A103 a qualitative survey focuses the perspective of employees in sheltered workshops on participation and recognition

1. Participation in working life? – Sheltered
workshops from the perspective of
handicapped employees
Edinburgh, 26 October, 2016

2. Seite 2
1. Background and theoretical basis
2. Question and methodological approach
3. Results and conclusion
Structure
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• In Germany about 300.000 persons with disabilities receive
benefits in sheltered workshops to participate in working life –
with upward trend (cf. BAG WfbM 2015).
• Succesful transitions from sheltered workshops to labour
market are under 1% a year (cf. Detmar et al. 2008;
Schachler 2014).
• Sheltered workshops are in conflict with Art. 27 CRPD (cf.
United Nations 2015).
1. Background
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• Sociological knowledge about the impact of work (cf. Jahoda 1983; Morgenroth
2003; Promberger 2008)
• Participation approach (cf. Bartelheimer 2010)
• Recognition theory (cf. Honneth 1994)
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1. Theoretical foundation

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Which effect does working in sheltered workshops have on
the employees‘ perception of social participation and
recognition?“
2. Question
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• Explorative research study to survey the perspectives of employees
in sheltered workshops
• 20 problem centered interviews (cf. Witzel 2000), analysed and
categorized
• Generation of types (vgl. Kluge 1999; Kelle/Kluge 2010)
2. Method
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Opinions and attitudes of employees in sheltered workshops
• Concepts of a good life correlate with majority of population.
• Work plays a decisive part in life and is regarded as meaningful and structuring.
• Within the sheltered workshop employees receive recognition for the working
performance they contribute.
• Employees had little or no influence on the decision of joining a shelterd
workshop.
3. Results
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• Very often they are not self-determined concerning their
vocational choice and they are inexperienced
concerning the common labour market.
• Employees undervalue their own competences and
working in the sheltered workshop in contrast to an
occupation on the common labour market.

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Perceptions of employees
• Perception of belonging to working society when being occupied in a sheltered
workshop is ambivalent.
• Beyond sheltered workshops employees often report on experiences of
contempt.
• Despite their occupation in the workshop employees perceive themselves as
recipients of benefits.
• Recognition is experienced concerning rights that are taken for granted by adult
people
• By using an “institutional attribution“ (cf. König 2014, 425) regarding sheltered
workshops, the status is defined by “being disabled“
 An occupation in a sheltered workshop can be stigmatizing!
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Inside and Outside
• Negative experience regarding the common labour market lead to a feeling of
discrepancy between people with and without disabilities, which is also
intensified by the special form of employment in sheltered workshops.
• Due to negative reactions employees often regard themselves as a special
group – consequently a feeling of shame and tendencies of withdrawal occur.
• Identification with workshop employees resp. persons with disabilities
increases with the quantity of being involved in benefits of integration support.
 There is a feeling of exclusion and isolation. Consequently, an “inside
and an outside“ emerge. Social contacts are often limited.
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• Type 1- employees have come to terms with the institution.
• They take advantage of the sheltered environment and available conveniences.
• Employees mainly socialise with fellow employees in the sheltered workshop.
• Frank dealings with workshop employment only with confidants.
• Advisors and contact persons are members of their family or staff of facilities for
the disabled people.
• Awareness of negative perception of workshop employment by strangers.
• Very often an employment on the common labour market was unsuccessful
therefore it is rated negatively.
Type 1: resigned-content
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• Type 2-employes are uncontent with their workshop employment and the
resulting living conditions.
• CV is mainly characterized by institutions for the disabled people.
• Employment in sheltered workshops is regarded as stigmatizing since disability
becomes clearly visible.
• Employees experienced contempt and discrimination inside and outside of the
sheltered workshop .
• Participation in working society is not received.
• No perception of belonging to people without disablities.
• Demand for participation of people with disabilities on the common labour
market.
Type 2: uncontent
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• Employment in the sheltered workshop causes a feeling/perception of
participation in work life.
• At the same time type 3 – employees have experiences inside and outside the
sheltered workshop; experiences which query participation in work life.
• Despite a critical attitude concerning sheltered workshops there is also a deep
identification with these.
• Experience of belonging to persons and groups outside the sheltered
workshop.
• The access to the common labour market as well as gaining experiences there
is rated high even though there is no first-hand experience.
• An interim solution of an employment in the sheltered workshop and on the
common labour market is intended for the personal vocational future.
Type 3: critical-ambivalent
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• Type 4a-employees are convinced that sheltered workshops with their
protective setting offer a particularly suitable employment for persons with
disabilities.
• Very often these persons have negative experience on the common labour
market.
• From the employees point of view the sheltered workshop provides a
reasonable workload and sufficient possiblities of withdrawal after excessive
demand on the common labour market .
• Image of a positive and recognized workshop employment exists.
• There is a feeling of belonging to other persons with disabilities.
Type 4a: convinced
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• Type 4b is largely identical to Type 4a.
• Mostly type 4b-employees have not joined the sheltered workshop for a long
time.
• The majority is between 20 and 30 years old.
• Future plans outside the sheltered workshop (still) exist.
• Impression is created that future plans fade with increasing duration of
employment in the sheltered workshop.
Type 4b: temporarily convinced
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• Sheltered workshops are a makeshift only, which can compensate some negative
consequences of a lack of gainful employment. At the same time sheltered
workshops prevent resp. interfere an access to the labour market.
• Persons in sheltered workshops (especially in combination with different benefits
of integration support) are at risk of experiencing participation in exklusive
separate worlds.
• Opportunities of the transition from sheltered workshops as well as a preferably
accessible entry into the common labour market are to be established.
• Experience on the common labour market influences wishes for a vocational
future – job biographies decide on assessment of sheltered workshop.
• First impressions of the employees‘ point of view, opportunities to survey these
extensively and prove the gained findings.
• Results contribute to research on participation, which captures the perspectives
of the persons concerned and supports participation.
• Results make a contribution to the organisation/structuring of future benefits
concerning participation in work life.
6. Conclusion
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