independence.
