26. JAHRGANG
26ND YEAR
AUSGABE 3/2015
ISSUE 3/2015
Behinderung und internationale Entwicklung
Disability and
International Development
Arbeit/berufliche Bildung und Teilhabe
Work/Vocational Education and Participation
Impressum/Masthead
Inhaltsverzeichnis
Table of Contents
Behinderung und internationale Entwicklung
Disability and International Development
Editorial .......................................................................3
Schwerpunkt/Focus
Arbeit/berufliche Bildung und Teilhabe
Work/Vocational Education and Participation
Towards Inclusive Employment:
How to Face the Main Challenges under the CRPD
Sarah Hofmayer ...............................................................4
The ILO Approach to Promote Decent Work for
People with Disabilities
Jürgen Menze...............................................................10
Art. 28 (2) UNCRPD: The Right to Social Protection and
Persons with Disabilities
Lukas Groß...................................................................17
A Toolkit for Providing Technical Training and Employment
Opportunities for People with Disabilities in Sierra Leone
Abdulai Dumbuya .........................................................22
Kurzmeldungen/Notes..............................................29
Literatur/Reviews .....................................................33
Veranstaltungen/Events............................................38
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Behinderung und Entwicklungszusammenarbeit e.V./
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Redaktionsgruppe/Editorial Board
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Die Zeitschrift Behinderung und internationale Entwicklung ist eine Pubilikation des Instituts für inklusive Entwicklung. Das Institut wird getragen von Behinderung
und Entwicklungszusammenarbeit e.V.
The journal Disability and International Development is a
publication of the Institute for Inclusive Development. The
Institut ist part of Disability and Development Caoperation.
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Please note that the authors are responsible for the
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ISSN 2191-6888 (Print)
ISSN 2199-7306 (Internet)
2
Behinderung und internationale Entwicklung 3/2015
Disability and International Development
EDITORIAL
Editorial
Liebe Leserinnen und Leser,
Dear Readers,
Arbeit und Beschäftigung stellen einen wesentlichen
Bereich gesellschaftlicher Teilhabe dar, insofern sie
zu einem ausreichenden Lebensunterhalt, sozialen
Kontakten und gesellschaftlicher Anerkennung beitragen. Wie der Weltbericht Behinderung der WHO
herausstellt, tragen Menschen mit Behinderungen
weltweit ein erhöhtes Risiko, von Arbeitslosigkeit
und unzureichender Entlohnung betroffen zu sein.
Zudem fehlen gerade in Ländern des Globalen Südens soziale Sicherungssysteme, die greifen, um
Folgen prekärer Arbeitsverhältnisse oder Arbeitslosigkeit abzuschwächen.
Work and employment constitute an essential area
of participation: by providing livelihood, security, social contacts and social recognition. As the World
Report on Disability highlights, persons with disabilities find themselves at significant risk of unemployment and insufficient income. At the same time, social protection systems, which would lessen the impact of tenuous working conditions or unemployment, are often missing, particularly in the global
south.
Die vorliegende Ausgabe widmet sich diesen Herausforderungen sowie der Frage, wodurch Menschen mit Behinderungen die Zugänge zum Arbeitsmarkt erleichtert werden können. Im einführenden
Artikel diskutiert Sarah Hofmayer – insbesondere in
Hinblick auf den informellen Sektor, die Finanzierung beruflicher Selbstständigkeit und behinderungsspezifische Quotenregelungen – Barrieren beruflicher Teilhabe sowie Strategien, um diese abzubauen. Jürgen Menze stellt im Anschluss vor, wie die
ILO den so genannten twin-track approach nutzt,
um Menschen mit Behinderungen auf dem ersten
Arbeitsmarkt zu integrieren und deren Ausbildungsund Arbeitsbedingungen zu verbessern. Lukas Groß
analysiert anschließend die Implikationen des Artikels 28 der UN-Behindertenrechtskonvention auf
die sozialen Sicherungssysteme im Globalen Süden
und die Internationale Zusammenarbeit. Schließlich
stellt Abdullah Dumbaya die Arbeit des Dorothy
Springer Trust in Sierra Leone vor. Dort können Menschen mit Behinderungen eine Ausbildung im Bereich Informations- und Kommunikationstechnologie
absolvieren.
Wir freuen uns, dass durch die vielseitigen Beiträge das Thema Arbeit und Teilhabe im Globalen
Süden so vielschichtig bearbeitet werden konnte
und wünschen Ihnen viel Freude bei der Lektüre!
This issue focuses on these challenges and the
strategies that have to be taken in order to improve
the access for persons with disabilities to the regular
labor market. In the introductive article, Sarah Hofmayer discusses relevant barriers to work and employment participation in the Global South and existing strategies to combat them, focusing on the informal sector, financing of self-employment and disability-specific quotas. Jürgen Menze presents how
ILO realises a twin-track approach for the inclusion
of persons with disabilities in the first labor market
and the improvement of training and working opportunities. Lukas Groß analyses the implications of
article 28 of the UN Convention on the Rights of
Persons with Disabilities for social security systems in
the Global South and international development. Finally, Abdullah Dumbaya presents the Dorothy
Springer Trust's work in Sierra Leone, providing persons with disabilities with vocational training opportunities in the area of information and communication technology.
We are glad to be able to cover the topic of employment and participation in the Global South from
various perspectives and hope you enjoy the reading!
Your editorial group
Ihre Redaktionsgruppe
Behinderung und internationale Entwicklung 3/2015
Disability and International Development
3
ARTIKEL/ARTICLE
Towards Inclusive Employment:
How to Face the Main Challenges under the CRPD
Sarah Hofmayer
Persons with disabilities face several barriers, attitudinal as well as physical, policy-related and financial,
when trying to find employment. The Convention on the Rights of Persons with Disabilities (CRPD) sets out
the right to inclusive employment and measures that have to be taken in order to realise it. This article highlights the importance of being and staying employed and recommends general steps to be taken in the context of developing countries. It addresses specifically the informal market, which was discussed as the main
distinguishing characteristic of the labour market in developing countries (Ferraina 2012:20), the need for
micro-financing and quotas, representing common approaches to realising inclusive employment.
Introduction
“States Parties recognize the right of persons
with disabilities to work, on an equal basis with
others; this includes the right to the opportunity
to gain a living by work freely chosen or accepted in a labour market and work environment that is open, inclusive and accessible to
persons with disabilities. States Parties shall
safeguard and promote the realization of the
right to work…“ (Article 27 United Nations Convention on the Rights of Persons with Disabilities
- CRPD)
The right to work has been set down in several international human rights documents and
as early as in 1948 in Article 23 of the Universal Declaration of Human Rights. Its importance
is both economic and social. On the one hand
the income gained by pursuing a job is an essential feature of one’s economic well-being
and contributes to one’s independence by not
having to rely on welfare benefits - if provided their families or charity (Mantouvalou 2015).
The social side includes the creation of professional and social networks, the chance to gain
a sense of belonging and both self-respect and
the respect of others. By contributing to the
wealth of a society, one gets valued, and it is
therefore easier to participate and be included
(Schultz 2000).
Barriers Faced by Persons with
Disabilities
Persons with disabilities are however often denied their right to work compared to their nondisabled peers. They have globally higher rates
of unemployment and often receive lower
wages, therefore being at a higher risk of living
in poverty and exclusion. A study carried out by
UWEZO Youth shows not only that many do not
work at all but also restrictions in the types of
jobs open to them (typically persons with dis4
abilities are self employed (32%) or work for
DPOs (12,6%)) and are also disadvantaged in
accessing income (50% of the women working
who were interviewed did not receive any payment at all the previous week) (UWEZO Youth
Empowerment, 2015). There is however still a
considerable lack of comprehensive data on the
employment situation of persons with disabilities (see for example United Disabled Persons
Kenya 2015:35). Especially persons with intellectual disabilities are likely to work in segregated settings or not at all instead of at the
open labour market. The World Report on Disability outlined the following four categories of
barriers preventing persons with disabilities
from obtaining employment which have to be
redressed.
- Lack of access, which captures access to education and training as well as physical access.
- Misconceptions about disability, and the ability of a disabled person to carry out work,
leading to both denial of employment and
job promotion.
- Discrimination by employers, based on their
preferences of whom to employ and prevailing stereotypes.
- Overprotection in labour laws, such as mandatory shorter working days for persons with
disabilities, may lead to them being seen as
more costly and less efficient and result in
fewer job chances (World Health Organisation/World Bank 2011:235).
These barriers vary between countries and
regions and do not apply to every context. Developing countries show specific characteristics,
which have to be taken into account in order to
understand how to approach inclusive employment. Survey evaluations have shown that persons with disabilities face less barriers in accessing informal work1 than formal and that informal works needs only little investments. Lack
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ARTIKEL/ARTICLE
of regulation means however also a lack of insurances and other protection and support,
such as anti-discrimination legislation and reasonable accommodation. This means that policy-makers have to take questions of the final
market into account when tackling the exclusion of persons with disabilities from the labour
market or introducing new support2. In addition
many persons with disabilities are especially
poor3 and do not have the - albeit lower - financial means to start a business in the informal sector. Micro-financing is therefore an important approach to empower persons with disabilities and has to be discussed in some more
detail (World Report 2011:240).
They also face less financial disincentives to
work than persons with disabilities in western
countries (financial disincentives can be found
in many developed countries in the form of
welfare benefits for those considered incapable
of working and being revoked when somebody
enters into employment, leading to financial
losses and administrative burdens if the person
loses the job at a later stage) and therefore
have to seek work more actively than persons
with disabilities in developed countries, without
having to consider the aforementioned disadvantages. On the other hand rehabilitation programs to enhance or maintain work capabilities
are rarer (Mizunoya/Mitra 2012:8).
Values Underlying the Right to Work
The right to work is a socio-economic human
right and as such built on the principles of human dignity, freedom and equality, which interact with each other. Dignity is based on the
idea that every human being has inherent
worth, simply by being human. In order to
value this inherent worth, governments have to
guarantee access to the means necessary for
any human being to flourish and develop one’s
personality. By realising socio-economic rights,
such as the right to work, they are not merely
obliged to ensure the survival of the individual
but also his/her chance to exercise other rights
and therefore participate in society. Dignity is
linked with ensuring freedom and autonomy
and therefore guaranteeing choice (Liebenberg
2005).
Freedom or autonomy affect every aspect of
human life, it is not only about guaranteeing
freedom of movement or a merely negative
right to be protected from human rights violations but also includes the duty of the States to
enable persons with disabilities to exercise their
rights, for example by ensuring reasonable accommodation (Ball 2000). Equality finally is the
most extensively discussed concept of the three.
Several theories have been developed. In the
context of the CRPD it is important to distinguish between formal equality, equality of opportunity and equality of outcome. Formal
equality is built upon the notion of treating likes
alike and unalikes differently. It therefore does
not challenge underlying systemic issues but
looks only at the status quo to find out if a decision is discriminatory or not. It would therefore
require the removal of legal provisions that
prevent persons with disabilities from entering
the labour market or prohibit discrimination of
a qualified person with a disability in obtaining
a job but not ask for reasonable accommodation or quotas to ensure likeness. Equality of
opportunity on the other hand recognises the
fact that there are systemic issues that prevent
persons with disabilities from acquiring the
same level of qualification and chances as
other persons seeking a job. Not everybody is
in the same social and economic position and
some are therefore more privileged than others. In order to equalise chances, equality of
opportunity allows for special measures to
“equalize the starting point“ (Fredman 2011).
These measures can take the form of vocational
training or assistance for example. Equality of
results goes one step further by continuing special measures to make equal results possible,
while the concept of equality of opportunity
leaves the results up to the individual and its
merit (ibid). Prejudices might however prevail,
even after a person with a disability obtained a
job. Special measures, for example continued
training of both the disabled person and their
colleagues or promoting job advancement
might therefore be necessary to ensure actual
equality. This is also recognised by the CRPD,
the examples given can be found in Article 27
par. 1 e) and f).
Equality of opportunity and equality of results allow for affirmative action, which is also
known under the term of positive or reverse
discrimination and meant to reverse past discrimination by preferential treatment, most
commonly found in the form of quotas (Schulze
2010:63). Over time several models of quotas
have been developed, varying in the percentage of jobs allocated to persons with disabilities, whether a levy is imposed on those that do
not comply or the minimum size of firms covered by legislation. The results do not prove as
successful as originally expected. This might be
because quotas raise an assumption of persons
with disabilities not being able to compete and
win against others merely based on their merits. Employers might therefore prefer to pay a
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fine instead of employing persons with disabilities. It has been suggested to rely on an antidiscrimination approach instead, which treats
persons with disabilities as active agents, able
to compete (Waddington 1996:69).
The Right to Work in
International Law
Being a socio-economic right, the right to work
and its scope have been widely debated. Within
international law, an understanding has
emerged of states having to respect, fulfil and
promote the right to work and employment.
They are therefore first of all obliged not to interfere with somebody exercising his or her
right to work and to ensure that third parties
also refrain from doing so. In addition, they
have to fulfil the right to work as far as possible
by following a policy of economic growth and
allocating resources to help those marginalised
- for example persons with disabilities - in finding employment (Committee on Economic, Social and Cultural Rights 2005:par. 22, 26).
Employment of persons with disabilities is
primarily an issue of anti-discrimination and accessibility (Schulze 2010:150). The CRPD places
a strong focus on employment in the mainstream settings and therefore on inclusive employment4, which can be seen from the first
sentence of Article 27 already. It further provides a list of 12 concrete requirements, such as
the prohibition of discrimination or promoting it
in the private sector, emphasising and detailing
this general requirement. All of the requirements have to be seen in the light of the first
statement, focusing on the equal right to work
of persons with disabilities (Zhang 20062007:532). Article 27 of the CRPD obliges
States to facilitate obtaining a job by providing
for vocational guidance, placement services,
but also to provide continued training during
employment (par. 1d). It furthermore requires
rehabilitative programs to ensure job maintenance (par. 1k). Article 27 acknowledges in addition the fact that enhancing the capabilities of
persons with disabilities alone is not sufficient.
It therefore requires their employment in the
public sector (par. 1g) and the promotion of
employment in the private sector (par. 1h). In
regards to the private sector it even allows explicitly for special measures, including affirmative action and is the first core human rights
convention to take this step (Schulze
2010:154).
Article 27 furthermore clarifies that labour
law has to be applicable to persons with disabilities, as part of realising equality. This in6
cludes fair remuneration, collective bargaining
and protection from harassment among others
(par. 1b and c).
Implementing the Right to
Inclusive Employment
The high unemployment rates of persons with
disabilities and prevailing forms of segregated
employment show that inclusive employment is
a goal yet to be achieved. It will need a change
not only of the governmental strategies but also
within society as such, by addressing stereotypes and prejudices. Recommendations have
been issued in several contexts but have to take
into account the specific context of a country or
region. This article focuses on the (broad) context of developing countries only.
In any given context, planning has to follow
the requirements set out by the CRPD, such as
the involvement of persons with disabilities in
the planning of any strategy (Article 4 par. 3
CRPD). Enterprises should be consulted in order
to give them an opportunity to voice their concerns. It has been shown that stereotypes about
the capabilities of persons with disabilities are
still strong and result in discriminatory denial of
employment or promotion. Their concerns
about the additional costs of employing a person with a disability, who might require adjustments of the workplace, have to be discussed.
Notions of persons with disabilities as not
being meant for working are still strong. There
is a perception of them being supposed to beg
and rely on the goodwill of individuals or charities. This idea gets reinforced by fundraising
campaigns run by charities, depicting persons
with disabilities as passive and in need of protection rather than work (Opini 2010:280). As a
result there is a need for awareness-raising of
the rights of persons of disabilities, such as employment, inclusion and independence. The use
of good-practices as proof of the workability of
such a concept gives model employers positive
feedback and addresses doubts most efficiently
(World Report 2011:252).
