Support and

1
Support and inclusion of students with
disabilities in   higher education institutions
in Montenegro
Working Visit WP2. Definition of support
services for students with disabilities at HEIs
Presentation by Daniele Regolo
University of Macerata, 11July 2012
2
Persons with a disability and work the point of
viewof a disabled

• Allocating disabled workers indifferently to any
  kind of roles is not the best solution,
• neither for them nor for the hiring company.
• Expertise is acquired step by step,
• starting from the school context.

3

• The disabling aspects of my hearing impairment
  were prevailing and generated a number of
  consequences
• Overprotection
• Lack of objectiveness in the assessment
  of my abilities as a student
• Gaps in the learning process due to the
  adoption of a strictly communicative
  approach

4
Help!

• Once I finished university,
• I embarked upon a new experience
• the transition into the working world

5
My handicaps

• A final mark which did not reflect my efforts
  and was taken into account for recruitment
  purposes as well as for competitive entrance
  examinations, selections, etc
• A sudden and fierce transition from the
  sheltered world of school to the working world
• Predominance of verbal communication

6
Which direction?

• We do not need to find a place for the disabled
• EXTERNAL ACTION TOWARDS THE DISABLED
• School, training and professionalism allow for
• EXPOSURE OF THE DISABLED TOWARDS THE OUTSIDE WORLD

7
Finally...

• Open recruitment by local health authority,
  reserved for disabled candidates.
• I was allocated at the hospital front office,
  with the authorisation of the Employment Office.
• A deaf person at the front office!

8

• The public sector was not able to protect one of
  its workers
• Stressed worker
• Deterioration of the worker's
  interpersonal relationships
• Decrease in the quality of the services
  provided

9
Resignation

• Loss of significance of the job on the whole.
• Need to make every effort so as to concretely
  address the emergencies in our society.

10
Better job options for disabled,better
opportunity for investors
http//www.jobdisabili.it/
11
Problem

• December 2009 751.258 protected workers
• Companies prefer to pay fines rather than to hire
  people with disabilities
• People forced to "wait for time to pass"
• Disbursement of pensions by the State

12
Solution

• People can become self-sufficient thanks to job
• They become a stimulus for the economy as they
  are able to purchase more goods and services
• Growth of both economy and society
• Our solution Jobdisabili.it

13
Key differentiation factors

• conversation from disable community to
  corporations and viceversa
• niche focus
• free of charge
• no proper "job posting bulletin board"
• résumé and Talking about me

14
Business Model

• For profit
• Advertising business
• Sells banner advertising
• Corporate Social Responsability (C. S. R)
  opportunity
• a) Advertising products
• b) Image Value

15

Founded February 2011Currently over 2.500
registered users Partner support
Advertising clients
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The team

• Daniele Regolo
• Degree in Political Science / Author / Speaker in
  conventions (interviewed on RAI) / auditory
  disabled from birth

Outsource and advisors
Francesco Di Bitonto (www.facilitatoreprocessi.it)
communication Silvia Sanginiti Agnese
Morettini translator-assistant Roberto Vitali
(Village 4 All ) disabled entrepreneur
17
Financials
Special value to advertiser Highly defined
demographic of registered users Added value to
advertiser Social involvement that can be
leveraged in marketing
18
Social R.O.I.

• Supporting Jobdisabili means
• Investing in key differentiation
• Social redemption of disabled
• Pension reduction
• Economic development
• Economy can become an instrument of democracy

19
Global Social Venture CompetitionItalian Round
2012

• 1 Jobdisabili
• 2 Mapability
• 3 Nucafe

20
Jobdisabili is an enterprise that draws from my
personal life and experiences As a disabled
person As a temporary worker As an employee
21
Law 68/99 on the targeted employment of disabled
people Summary

• Interested parties
• People in working age who suffer from either a
  physical or sensory disability which decreases
  their work capacity more than 45

22
Law 68/99 on the targeted employment of disabled
people Summary

• Disabled workers having a degree of invalidity of
  33 or more
• Blind or deaf people
• War disabled, war disabled civilians and disabled
  servicemen.

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Obligations

• Employers in the public and private sectors with
  more than 50 employees must meet a 7 disability
  employment quota
• At least two disabled workers must be hired in
  workplaces of 36 to 50 employees and one disabled
  worker in workplaces of 15 to 35 employees.

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Penalties

• For each business day during which this
  compulsory employment quota is not respected, for
  reasons attributable to the employer, the
  employer is obliged to pay a sum for each
  disabled worker who is not employed on that same
  day. The sum will have to be paid to the Regional
  Fund as an administrative fine. A great number of
  companies prefer to pay fines rather than hiring
  disabled workers.

25
And...

• The otherwise-abled worker who can demonstrate to
  be a valid professional "distracts" the hiring
  company from the (already subsidized) costs it
  incurs in order to ease the worker's integration
  in the workplace
• (IT and environmental costs, etc.)

26
Our reality is of utmost complexity

• Many disabled people are so discouraged,
  dispirited and unmotivated that they decline job
  offers without having even weighed them up. Many
  others, instead, claim for a permanent job as
  they are tired of being offered only fixed term
  contracts.

27
Once upon a long ago

• The integration of disabled workers in the
  workplace should represent the
• final goal
• of a long and constant training process, combined
  with the ongoing commitment, on the side of the
  company, to remove any obstacles that might make
  their journey through life harder.

28
Myrdal

• Swedish economist and Nobel Prize,
• once said
• The break-even point of a company
• does not exist,
• there only exists a break-even point.
• Hence we should ask ourselves what is really
  relevant, the mere productivity?
• Or our quality of life? Or both?
• Are we so sure that these two aspects cannot
  coexist?