Reccommendations for Policy Makers

• One of the most complex challenges to face concerns the transition from sheltered employment to supported employment in the general labor market. It is necessary that this step is supported more and better so that the efforts sustained in this phase of transition are not in vain; 

• There are big differences in the various European countries and the labor market differently open to the inclusion of people with disabilities. It is important, however, that the quota system is supported and, if possible, reinforced. The employment quota reserved for people with disabilities and the support to organizations that employ people with disabilities are two fundamental elements, without which the employment inclusion of people with disabilities becomes extremely difficult to realize; 

• The role of the job coach varies greatly from country to country. Nevertheless, there are some common characteristics, one of which is the extreme flexibility that this role implies, from the point of view of the competences and of the actions put in place, but also from the point of view of schedules, of the hierarchical position, of the position within the network of professionals, etc. It is important that such a complex role is supported by the necessary tools, continuous professional updating. It is important that the Job Coach is not left alone to play such a delicate role; 

• Administrative tasks (including those related to the new privacy legislation) require a huge investment of time, subtracting energy and resources to direct intervention with customers and companies. It is important that the administrative part is simplified or that at least the Job Coaches have the tools (also digital) to speed up the most strictly bureaucratic tasks; 

• Internships can be a very effective tool for the job placement of people with disabilities. For this reason they must be supported economically and with appropriate regulations. At the same time internships are very difficult to evaluate. Therefore, shared tools are needed to help implement their evaluation; 

• Assessment represents a phase shared by all the organizations, even if there is still a difference in the instruments used or a different use of the common tools (ICF for example). It is necessary that moments of exchange and comparison are dedicated to this specific topic; 

• Even if the digitalisation and use of digital tools is spreading in this field of work too, the level of knowledge of these new possibilities and tools is very different in the different countries and organizations. It is necessary to support the exchange of existing digital tools and develop new tools designed specifically for job coaches and their intervention;