The Informal Market
Even within the context of a specific country, the
employment situation of persons with disabilities is heterogeneous. The according policy
must therefore provide for different programmes and solutions in order to reach everybody (Mizunoya/Mitra 2012:25). A specific context will be briefly addressed here: the informal
market and rural areas, which constitute a
large part of the informal market. As outlined
before, the informal market gives persons with
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ARTIKEL/ARTICLE
disabilities the flexibility they need but cannot
find in many formal settings but leaves them
without the protection usually provided by labour law. Many persons with disabilities live in
small communities in rural areas. This affects
the types of jobs they can choose. Many rural
areas still rely largely upon agriculture and
manual work. The market changes however
and requires persons to adapt their working
skills, putting persons with disabilities at risk.
There is therefore a need to provide vocational
training that takes into account globalisation,
industrialisation and changing market needs
(Opini 2010:274). In addition the government
has to put effort into incorporating the informal
sector into the regulated market, thereby expanding the protection granted by labour law.
Vocational Training
Different studies have diagnosed a lack of fit
between the skills taught in vocational training5
and the jobs on offer (see for instance World
Health Organisation/World Bank 2011:246,
Opini 2010:274). One example is the non-responsiveness to the changing market which has
just been mentioned. Another reason is that
traditional rehabilitation programmes were
situated in big centres at the outskirts of a city,
sometimes requiring expensive materials and
using a one-size-fits-all model. There is therefore a call for community-based vocational rehabilitation (CBVR) (Alade 2004:143). By providing training and rehabilitation in the community, persons with disabilities can stay in
their usual surrounding and do not get segregated from their social background. By being
trained by local artisan they can furthermore
find professional contacts that will be of use in
the future. Finally they will get trained in a
profession which is practiced in their community
(ibid). Another problem of traditional vocational
training is the high costs of such a program,
leading to a lack of access for most persons
with disabilities.
The World Health Report recommends a
twin-track approach in regards to vocational
training. Mainstream programs have to be
made accessible - both physically and in regards to the teaching methods and materials to persons with disabilities but there is also a
need for specialised labour market programs
which have to focus on promoting inclusion and
must not lead to segregation (World Health Organisation/World Bank 2011:251).
Financing Self-Employment
In order for persons with disabilities to obtain a
job they must however find somebody to em-
ploy them or become self-employed. Where
small-scale businesses predominate, self-employment shows higher chances. As noted before, persons with disabilities are often especially poor and do not have the financial means
to set up their own businesses. Micro-financing
is therefore an important measure. Experience
has shown that precautions have to be taken to
ensure that the borrower is able to pay back
the rates of the loan and that the money is
used for the business and not for other needs
(Alade 2004:146). In this context training not
only on how to manage financial means but
also on entrepreneurship in general is recommended. Access to education in general is of
outmost importance to provide basic skills such
as how to calculate and write in order to keep
records. The World Health Report further recommends to ensure “better outreach, accessible information and customized credit conditions“ (World Health Organisation/World Bank
2011:252).
If successfully set up and operating, a business run by a person with a disability is the best
way to prove the working abilities and wishes
of persons with disabilities, their independence
and participation in society and therefore to
challenge stereotypes about their differentness
in regards to work. This does however not
mean that self-employment can be seen as a
solution by itself. It has to be ensured that persons with disabilities are granted the same alternatives as anybody else and are not forced
to be self-employed and limited to the informal
sector.
Quotas
A traditional but controversial way of promoting
employment of persons with disabilities (and
other disadvantaged groups) is to set out quotas. In Kenya for instance both public and private employers have to give at least five per
cent of the jobs to disabled persons (Section 13
Persons with Disabilities Act No.14 of 2003).
The fine for noncompliance can however not be
imposed upon governmental institutions, which
employ only three per cent persons with disabilities. There is no comprehensive data on the
private sector as it has not been evaluated yet
(United Disabled Persons Kenya 2015:37). The
World Report on Disability states that it has to
be proven yet that quotas can correct the imperfections of the labour market and does neither recommend to use nor to abandon them
(World
Health
Organisation/World
Bank
2011:242). It can however be said at this point
that quotas on their own do not achieve the required result. At minimum level they have to be
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accompanied by advocacy, awareness-raising
and vocational training.
Best Practice: Advocating for Inclusive Employment
The Indian National Centre for Promotion of
Employment for Disabled People (NCPEDP) follows a holistic approach in realising inclusive
employment for persons with disabilities. It acknowledges that questions of awareness, access, education, and legislation have to be addressed in order to achieve inclusive employment. NCEPD works with all the actors involved, such as chambers, NGOs and DPOs,
and public bodies (Fembek/Butcher/Heindorf/
Wallner-Mikl 2012:186). It provides information
on the different employment options in an accessible format, works with enterprises (for example Samsung) to organise and promote
placements for persons with disabilities and
gives awards to companies redressing barriers
(NCEPD 2015). By focusing in distributing good
practices and information among all sectors
NCPEDP increases the chances of challenging
stereotypes and reaching a wider group of people.
Summary
The CRPD gives persons with disabilities explicitly the right to inclusive employment and requires States to take active steps, such as antidiscrimination legislation or vocational training,
to make this right reality. Developing countries
face specific situations such as the informal
market, creating both a challenge and an opportunity. While steps have been taken they
have to be evaluated, expanded and improved
for their effectiveness in promoting inclusion,
empowerment and independence.
Acknowledgments
The author wishes to thank Mirriam Nthenge for her help
in finding information and Guillaume Jacquinot and Jorge
Manhique for their time to edit and discuss the article.
Notes
1
The informal economy is the unregulated part of a
country’s economy. It includes small-scale agriculture,
petty trading, home-based enterprises, small businesses employing a few workers, and other similar
activities (World Health Organisation/World Bank
2011:236). Visit: https://
www.humanitarianresponse.info/
clusters/early-recovery.
Reasonable accommodation is defined as “necessary
2
8
3
4
5
and appropriate modification and adjustments not
imposing a disproportionate or undue burden, where
needed in a particular case, to ensure to persons with
disabilities the enjoyment or exercise on an equal basis with others of all human rights and fundamental
freedoms“ (Article 2 CRPD). Visit: http://
www.wcdrr.org/majorgroups/other.
Disability and poverty show a circular connection.
Poverty heightens the risk of becoming disabled,
while disability worsens poverty. For further information see Handicap International: Disability and Poverty. Visit: www.didrrn.net.
Inclusion aims at removing barriers excluding the person from participating on an equal footing. It does
not look at somebody’s deficits but sees disability as
part of human diversity that has to be accommodated
(Edel 2009).
“Vocational rehabilitation services develop or restore
the capabilities of people with disabilities so they can
participate in the competitive labour market. The
services usually relate to job training, counselling,
and placement“ (World Health Organisation/World
Bank 2011:245).
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Anti-discrimination Laws. Comparative Labor Law &
Policy Journal, 18, p. 62
WORLD HEALTH ORGANISATION/WORLD BANK (2011):
World Report on Disability. Available at http://
www.who.int/disabilities/world_report/2011/en/
index.html. Visited on 15 August 2015
ZHANG, E.G. (2006-2007): Employment of Persons with
Disabilities: International Standards and Domestic Legislation and Practices in China. Syracuse Journal on
International Law and Commerce, 34, p. 520
Zusammenfassung: Menschen mit Behinderung sehen
sich vielfältigen Barrieren konfrontiert, sowohl einstellungsbasiert als auch physisch, politisch und finanziell, wenn es
darum geht, eine Beschäftigung zu finden. Die Konvention
über die Rechte von Menschen mit Behinderungen (BRK)
formuliert die Rechte auf inklusive Beschäftigung und zeigt
Schritte auf, die ergriffen werden müssen, um diese Forderung zu realisieren. Dieser Artikel betont die Bedeutung des
Findens und Aufrechterhaltens einer Erwerbstätigkeit und
beschreibt allgemeine erforderliche Schritte bezogen auf
Entwicklungsländer. Dabei wird insbesondere auf den informellen Sektor, der als einer der Hauptkennzeichen des Arbeitsmarktes in Entwicklungsländern dargestellt wurde (Farraina 2012:20), und den Bedarf an Mikrofinanzierungen
und Quoten eingegangen, die gängige Konzepte zur Realisierung inklusiver Beschäftigung darstellen.
Résumé: Pour trouver un emploi les personnes handicapées font face à plusieurs obstacles physiques, politiques et
financières aussi bien que des obstacles liés aux attitudes.
La Convention relative aux droits des personnes handicapées (CDPH) énonce le droit à l'emploi inclusif et des mesures qui doivent être prises pour le réaliser. Cet article met
en évidence l'importance d’être et rester employé et recommande des mesures générales à prendre dans le contexte
des pays en voie de développement. Il porte particulièrement sur le marché informel, qui a été désignée comme la
principale caractéristique distinctive du marché du travail
dans les pays en développement (Ferraina 2012: 20), sur la
nécessité de micro-financement et sur les quotas. L’article
représente des approches communes pour la réalisation de
l'emploi inclusif.
Resumen: Las personas con discapacidad se enfrentan a
múltiples barreras cuando tratan de encontrar un trabajo:
barreras físicas, políticas o financieras así como también
con prejuicios. La Convención sobre los Derechos de las
Personas con Discapacidad (CDPD) exige el derecho al empleo inclusivo y pide actividades que conducen al mismo.
Este artículo subraya la importancia del empleo y recomienda medidas generales que deben ser tomadas en
cuenta en los países en vías de desarrollo. En el centro está
el mercado informal, que ha sido discutido como el diferenciador clave para el mercado de trabajo en los países
en desarrollo (Ferraina 2012: 20). Otros aspectos discutidos son las microfinanzas y las cuotas, que representan enfoques comunes hacia la consecución del empleo inclusivo.
Author: Sarah Hofmayer studied International and
Comparative Disability Law, an LL.M. at NUI Galway
after studying law in Vienna. She is currently working
for the Specialist Integration Service for Youth at Work
(Integrationsfachdienst, Projekt Jobwärts, Jugend am
Werk) in Vienna.
Contact: sarah_hofmayer@yahoo.de.
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The ILO Approach to Promote Decent Work for
People with Disabilities
Jürgen Menze
The International Labour Organisation (ILO) has been promoting equal rights of people with disabilities in
the world of work for nearly a century. Currently guided by the ILO Disability Inclusion Strategy 2014-17,
the organisation focuses on promoting international standards for persons with disabilities, creating enabling legislative and policy environments, increasing the employability of people with disabilities and opening up employment opportunities in the private and public sector. In all these areas, the ILO adopts a twintrack approach that provides both for the inclusion of disability issues in mainstream policies and programmes as well as for measures that specifically target people with disabilities. The work of the ILO is part
of the support provided to an increasing number of policies and practices in developing countries which
need to be comprehensive and break down barriers in all work-related areas to promote decent work for
people with disabilities effectively.
Introduction
The ILO is the United Nations (UN) specialised
agency for matters related to the world of work.
Unlike other UN entities, the ILO is not only
governed by the governments of its 186 member states but also by their most representative
workers’ and employers’ organisations. This tripartite structure ensures that the views of the
main stakeholders in the world of work are
closely reflected in international labour standards and in forging policies and programmes.
Founded in 1919, the ILO has been part of the
worldwide engagement towards greater social
justice by promoting decent work for all for almost a century.
The ILO work on equal opportunities for persons with disabilities began immediately after
the organisation’s foundation after the First
World War. This commitment has been recently
renewed by the ILO Disability Inclusion Strategy
2014-17 which adopts a twin-track approach of
including disability issues in all ILO policies and
programmes as well as providing disability-specific initiatives to support the empowerment of
persons with disabilities (ILO 2015a).
Following the adoption of the UN Convention on the Rights of Persons with Disabilities
(CRPD), the rights of people with disabilities, including their right to decent work, are at the
forefront of international discussions on human
rights. Nowadays, it is estimated that globally
there are 785 to 975 million people with disabilities aged 15 and older (WHO/World Bank
2011). These are persons deemed to be of
working age. Timely, reliable and comparable
data on the employment situation of persons
with disabilities in developing countries, however, are scarce (ILO 2015b).
Due to a range of societal barriers, persons
10
with disabilities not only have lower rates of
employment than people without disabilities
but they are also often discouraged to seek employment (Ali/Schur/Blanck 2011). The first
round of the ILO school to work transition surveys, carried out in more than 20 developing
countries among people aged 15 to 29 years,
showed that a high percentage of persons with
disabilities across all surveyed countries feel
discriminatory prejudice was a main obstacle in
finding a job. Further, disability was the reason
for them staying out of the workforce in comparison to injury or infirmity (ILO 2014a).
Not only are human rights put at risk when
people with disabilities are denied equal employment opportunities (OHCHR 2012) but
their exclusion also results in an economic cost
for national economies (Morgon Banks/Polack
2014). According to an ILO study covering
China, Ethiopia, Malawi, Namibia, South Africa, Tanzania, Thailand, Viet Nam, Zambia and
Zimbabwe, the higher rates of unemployment
and labour market inactivity among persons
with disabilities as well as the reduced productivity of employees with disabilities due to barriers to mainstream education, skills development and transport lead to a loss for countries
worth up to seven per cent of gross domestic
product (ILO 2009).
Promoting the CRPD and
International Labour Standards
The work-related provisions of the CRPD together with international labour standards, i.e.
legally binding ILO conventions and non-binding ILO recommendations, set the global normative framework for disability inclusion in the
world of work. This framework should guide the
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design and revision of national legislation and
policies to promote equal employment opportunities for people with disabilities. The CRPD
along with the ILO Vocational Rehabilitation
and Employment (Disabled Persons) Convention, 1983 (No. 159) and its accompanying Vocational Rehabilitation and Employment (Disabled Persons) Recommendation, 1983 (No.
168) stipulate that representative organisations
of persons with disabilities should be involved
at all stages of developing and revising laws
and policies that aim to promote the employment of persons with disabilities. In line with
the ILO’s tripartite character, ILO Convention
No. 159 and Recommendation No. 168 further
request the involvement of representative workers’ and employers’ organisations in such processes. Guiding principles of the CRPD like
equality of opportunity, equality between men
and women and non-discrimination are also
present in international labour standards. Extending to people with disabilities the protections afforded by the ILO Discrimination (Employment and Occupation) Convention, 1958
(No. 111) explicitly, ILO Convention No. 159
reaffirms and emphasises these guiding principles for persons with disabilities in the world of
work.
While all international labour standards apply to people with disabilities through their inherent principle of equality and non-discrimination, some standards refer to persons with disabilities explicitly. They are therefore critical for
the promotion of their right to decent work. In
addition to the international labour standards
mentioned above, examples include the Employment Promotion and Protection against Unemployment Convention, 1988 (No. 168), the
Employment Policy (Supplementary Provisions)
Recommendation, 1984 (No. 169) and the
Transition from the Informal to the Formal
Economy Recommendation, 2015 (No. 204).
Creating Enabling Legislative and
Policy Environments
Achieving equal employment opportunities for
persons with disabilities requires a comprehensive combination of measures. One of the most
essential measures is the creation of an enabling legislative and policy environment for the
inclusion of persons with disabilities in the labour market.
Legal and Social Protection
Governments increasingly enact anti-discrimination legislation in employment (Degener/
Quinn 2000) and the ILO can accompany the
relevant processes by providing technical
knowledge and advice (ILO 2014b). It is important to remember that the barriers encountered
by persons with disabilities in other areas of society, including education and transport, also
have a huge impact on their employment opportunities and thus need to be addressed as
well.
Complementary, social protection systems –
both mainstream schemes and those for people
with disabilities only – can play a critical role in
laying the foundation for many persons with
disabilities to enter and/or stay in employment.
By ensuring that persons with disabilities have
income security, that their disability-related
needs and extra costs are met and that they
have effective access to health care services,
these systems can significantly promote the participation of people with disabilities in the labour market and in society at large (Special
Rapporteur on the rights of persons with disabilities 2015). Currently, however, social protection systems are often limited in the needs
that they address and they are sometimes designed based on the belief that persons with
disabilities are incapable of work (ILO 2014c).
