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Discrimination and Access to Employment for Female Workers with Disabilities

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DIRECTORATE-GENERAL FOR INTERNAL POLICIES

POLICY DEPARTMENT A: ECONOMIC AND SCIENTIFIC POLICY

Study on Discrimination and Access to Employment for Female Workers

with Disabilities

Case Study: ITALY

IP/A/EMPL/2016-20 March 2017

PE 602.067 EN

Policy Department A: Economic and scientific policy

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This document was requested by the European Parliament's Committee on Employment and Social Affairs. AUTHORS

Istituto per la Ricerca Sociale (IRS): Manuela Samek LODOVICI, Project Leader Nicola ORLANDO, Operative coordinator

Research Team Daniela LOI, Serena Marianna DRUFUCA, Nicola ORLANDO, Flavia PESCE.

Country experts: Denmark: Bent GREVE - University of Roskilde France: Anne EYDOUX - CNAM Germany: Flavia PESCE - IRS Italy: Flavia PESCE - IRS Poland: Malgorzata GRABAREK and Izabela PRZYBYSZ - ISP Spain: Elvira GONZÁLEZ GAGO and Nuria GUILLÓ RODRÍGUEZ - Abay Analistas UK: Kari P HADJIVASSILIOU and Chiara MANZONI - IES

RESPONSIBLE ADMINISTRATOR

Dr. Marion SCHMID-DRÜNER

EDITORIAL ASSISTANT

Laurent HAMERS

LINGUISTIC VERSIONS

Original: EN

ABOUT THE EDITOR

Policy departments provide in-house and external expertise to support EP committees and other parliamentary bodies in shaping legislation and exercising democratic scrutiny over EU internal policies. To contact Policy Department A or to subscribe to its newsletter please write to: Policy Department A: Economic and Scientific Policy European Parliament B-1047 Brussels E-mail: [email protected] Manuscript completed in June 2017 © European Union, 2017 This document is available on the Internet at: http://www.europarl.europa.eu/supporting-analyses DISCLAIMER The opinions expressed in this document are the sole responsibility of the author and do not necessarily represent the official position of the European Parliament. Reproduction and translation for non-commercial purposes are authorised, provided the source is acknowledged and the publisher is given prior notice and sent a copy.

mailto:[email protected]

http://www.europarl.europa.eu/supporting-analyses

http://www.europarl.europa.eu/supporting-analyses


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TABLE OF CONTENTS EXECUTIVE SUMMARY 5

1. INTRODUCTION 6

2. THE NATIONAL DEBATE ON THE CONCEPT AND DEFINITION OF ‘MULTIPLE DISCRIMINATION’ IN RELATION TO ACCESS TO EMPLOYMENT FOR WOMEN WITH DISABILITIES 7

2.1 Two perspectives of disability and gender 7

2.2 Awareness-raising on multiple discrimination 7

3. THE SOCIO-ECONOMIC CONDITIONS OF DISABLED WOMEN IN THE COUNTRY 9

3.1 The situation of women with disabilities in Italy on the basis of European statistics: education and labour market conditions 9

3.2 The socio-economic situation of women with disabilities 12

3.3 A focus on access to employment by women with disabilities on the basis of national data 13

4. THE NATIONAL LEGAL AND POLICY FRAMEWORK ON DISABILITY AND EMPLOYMENT IN A GENDER PERSPECTIVE, AND EFFECTIVENESS IN ADDRESSING INTERSECTORAL DISCRIMINATION 15

4.1 Legal framework 15

4.2 Policy framework 17

4.2.1 The UN Convention on the rights of persons with disabilities 17 4.2.2 Equal opportunities and Employment Equality Act from 2009 19 4.2.3 Guarantee Committee for Equal Opportunities, Employee Wellbeing and Non-Discrimination at Work 19 4.2.4 Resources intended for work integration of persons with disabilities 19

