Ågrenska

1. Ågrenska – a centre for children, teenagers and adults with disabilities, their families and professionals Gunilla Jaeger, Ågrenska

2. Ågrenska

3. Ågrenska All our programs havebeenplanned and are carriedout in cooperation with • representatives from authorities • parental organisations/organisations for people with disabilities

4. Our programs – holisticperspective • Family program – focus on rare diseases • Adult program – focus on rare diseases • Respitecareincluding summer camps- all kinds of disabilities • Staff with disabilities– daycentre, adapted work • Personal assistance • ADHD consultant • Courses for professionals • Conferences • Projects/development

5. Whystaff with disabilities? Ågrenska´s vision includes to contribute to creatingpossibilities for an optimal life for people with disabilities - a holistic approach • Society level – influencethroughinformation/knowledge dissemination • Individuallevel – a goodjob is part of a good life

6. Ågrenska – inclusion at work Formal framework Practical work

7. Formal framework Daily occupation/daycentre responsibilityof city council Acton Support and Service & Social Insurance Act

8. Formal framework Ordinaryemployment – part of salaryfinanced by statePublic Employment Service

9. Extensive legislation 1994 Act on Support and Services for Certain Persons with FunctionalImpairments Ten rights daycentre/dailyoccupation – one of these rights

10. Act on Support and Services Comprises support to people with severedisabilities Oct 2012: almost 69 000 people ~ 0,75 % 32 000 – dailyoccupation/daycentre(10 000 – respitecare)City councils/municipalitiesare responsilble for these services

11. Formal framework Attenddailyoccupation – not employed, state ”pension” Within the public insurance system

12. Can be arranged in different ways • Arrangedby the municipalitiesthemselves • The municipalitiesbuy from otherproviders – Ågrenska one of thoseprovidersCriteria to meet - Approval from authoritiesto be permitted to runPublic procurements

13. Day centre Three peopleattend this service at Ågrenska Althoughthey are not formallyemployed they and weregard it as theirjob In everydayworking life they are part of the Ågrenska staff

14. Ordinaryemployment - Wagesubsidy • Ordinaryemployment – the employerpayssalary, taxes, insurancefees, social fees etc. • The employer gets a statewagesubsidy from the Public Employment Service

15. Ordinaryemployment - Wagesubsidy • The level of the subsidydepends on the salarycosts and the workingcapacity/ability of the person • The employercanalso get a montly ”supervisor subsidy”, almost always needed to some extent

16. Ordinaryemployment - Wagesubsidy • Renegotiatedeveryfouryears – butregarded as permanent • The level of the subsidycan be changedaccording to the development of the person

17. How to achieveinclusion?Basic values in the organisation • Respecteverybody´sequalvalue • Everybody has the right to participationin society, a goodlife • Focus on possibilities- Everybodycancontribute • Wecan make a difference

18. To achieveinclusion - Ågrenska Extra ordinarily advantageous situation: • Met people with disabilities for 25 years in our everyday work • Target groups/guests are people with all kinds of disabilities • Having work mates with disabilities comes natural for us

19. To achieveinclusion • Createpossibilities for people with disabilities to get a job, is possible in many areas • Manyemployers´ contribution is important

20. Ågrenska´sstaff with disabilities • Ten people with disabilities work daily at Ågrenska • 65 - 90% wagesubsidy • One fulltimeemployed boss/supervisor(~ 25% boss ordinarily)

21. Ågrenska´sstaff with disabilities Target groups of today are people with:Intellectualdisabilities, 5Neuropsychiatric, 4Motor, 1

22. Ågrenska´sstaff with disabilities • All tasks are adapted to the individual´spossibilities and needs, creatingpossibilities to succeed is essential • Meaningful and age relevant tasks, neccessaryand important • Everyoneparticipates in our social context, according to theirownwishese.g. is invited and urged to take part in events for the staff, like meetings, study visits, trips, parties, after work

23. Ågrenska´sstaffwith disabilities Tasks within the Ågrenska service and support sector, e.gkitchen, cleaning, gardening, caretaking, telephoneswitchboard, mail order service