The ILO is supporting policy reforms that aim to
find the right balance between promoting engagement in employment and providing basic
social security guarantees for persons with disabilities, in line with the ILO Social Protection
Floors Recommendation, 2012 (No. 202). In regard to legal frameworks for minimum wages,
some countries have legislation in place that allows for the reduction of the minimum wage for
persons with disabilities. This kind of legislation
does not comply with requirements of the CRPD
and relevant international labour standards. Examples include the legal provisions of Botswana, Gambia, Guyana, Honduras, Kiribati,
Mauritius, Nigeria, Sri Lanka and Swaziland.
On the other hand, the explicit application of
the principle of equal pay for work of equal
value for workers with disabilities, like it is
found in the legislation of Cuba (Republic of
Cuba 2004), is a good legal practice. Other
good examples of legislation that ensures that
people with disabilities are not discriminated
against in terms of unequal pay are found in
Brazil and Mongolia (ILO 2014d).
Employment Promotion Services
In conjunction with legal and social protection,
governments can provide auxiliary services to
promote the employment of persons with disabilities; though, many of these services are
lacking in developing countries. Employment
promotion services for persons with disabilities
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include providing information on job vacancies,
assessing the professional aspirations and skills
of job-seekers, matching job-seekers to available jobs or referring them for further training,
if needed. Also, governments can sensitise employers on disability issues and give advice on
the provision of reasonable accommodation at
the workplace.
While public employment agencies have a
key role to play, they might lack the capacity to
provide the full range of these services. Not-forprofit organisations which are ideally linked to
the work of public employment agencies can fill
gaps in the provision of employment services.
One example of such an organisation is the
Ethiopian Centre for Disability and Development (ECDD). With support from the ILO, the
ECDD provides employment services for university graduates with disabilities in the Ethiopian
regions of Addis Ababa, Tigray and Amhara.
While the graduates are highly educated, they
face negative attitudes about their work capacity based on their disabilities. On the one hand,
the ECDD offers graduates with disabilities
practical advice on job-hunting, including how
to build up their assertiveness and present their
skills effectively to potential employers. On the
other hand, the ECDD works with employers
themselves, by giving disability equality training
to human resource professionals of companies
(ILO 2015c).
Furthermore, supported employment is an
approach used to promote the employment of
persons with intellectual disabilities. It requires
government funding to allow for the provision
of job coaches, often through not-for-profit organisations, who accompany the worker with a
disability in the early stages of a new job (Cimera 2012, ILO/WASE 2014). With support
from the ILO, a supported employment scheme
was piloted in 2014 in Hunan, the first province
in China to do so. This first place, then train approach paved the way for persons with intellectual disabilities to be trained on the job. The
Hunan Disabled Persons’ Federation collaborated with ten non-governmental organisations
and vocational training centres to promote the
supported employment scheme. Subsequently,
work opportunities at selected businesses, e.g.
supermarkets, bakeries and hotels, were identified and matched with the interests of job-seekers with intellectual disabilities. As an accompanying measure, their managers and colleagues
were trained and sensitised on how to support
the workers with disabilities appropriately (ILO
2015c).
National Employment Policies
12
While it is crucial to adopt disability-specific
laws, policies and measures, it is equally important to ensure that the employment of persons
with disabilities is explicitly included in key
mainstream initiatives. For instance, still too often, national employment policies do not prioritise the employment of persons with disabilities.
There are, however, a growing number of good
examples from developing countries. For instance, the ILO supported the formulation of
the national employment policy of Liberia which
features a three-folded strategy for the inclusion of people with disabilities in the labour
market. It foresees developing legislation to
prohibit discrimination on the basis of disability,
promoting equal employment opportunities for
persons with disabilities and enhancing their
access to employment services (Republic of Liberia 2009). Similarly, the National Human Resources and Employment Policy for Sri Lanka,
which benefited from ILO technical assistance,
lists several disability-related policy measures,
e.g. the improvement of data on persons with
disabilities and financial incentives for companies that employ people with disabilities (Secretariat for Senior Ministers 2012).
Increasing Employability
While enabling legislative and policy environments can assist in breaking down a wide
range of societal barriers, the obstacles that
people with disabilities face in accessing mainstream education and skills development programmes need to be tackled at the same time
and with particular vigour.
Vocational Education and Training
Due to the fact that persons with disabilities are
frequently excluded from regular primary and
secondary education, few persons with disabilities attend tertiary education. Furthermore,
mainstream technical and vocational education
and training (TVET) systems are often not accessible for persons with disabilities, including a
lack of disability awareness among teaching
staff as well as inaccessible training methods
and tools. Segregated vocational rehabilitation
and training centres specialised in catering for
people with disabilities are still found in many
countries. These centres usually only provide a
limited set of skills development programmes.
Further, these programmes are often either not
aligned with labour market demands or designed based on the belief that persons with
disabilities are only capable of working in the
informal economy through basic activities like
handicrafts or shoe repair. Therefore, compa-
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nies in many countries are indicating challenges in finding job-seekers with disabilities
who have the skills required by employers. In
many cases supported by the ILO, an increasing
number of developing countries are making
progress towards creating more disability-inclusive TVET systems.
In Bangladesh, for instance, the ILO provided advice to the government on the mainstreaming of disability issues into the country’s
TVET reform. As part of these efforts, the Ministry of Education in 2015 issued an order for
reservation of five per cent of seats for trainees
with disabilities in polytechnic institutes as well
as in technical schools and colleges (People’s
Republic of Bangladesh 2015). Another example is Zambia where the ILO contributed to the
addition of a disability-inclusive education unit
in the teaching methodologies’ curriculum for
future vocational trainers. Further, the ILO supported the pilot testing of inclusive vocational
training in five selected TVET institutions on a
two-year basis from 2012 to 2013. The ILO carried out accessibility audits at these institutions,
shared the results and recommendations with
national stakeholders and sensitised the teaching staff on disability issues (ILO 2015c). Guidance on the development of policies to promote
equal opportunities in accessing education,
training and lifelong learning, including for persons with disabilities, is given by the ILO Human Resources Development Recommendation,
2004 (No. 195). The recommendation recognises the important contribution that can be
made by workers’ and employers’ organisations
as well as by community groups.
Entrepreneurship Development
Their common exclusion from wage employment often leads people with disabilities to consider starting their own businesses and become
entrepreneurs. Thus, self-employment can be a
last resort for many persons with disabilities for
increasing their financial stability and meeting
their professional ambitions. Like people without disabilities, people with disabilities bring
with them different levels of entrepreneurial
skills. Given the particular importance of selfemployment in developing countries, it is crucial to open up entrepreneurship development
schemes to persons with disabilities. It is
equally important to facilitate access of current
and potential entrepreneurs with disabilities to
credit and financial services. In Uganda, for instance, women with disabilities received entrepreneurship training in 2014 through the ILO
Women's Entrepreneurship Development and
Economic Empowerment programme. Moreo-
ver, some of these women with disabilities
qualified for certification as Gender and Entrepreneurship Together - GET Ahead for Women
in Enterprise trainers.
Opening Up Employment
Opportunities
Increasing the employability of people with disabilities is essential for providing opportunities
for salaried employment. Wage employment of
persons with disabilities in the private and public sector, however, continues to be rather exceptional, particularly in developing countries. In addition to skills development of people with disabilities, sustained efforts to address
the demand side of the labour market in cooperation with ILO’s social partners, i.e. employers and workers, are of equal significance.
Cooperation with Employers
There seems to be a prevalent belief that work
opportunities for persons with disabilities are to
be found only, if at all, in the informal economy. However, there are more and more company initiatives that target people with disabilities (ILO 2014e, ILO 2014f).
Many of these initiatives are supported by a
growing number of national business and disability networks, often linked to the ILO Global
Business and Disability Network. Examples of
these national employers’ networks aiming to
create more disability-inclusive workplaces include those in Brazil (Rede Empresarial de Inclusão Social), Saudi Arabia (Qaderoon), Costa
Rica (Red de Empresas Inclusivas), South Africa
(South African Employers for Disability (SAE4D))
and Peru. Furthermore, in other developing
countries, such as Egypt and Zambia, similar
networks are currently being forged with involvement of the ILO.
A series of practical guides on disability inclusion, developed by the ILO in cooperation
with the Chilean Federation of Industry SOFOFA, have proven to be useful resources
within and beyond the context of the Chilean
labour market. Within this series, there is not
only guidance for companies that seek to hire
more people with disabilities but also on how
to take advantage of legal incentives for including persons with disabilities in the workplace
(ILO/SOFOFA 2013).
While there are many examples of engagement by local companies, it is also important to
highlight the crucial role of multinational enterprises in disability inclusion as they can expand
their commitment to their different national
subsidiaries and in some cases to their supply
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chain. For instance, the Better Work programme of the ILO and the International Finance Corporation is working in eight developing countries across the globe to improve the
working conditions in the global supply chain of
the garment industry. Within the programme
framework, the ILO has promoted the recruitment and retention of people with disabilities in
several countries, usually where national legislation stipulates that companies should employ
a certain percentage of persons with disabilities. In Indonesia, for example, the law provides
that at least one per cent of companies’ workforces consist of employees with disabilities.
Better Work Indonesia has been advising factories on how to employ persons with disabilities
and also piloted programmes to train and place
persons with disabilities in garment factories
(ILO 2014g).
Cooperation with Trade Unions
In addition to employers, workers’ organisations have an essential role to play in the inclusion of people with disabilities in the labour
market. Because of their commitment to equality, solidarity and social justice, trade unions are
well positioned to promote equal employment
opportunities for persons with disabilities. For
instance, in Ethiopia, in the framework of an
ILO project, the Confederation of Ethiopian
Trade Unions (CETU) conducted a training
workshop in 2013. Trade union leaders attended the seminar to share and discuss local
and international experiences in disability rights
promotion in workers’ organisations activities.
Subsequent to the workshop findings and recommendations, the CETU is working towards
implementing a project on the promotion of the
rights of persons with disabilities in trade unions activities. Another example is the disability
inclusion work of the Zambia Congress of Trade
Unions (ZCTU) which is based on its action plan
to further develop the Zambian trade unions’
capacity to address disability issues in the country. The ZCTU identified four key areas in this
regard, namely awareness raising, policy formulation, the training of trainers and advocacy
for the promotion of the right of persons with
disabilities to decent work.
The Way Forward
The increased commitment at the global level
to promoting the right of people with disabilities to decent work is not only reflected in the
Sustainable Development Goals, particularly in
their target 8.5, but also in the ILO Disability
Inclusion Strategy 2014-17. Understanding dis14
ability as a cross-cutting issue in implementing
the organisation’s mandate worldwide, the
strategy sets the direction for how the ILO will
work on the inclusion of persons with disabilities in the years to come. In addition to the collaboration with governments, workers’ and employers’ organisations as well as with representative organisations of persons with disabilities,
the ILO seeks to further strengthen international networks and partnerships, such as the
ILO Global Business and Disability Network, the
UN Partnership to Promote the Rights of Persons with Disabilities and the Inter-Agency Support Group for the CRPD.
The ILO is availing itself of its extensive experience and expertise in the area of disability
inclusion gained by promoting international labour standards, creating enabling legislative
and policy environments, increasing the employability of persons with disabilities and fostering disability-inclusive employment opportunities. Taking all these areas into account, a
comprehensive and integrated approach ensures that the ILO is promoting decent work for
people with disabilities in developing countries
effectively. At the same time, the ILO is constantly exploring innovative solutions and initiatives in developing countries that promote
equal employment opportunities for persons
with disabilities and have the potential to increase the aid effectiveness of development cooperation. Looking ahead, the ILO DirectorGeneral made clear that:
“It is […] incumbent on the ILO to embark on its
second century with an explicit commitment to
the most vulnerable in the world of work: to
those in or close to poverty or in danger of falling into poverty; to those working in conditions
of abuse and denial of their fundamental rights;
to those excluded from society and decent work
opportunities […] If reaching those people is
hard and addressing their needs harder still, that
is all the more reason for the ILO to redouble its
efforts to meet its responsibilities to them” (ILO
2013: 25).
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Zusammenfassung: Die Internationale Arbeitsorganisation (ILO) fördert seit fast einem Jahrhundert die Gleichberechtigung von Menschen mit Behinderung in der Arbeitswelt. Geleitet von der derzeitigen ILO Strategie zur Inklusion von Menschen mit Behinderungen 2014-17, konzentriert sich die Organisation auf die Förderung internationaler Standards für Menschen mit Behinderungen, ein förderliches rechtliches und politisches Umfeld zu schaffen, um
die Beschäftigungsfähigkeit für Menschen mit Behinderungen zu steigern und Beschäftigungsmöglichkeiten im privaten und öffentlichen Sektor zu eröffnen. In all diesen Bereichen wendet die ILO eine zweigleisige Strategie an, die sowohl die Inklusion der Belange von Menschen mit Behinderungen in allgemeine politische Strategien und Programme
Behinderung und internationale Entwicklung 3/2015
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als auch gezielte Maßnahmen für Menschen mit Behinderungen vorsieht. Die Arbeit der ILO ist Teil der Unterstützung, die einer zunehmenden Anzahl von Politiken und
Praktiken in Entwicklungsländern zur Verfügung gestellt
werden, die verständlich sein müssen und Barrieren in allen
Bereichen des Arbeitsleben abbauen, um angemessene Arbeit für Menschen mit Behinderungen effektiv zu fördern.
Résumé: Depuis près d'un siècle l'Organisation internationale du Travail (OIT) fait le plaidoyer pour l'égalité des
droits des personnes handicapées dans le monde du travail.
Actuellement guidé par la Stratégie d'Inclusion du Handicap 2014-17 (Disability Inclusion Strategy) de l'OIT, l'organisation met l'accent sur la promotion de normes internationales pour les personnes handicapées, sur la création d'environnements législatives et politiques favorables, sur l'augmentation de l'employabilité des personnes handicapées et
sur l'ouverture des possibilités d'emploi dans le secteur privé
et public. Dans tous ces domaines, l'OIT adopte une approche double qui vise à la fois l'inclusion des questions de
handicap dans les politiques et programmes généraux et
les mesures qui ciblent spécifiquement les personnes handicapées. Le travail de l'OIT fait partie de l'appui fourni à un
nombre croissant de politiques et de pratiques dans les
pays en voie de développement. Ceux-ci doivent être intégraux et briser les barrières dans tous les domaines liés au
travail à fin de promouvoir efficacement le travail décent
pour les personnes handicapées.
Resumen: La Organización Internacional del Trabajo (OIT)
apoyó durante casi un siglo la integración de las personas
con discapacidad en el área de trabajo. Actualmente, la
OIT se concentra en la promoción de las normas internacionales para las personas con discapacidad, en la creación de un entorno jurídico y normativo proactivo, en el aumento de la empleabilidad de las personas con discapacidad y en el desarrollo de oportunidades de empleo en los
sectores públicos y privados. En todas estas áreas, la OIT
persigue un doble enfoque que se dirige tanto a la incorporación de las cuestiones de discapacidad en las políticas y
programas generales, así como también a las programas
que atienden a personas con discapacidad en particular. El
trabajo de la OIT es parte del apoyo global para el empleo
de personas con discapacidad en los países en vías de desarrollo.
Author: Jürgen Menze is an Associate Expert in Disability Inclusion at the ILO. He provides technical advice
to ILO tripartite constituents, other stakeholders and
to the organisation’s staff on how to promote the
rights of persons with disabilities in the world of work.
Contact: menze@ilo.org
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Art. 28 (2) UNCRPD: The Right to Social Protection and
Persons with Disabilities
Lukas Groß
The right to social protection is one of the basic human rights. It is of particular relevance when it comes to
poverty reduction and to the protection of the most vulnerable groups, like persons with disabilities. Better
social protection is becoming increasingly relevant in developing countries. This article will give a short overview of the right to social protection as entrenched in Article 28 (2) of the UN Convention of the Rights of
Persons with Disabilities.
Introduction
The right to social protection is one of the basic
human rights (Sepúlveda/Nyst 2012:9). It shall
ensure a minimum standard of living to everyone and includes aspects of various other human rights, e.g. the right to health or the right
to water. It is of particular relevance when it
comes to the protection of the most vulnerable
groups (Palmer 2013:139). Persons with disabilities often face discrimination and exclusion
when they try to access basic needs.