4.3 The role of the European Structural Funds (ESF) 20

5. EXAMPLES OF GOOD PRACTICES 24

6. CURRENT AND FUTURE POLICY CHALLENGES ACCORDING TO NATIONAL STAKEHOLDERS 27

7. CONCLUSIONS AND POLICY IMPLICATIONS 29

7.1 Conclusions 29

7.2 Policy implications 30

ANNEXES 31

ANNEX I – LISTS OF DOCUMENTS CONSIDERED 31

ANNEX II - LIST OF STAKEHOLDERS INTERVIEWED 34

ANNEX III – ADDITIONAL TABLES/FIGURES 35


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Main study : http://www.europarl.europa.eu/RegData/etudes/STUD/2017/602067/IPOL_STU(2017)602067_EN.pdf Annexes 1 2 3 4: http://www.europarl.europa.eu/RegData/etudes/STUD/2017/602067/IPOL_STU(2017)602067(ANN01)_EN.pdf Spain Case Study: http://www.europarl.europa.eu/RegData/etudes/STUD/2017/602067/IPOL_STU(2017)602067(ANN02)_EN.pdf Italy Case Study: http://www.europarl.europa.eu/RegData/etudes/STUD/2017/602067/IPOL_STU(2017)602067(ANN03)_EN.pdf Poland Case Study: http://www.europarl.europa.eu/RegData/etudes/STUD/2017/602067/IPOL_STU(2017)602067(ANN04)_EN.pdf UK Case Study: http://www.europarl.europa.eu/RegData/etudes/STUD/2017/602067/IPOL_STU(2017)602067(ANN05)_EN.pdf Germany Case Study: http://www.europarl.europa.eu/RegData/etudes/STUD/2017/602067/IPOL_STU(2017)602067(ANN06)_EN.pdf Denmark Case Study: http://www.europarl.europa.eu/RegData/etudes/STUD/2017/602067/IPOL_STU(2017)602067(ANN07)_EN.pdf France Case Study: http://www.europarl.europa.eu/RegData/etudes/STUD/2017/602067/IPOL_STU(2017)602067(ANN08)_EN.pdf

http://www.europarl.europa.eu/RegData/etudes/STUD/2017/602067/IPOL_STU(2017)602067_EN.pdf

http://www.europarl.europa.eu/RegData/etudes/STUD/2017/602067/IPOL_STU(2017)602067_EN.pdf

http://www.europarl.europa.eu/RegData/etudes/STUD/2017/602067/IPOL_STU(2017)602067(ANN01)_EN.pdf

















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EXECUTIVE SUMMARY Data regarding the socio-economic condition of women with disabilities in Italy clearly highlight that they have more difficulty in accessing employment. They are also at greater risk of poverty and social exclusion than both women without disabilities, and men with and without disabilities.

However, the issue of multiple discrimination that they suffer is still considered to be marginal at the political and academic levels, and it is not fully explored.

The ratification of the UN Convention on the rights of persons with disabilities – clearly introducing a gender approach – has nonetheless helped the increased interest, especially in the associations dealing with disabilities. In the last few years this has opened up the possibility of local debates on the intersections between gender and disabilities.

However, in Italy a real integration of the gender perspective in policies regarding disabilities is still missing on the whole; policies do not take into consideration the specific conditions and needs of women with disabilities. Also, legislation is considered to be ‘neutral’ in most cases. An exception is Law 18/2009, which ratifies the UN Convention on the rights of persons with disabilities. The Decree of Law 216/2003 is another, which, according to a European Directive, reinforces the ban on discrimination for people with disabilities in the work environment.

Therefore, the challenges that Italy has to face concerning women with disabilities and their equal opportunities in the access to, and permanence in the labour market, are quite different. Three particular needs are identified:

• First, a cultural challenge aimed at informing people and making them aware of the multiple discrimination that disabled women suffer. This applies both to the political and business worlds, creating, in the population as a whole and in schools in particular, specific instances of awareness and debate.

• Second, the availability of administrative and statistical data on the social status and professions of disabled people by sex. These data – reflecting characteristics and needs of women with disabilities – might represent an adequate base for the orientation of supporting interventions and active working policies.

• Last, a revision in the governance system of the public employment services related to the integration of people with disabilities in the labour market. These services are considered to be inadequate to match ‘the right’ disabled person to ‘the right working place’, due to the recurrent deficiency of specific competences for profiling and matching, and a true knowledge of disabled (women)’s particular needs. It will thus be necessary to increase investments – both at human and financial levels.


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1. INTRODUCTION The present case study is aimed at gathering data and information for the purpose of discussing if and how the problem of multiple discrimination experienced by women with disabilities, with specific regard to the access to labour market, is dealt with in Italy.