24. Tasks – telephoneswitchboard answering all incomingcalls, switching to the right person,distributingincomingmailintoeverybody´s post box,handling frankingmachinedocumentdestruction

25. Tasks - kitchen organising and carryingoutdishwashing, putting intocupboards, cleaningtables,making sallad, coffee

26. Tasks - gardening lawnmowing, cutting bushes, planting, burning lumber, branches, leaves

27. Tasks – caretaking painting, car and boat washing arrangefurniture for different occasions outdoorarrangements/constructions for events

28. Tasks – caretaking shovelling the snowawaychoppingfirewood

29. Adaptions for people with intellectual and neuropsychiatricdisabilities Structureddays – routines:short morning meeting – info about the tasks,individually adapted written instructions at the workingplace or a small pocket paper slip

30. Adaptions for people with intellectual and neuropsychiatricdisabilities A physicallyfacilitatingenvironment, clear, logic, easy to understand and rememberevery activity has itsownplace

31. Adaptions for people with intellectual and neuropsychiatricdisabilities Somepeople like monotonous tasks, otherswant a lot of change– like all of us!

32. Adaptions - inclusion Routines make it possible for people with disabilities to performordinary, necessary tasks otherwiseperformed by someoneelse

33. Adaptions - inclusion Workingtogetherfacilitates social relations, essential for a good life

34. How to facilitatecommunication - intellectual and neuropsychiatricdisabilities? • Useshort, simple, clearinstructions • One separate instruction at a time • No ambiguous words or expressions- some people understand literally

35. Howto facilitatecommunication – neuropsychiatricdisabilities? Esp for neuropsychiatric problems: • Facts – straight to the point– no social euphemisms • Don´t rely on gestures and mimicry

36. Otherneeds - arrangements Interviews with adults with different diagnoses - needsrealisticchoiceslong term thinking

37. Otherneeds - arrangements Shortstature working positionfrequentlyusedobjectswithinreachsmall stool to stand onavoidlifting heavy things

38. Otherneeds - arrangements Vision problems extra light computer magnification program computer keyboard with big letters adjustable screen fasteningdevice – (avoidleaning forward, bad working position, muscle problems) sunglasses

39. Otherneeds - arrangements Hearing impairments no group instructions - surroundingnoise no noisyenvironment, earplugs disturbingnoise is tiresome – achieves less

40. Otherneeds - arrangements Unilateral problems eg from cerebral palsy, dysmelia, accidents Beware of the risk of getting strain injuries from over-usinge.g the working arm

41. Otherneeds - arrangements Fatigue flexible workinghours shelteredplace for rest duringdaytime (if tasks allowand if not working full time)

42. The informed patient /individual- adapted, accessible and correct information about rare diseases Background an abundance of information on the internet of unknown quality makes it even more difficult for people with cognitive disabilities to get access to purposeful information

43. The informed patient /individual- adapted, accessible and correct information about rare diseases Purpose enable people with cognitive disabilities make informed decisions concerning their lives

44. The informed patient /individual- adapted, accessible and correct information about rare diseases Beingrealisticwhenchoosingeducation/profession – alsosome parental responsibility to helpguiding

45. The informed patient /individual- adapted, accessible and correct information about rare diseases Methods rewrite texts of existing documentation into easily comprehensible texts in cooperation with representativeswith the diagnoses andwith medical experts

46. The informed patient /individual- adapted, accessible and correct information about rare diseases Neurofibromatosis 22q11 deletion syndrome Klinefelter, Noonan, William syndromes www.agrenska.se

47. To achieveinclusion- tips to employers • Investigate the formal aspects and rules - taking social responsibility must be affordable for an employer • Do not idealise, be aware of and accept that it will require some effort and work

48. To achieveinclusion- tips to employers • The staff needs to accept that people have different possibilities,people are alike and different, but we are all human beings with equal value and a right to participation in society and a good life

49. To achieveinclusion- tips to employers • Equalvaluedoes not mean that everybodyshall be treated in the same way, but with respect and according to theirpossibilities

50. To achieveinclusion- tips to employers • Consider the possibility to employ more than one person with a disability Is there a special department with more suitable tasks? A supervisor/boss/contact person important