Better social protection is becoming increasingly relevant in developing countries (Ellis/
Devereux/White 2009:3). The protection which
has been secured by family members is nonexistent any longer in its former strength (Mokomane 2013, Tostensen 2008:5). There are several reasons which have caused a change in
traditional social security systems. Socio-economic and demographic changes lead to the
need of extensive governmental social security
systems. Most of the family-based social security systems cannot satisfy the needs of the family members anymore. This development leads
to a substantial risk of the most vulnerable
groups, e.g. persons with disabilities, which
have problems in generating an income.
Space precludes a more general discussion
of the development of social protection as an
economic right. Instead, this article will give a
short overview of the right to social protection
as entrenched in Article 28 (2) of the UN Convention of the Rights of Persons with Disabilities
(UNCRPD), which has to be implemented by the
signatory states of the UNCRPD.
Concept of Social Protection
Consisting human rights treaties of the UN
have all contained the right to social security1,
a right which aims, inter alia, to reduce poverty
and to improve health services. The basic factors of social security are cash transfer programs and the implementation of benefits like
insurances or pensions. The General Comment
No. 19, a legally non-binding document by the
Committee on Economic, Social and Cultural
Rights (CESCR), is one of the main sources for
the interpretation of the International Covenant
on Economic, Social and Cultural Rights
(ICESCR) article on social security (Art. 9
ICESCR). It sets the minimum core obligations
for social security for all state actors which have
ratified the convention: States have the obligation “(t)o ensure access to a social security
scheme that provides a minimum essential level
of benefits to all individuals and families that
will enable them to acquire at least essential
health care, basic shelter and housing, water
and sanitation, foodstuffs, and the most basic
forms of education”2. The implementation of
different social security systems in developing
countries have been successful and have shown
that social security mechanisms can improve
the situation of those who live in poverty (Kaltenborn 2015:82ff)3. The state obligations include the three different types of obligations:
the obligation to respect, to protect and to fulfil4. That means that the states have different
forms of obligations and thus it is possible to
violate human rights through different types of
state action or inaction5.
It is the responsibility of a state to ensure
that everyone has access to social security/ protection systems. Such access can be created by
various legal instruments6. When it comes to
persons with disabilities it is important to consider that the right to social security contains
the protection against discrimination and additional measures which cover the needs of persons with disabilities (Saul/Kinley/Mowbray
2014:699). It is significant that a legal foundation gets established and that the rules get effectively implemented. The implementation of
social protection systems is a major problem in
many developing countries. Even if the developing country establishes a legal basis for social protection, it may reach difficulties in con-
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crete implementation7. This is often due to financial problems, corruption and other facts
which are relevant for the operability of financial support and other services8.
During the negotiations of the UNCRPD the
working group had long discussions about the
term which should be used in Art. 28 (2)
UNCRPD9. Even if the term social security was
used in other human rights conventions, the
term social protection began to be more commonly used in international law, e.g. in the
documents of the ILO10. Literal interpretations
of these two terms lead to divergent understandings of their meanings and, therefore, the
choice of language was important in determining the nature of the concept which was to be
enacted in the UNCRPD. The protocols of the
working group illustrate this divergence. The
term social protection provided an opportunity
to utilise broader understandings by taking the
development of the concept in international law
into account11. Nevertheless it must be considered that the content of the right did not
change during the negotiations. The change of
the term is only a modulation on the basis of
the development of the understanding of the
exact content. Social security and social protection cover the same right.
Social Protection Versus
Anti-Discrimination?
Social Protection is a right which builds the
foundation for financial support and for other
social benefits. These benefits are always connected to the creation of groups which shall
profit from the specific efforts. The only way to
perform an allocation is determination, the selection of persons which differ from the rest.
Such a classification is per se a discrimination
which gets reinforced when special services get
rendered12. From this point of view a conflict
must be determined when it comes to social
protection and the general principles of the
UNCRPD, which covers the “non-discrimination” (Art. 3 lit. (b) UNCRPD) and “the full and
effective participation and inclusion in society”
(Art. 3 lit. (c) UNCRPD). The creation of special
groups can be assumed as contrary to the general principles of this convention, but it is a requirement to improve the living standard of
such a marginalised and excluded group. The
UNCRPD is in general an instrument which
should strengthen the legal protection of persons with disabilities and therefore it is necessary to understand and to consider the special
interests of this group. This is particularly the
case in developing countries, where people
18
with disabilities are faced with discrimination
and exclusion in society. Stigmatisation and
prejudice lead to the refusal of access to the labour market. Without having the chance to establish a financial basis persons with disabilities
do not have the opportunity to cover their basic
needs13. Social protection for persons with disabilities is not an option, it is a necessity which
creates the basis for further development and
ensures non-discrimination in the long term.
Structure of Art. 28 (2) UNCRPD
The development of Article 28 (2) UNCRPD was
part of a long process. The usage of a different
designation compared with other human rights
instruments and the systematic placement of
this right were part of a prolonged discussion.
The Working Group on the UNCRPD did not
agree at the beginning whether the right to social protection should be part of a separate
provision. With regard to the aim that the
UNCRPD shall be a rather short human rights
treaty, the states agreed on the combination of
the adequate standard of living and the right to
social protection in one norm (Schulze
2010:155). As the right to social protection has
been regarded as a part of the right to attaining an adequate standard of living, it has been
brought into paragraph two14. Articles 10-30 of
the UNCRPD are specific standards which include civil, political, social and economic rights
and obligations. Delegates decided to put the
right to social protection in this latter section of
the UNCRPD15. However, the positioning of
such an important right is rather unfortunate in
view of its importance. A basic human right
which is of particular practical significance
should not be hidden in a contract. It is important to see that the content structure of Art. 28
(2) UNCRPD itself differs from other existing human right conventions. The norm is by comparison strongly substantiated and gives the state
parties a guideline for the implementation of
social protection systems. The content will be
discussed under Content of Art. 28 (2)
UNCRPD.
Progressive Realisation of
Art. 28 (2) UNCRPD
The right to social protection is a social right
and has to be implemented progressively (see
Art. 4 (2) UNCRPD). Progressive implementation means that the states have to implement
the right step-by-step depending on its economic resources16. The level of obligation of
social rights is highly debatable when it comes
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to progression. It is not clear which measures
have to be taken at which point when it comes
to the progressive realisation of a certain right.
It gets even more complicated when the exceptions for the progressive clause are considered.
If a state is not allowed to act progressively it
has to react with immediate effect17. To what
extent Art. 28 (2) UNCRPD has to be implemented progressively cannot be answered in
general terms due to the complexity of the
norm. Generally it can be said that “the most
disadvantaged or marginalised members or
groups of society”18, like persons with disabilities, shall be the persons who should be the
first to gain from the social rights even if the
states have to implement them progressively.
From this point of view it must be assumed that
the social rights of the UNCRPD are quite powerful and provide a rather strong degree of obligation.
Content of Art. 28 (2) UNCRPD
The interpretation of Art. 28 (2) UNCRPD raises
complex legal issues. Due to a far-reaching development of the right to social protection the
exact content of this right is not clear. The norm
can be divided into two sections. Part one of
section one comprises generally the right to social protection which was also appropriated in
other human rights contracts. Part two of this
section says that “States Parties recognize the
right of persons with disabilities … to the enjoyment of … (the right to social protection) without discrimination on the basis of disability”.
The mere adoption of a right into the national
legal framework, for example on the constitutional level, is not sufficient to be in line with a
human right obligation. It is a necessity to ensure that this right can also be practically perceived.
Section two of the article covers measures
which have to be implemented by those states
which have ratified the convention. However,
the legal obligation of these measures is not
really clear. While in academic literature this
problem has not yet been picked up (Kreutz/
Lachwitz/Trenk-Hinterberger
2013,
Welke
2012)19 it has to be recognised that the mentioning of the specific measures shows the advancement of human rights. Consisting human
rights treaties have been rather unclear and
leave room for interpretation. This new structure suggests that human rights shall be used
as a guideline to implement a legal framework
which covers the core issues of the specific
right. It has to be clarified to what extent the
measures are legally binding. One of the unan-
swered questions is whether the measures have
to be implemented progressively or not (see
above).
In general the norm tries to give an overview
about the social security measures which shall
be implemented. The state parties are obliged
to ensure equal access to “clean water services”
(Art. 28 (2) lit. (a) UNCRPD) (Schulze
2010:159)20 and to “retirement benefits and
programmes” (Art. 28 (2) lit. (e) UNCRPD)21. In
this regard it is important that these measures
have to be implemented on an equal basis to
persons without disabilities. All the other measures which have to be implemented have to be
guaranteed in general. The state parties shall
ensure access by persons with disabilities to
“appropriate and affordable services, devices
and other assistance for disability-related
needs” (Art. 28 (2) lit. (a) UNCRPD) or “public
housing programmes” (Art. 28 (2) lit. (d)
UNCRPD). Special measures shall also be taken
to fulfill the special needs of groups within the
group of persons with disabilities and their
families. Following Art. 28 (2) lit. (b) UNCRPD
the state parties have to ensure access to “social protection programmes and poverty reduction programmes”. This measure shall be implemented in particular for women and girls
with disabilities and older persons. Art. 28 (2)
lit. (c) UNCRPD has a special focus on persons
with disabilities and their families. The access to
“assistance from the State with disability-related expenses, including adequate training,
counselling, financial assistance and respite
care” has to be ensured if the families are living
in situations of poverty.
Conclusion
The right to social protection has not been part
of the general discussion regarding the
UNCRPD in the past although it is one of the
most important mechanisms especially when it
comes to poverty reduction. The establishment
of strong social protection systems will create a
basis for the most vulnerable groups including
persons with disabilities. It can be evidenced
from existing social security systems that the living conditions of those who live in poverty significantly improved after the implementation of
such systems. It is the obligation of the state
parties to implement mechanisms which guarantee an effective realisation of this right.
Therefore, it is imperative that the discussion
regarding persons with disabilities and developing countries finally opens to the issue of social protection.
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Notes
1
2
3
4
5
6
7
8
9
10
11
12
13
Art. 9 ICESCR; Art. 11 I lit. f, 12, 14 (2) lit. c CEDAW
(The Convention on the Elimination of All Forms of
Discrimination against Women); Art. 26 CRC; Art. 27
CMW.
Committee on Economic, Social and Cultural Rights,
General Comment No. 19, para. 59, further: “If a
State party cannot provide this minimum level for all
risks and contingencies within its maximum available
resources, the Committee recommends that the State
party, after a wide process of consultation, select a
core group of social risks and contingencies”.
Such systems could be successfully implemented e.g.
in Brazil, India, Thailand, Ghana; see Kaltenborn
(2015).
General Comment No. 19, E/C.12/GC/19, February
2008, p. 13.
For further information regarding the three different
kinds of obligations: Committee on Economic, Social
and Cultural Rights, General Comment No. 19, para.
3.
The ILO created a framework with the Social Protection Floors Recommendation, which can be used as a
guidance to implement an effective social protection
system.
For the effective implementation of a social protection
system there is a need for financial resources and
specialised institutions: United Nations General Assembly, Report of the Special Rapporteur on the rights
of persons with disabilities, A/70/297, p. 23.
The implementation is one of the main problems in
developing countries when it comes to disability
rights.
E.g. Sixth Session - Report by the Chairman, UN Enable, Available at http://www.un.org/esa/socdev/enable/rights/ahcstata28ssrepchair.htm. Visited on
25.08.2015; Draft Article 23 Social Security and an
Adequate Standard of Living, UN Enable, Available at
http://www.un.org/esa/socdev/enable/rights/
ahcwgreporta23.htm. Visited on 25.08.2015.
E.g. Social Protection Floors Recommendation by the
ILO in 2012.
The necessity of the usage of a new term was mentioned in: Sixth Session - Report by the Chairman, UN
Enable, Available at http://www.un.org/esa/socdev/
enable/rights/ahcstata28ssrepchair.htm. Visited on
25.08.2015.
As the group of the persons with disabilities shall
profit from the achievements the discrimination is a
positive one. Such a positive discrimination can lead
immediately to a negative discrimination in society as
it can support prejudices.
This concept of social security and disability was already recognised by the CESCR in the 1990’s when its
members were debating on the special needs of persons with disabilities: Committee on Economic, Social
and Cultural Rights, General Comment No. 5, para.
28.
20
14 E.g. Third Session – Comments, proposals and
amendments submitted electronically, Comment by
National Human Rights Institutions, Available at
http://www.un.org/esa/socdev/enable/rights/
ahcstata28tscomments.htm. Visited on 25.08.2015.
15 Art. 10 – 30 UNCRPD include different civil, political,
economic, social and cultural human rights.
16 Office of the High Commissioner for Human Rights,
Key concepts on ESCRs - What are the obligations of
States on economic, social and cultural rights?, Available at http://www.ohchr.org/EN/Issues/ESCR/Pages/
WhataretheobligationsofStatesonESCR.aspx. Visited
on 25.08.2015.
17 The principle of progressive implementation is not applicable regarding the “elimination of discrimination;
economic, social and cultural rights not subject to
progressive realization; obligation to ‘take steps’;
non-retrogressive measures; and minimum core obligations” (Ibid).
18 Committee on Economic, Social and Cultural Rights,
An Evaluation of the Obligation to take steps to the
“maximum of available resources” under an optional
protocol to the covenant, E/C.12/2007/1, para 4.
19 Especially some of the commentaries on the UNCRPD
are only talking about the measures but do not deal
with the problem of the exact content and the degree
of commitment; e.g. Kreutz/Lachwitz/Trenk-Hinterberger (2013), Welke (2012).
20 The reference to clean water services was a compromise to implement the right to water: Schulze (2010)
21 The difference between the obligation to ensure access and to ensure equal access is obvious. Especially
in regard to the degree of obligation this could be important. The progressive clause is not be used when it
comes to equality and non-discrimination: Office of
the High Commissioner for Human Rights, Key concepts on ESCRs - What are the obligations of States
on economic, social and cultural rights?, Available at
http://www.ohchr.org/EN/Issues/ESCR/Pages/
WhataretheobligationsofStatesonESCR.aspx. Visited
on 25.08.2015.
References
ELLIS, F./DEVEREUX, S./WHITE, P. (2009): Social protection
in Africa, Cheltenham
ILO (2014): World Social Protection Report 2014/2015,
Geneva
KALTENBORN, M. (2015): Social Rights and International
Development – Global Legal Standards for the Post2015 Development Agenda, Heidelberg
KREUTZ, M./LACHWITZ, K./TRENK-HINTERBERGER, P.
(2013): Die UN-Behindertenrechtskonvention in der
Praxis, Cologne
MOKOMANE, Z. (2013): Social protection as a mechanism for family protection in sub-Saharan Africa. International Journal of Social Welfare, Vol. 22, pp.
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248-259
PALMER, M. (2013): Social Protection and Disability: A
Call for Action. Oxford Development Studies, Vol. 41,
No. 2, pp. 139-154
SAUL, B./KINLEY, D./MOWBRAY, J. (2014): The International Covenant on Economic, Social and Cultural
Rights. Oxford: University Press
SCHULZE, M. (2010): Understanding the UN Convention
on the Rights of Persons with Disabilities, Lyon
SEPÚLVEDA, M./NYST, C. (2012): The Human Rights Approach to Social Protection, Erweko Oy
TOSTENSEN, A. (2008): Feasible social security systems in
Africa. DevISSues, Vol. 10, No. 2, pp. 4-6
UNITED NATIONS GENERAL ASSEMBLY (2015): Report of
the Special Rapporteur on the rights of persons with
disabilities, A/70/297, 7. August 2015
WELKE, A. (2012): UN-Behindertenrechtskonvention, Berlin
tection des groupes les plus vulnérables, comme les personnes handicapées. Une meilleure protection sociale est de
plus en plus pertinente dans les pays en voie de développement. Cet article vous donnera un bref aperçu du droit à la
protection sociale tel que prévu par l'article 28 (2) de la
Convention des Nations Unies relative aux droits des personnes handicapées.
