Inclusion in the job: This is how participation in Ikea Mannheim is successful!

Inclusion in the job: This is how participation in Ikea Mannheim is successful!

In the current discussion about the integration of people with impairments in the labor market, the example of Julian Seppelt from Friesenheim is gaining importance. It is part of an external working group in the Mannheim furniture store and shows how the integration of people with a handicap can work into everyday work. His history stands for the challenges that many affected people experience on the labor market. According to a report on Rhine Palatinate People with impairment have great difficulty to gain a foothold, which the Ludwigshafen workshops also confirm.

The reality for many people with disabilities in working life is challenging. They are often affected by a high unemployment rate - compared to the total population, this is 11.5 % for severely disabled people, while the average is 7 %. These facts illustrate the need that both the social framework and the hiring of employers have to change. Studies also show that participation of people with disabilities is not only important for individuals, but also for society as a whole. The Federal Agency for Civic Education emphasizes that gainful employment represents the main source to secure livelihood and thus plays an important role in integration.

Positive developments and challenges

Another example of successful integration is Hanna Meißner, 34 years old, who works in the same furniture store. It ensures that products are properly granted and thus actively contributes to the smooth operation. These positive developments in the field of integration show that it is possible to involve people with impairments in the work process. Nevertheless, the question remains how sustainable this integration is and which other social measures are necessary to create the same opportunities.

The UN Convention on the Rights of Disabilities in 2009 has set itself the goal of promoting equal participation of people with disabilities. The need for qualified personnel, especially in times of a shortage of labor, could also lead to companies more open to hiring employees with impairments. Inclusion companies use around 30 % to 50 % of severely disabled people and show how diverse the potential of this group is. Loud Statista If the number of inclusion has increased recently, but the way to complete equal opportunities has been long.

Interim conclusion: On the right track, but still a lot to do

Despite existing challenges, Julian Seppelt and Hanna Meißner's experience shows that a lot can be achieved with commitment and the right support. The Ludwigshafen workshops and similar facilities play an important role. In order to guarantee continuous integration, however, comprehensive measures, targeted help and, last but not least, a positive attitude towards people with impairment in the workplace are required. The company must recognize that individual strengths not only enrich those affected, but can also have a positive effect on the entire labor market.