Until recently, the employment of a person with a disability by a business was considered something between an obligation, if it is not possible to meet the standard for employment provided by the law, and a certain achievement, if such employment took place.
Few people considered persons with disabilities as a potential for internal positive transformations.
Ukraine as of January 2023 has 2.7 million people with disabilities, of which the vast majority - 2.5 million - are of working age. And this figure will only increase due to the consequences of the war.
Sooner or later, almost all business in Ukraine will involve people with disabilities, and our task is to promote conditions under which such employment not only complies with the law but is beneficial for everyone.
We invite you to familiarize yourself with our approach to the employment of persons with disabilities, as well as with the practices of companies in Ukraine that have identified opportunities for internal improvement in their employees with disabilities.
Approximately 70-80% of all people with disabilities are able to fully work on an equal basis with others (most people with disabilities who do not have obvious external signs of disability, have III and II groups). Disability does not necessarily affect the abilities and capabilities of a particular person. For example, it doesn't matter who answers the phone calls in the technical support service - a man in a wheelchair or a girl with reduced vision, because they can both do this type of work equally well.
organizational issues regarding the employment of people with a disability may be associated with some difficulties in the selection taking into account their capabilities. Such people may need a greater number of breaks, a flexible schedule of work and rest, etc. According to various studies, the average period of adaptation to a new workforce for people without disabilities ranges from several months to a year. It can be a little longer for people with disabilities.
individual characteristics of people with disabilities can have their own specifics, just like the characteristics of healthy people without disabilities. Indeed, such persons are often characterized by low stress resistance, and even small difficulties at work can cause them to panic. Of course, with the proper support of colleagues, such situations will occur less often, you just need to pay extra attention to this. Also consider the fact that non-disabled colleagues may experience discomfort, sympathy and pity. All this can force the team to avoid direct contact with the new employee, which, of course, destabilizes the person with a disability and worsens the social and psychological climate in the company.
Approximately 70-80% of all people with disabilities are able to fully work on an equal basis with others (most people with disabilities who do not have obvious external signs of disability, have III and II groups). Disability does not necessarily affect the abilities and capabilities of a particular person. For example, it doesn't matter who answers the phone calls in the technical support service - a man in a wheelchair or a girl with reduced vision, because they can both do this type of work equally well.
organizational issues regarding the employment of people with a disability may be associated with some difficulties in the selection taking into account their capabilities. Such people may need a greater number of breaks, a flexible schedule of work and rest, etc. According to various studies, the average period of adaptation to a new workforce for people without disabilities ranges from several months to a year. It can be a little longer for people with disabilities.
individual characteristics of people with disabilities can have their own specifics, just like the characteristics of healthy people without disabilities. Indeed, such persons are often characterized by low stress resistance, and even small difficulties at work can cause them to panic. Of course, with the proper support of colleagues, such situations will occur less often, you just need to pay extra attention to this. Also consider the fact that non-disabled colleagues may experience discomfort, sympathy and pity. All this can force the team to avoid direct contact with the new employee, which, of course, destabilizes the person with a disability and worsens the social and psychological climate in the company.
Employers who have ensured the fulfilment of the standard of workplaces to ensure the employment of persons with disabilities and want to create additional workplaces for this category of persons can apply for various types of support:
Subsidy for the creation of special workplaces for the employment of persons with disabilities.
A targeted loan for the creation of jobs intended for the employment of persons with disabilities.
Financial assistance for the creation of special jobs for employment of persons with disabilities.
Establishment of a reduced rate of a single contribution to mandatory state social insurance.
Compensation of actual costs in the amount of a single contribution to mandatory state social insurance for an employed person with a disability.
Compensation to employers who employed internally displaced persons, including those with disabilities, recognized as unemployed in accordance with the established procedure.
In Ukraine, the state bodies authorized to formulate and implement policy in the field of employment of persons with disabilities are:
At the international level, there are:
In Ukraine, the state bodies authorized to formulate and implement policy in the field of employment of persons with disabilities are:
At the international level, there are:
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