Zusammenfassung: Das Recht auf soziale Sicherheit ist
eines der grundlegenden Menschenrechte. Besondere Bedeutung hat es wenn es um Armutsbekämpfung und den
Schutz der am stärksten gefährdeten gesellschaftlichen
Gruppen, wie Menschen mit Behinderungen, geht. Bessere
soziale Sicherheit wird in Entwicklungsländern immer relevanter. Dieser Artikel gibt einen kurzen Überblick über das
Recht auf soziale Sicherheit, wie in Artikel 28 (2) der UN
Konvention über die Rechte von Menschen mit Behinderungen verankert.
Author: Lukas Groß is a research assistant for the
Chair of Public Law, including Law of Development
Cooperation, at the Ruhr University Bochum and is
writing his PhD thesis about Disability Rights in Uganda and Ghana and the Implementation of Art. 28 (2)
UNCRPD. He is also project coordinator and managing director of the NGO Hilfe für Senegal e.V. which
is working on development projects in Senegal. A special focus of the work is on the implementation of projects regarding persons with disabilities. The analysis
of the content of Art. 28 (2) UNCRPD will be part of
his dissertation.
Contact: lukas.gross@rub.de.
Résumé: Le droit à la protection sociale est l'un des droits
humains fondamentaux. Il est d'une importance particulière
quand il s'agit de la réduction de la pauvreté et de la pro-
Resumen: El derecho a la seguridad social es uno de los
derechos humanos fundamentales y es de especial importancia cuando se trata de reducir la pobreza y la protección
de los grupos más vulnerables como las personas con discapacidad. El mejoramiento del seguro social es cada vez
más relevante en el mundo en desarrollo. En este artículo
se presenta una breve visión general del derecho a la seguridad social, según lo definido en el artículo 28 (2) de la
Convención de la ONU sobre los Derechos de las Personas
con Discapacidad.
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A Toolkit for Providing Technical Training and Employment
Opportunities for People with Disabilities in Sierra Leone
Abdulai Dumbuya
This paper presents work sponsored by Irish Aid to develop a toolkit that provides generic guidelines based
on the Dorothy Springer Trust’s (DST) experience of delivering Information Communication Technology (ICT)
training and creating access to employment for people with disabilities, and to share its methodology and
best practices with a wide range of stakeholders. In so doing, it extends DST’s vitally important work in empowering people with disabilities with essential skills to be independent and to participate as equal members of society in Sierra Leone.
Introduction
The Dorothy Springer Trust (DST) is a small
Non-Governmental Organisation (NGO); registered in the UK and Sierra Leone and works
with people with disability in Sierra Leone by
transforming their lives through ICT skills training that leads to employment. The DST has a
proud track record, the organisation has
trained to date 40 (11 women and 29 men)
Persons with Disabilities (PWDs) in basic, intermediate and advanced ICT skills (at high international certification standards) since the First
Lady of Sierra Leone launched the organisation
in the country in 2010. About 90% of the first
33 beneficiaries (who have various forms of
disabilities including mobility, visual and hearing impairments) are now in full time employment in the public and private sectors as well as
self-employed consultants - supporting themselves, their families and paying taxes that contribute to national development - truly participating as equal members of society. The key areas of intervention of the organisation include
education/training - especially Information
Technology; employment creation for PWDs,
disability advocacy and counseling.
In Sierra Leone, the statistics relating to disability and income are dire. In a recent publication from the Leonard Cheshire Disability
(Trani/Bah/Bailey et al. 2012), 69% of disabled
people in Sierra Leone have no income, 50% of
women and 34% of men have never been to
school, 16.4% have no access to healthcare
and 39% don’t participate in social events. It is
therefore not surprising that disabled people
constitute a significant percentage of those living in abject poverty and many have no choice
but to turn to street begging - an activity that
perpetuates the perception of linking disability
and poverty. Despite these dismal statistics, research has shown that there are potential opportunities for Persons with Disabilities (PWDs)
who have acquired IT knowledge to improve
22
access to the job market. For example, (Krueger/Kruse 1995, Kruse/Krueger/Drastal 1996)
both showed in their research with persons with
spinal cord injuries that having computer skills
greatly expanded and improved employment
opportunities for PWDs. The ICT Opportunity
for a Disability Inclusive Development Framework (2013) notes that when information and
communication technologies (ICT) are available, affordable and accessible; they significantly improve access to all aspects of society
and development including employment opportunities.
Dumbuya1 (2013), also showed in his paper,
some exciting and promising results of disabled
people in Sierra Leone gaining skilled employment in government, the Sierra Leone Police
Force and private sectors including the banking
sector, after acquiring ICT training from the
Dorothy Springer Trust organisation. This work
(Dumbuya 2013) confirmed previous work2
done, which noted the importance of ICT for
education and job training for people with disabilities and also shared similar conclusions
with Dumbuya (Touré/Bokova/Leblois et al.
2013) that, “Information and communication
technologies (ICTs), and in particular assistive
technologies (ATs), can provide people with disabilities unprecedented access to education and
employment opportunities”. It is no surprise
that many students have graduated from the
DST courses and have gone on to achieve well
within job roles requiring such skills. DST is recognised for its professional approach to making
workplaces in the country more inclusive in
terms of its education and employment advocacy work. This paper discusses the development and application of a robust toolkit for providing technical training and employment opportunities for different people with disabilities
including mobility, visual, learning disabilities
and hearing impaired.
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Towards a Learning and
Employment Toolkit for
People with Disabilities
This section aims to bring together and complement previous work on disability employment
and the use of ICT to transform the lives of
people with disabilities, by ICT serving as an
enabler of the economic, social and political inclusion of persons with disabilities. Furthermore, relevant previous work, specifically,
Teaching Students with Disabilities, the Berkley
Department of Education (UC Berkeley ADA)3
on delivering training to people of various
forms of disabilities has contributed to the development of a learning and employment
toolkit for people with disabilities.
Figure 1 presents the toolkit developed for
this project. The overall aim of the toolkit is “to
provide a generic guideline of DST’s experience
of delivering ICT training and creating access to
employment for people with disabilities, and to
share its methodology and best practices with a
wide range of stakeholders.” The components
of the toolkit include: (1) description of the selection process of PWDs to embark on IT training; (2) the various levels of training delivered
by DST; (3) the database containing the training
modules including the funnel learning approach
used at DST for delivering technical training; (4)
the training level delivered always considers the
types of disabilities; (5) but the different levels
also determine the employment path. For example, DST has found from experience that,
training delivered at the advanced level leads
to shorter gap between end of training and
gaining employment. The process of any training as part of a scholarship project for DST
starts with the Training Scholarship Gateway this stage concerns the announcement of training scholarship opportunities and utilises the
media heavily to publicise the recruitment of
disabled candidates for the training. The Scholarship Criteria includes; whether the person
has a disability; the level of education attains
determine the level of course the candidate can
be selected for; the candidate’s commitment
and so on (see Figure 2 for details). Candidates
who are successful are invited by the Interview
and Selection Panel to conduct robust and rigorous interviews.
The toolkit is intended to benefit training organisations, especially those providing training
to people with disabilities and to help them understand how to make training accessible and
relevant to disabled people and how disabled
people themselves can use specialist education
to empower themselves to successfully gain
employment. The toolkit is targeted at:
- Educators and training institution to promote
Figure 1 - A learning and employment framework for people with disabilities
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Figure 2 - Workflow diagram for the screening and selection of PWDs for technical training
better understanding of training approaches/methods to harness the qualities of
people with disability;
- People with disabilities (PWDs) who have
been engaged in the interviews and forums;
- Community Service Organisation/Non-Governmental Organisation (CSO/NGOs) working with people with disabilities;
- The media has been targeted to help disseminate positive messages of the contributions of people with disabilities to enable access to employment opportunities;
- Businesses to understand the potential contribution of people with disabilities if given
the opportunity to work for them.
Figure 2 provides a detailed flow diagram
for the screening and selection of persons with
disabilities for technical training. Once the deserving candidate has been selected, a particular training level is selected. The training level
selected depends on either the particular scholarship programme to be funded that year or
the level of educational background of the
group of students selected. For example, an intermediate programme (which requires Basic
Education Certificate Exam - BECE) may have
been planned for the financial year; but,
through the sifting process it is identified that
no candidate has this basic qualification. On
the other hand, the candidates fulfil other criteria like being disabled and committed, so to
undertake that project, a basic training level
will be implemented instead for that financial
year.
DST holds a Training Material Database (Fig24
ure 1), based on many years of delivering ICT
training. In this database, there are training
modules in Microsoft packages on various subjects: employability skills, entrepreneurial leadership, computer systems, repair and maintenance, website design and development, and
so on. This database enables consistent delivery
of training, but adapting these materials based
on different disabilities. For example, training in
computer networking, there will be more demonstrating using rope to enable feel and touch
of the different computer network topologies.
The training is delivered based on the DST funnel learning model. This model is essential in
aiding learning, because it starts with broader
concepts and theories and slowly narrows these
to a refined understanding of the topic or acquired knowledge. The Dorothy Springer Trust
has vast experience in delivering specialist
training to people with various forms of disabilities - with mobility, visual, hearing and
other forms of impairments. As a documentation of this knowledge, DST has developed a
Training Approach for People with Disabilities
by utilising (to avoid re-inventing the wheel) the
comprehensive handbook on Teaching Students
with Disabilities compiled by Berkley Department of Education (UC Berkeley). However, the
DST approach discusses the methods of training
in a context relevant to Sierra Leone. In some
of the training courses, disabled and non disabled people, who have paid for their courses
are trained together.
DST has just introduced its digital literacy
and numeracy programme aimed at disabled
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people who have never been to school or have
a very low level of educational background. The
course is intended to help disabled people to
write, read and gain numeracy core skills using
the computer. It targets the large group of disabled people in the streets begging because they
have not the opportunity to access education.
Training Approach for People with
Disabilities
This Section focuses on the training approaches
for people with various forms of disabilities as
depicted in Figure 1. Generally, teaching students with disabilities requires that the trainer/
teacher gets as much as possible information
on the students’ impairment, especially as a
new trainer. The courses designed in the database should be delivered in a disability-friendly
manner - make disabled people welcome and
discuss with them how best they can learn from
the programme. It is however, worth noting
that, the DST’s work from which the current
toolkit has been developed, has generally focused on working with individuals with physical
and some neurological disabilities rather than
people with cognitive/learning disabilities. Future work will refine the toolkit to work with
people with lots of different types of disabilities.
Teaching students with mobility impairments
From the UC Berkeley handbook, mobility impairment is defined to have many causes: for
example, polio, cerebral palsy, multiple sclerosis, muscular dystrophy, and spinal cord injury.
Students with mobility impairments have varying physical limitations and deal with their limitations in different ways; they may use crutches,
braces, or a wheelchair.
Some of the suggestions on teaching students who have mobility impairments include:
- Students with upper body limitations may
sometimes need note-takers, extended exam
time, etc. Although, DST doesn’t generally
provide note-takers, the institution does indeed provide extra time for exams.
- A wheelchair is part of a student's personal
space. No one should lean on a chair, touch
it, or push it unless asked. Whenever you are
talking one-to-one with a student in a
wheelchair, you yourself should be seated so
the student does not have to peer upward at
you.
- DST has built its facilities to make it disabled
friendly. Doors have been widen, ramps built
so students can access all areas of our building. Seating arrangements in front of computers are provided to meet student needs.
- So that students can attend classes given
their physical impairment, we provide
enough funding to allow students to pay that
extra to get them to class. The DST is planning to acquire a mobility bus to aid the
transportation of disabled students to the
training centre.
- DST and its trainers are aware that not all
mobility impairments are constant and unchanging; some students experience exacerbations or relapses requiring bed rest or
hospitalisation. In most cases, students are
able to make up the incomplete work, but
they may need extra time.
Teaching students with visual impairments
Students with visual disabilities are at a great
disadvantage academically. Though they can
hear lectures and discussions, students with visual disabilities are often frustrated by class syllabi, textbooks, diagrams, overhead projections, films, maps, videos, printed exams, and
Internet websites designed to be navigated by
clicking on images. Most students with visual
disabilities take advantage of assistive technology. DST training lab is state-of-the-art with
modern computers and assistive technology
such as audio navigational software like NVDA
and head-micro phones, etc. Computers can
enlarge print; read the text on a computer
screen aloud; or scan books, articles, and other
printed materials and then read their text.
Some students also use audiotape recorders,
portable note-taking devices, or talking calculators.
Following are some suggestions on instructing students with visual disabilities.
- Students with visual disabilities may need
preferential seating. Students should be
seated near the front of the class to hear
clearly what is being presented and to see as
much as possible.
- Whenever possible, modify the presentation
of material to make it accessible.
- Allow the student to audiotape lectures or
use a note-taker.
- When lecturing, avoid making statements
that cannot be understood by people without
sight: for example, “This diagram sums up
what I am saying about statistics.” (Don't
worry about using words and phrases that
refer to sight: for example, See you later!
Such expressions are commonly used, and
most people with visual disabilities don't find
them offensive).
- Be innovative in your teaching – do demonstrations using class members. For example
in describing various types of computer network, be imaginative, you could call up
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some students to stand in a circle each holding a piece of string emerging from the centre to depict a star computer network configuration.
Teaching students with hearing and speech impairments
For obvious reasons, students who are deaf or
hard of hearing or have speech impairment
face enormous obstacles in an academic setting. It is essential that instructors maintain effective communication with these students,
though instructors may sometimes feel awkward working with sign language interpreters
or resorting to visual communication techniques
(body language, gestures, and facial expressions).
Following are suggestions for improving the
academic situation of students who are deaf or
hard of hearing or speech impaired.
- Always speak directly to the student, not to
the student's sign language interpreter.
- During class discussions, ensure that no
more than one person speaks at a time.
When a class member asks a question, repeat the question before answering.
- Loss of visual contact may mean loss of information for some students who are deaf or
hard of hearing. Unless the students are using sign-language interpreters or real-time
captioners, be sure that the students have
visual contact with you before you begin lecturing. Avoid giving information while handing out papers or writing on a flipchart.
- Provide seats near the front of the class so
students with hearing impairments can get
as much from visual and auditory clues as
possible.
- When reading directly from text, provide an
advance copy and pause slightly when interjecting information not in the text.
Employment Approach for People
with Disabilities
The DST employment approach is designed to
help secure employment for PWDs after completing any of the training levels. This is why
the organisation delivers entrepreneurial and
employability skills to its students as part of its
training modules. DST has found that, for disabled people to quickly gain employment, they
need to exhibit advanced level skills that give
them a competitive edge over their non-disabled colleagues. This was evidenced in the
training of DST’s pioneering beneficiaries who
after completing an advanced course in Cisco
Networking were quickly snapped up by the la26
bour market and today they are highly paid disabled employers.
In terms of employment route for DST beneficiaries, an Internship has proven useful for the
beneficiaries. DST has enjoyed a successful relationship with the British Council in Sierra Leone, in terms of the Council always taking in
DST students as interns and after their placement with the Council, these beneficiaries successfully gain jobs or secure scholarships for
further studies abroad – in the case of one of
the beneficiaries studying a degree level ICT in
Japan! More case studies below verify our employment approach for people with disabilities.
Some Employment Opportunities for People with Disabilities
This section focuses on the employment approaches for people with various forms of disabilities as depicted in Figure 1. The Dorothy
Springer Trust believes strongly in creating employment opportunity for people with disabilities. This is a key module of its training in employability skills which looks at matching disabled people’s skills and those required by the
employer. This module supports disabled beneficiaries through coaching, active seeking of job
opportunities, writing professional curriculum
vitae and covering letters. In the future, DST
will be introducing a formal employment bureau, with an own database of ads, jobs newsletter, etc.
These are case studies involving some of DST
students who have gone on to secure successful
employment in the public and private sector.
We look briefly on their views in life and what
impact DST has made to transforming their
lives. Credit is duly given to DST media volunteer, Laura Cook (Laura Cook Photography4) for
taking these pictures and documenting the lived
experiences of our students.
