Publication: Türkiye’ de insan kaynakları açısından sakatlık ve sakatların istihdamı
Abstract
Birçok sakat insan çalışabilir ve çalışmayı istemektedir. Buna rağmen, genellikle gözardı edilirler. İşsizlik diğer tüm gruplarla kıyaslandığında, dünyadaki 386 milyon çalışma çağındaki sakat insan arasında bazı ülkelerde görülen %80 işsizlik oranıyla çok daha yaygındır. Sonuç olarak ta bir çok sakat insan yoksullukla yaşamakta ve bunların potansiyel katılımları da kayıptır (hem ailelerine, işverenlere hem de bütün olarak topluma). Bu problem muhtemelen gelecekte de artarak sürecektir. Çünkü, toplumdaki yaşlıların oranı giderek artmaktadır, hormonlu gıdalar ve hastalıklar gelişmekte olan ülkelerde devam etmektedir. HIV/ AIDS yaygınlaşmakta ve askeri atıkların ve patlamamış mayınların oluşturduğu risk devam etmektedir. 20. yüzyılın son çeyreği sakatlarla ilgili yasalar ve politikalar konusunda belirgin değişikliklere şahit olmuştur. Birçok hükümet sakatların topluma katılımını sağlamak için sakat insanların haklarını gözeten politikalar benimsediler. Bunlar arasında, yasalarla desteklenen sakatlar için çalışma fırsatlarının arttırılması da bulunmaktadır. Bazı ülkelerde belli özellikteki firmalar için belli sayı ve özellikteki sakat işçiyi çalıştırma zorunluluğu getiren, kota uygulaması kabul edilmiştir. Eğer işverenler bu yükümlülüğü yerine getirmezler ise, kaynakları sakatların eğitimi ve rehabilitasyonu için harcanmak üzere kurulmuş bir fona ceza ödemek zorunda kalırlar. Diğer ülkelerde ise ayrımcılık-karşıtı veya istihdamda eşitlik yasaları kabul edilir ki, bu da işverenlerin işe alırken, terfi ettirirken, işten atarken sakatlığı baz alarak ayrımcılık yapmalarını yasalara aykırı sayar. Artan bir şekilde görülmektedir ki, sakatların hem işverenlerinin yatırımlarına hem de ulusal ekonomiye sağlayacakları değerli katkılar bulunmaktadır. Ancak bu katkının sağlanabilmesi için işverenlerin desteğini yanına alması şarttır. İşyerinde sakatların yönetimi adına olumlu bir stratejinin varolması, işverenlerin sakat çalışanlarının sahip olduğu potansiyelden çeşitli şekillerde yararlanmasına olanak sağlar.
Many people with disabilities can and want to work, yet they are frequently excluded. Unemployment among the world's 386 million disabled people of working age is far higher than for other working age individuals, with rates of up to 80 per cent reported in some countries. As a result, many disabled people live in poverty, and their potential contribution is lost - to their families, to employers and to society as a whole. The problem is likely to increase in scope in the future, with the growing incidence of disability arising from such factors as: the increase in the proportion of older people in the population; armed conflict and its legacy in the form of unexploded ordnance, such as landmines; the persistence of malnutrition and disease in developing countries; and the spread of HIV/ AIDS. Disabilities resulting from the HIV/ AIDS epidemic have already given rise to major problems of employment and income generation which are felt at every level - by individuals, communities, employers and governments. The last decades of the twentieth century witnessed significant changes in the legal and policy frameworks concerning disabilities in countries around the world. Many governments have adopted policies which aim to promote the rights of people with disabilities to participate as fully as possible in society. These include policies to improve employment opportunities for people with disabilities which are frequently backed by legislation. In some countries, this comprises legislation or regulations which require employers to reserve a certain proportion of jobs for people with recognized disabilities - generally referred to as quota legislation. Other countries have introduced anti-discrimination or employment equity laws which which make it unlawful for employers to discriminate on the basis of disability in recruitment, promotion, dismissal and other aspects of employment. It is increasingly recognized that disabled people have a valuable contribution to make to the performance of their employers' enterprises and to the national economy. The support of employers is central in making it possible for them to do so. Having a positive strategy on managing disability in the workplace enables employers to benefit from the potential of disabled workers in a variety of ways.
Many people with disabilities can and want to work, yet they are frequently excluded. Unemployment among the world's 386 million disabled people of working age is far higher than for other working age individuals, with rates of up to 80 per cent reported in some countries. As a result, many disabled people live in poverty, and their potential contribution is lost - to their families, to employers and to society as a whole. The problem is likely to increase in scope in the future, with the growing incidence of disability arising from such factors as: the increase in the proportion of older people in the population; armed conflict and its legacy in the form of unexploded ordnance, such as landmines; the persistence of malnutrition and disease in developing countries; and the spread of HIV/ AIDS. Disabilities resulting from the HIV/ AIDS epidemic have already given rise to major problems of employment and income generation which are felt at every level - by individuals, communities, employers and governments. The last decades of the twentieth century witnessed significant changes in the legal and policy frameworks concerning disabilities in countries around the world. Many governments have adopted policies which aim to promote the rights of people with disabilities to participate as fully as possible in society. These include policies to improve employment opportunities for people with disabilities which are frequently backed by legislation. In some countries, this comprises legislation or regulations which require employers to reserve a certain proportion of jobs for people with recognized disabilities - generally referred to as quota legislation. Other countries have introduced anti-discrimination or employment equity laws which which make it unlawful for employers to discriminate on the basis of disability in recruitment, promotion, dismissal and other aspects of employment. It is increasingly recognized that disabled people have a valuable contribution to make to the performance of their employers' enterprises and to the national economy. The support of employers is central in making it possible for them to do so. Having a positive strategy on managing disability in the workplace enables employers to benefit from the potential of disabled workers in a variety of ways.