The case study has been carried out through the following:

i) A desk research on existing literature, research and evaluation, laws and main documents regarding national policy (including structural funds). Websites of the main institutions and associations for disabled people have also been considered as well as available statistical and administrative data.

ii) Interviews with representatives of the main institutional stakeholders, representatives from associations and social partners of people with disabilities (see Annex II).

Chapter 2 presents an overview of the existing debate in Italy on the issue of multiple discrimination. It includes the specific issue of difficulties that women with disabilities experience in their integration into the labour market. Chapter 3 illustrates the socio-economic condition of disabled women using available statistical data both at national and European level. Chapter 4 presents the legal and policy framework with regard to the integration of women with disabilities in the labour market, paying particular attention to the role of the European Funds. Chapter 5 identifies some good practices. Chapter 6 presents the main challenges Italy has to face in the near future as identified by interviewed stakeholders and finally, Chapter 7 summarises conclusions and policy implications.


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2. THE NATIONAL DEBATE ON THE CONCEPT AND DEFINITION OF ‘MULTIPLE DISCRIMINATION’ IN RELATION TO ACCESS TO EMPLOYMENT FOR WOMEN WITH DISABILITIES

In Italy the issue of multiple discrimination experienced by women with disabilities has always been marginal to the political and institutional debate. It has never raised enough interest even in the academic world, through specific studies on disability and gender.

2.1 Disability and gender as two separate issues In Italian scientific literature1, disability and gender have always been considered as separate issues despite the many contact points and the advantages of an integration of the two2. Gender studies have generally not taken into consideration the issue of disability and, at the same time, the ideas promoted by associations working on the issue of disability have only rarely and recently been associated to gender.

The reasons are many, and generally fall under two issues: On the one hand, there is a common tendency to consider the world of disability as an undifferentiated one, ignoring the differences between the needs of women and men with disabilities. On the other hand, the approach followed by the feminist movement to convey the image of a strong, powerful and competent woman, has resulted in the exclusion of disabled women from the movement. Such women have been perceived as needy and passive, and thus closer to the image of the ‘traditional’ woman stereotype (DPI-CND, 2012)3.

In this regard, the passage from a medical paradigm to a social model of disability does not exclusively focus on deficiencies at the individual level. It also introduces a more global vision based on the interaction between people with disabilities and the society in which the person lives. This has undoubtedly favoured a change towards a more intense dialogue between the two perspectives, and to a higher attention on gender issues when talking about disabilities4. A strong impetus for the debate on the issue of multiple discrimination came from the UN Convention on the rights of persons with disabilities, ratified in Italy in 2009. For the first time, the Convention clearly stresses the issue of multiple discrimination and indirectly refers to the condition of invisibility that historically has been particular to women with disabilities. It also calls on EU Member States to adopt all the necessary measures aimed to ensure ‘full and equal enjoyment of all human rights and basic freedom by women and girls with disabilities’ (UN Convention art. 6).

2.2 Awareness-raising on multiple discrimination Some of the associations dealing with disability have more recently started to change their attitude and, in a few cases, groups of women with disabilities have become more powerful within those associations. For example, the working group Disability from a gender perspective created within the Federazione Italiana per il Superamento dell'Handicap (Italian Federation for Overcoming Handicap) – FISH – and the Gruppo donne UILDM (UILDM Women’s Group)5 – Unione Italiana Lotta alla Distrofia Muscolare are still active.

1 See, for example, Malaguti, 2011. 2 Garland-Thomson, 2002. 3 ‘Thus, the woman with disabilities, always perceived as inadequate to fulfill the traditional role of mother, wife,

housewife and lover, are also considered inadequate to cover the new roles in a productivity and look-oriented society’ (Barbuto et al., 2006).

4 Malaguti, 2011. 5 http://www.uildm.org/gruppodonne/

http://www.uildm.org/gruppodonne/


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Their aim is to promote the culture of gender difference in an inclusive perspective, and equal opportunities for women with disabilities in all aspects of their life6.