Police Constable 15285 Sheka Conteh - The
charity pioneered the recruitment of disabled
people in the Sierra Leone Police Force. Definitely a first in West Africa if not the whole continent! (BBC)5.
Police Constable Sheka Conteh lost use of
his legs when he was just seven years old as a
result of polio. In 2010 he completed an ICT
training course. He is now a well-respected Police Constable in Freetown. “Without DST
maybe my whole life would have been different, my future would have been bleak. The difference that the training has made in my life is
that today I can boast that that today I can support myself and my family can survive through
me”.
“I work in the Police Communications offices
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in Kingtom, Freetown. My job there is to deal
with technical information. I work in the information room. We receive messages from the
general public and then we disseminate it to
the general public or to the correct police officers using VHS radio.”
is lost and so they can't identify their abilities,
instead they are focused on their disabilities.”
Conclusions
Osman Kamara graduated from DST in
2014 and since then, he has spent the last few
months volunteering at DST delivering training
ICT and helping to establish the DST Alumni:
“I have been working with the girls at DST.
Women with disability are much more vulnerable than men. Being a woman in Sierra Leone
is tough. Being disabled is tough. The two
things combined make it very, very tough! With
men like us supporting their empowerment and
with organisations like DST helping them things
will change.”
Eleanor Abdulai is an amputee as a result of
the eleven-year rebel war in Sierra Leone. She
will be graduating this year, after finishing her
intermediate course in ICT under the British
High Commission and part supported by Irish
Aid. She has already started her internship with
the British Council. Eleanor was featured in the
UN I Am Woman project and said this when interviewed: “Some disabled women lack selfconfidence or motivation because they think
that being a disabled woman means everything
The DST has been running projects with people
with disabilities since 2010 and has acquired a
wealth of experience in providing technical
training to this particular vulnerable group in
society. The organisation has also recently completed a British High Commission supported
project, specifically targeted at women with different types of disabilities, to increase their participation in technical education. A toolkit has
been developed based on a thorough review of
disability and education literature. It was tested
and verified when it was implemented in the
training of nine people with hearing impairment from the St. Joseph’s School for Hearing
Impaired, in Makeni (in the provinces). The development and documentation of the toolkit
has generated new ideas which will be pursued
as part of DST’s sustainability drive. The project
has proven to be a useful stepping stone/opportunity to target other funding opportunities
as a result of the new ideas generated from the
project. It has established credibility for DST to
partner with Diplomatic Missions like the FCO
through the British High Commission to support
people with disabilities in Sierra Leone and
thereby transformed their lives through empowerment.
Notes
1
2
3
4
5
Dr Abdulai Dumbuya is the Chief Executive Officer
and Specialist ICT Trainer at the Dorothy Springer
Trust and author of a number of disability related papers including this one.
http://connectaschool.org/sites/default/files/
Mod4_executive%20summary_0.pdf
http://www.dsp.berkeley.edu/teachstudentswithdisab
http://www.lauracookphotography.net/
http://www.bbc.com/news/world-africa-20677639
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References
DUMBUYA, A. (2013): Creating the enabling environment
for disabled people to participate as equal members
of society in Sierra Leone. International Symposium
on Disability, Rehabilitation and Technology, 2013.
University of Washington, Seattle, USA
KRUEGER, A./KRUSE, D. (1995): Labor Market Effects of
Spinal Cord Injuries in the Dawn of the Computer
Age. NBER Working Paper 5302. Cambridge, MA:
National Bureau of Economic Research
KRUSE, D.L./KRUEGER, A/DRASTAL, S. (1996): Computer
Use, Computer Training, and Employment Outcomes
among People with Spinal Cord Injuries. Spine Vol.
21, No. 7, pp. 891-896
SUMMER, C. (2011): Teaching Students with Disabilities.
Berkeley University of California. Available at http://
www.dsp.berkeley.edu/teachstudentswithdisab. Visited on 24 April 2015
TOURÉ, H.I./BOKOVA, I./LEBLOIS, A./VARDAKASTANIS,
Y./TENNENHOUSE, D./RAIMILLA, M. (2013): The ICT
Opportunity for a Disability Inclusive Development
Framework. Available at https://www.itu.int/en/action/accessibility/Documents/The%20ICT%20Opportunity%20for%20a%20Disability_Inclusive%20Development%20Framework.pdf. Visited on 24 April 2015
TRANI, J.-F./BAH, O./BAILEY, N./BROWNE, J./GROCE, N./
KETT, M. (2012): Disability In and Around Urban Areas of Sierra Leone. Leonard Cheshire Disability/University College London Project on baseline/market
survey on disability in Sierra Leone. Available at
https://www.ucl.ac.uk/lc-ccr/downloads/Disability_in_and_Around_Urban_Areas_of_Sierra_Leone.pdf.
Visited on 24 April 2015
Zusammenfassung: Dieser Artikel stellt die von Irish Aid
unterstütze Entwicklung eines Instrumentes mit allgemeinen
Leitlinien vor, die auf den Erfahrungen des Dorothy Springer Trust (DST) bei der Durchführung von Schulungen zu Informations- und Kommunikationstechnologie (IKT), zum Zugang zum Arbeitsmarkt für Menschen mit Behinderungen
und mit dem Teilen der Methodik mit einer großen Bandbreite an Interessenvertretern beruht. Auf diese Weise erweitert es die wesentlichen Aufgaben des DST in der Vermittlung von wichtigen Fähigkeiten für Menschen mit Behinderungen für ihre Unabhängigkeit und die gleichberechtigte Teilhabe an der Gesellschaft in Sierra Leone.
28
Résumé: Cet article présente un travail parrainé par Irish
Aid visant à développer une boîte à outils qui fournit des lignes directrices génériques basés sur l'expérience du Dorothy Springer Trust (DST) dans la mise en place d'une formation sur l'Information, la Communication et la Technologie
(ICT), la création d'accès à l'emploi pour les personnes handicapées, et le partage de sa méthodologie et des meilleures pratiques avec un large éventail de parties prenantes.
Ainsi, il étend le travail extrêmement important du DST en
fournissant les personnes handicapées avec les compétences essentielles pour être indépendantes et pour participer
en tant que membres égaux à la société en Sierra Leone.
Resumen: Este trabajo presenta los resultados de un
proyecto que desarrolló un conjunto de herramientas, que
proporciona directrices generales para la formación y la
creación de acceso al empleo de las personas con discapacidad. Esta obra esta apoyado por Irish Aid y su base son
experiencias del Dorothy Springer Trust (DST) para el suministro y la difusión de la tecnología de la información y la
comunicación (TIC). El objetivo es compartir la metodología
y las experiencias con una variedad de actores y así capacitar las personas con discapacidad, con habilidades que les
permitan vivir de manera independiente y actuar como
miembros iguales de la sociedad en Sierra Leona.
Author: Dr Abdulai Dumbuya, known to friends as
Abs (PhD, CEng, BEng Hons, MIET, MAIRSO) is founder
and Chief Executive Officer of the Dorothy Springer
Trust in Sierra Leone. Abs is a Chartered Engineer,
who studied, lived and worked in the UK for over 20
years. He has over 15 years’ experience in Technology, Management Consultancy and technology enterprise (from London Business School). Abs is a Disability Rights Advocate with a deep knowledge of the Sierra Leone Persons with Disability (PWDs) Act 2011 and
passionate about disability issues. A disabled person
himself, who has collaborated with many disabled organisations to transform the lives of disabled people
in Sierra Leone by preparing them for skilled employment through the provision of training in Information,
Communication Technology, so that they can participate more fully as equal members of society. Abs has
written on disability issues, chaired many disability
conferences and won awards for his advocacy work
for disability rights and reforms.
Contact: abs_d2004@yahoo.co.uk.
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Kurzmeldungen/Announcements
Putting People with Disabilities at the
Heart of Development
From September 25 to 27 2015, representatives from nations around the globe met at the United Nations in New
York to adopt the Sustainable Development Goals (SDG)
for the period 2015-2030. This marks a decisive turning
point in the lives of people with disabilities worldwide.
They will now be taken into account in development policies from which they have long been excluded. In 2000,
the UN set out a 15 year global development framework.
Called the Millennium Development Goals (MDGs), this
program has brought about a considerable reduction in
global poverty and hunger: the mortality rate of under-5
year old children has been cut by more than half since
1990; the number of people living in extreme poverty has
dropped from 1.8 billion to 800 million between 1999
and 2015; since 1990, there has been a 45% drop in the
global maternal mortality rate. Nevertheless the MDGs
made one glaring omission: They completely ignored the
needs of people with disabilities, so that 15% of the global
population has been excluded from development policies.
This was blatantly unfair, especially since 80% of people
with disabilities live in poverty.
With the deadline set to achieve the MDGs expiring
this year, the leaders gathering at the UN in New York
have committed themselves to a new 15-year global development program, based on 17 sustainable development goals (SDGs). This time, the goals take into account
people with disabilities, particularly in four areas: education, equality, inclusive employment and urbanisation. This
is an historic advance. In the future, any country wishing
to implement or finance a development project must ensure the needs of people with disabilities are taken into
account. This means that those who know their needs best
– people with disabilities – will at long last be consulted
by authorities implementing development programs. In
the field of education and training, all school construction
programs must include facilities accessible to people with
disabilities. States also commit themselves to developing
school programs addressed at children with disabilities.
The SDGs will bring an end to urbanisation policies, which
ignore the accessibility needs of people with disabilities,
and employment policies from which they are excluded.
Information: http://www.handicap-international.us/
putting_people_with_disabilities_at_the_heart_of_development.
Umsetzung der Nachhaltigkeitsziele in
Deutschland
Anlässlich der Verabschiedung der 2030-Agenda beim
UN-Gipfel in New York hat VENRO gefordert, die Umset-
zung zügig auf den Weg zu bringen - in Deutschland und
weltweit. Kernelement der Agenda sind 17 Ziele für nachhaltige Entwicklung, die in 15 Jahren erreicht werden sollen. Die neue Agenda soll für alle Länder gleichermaßen
gelten, auch für Deutschland. Die Bundesregierung muss
nun baldmöglichst einen konkreten Umsetzungsplan der
2030-Agenda in und durch Deutschland vorlegen. Die nationale Nachhaltigkeitsstrategie, seit 2002 Leitfaden für
die deutschen Nachhaltigkeitsanstrengungen, soll bis
Herbst 2016 in allen Aspekten überprüft und weiterentwickelt werden. Zum Auftakt der Dialogreihe Die deutsche
Nachhaltigkeitsstrategie 2016 der Bundesregierung am
29. Oktober 2015 hat Marlehn Thieme, Vorsitzende des
Rates für Nachhaltige Entwicklung, eine Aufwertung der
Nachhaltigkeitspolitik durch die Bundesregierung gefordert. Sie forderte, dass das Prinzip der Nachhaltigkeit im
Grundgesetz und damit für die nationale Politik und
Deutschlands Rolle in der Welt verpflichtend festgelegt
werden solle. Die Bundesregierung setze sich zwar ambitionierte Ziele im Rahmen der nationalen Nachhaltigkeitsstrategie, diese müssten in Zukunft aber auch mit den Mitteln des Haushaltsrechtes verankert werden. Die grundgesetzliche Verankerung des Nachhaltigkeitsprinzips sei notwendig, damit der Staat, die Bürger und ihre politischen
Mandatsträger sowie die Wirtschaft entschlossener und
verlässlicher als bisher in Richtung einer nachhaltigen Entwicklung tätig werden kann.
Information: http://epo.de/index.php?option=com_
content&view=article&id=11904:2030-agendanach-den-gipfelhoehen-kommen-die-muehender-ebene&catid=117&Itemid=31,
http://www.nachhaltigkeitsrat.de/presseinformationen/
pressemitteilungen/nachhaltigkeitspol-29-10-2015/
?blstr=0,
http://www.bundesregierung.de/Content/DE/
Pressemitteilungen/BPA/2015/10/2015-10-29-globalenachhaltigkeitsziele.html;jsessionid=14D93C779
D9114C411F2A2F9350BF24A.s2t1.
Secretary-General’s 2015 Report on the
MDGs
The new report of the Secretary-General on the MDGs
was released on 6 July 2015 and includes information on
the world’s over one billion of persons living with disabilities. The Secretary-General in his foreword underscored
the need to finish the incomplete work of the MDGs to
reach those at the bottom of the economic and social ladder, including persons with disabilities. As Member States
are expected to define the next set of development goals –
the SDGs – these messages contribute to highlight the
gaps that must be addressed in the ongoing global en-
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KURZMELDUNGEN/ANNOUNCEMENTS
deavour to advance an inclusive, equitable and sustainable development, leaving no one behind during the next
15 years. The 2015 MDG Report highlights how highquality data disaggregated by disability are key to making
decisions and monitoring progress for all, including persons with disabilities.
Information: http://www.un.org/disabilities/
default.asp?navid=15&pid=1633, http://www.un.org/
disabilities/documents/newsletter/junejuly2015.doc.
ESCAP Opens New Accessibility Centre at
UN Complex in Bangkok
A state-of-the-art Accessibility Centre was opened on 28
May 2015 during the 71st Session of the United Nations
Economic and Social Commission for Asia and the Pacific
(ESCAP). The Centre will promote the inclusion of persons
with disabilities at UN meetings and activities. In line with
the Incheon Strategy to Make the Right Real for Persons
with Disabilities in Asia and the Pacific, the first set of regionally agreed disability-inclusive development goals, the
ESCAP Accessibility Centre enables greater participation of
persons with hearing, visual and mobility impairments in
various intergovernmental processes.
Information: http://www.un.org/disabilities/documents/
newsletter/junejuly2015.doc.
International Efforts toward
Disability-Inclusive SDG Indicators
On 22 September, the Permanent Mission of the Republic
of Korea to the UN hosted experts from Member States,
UN agencies and civil society at a meeting entitled The
Importance of Disability Indicators for Measuring the Implementation of the SDGs for Persons with Disabilities.
The event was co-organised by the International Disability
Alliance and the International Disability and Development
Consortium. A total of 25 indicators were discussed, fifteen of which can be obtained simply by disaggregating
already collected data by disability. Indicators are important to measure the progress of implementation of the
new Agenda for persons with disabilities and to make sure
that no one is left behind. Panellists noted that unless policy makers are provided with data on disability indicators
and disaggregated by disability, they will not be able to
make educated decisions, design policies and address
gaps in the implementation of the sustainable development goals and related targets. The event also marked the
launch of the Global network on monitoring and evaluation for disability-inclusive development. The Global Network on Monitoring and Evaluation for Disability-inclusive
Development is an informal network of experts, researchers and practitioners in disability policy, data and statistics,
monitoring and evaluation. Building on the work, of the
30
UN system and its partners, on the Millennium Development Goals and in monitoring and evaluation, this Global
Network is expected to serve as a resource for preparing
the UN flagship report and establish a basis for the future
monitoring and evaluation of the implementation of a disability-inclusive 2030 Agenda for Sustainable Development.
Information: www.un.org/disabilities/default.asp?navid=
13&pid=1515, http://www.un.org/disabilities/
default.asp?id=1640.
Marrakesh Treaty
The Marrakesh Treaty to Facilitate Access to Published
Works for Persons Who Are Blind, Visually Impaired, or Otherwise Print Disabled (MVT) was adopted on June 27,
2013 in Marrakesh. It has a humanitarian and social development dimension and its main goal is to create a set
of mandatory limitations and exceptions for the benefit of
blind, visually impaired and otherwise print disabled persons. It requires Contracting Parties to introduce a standard set of limitations and exceptions to copyright rules in
order to permit reproduction, distribution and making
available of published works in formats designed to be accessible to blind, visually impaired and otherwise print disabled persons, and to permit exchange of these works
across borders by organisations that serve those beneficiaries. The Treaty clarifies that beneficiary persons are
those affected by a range of disabilities that interfere with
the effective reading of printed material. The broad definition includes persons who are blind, visually impaired, or
reading disabled or persons with a physical disability that
prevents them from holding and manipulating a book.
Only works in the form of text, notation and/or related illustrations, whether published or otherwise made publicly
available in any media, including audio books, fall within
the scope of the MVT regime.
