4. Full Inclusion
When job seekers become employees, the goal is to find inclusion both socially and economically.
Attempt to find the appropriate assistance for the job seeker to become a valued employee. Adapting and being an accepted member of a workplace culture is vital to employment success. Inclusion, or the opportunity to interact and work with employees who are not disabled, is a critical measure of the quality of supported employment.
Physical integration alone does not necessarily ensure inclusion—differences between the employee with a disability and co-workers may indicate less than optimum inclusion. These are some of the ways to increase inclusion:
- The person is a regular employee of the business or industry rather than an employee of the service agency.
- New employee works next to, and interacts regularly with, non-disabled coworkers.
- No more than two individuals with disabilities in one work area.
- The employer and other employees consider the individual as a valuable team member, and the individual is involved in all workplace social activities.
- The employer is satisfied with the match and invests time and resources to develop the new employee in their role as they would for other employees.
- The new employee builds positive relationships with colleagues.
- Natural supports develop within the workplace, enabling independence from support workers.
- You help employers determine what is required to have workplaces that are supportive of people with disabilities.
According to Article 27 of the UN Convention on the Rights of Persons with Disabilities, persons with disabilities have the right to work on an equal basis with others. This includes the right to secure a living by work freely chosen or accepted in a labour market, and a work environment that is open, inclusive and accessible to persons with disabilities.
Economic inclusion implies that the job seeker is able to make their own decisions about how they wish to spend the money they earn.