The treaty has been ratified by eight nations. It takes
20 ratifications for the treaty to enter into effect, and
many countries are making progress with the help of
stakeholders and the World Intellectual Property Organisation, officials say. An event entitled Looking Forward
from 2015: Realising the Rights of Persons with Disabilities
was held on 10 June, and focused on the Marrakesh
Treaty. Michele Woods, director of the World Intellectual
Property Organisation Copyright Law Division, on the
panel gave the World Intellectual Property Organisation
view that the UN agency is cautiously optimistic they will
have the necessary 20 ratifications by the end of 2015.
After 20 ratifications are reached, there is a three month
period until the treaty enters into force, according to
Woods, so observers are hopeful this will happen in early
2016. Pilot programmes have been launched by the Accessible Books Consortium in locations such as Bangladesh, India, and Sri Lanka. People are trained at the local
level to make accessible format, working from the ground
Behinderung und internationale Entwicklung 3/2015
Disability and International Development
KURZMELDUNGEN/ANNOUNCEMENTS
up for practical implementation. Once the treaty comes
into force it could facilitate some works coming across
borders, especially in local languages.
Information: http://www.wipo.int/treaties/en/
text.jsp?file_id=301019, http://www.ip-watch.org/2015/
06/12/wipo-marrakesh-treaty-for-blind-readers-in-forcein-early-2016-now-part-of-bigger-un-process/.
Inclusion International Releases Inclusive
Civic Engagement Information Toolkits
Inclusion International released resources to support the
political participation of people with intellectual impairments. Its members around the world have pointed to barriers to participation in processes of civil engagement including voting and other political participation as a factor
in the continued social and economic exclusion of people
with intellectual impairments. These toolkits have been
developed as part of a project from Inclusion International, named Accessing the Ballot Box addressing the limited political participation of people with intellectual impairments in Kenya, Zanzibar and Lebanon. However the
toolkits are resources designed to be used globally.
Information: http://inclusioninternational.cmail19.com/t/
ViewEmail/t/CE413292AC06760B,
http://inclusioninternational.createsend1.com/t/
t-l-iridtyy-l-a/, http://inclusion-international.org/category/
programme/accessing-the-ballot-box/.
5th Community Based Rehabilitation Africa
Conference
From 1 to 5 June in Nairobi, Kenya, the Community Based
Rehabilitation Africa Network (CAN), hosted the 5th Community Based Rehabilitation (CBR) Africa conference CBR
Guidelines: a Bridge to an Inclusive Society Beyond the
2015 Development Framework. Over 300 participants
from 27 countries took part in quality discussions around
the implementation of the CBR Guidelines since their
launch in 2010 and an examination how implementation
of CBR programmes that address the needs of persons
with disabilities can make a contribution towards achievement of the Sustainable Development Goals (SDGS). The
conference identified the evidence of good practices and
lessons learnt as well as remaining gaps and challenges
including emerging issues and priorities for the future,
with particular emphasis on SDGs, to advance the inclusion of all persons with disabilities in all development sectors. The outcome of these discussions is a Resolution paper developed by a team of seven CBR Practitioners, NGO
professionals and persons with disabilities. The resolution
includes the recognition of the active participation, involvement and ownership of all phases of CBR programmes by Disabled Peoples Organisations and under-
lines the importance of family-based organisations of persons with disabilities.
Information: http://inclusion-international.org/
inclusion-africa-a-key-player-at-5th-cbr-conference/,
http://www.afri-can.org/2015%20Conference/
FINAL%20Resolutions%205th%20CBR%20Conference.pdf.
ACCESS - Congress of Inclusive Employment
and Corporate Social Responsibility
The Congress on Inclusive Employment and Corporate Social Responsibility, organised by the Fundación Saraki,
USAID and the International Labour Organisation, took
place on 17 and 18 August 2015 in Asunción, Paraguay.
They introduced the Global Report on the Right to Decide
for Persons with Intellectual Disability named Independent. But Not Alone to more than 700 participants
from all over Paraguay, many of them with hearing, visual
and intellectual impairments, their organisations and government officials. During these days presenters and participants were able to share achievements and challenges
for Paraguay and its citizens with disabilities on issues
around Inclusive Education, employment and the right to
decide. Self-advocates shared their achievements and
their advocacy work. There was also a talk with about 50
family members and people with disabilities so that they
could express their concerns and questions about the right
to decide and the challenges it means for families and
people with intellectual impairments. The discussion
showed that this issue requires further discussions and development in the Paraguayan context and culture.
Information:
http://inclusion-international.org/accessparaguay-2015/, http://inclusion-international.org/independent-alone/.
Inklusion: Humanitäre Hilfe ohne
Menschen mit Behinderung?
Drei Viertel aller Menschen mit Behinderungen fühlen sich
von humanitären Hilfen ausgeschlossen. Dies geht aus
dem Bericht Behinderung im humanitären Kontext hervor,
der von Handicap International am 14. Oktober 2015 veröffentlicht wurde. Zeitgleich zur Publikation des Berichtes
trafen sich 900 Vertreter, um den UN-Weltgipfel für humanitäre Hilfe 2016 vorzubereiten. In der von Handicap International durchgeführten Untersuchung wurde festgestellt, dass Menschen mit Behinderungen in Krisensituationen, wie etwa in Kriegen oder bei Naturkatastrophen,
vielfach keine Beachtung durch humanitäre Organisationen finden. Insgesamt 75% der befragten Menschen mit
Behinderungen sind der Auffassung, beim Zugang zu wesentlichen humanitären Dienstleistungen wie Wasserversorgung, Nahrungsmittel, Gesundheitsleistungen und Unterkunft nicht ausreichend berücksichtigt zu werden.
Behinderung und internationale Entwicklung 3/2015
Disability and International Development
31
KURZMELDUNGEN/ANNOUNCEMENTS
Der Bericht weist aus, dass Menschen mit Behinderungen in humanitären Krisen zu den schutzbedürftigsten Personen gehören: 54% der Befragten wurden in einem Konflikt oder einer Naturkatastrophe verletzt. Oftmals erlitten
sie danach eine zusätzliche Beeinträchtigung. Die Studie
lässt zudem eine ausgesprochen hohe Rate an Gewalt gegenüber behinderten Menschen erkennen, 27% der Befragten waren bereits von körperlicher, sexueller oder psychischer Gewalt betroffen. Handicap International forderte
Regierungen, internationale Organisationen und Nichtregierungsorganisationen auf, Menschen mit Behinderungen bei der Planung und Umsetzung ihrer Programme
stärker zu berücksichtigen und Dienstleistungen und Infrastrukturen an die Bedürfnisse der Zielgruppe anzupassen.
Information: http://www.handicap-international.de/
behinderung/news-detailansicht/article/inklusionhumanitaere-hilfe-ohne-menschen-mit-behinderung1043/, http://bit.ly/1Ow7tSt, http://handicapinternational.ca/wp-content/uploads/2015/02/BriefingInclusion-emergency_HI_30-janv-15-2.pdf.
bezev erhält Preis für inklusives
Engagement
Behinderung und Entwicklungszusammenarbeit (bezev)
hat am 5. September 2015 den Inklusionspreis des Landes Nordrhein-Westfalen in der Kategorie Internationales
erhalten. Das ausgezeichnete Projekt weltwärts alle inklusive zeigt, wie internationale Freiwilligendienste inklusiv
gestaltet werden können, damit auch Menschen mit Behinderung daran teilnehmen können. Seit 2012 berät und
entsendet bezev junge Erwachsene mit und ohne Beeinträchtigung, die sich in Ländern in Afrika, Asien und Lateinamerika engagieren wollen. Die Freiwilligen arbeiten
für acht bis zwölf Monate ehrenamtlich in Projekten mit.
Für junge Menschen mit Beeinträchtigung können sich
viele verschiedene Barrieren ergeben, wenn sie ehrenamtlich im Ausland arbeiten möchten. Welche Herausforderungen und Lösungen gibt es zum Beispiel, wenn ein Rollstuhlfahrer für ein Jahr nach Ghana ausreisen möchte?
Wie werden die Mehrbedarfe finanziert? bezev bietet außerdem Schulungen und Fortbildungen für Organisationen an, die ihren Freiwilligendienst ebenfalls inklusiv
(um-)gestalten möchten. bezev ist vom BMZ als Kompetenzzentrum für Inklusion im Freiwilligendienst weltwärts
anerkannt (s. nachfolgenden Bericht).
Der Inklusionspreis NRW wurde dieses Jahr zum ersten
Mal verliehen. Sozialminister Guntram Schneider zeichnete damit zehn innovative Projekte aus, die das Zusammenleben von Menschen mit und ohne Behinderung konkret
voranbringen. Es hatten sich insgesamt 275 Initiativen beworben.
Information: http://www.bezev.de/fileadmin/
Neuer_Ordner/Inklusiver_FD/OE-arbeit/PM_
Inklusionspreis_NRW_08092015.pdf, www.jetzt-einfachmachen.de, www.inklusivefreiwilligendienste.de.
32
Kompetenzzentrum für Inklusion von
Freiwilligen mit Beeinträchtigung/
Behinderung bei Behinderung und
Entwicklungszusammenarbeit e.V. (bezev)
Das Bundesministerium für wirtschaftliche Zusammenarbeit und Entwicklung (BMZ) fördert seit Juli 2015 bezev als
Kompetenzzentrum für Freiwillige mit Beeinträchtigung/
Behinderung, welche mit dem entwicklungspolitischen
Freiwilligendienst weltwärts ins Ausland gehen. bezev ist
es mit seiner jahrelangen politischen Arbeit gelungen, Inklusion im Freiwilligendienst-Programm weltwärts strukturell zu verankern. Weitere strukturelle Erfolge waren beispielsweise die Sicherstellung einer Förderung von Mehrkosten von Freiwilligen mit Beeinträchtigung/Behinderung
sowie die Erhöhung der Altersgrenze für Freiwillige mit
Beeinträchtigung/Behinderung. Zudem wurde ein Handbuch zur inklusiven Entsendung von Freiwilligen veröffentlicht. Erfahrungen und Kompetenzen werden in Zukunft im
Kompetenzzentrum gebündelt und allen Entsendeorganisationen zur Verfügung gestellt. Das Kompetenzzentrum
für Inklusion von Freiwilligen mit Beeinträchtigung/Behinderung übernimmt unter anderem folgende Aufgaben:
Für junge Erwachsene mit Beeinträchtigung/Behinderung: Junge Erwachsene mit Beeinträchtigung/Behinderung werden von bezev gezielt angesprochen (Netzwerke
etc.). Wenn sie einen Freiwilligendienst im Ausland machen möchten, können sie von bezev beraten werden. Die
Beratung ist nicht an bestimmte Entsendeorganisationen
gebunden. Bewerber/innen mit Beeinträchtigung/Behinderung vermittelt bezev an alle interessierten Entsendeorganisationen.
Für Entsende- und Partnerorganisationen: bezev berät
und begleitet Entsende- und Partnerorganisationen individuell bei der inklusiven Gestaltung ihres Freiwilligendienstes. Es findet eine Vernetzung interessierter Entsende- und
Partnerorganisationen statt. Zudem steht ein Beratungsangebot in trägerübergreifenden Gremien zur Verfügung.
Bei Fragen zu Mehrkosten und deren Abrechnung vermittelt bezev zwischen der Koordinierungsstelle des weltwärts-Programms und den Entsendeorganisationen. Außerdem evaluiert bezev sowohl die Erfahrungen der Freiwilligen als auch ihrer Entsende- und Partnerorganisationen im Rahmen von Fachgesprächen und Befragungen.
Die Ergebnisse der Evaluation werden in Konzepten sowie
Leitlinien veröffentlicht. Diese stehen allen Interessierten
mehrsprachig für die Praxis zur Verfügung.
Information: www.jetzt-einfach-machen.de;
www.inklusivefreiwilligendienste.de.
Behinderung und internationale Entwicklung 3/2015
Disability and International Development
L I T E R AT U R / R E V I E W S
Literatur/Reviews
Human Rights Watch
Complicit in Exclusion South Africa’s Failure
to Guarantee Inclusive Education for Children with Disabilities
With over half a million children with disabilities estimated
to be out of school in South Africa, and many more experiencing unequal access to quality education, Human
Rights Watch has published research and created a video
on the equal right to education. Based on over 130 interviews, most of them with parents, children, and young
adults with disabilities, Human Rights Watch found that
children with disabilities face multiple barriers when trying
to enter and complete basic education. Human Rights
Watch proposes ways to address these gaps in education,
through better data collection, resource allocation and information on the right to education for children with disabilities and their families, as well as policy reform to ensure access to mainstream schools.
Bezug: http://bit.ly/1EAyhIj, http://www.hrw.org/report/
2015/08/18/complicit-exclusion/south-africas-failureguarantee-inclusive-education-children.
Christoffel-Blindenmission
Zukunft inklusiv(e)! Entwicklungszusammenarbeit mit und für Menschen mit Behinderungen gestalten
Der erste Band der CBM-Fachpublikationsreihe Behinderung – Inklusion – Entwicklung befasst sich mit der Frage,
warum Menschen mit Behinderungen in die internationale
Entwicklungszusammenarbeit und in humanitäre Maßnahmen einbezogen werden müssen. Der Band gibt den LeserInnen theoretische Grundlagen und praktische Beispiele zu der Frage an die Hand, wie die Verwirklichung einer
inklusiven Entwicklung gelingen kann.
Bezug: https://www.cbm.de/infothek/bestellshop/artikel/
101/Zukunft+inklusiv%28e%29%21+
Entwicklungszusammenarbeit+mit+und+für+Menschen+
mit+Behinderungen+gestalten, https://www.cbm.de/
static/shopmanager/media/downloads/101_CBM_
Zukunft_inklusive_EZ_Menschen_mit_Behinderungen.pdf.
World Intellectual Property Organisation
Patent Landscape Report on Assistive Devices and Technologies for Visually and
Hearing Impaired Persons
In June 2015, the World Intellectual Property Organisation
published the Patent Landscape Report on Assistive Devices and Technologies for Visually and Hearing Impaired
Persons. It presents research on various assistive devices
and technologies, includes an analysis on the geographical distribution of patent protection of these technologies,
and features business data on major patent portfolios as
well as a round-up of key innovators. Additionally, the report touches on technologies serving the same goals as
the Marrakesh Treaty and the Accessible Book Consortium, namely those facilitating access of visually and hearing impaired persons to published works.
Bezug: http://www.wipo.int/patentscope/en/programs/
patent_landscapes/reports/assistive_devices.html, http://
www.wipo.int/edocs/pubdocs/en/wipo_pub_949_1.pdf.
International Labour Organisation
Inclusion of People with Disabilities in National Employment Policies
The International Labour Organisation’s recent publication
Inclusion of People with Disabilities in National Employment Policies is designed to provide step-by-step support
in effectively including women and men with disabilities in
the development of national employment policies. Furthermore, the resource guide on gender issues in employment and labour market policies gives guidance on how
to effectively embed gender dimensions in national employment policies development. The International Labour
Organisation’s work on disability inclusion focuses on promoting pathways into decent work for people with disabilities in developing countries.
Bezug: http://www.ilo.org/skills/pubs/WCMS_407646/
lang--en/index.htm, http://www.ilo.org/wcmsp5/groups/
public/---ed_emp/---ifp_skills/documents/publication/
wcms_407646.pdf.
Priscila Rodriguez/ Eric Rosenthal/Humberto
Guerrero
No Justice: Torture, Trafficking and Segregation in Mexico
This report presents the findings of Disability Rights International’s two-year investigation into the treatment of
children and adults with mental impairment in Mexico City
which found a pattern of egregious and widespread human rights violations. The investigation found that in Mexico City having a disability can mean a life of detention
and uncovered the existence of a blacklist of particularly
abusive institutions that the Mexico City authorities are
aware of – yet they permit these facilities to operate. Disability Rights International visited five of 25 facilities on
the blacklist and specifically highlights the findings from
Mama Rosa and Casa Esperanza, which was so abusive
that Disability Rights International filed a formal complaint
to Mexico City’s Department of Family Development and
sought immediate action to protect detainees. The report
outlines the overall findings and how Mexico can take
steps toward reform and justice calling for immediate
steps to enforce the basic human rights of people with dis-
Behinderung und internationale Entwicklung 3/2015
Disability and International Development
33
L I T E R AT U R / R E V I E W S
abilities.
Bezug: http://www.asksource.info/node/70912,
http://www.driadvocacy.org/media-gallery/our-reportspublications/,
http://www.driadvocacy.org/wp-content/uploads/DRI-NoJustice-web-version.pdf.
Erica Burman/Anat Greenstein/Manasi Kumar
Disabled Children and Disabling
Childhoods in the Global South
This resource provides a link to the articles of Disability
and the Global South journal’s Special Issue on disabled
children within the Global South. This special issue features a variety of topics such as rehabilitation, inclusion,
child sexual abuse, and the disabling effects of education
systems within the Global South
Bezug: Disability and the Global South (DGS), Vol 2,
Issue 2, http://www.asksource.info/node/70899,
http://dgsjournal.org/current-issue/.
Mary Ann Waddell
Contextual Factors around the Sexual
Abuse of People with Disability in
East Africa
This literature review discusses the issue of sexual violence
against people with disability in East Africa. It contains a
synthesis of the knowledge contained in the best selected
research, reading notes and an annotated bibliography.
The synthesis provides a summary of the state knowledge
concerning the sexual abuse of people with disabilities in
East Africa.
Bezug: http://www.asksource.info/node/70884/,
http://www.firah.org/centre-ressources/upload/bulletin/
advantageafrica/rladvantageafricaenpdf.pdf.
Institute on Disability and Public Policy
Accessible Global Governance Study
In the Accessible Global Governance Study the factors that
enhance or limit the participation of persons with disabilities in the UN system and in broader global governance
processes were examined. The study aimed to build up a
better understanding of these specific issues.
Bezug: http://aseanidpp.org/accessible-globalgovernance-research-project, http://www.american.edu/
sis/news/20150629-Professor-Showcases-Disability-andGlobal-Governance-Research-at-UN.cfm.
G3ict
CRPD Implementation: Promoting Global
Digital Inclusion through ICT Procurement
Policies & Accessibility Standards
Stakeholders in the global disability movement view public
procurement as an important tool for digital inclusion and
implementing the Convention on the Rights of Persons
with Disabilities (CRPD). In response to this need, G3ict
has begun an effort to convene diverse stakeholders from
civil society, government, standards bodies, and industry
to understand more clearly the impact of inclusive ICT
procurement and to explore strategies to support broader
adoption globally of these policies and related accessibility
standards. Through a series of international roundtable
discussions and expert interviews in June of 2015, G3ict
explored success stories, challenges to address, need for
capacity and knowledge, and insights into the building
blocks that can pave the way for inclusive public procurement and accessible ICT standards around the world. This
white paper brings together the insights gained through
these discussions. The G3ict Policy White Paper Series researches innovative policies and documents programs and
good practices promoting ICT accessibility solutions
among States Parties to the Convention on the Rights of
Persons with Disabilities and International Organisations.
Bezug:
http://g3ict.org/resource_center/publications_and_reports/p/productCategory_whitepapers/
subCat_7/id_339/,
http://g3ict.org/download/p/fileId_1030/productId_339.
Christoffel-Blindenmission
Neglected Tropical Diseases Report 2015
Neglected tropical diseases flourish under conditions characterised by poor housing and sanitation, unsafe water,
and limited access to basic health care. They cause great
human misery – pain, disfigurement, and impairments –
and result in about 0.5 million deaths each year. These
diseases often lead to social stigmatisation and discrimination, especially for children, women and persons with
disabilities. Neglected tropical diseases hinder development, keeping individuals and communities trapped in a
cycle of poverty, and negatively impact almost all millennium development goals. The Report gives an overview of
the different Neglected Tropical diseases and intervention
strategies.
Bezug: http://www.cbm.org/article/downloads/54741/
NTD_Report_2015__accessible_.pdf.
34
UNICEF
For Every Child, a Fair Chance:
The Promise of Equity
The report highlights the stark contrast between global
progress on one hand and the urgent needs of the world’s
most vulnerable on the other. For example, declines in
child mortality since 2000 have allowed an estimated 48
million additional children to see their fifth birthday. However, in 2015 an estimated 5.9 million children will have
died before turning five – and children under five from the
poorest households are twice as likely to die as those from
the richest. The global rate of stunting among children under five fell by 40% between 1990 and 2014. However,
one in four children under five still suffers from stunting.
Behinderung und internationale Entwicklung 3/2015
Disability and International Development
L I T E R AT U R / R E V I E W S
Bezug: http://www.unicef.org/publications/index_
86269.html,
http://www.unicef.org/publications/files/
For_every_child_a_fair_chance.pdf.
Valentina Iemmi
Community Based Rehabilitation for
People with Disabilities in Low and Middle
Income Countries: A Systematic Review
This Campbell Collaboration systematic review assesses
the effectiveness and cost-effectiveness of communitybased rehabilitation (CBR) for people with physical and
mental impairments in low- and middle-income countries,
and/or their family, their carers, and their community. This
review identified 15 studies that assessed the impact of
community-based rehabilitation on the lives of people
with disabilities and their carers. The studies included in
the review used different types of community-based rehabilitation interventions and targeted different types of
physical (stroke, arthritis, chronic obstructive pulmonary
disease) and mental impairments (schizophrenia, dementia, intellectual impairment). The authors conclude that
the evidence on the effectiveness of CBR suggests that
CBR may be effective in improving the clinical outcomes
and enhancing functioning and quality of life of the person with disabilities and his/her carer. They recommend that future studies will need better study designs
within the focus on broader clients groups and the integration of economic evaluations.
Bezug: http://www.campbellcollaboration.org/lib/project/
244/, http://www.campbellcollaboration.org/lib/
download/3887/Iemmi_CBR_LMIC_Review_v2.pdf.
Handicap International
Disability in Humanitarian Context: Views
from Affected People and Field Organisations
This report is based on the results of a global consultation
carried out in 2015 as a contribution to the World Humanitarian Summit and is intended to better identify the
changes needed for a disability inclusive humanitarian response. A total of 769 responses were collected through
three online surveys targeting persons with disabilities,
disabled people's organisations and humanitarian actors.
The results demonstrate that while most humanitarian actors pledge to target vulnerable persons in crisis time, few
of them are putting in place specific mechanisms and procedures to effectively reach to, and taking into account,
persons with disabilities in their programmes. Addressing
these challenges is a human right imperative and has also
to do with an effective implementation of principled humanitarian aid. This ambition requires changes in policies
and practices within the humanitarian community as a
whole.
Bezug: https://www.worldhumanitariansummit.org/node/
504293, https://www.worldhumanitariansummit.org/file/
504293/download/549496.
Tanvi Bhatkal/Emma Samman/Elizabeth Stuart
Leave No One Behind: The Real Bottom
Billion
This paper sets out why the leave no one behind agenda
should be a key priority in implementing the Sustainable
Development Goals in all countries and in assessing
whether or not governments have met them. It underlines
how deeply entrenched marginalisation is, how vulnerabilities often overlap to amplify multiple disadvantages,
and just how little we know about some groups that are
likely to be deprived.
Bezug: http://www.odi.org/sites/odi.org.uk/files/odi-assets/publications-opinion-files/9846.pdf.
Marie Grandisson
Community-Based Rehabilitation
Programme Evaluations: Lessons Learned
in the Field
In this paper, the authors share lessons learned on suitable evaluation strategies for community-based rehabilitation programmes through a South African programme
evaluation. At the end of the field visit, parents, staff
members and managers provided feedback anonymously
about what they liked and disliked about the evaluation,
and offered their suggestions.
Bezug: http://dcidj.org/article/view/240/184,
http://dcidj.org/article/download/240/184.
Lars Bosselmann
Dialogues on Sustainable Development:
A Disability-Inclusive Perspective
This publication with contributions from civil society, UN
agencies and EU institutions as well as disability and development organisations highlights the many commonalities between disability-inclusive development and a range
of overarching development themes. It is structured
around the three basic elements of sustainable development – economic, social and environmental sustainability
– and discusses a range of sub topics relevant to these areas.
Bezug: http://www.cbm.org/article/downloads/54741/
CBM_Inclusive_Development_Dialogues_2015.pdf.
Behinderung und internationale Entwicklung 3/2015
Disability and International Development
35
L I T E R AT U R / R E V I E W S
Susan Nicolai
Projecting Progress:
Reaching the SDGs by 2030
The report presents an analysis that begins to systematically quantify the scale of the challenge that the world has
set itself with the Sustainable Development Goals. The
authors select one target per goal – a total of 17 – and
project forward to 2030, grading them from A-F according
to how near they will be to completion in 2030. The projection is based on available information of current trends
sourced from leading institutions and own data. The resulting scorecard shows that unless significant changes
are made, none of the SDGs will be met.
Bezug: http://www.odi.org/sites/odi.org.uk/files/odiassets/publications-opinion-files/9839.pdf.
James Smith
A Systematic Literature Review of the
Quality of Evidence for Injury and
Rehabilitation Interventions in
Humanitarian Crises
This review assessed the quality of evidence that informs
injury and physical rehabilitation interventions in humanitarian crises. Peer-reviewed and grey literature sources
were assessed in a systematic manner, 46 articles met the
inclusion criteria and got examined. The article concludes
that while there is now a greater emphasis on research in
this sector, the volume of evidence remains inadequate
given the growing number of humanitarian programmes
worldwide. Further research is needed to ensure a greater
breadth and depth of understanding of the most appropriate interventions in different settings.
Bezug: International Journal of Public Health, Vol 60;
http://link.springer.com/article/10.1007/s00038-0150723-6, http://link.springer.com/content/pdf/10.1007%
2Fs00038-015-0723-6.pdf.
Behinderung und
Entwicklungszusammenarbeit e.V.
Blaues Wunder – Wie das Wasser unser Leben bestimmt. Inklusives Globales Lernen
in der Grundschule
Das inklusive Handbuch Blaues Wunder ist für die dritte
und vierte Klasse konzipiert und unterstützt mit seinen
vielfältigen und flexiblen Materialien gemeinsames Lernen
in heterogenen Gruppen. Dabei werden kreative didaktische Ideen und eine Vielfalt an methodischen Hinweisen
vorgestellt, die auf die unterschiedlichen Lernbedürfnisse
der Kinder eingehen.
Bezug:http://www.bezev.de/global-learning/
wasser-projekt.html
36
Behinderung und internationale Entwicklung 3/2015
Disability and International Development
ARTIKEL/ARTICLE
ichbindabeitrag
Weil jeder Euro hilft.
Du kannst sowieso nicht
helfen? Falsch! Such Dir
einfach Deinen monatlichen
Beitrag aus und unterstütze
damit Not leidende Kinder.
Gemeinsam verändern wir
die Welt.
Das Spendensiegel ist Zeichen
sorgfältig geprüfter Seriosität
und Spendenwürdigkeit. Es
wird der Kindernothilfe seit
1992 jährlich zuerkannt.
Behinderung und internationale Entwicklung 3/2015
Disability and International Development
Foto: Jakob Studnar
Alle Infos unter
www.ichbindabeitrag.de
37
VERANSTALTUNGEN/EVENTS
17.02. - 18.02.2016
World CSR Congress, Taj Lands End, Mumbai.
Information: http://worldcsrcongress.com/#index.
Kontakt: 402, Savoy Chambers, Dattatraya Road, Santacruz Jn., Santacruz (W),
Mumbai - 400 054, INDIA;Tel: +91 22 2660 1263, Mobile : +91 98216 88999;
Fax: +91 22 2660 2500; E-Mail : founder@worldcsrday.com; secretariat@worldcsrcongress.com.
11.04. - 13.04.2016
9th World Assembly of Disabled People's International (DPI), New Delhi, India.
Information: www.disabledpeoplesinternational.org.
Kontakt: secretariat.dpi@gmail.com.
25.04. - 26.04.2016
Pacific Rim International Conference on Disability and Diversity, Hawaii.
Information: www.pacrim.hawaii.edu/.
Kontakt: Charmaine Crockett; 1410 Lower Campus Rd., #171F
Tel: 808 956 7539; Fax: 808 956-4437, E-Mail: cccrocke@hawaii.edu.
25.04. - 27.04.2016
VIII Latin-American Congress of the Blind, Montevideo, Uruguay.
Information: www.ulacdigital.org/montevideo2016.
Kontakt: Unión Latinoamericana de Ciegos - Organización Internacional no Gubernamental, Mercedes 1327 C.P. 11100, Montevideo, Uruguay; Tel: +598 2901 9797
22; Fax: +598 2901 9797 21; E-Mail: ulac@ulacdigital.org.
23.05. - 24.05.2016
World Humanitarian Summit, Istanbul, Turkey.
Information: https://www.worldhumanitariansummit.org.
Kontakt: info@whsummit.org.
17.10. -20.10.2016
Habitat III: UN Conference on Housing and Sustainable Urban Development, Quito,
Ecuador.
Information: https://www.habitat3.org/the-new-urban-agenda/about.
38
Behinderung und internationale Entwicklung 3/2015
Disability and International Development
Schwerpunktthemen kommender Ausgaben der Zeitschrift
Focal Topics of Upcoming Issues
1/2016:
Frühkindliche Entwicklung und Inklusion/Early Child Development and Inclusion (verantwortlich/
responsible: Sabine Schäper)
2/2016:
2030 - Agenda und Inklusion/2030 Agenda and Inclusion (verantwortlich/responsible: Gabriele
Weigt)
3/2016:
10 Jahre UN-BRK: Chancen, Grenzen, Perspektiven/10 Years of the CRPD: Chances, Limits, Perspectives (verantwortlich/responsible: Christine Bruker/Isabella Bertmann)
Interessierte Autorinnen und Autoren mögen sich für nähere Informationen und unseren Leitfaden für AutorInnen bitte an die oben genannten Verantwortlichen wenden. Darüber hinaus sind Vorschläge für weitere
Schwerpunktthemen willkommen unter info@inie-inid.org.
If you are interested in contributing, please contact the respective member of the editorial board mentioned
above for more information and our Guidelines for Submissions. Moreover, we welcome ideas and suggestions for future focal topics which you can submit to our editorship at info@inie-inid.org.
Deadlines for the upcoming issues:
1/2016
2/2016
3/2016
Hauptbeiträge/Focal articles
15.10.2015
15.03.2016
15.07.2016
Kurzbeiträge/Other contributions
15.10.2015
15.03.2016
15.07.2016
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bitte informieren Sie uns unter info@inie-inid.org über eine Adressänderung bzw. wenn Sie die Zeitschrift
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Dear Reader!
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Behinderung und internationale Entwicklung 3/2015
Disability and International Development
39
Behinderung und internationale Entwicklung
Disability and International Development
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Thematik zu bieten sowie die fachliche Diskussion
zu pädagogischen, sozial- und entwicklungspolitischen sowie interkulturellen Fragen im Zusammenhang mit Behinderung in Entwicklungsländern
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The journal Disability and International Development is published three times a year since 1990,
featuring contributions in both English and German. Its objective is the scholarly and practice-oriented discourse on disability in low-income countries. The journal aims at providing a platform for
a cross-border dialogue and promoting the professional discussion of related development policy,
pedagogical/educational, socio-political and intercultural questions. Each issue is dedicated to a focal topic, complemented by single contributions on
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Behinderung und Entwicklungszusammenarbeit e.V.
Institut für inklusive Entwicklung
Wandastr. 9, 45136 Essen, Germany
Tel.: +49-(0)201/17 89 123, Fax: +49-(0)201/17 89 026
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Kindernothilfe
Misereor
Caritas International
Handicap International
Christoffel-Blindenmission
Behinderung und
Entwicklungszusammenarbeit e.V.
bezev wird gefördert aus Mitteln des Kirchlichen Entwicklungsdienstes Brot für die Welt - Evangelischer Entwicklungsdienst