Multiple discrimination for women with disabilities7 has thus become the subject of discussion and awareness-raising both regionally and locally8, often promoted and attended by the associations of disabled persons and by equality representatives at national and local level9. These discussions have been mainly focused on the risk of violence that women with disabilities suffer10. However, they include the difficulties that women with disabilities meet when they wish to escape social isolation11, or seek access to the labour market. Opportunities to advance in their career is also seen as challenging, reflected in the extremely limited numbers of women with disabilities in top positions, in both national institutions and the commercial world12.

Although the debate has started, the concept of multiple and intersectional discrimination is also still largely missing from Italian judicial culture13.The lack of a clear discipline when dealing with intersectional issues, a shortfall of interest by the doctrine, the lack of knowledge by lawyers and judges on such issues, and the difficulties by the applicants to supply evidence are, in fact, all elements that contribute to the difficulty suffered by the concept of multiple discrimination to assert itself within the Italian Legal System14.

6 DPI-CND, 2012. 7 See also Italian Disability Forum, 2016. 8 Worthy of mention are, for example: the Convention Dal diritto all'opportunità: disabilità e discriminazione di

genere (From Right to Opportunity: disability and gender discrimination) held in Bologna on 3 December 2007, during the UN day for the rights of people with disabilities, and the European Year for Equal Opportunities for all; the seminar DONNE e LAVORO: le discriminazioni multiple (WOMEN and EMPLOYMENT: multiple discrimination on 15 April 2009 in Turin; the meeting La doppia discriminazione delle donne con disabilità (The double discrimination of women with disabilities) on 17 May 2012 in Milan; the Round Table La donna, il lavoro, la disabilità (Women, work and disability) on 9 March 2013 in Verona; the Intervention on multiple discriminations of women with disabilities by the Equal Councilwoman from the Province of Varese during the 3rd National Convention on ‘Down people, new visions and possible utopias’ on 18 October 2013 in Varese.

9 The activities promoted by the Province of Bologna together with the Municipalities during the mandate 2004–2009 included specific projects on disability and equal opportunities. In particular, the Municipality of Bologna, whenever possible, since 2007 has provided data disaggregated by sex in its monitoring activities concerning services for people with disabilities, in order to compare women with and without disabilities participating in training courses and pinpoint differences and specific factors reinforcing the multiple discrimination experienced by women with disabilities in terms of professional training (see Bianchi, 2009).

10 Please be reminded of the recent survey on the issue of violence on women with disabilities published in the monthly magazine SuperAbile by Inail (Patete, 2017) and other projects on the same issue among which, the Aurora Project in the year 2013/14 (http://www.associazionefrida.it/progetti/aurora-donne-violenza-disabilita) and the ‘ Disabled Girl and Women – Victims of Violence – awareness raising campaign and call for action’ created by DPI-Italy for the Programme Daphne 2000–2003 (http://www.dpitalia.org//?s=violenza).

11 Squillaci, 2011. 12 Worthy of mention is the investigation published by Inail in the monthly magazine SuperAbile, March 2013. https://www.superabile.it/cs/superabile/lavoro/donna-e-disabile-una-vita-allinsegna-della-discriminazione-

m.html; https://www.superabile.it/cs/superabile/lavoro/parita-uomodonna-italia-all80-posto-ancora-piu-svantaggiata.html.

13 Bello, 2015. 14 Carnovali S., 2016.

http://www.associazionefrida.it/progetti/aurora-donne-violenza-disabilita

https://www.superabile.it/cs/superabile/lavoro/donna-e-disabile-una-vita-allinsegna-della-discriminazione-m.html

https://www.superabile.it/cs/superabile/lavoro/donna-e-disabile-una-vita-allinsegna-della-discriminazione-m.html


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3. THE SOCIO-ECONOMIC CONDITIONS OF DISABLED WOMEN IN THE COUNTRY

In 2013 people with major functional disabilities (people declaring a significant difficulty in managing physical functions or daily functions) aged 15 and over were about 3.1 million, of which 67 % were women. People with minor functional impairments, permanent disability and/or chronic pathologies totalled over 10 million, out of which 51 % were women, as shown in Table A1 (see Annex III)15.

3.1 The situation of women with disabilities in Italy on the basis of European statistics: education and labour market conditions

Data available from the 2011 ad hoc module of the European Labour Force Survey (EU LFS) points out that in Italy, women with disabilities have a lower education attainment than women without disabilities. About 60 % of women between 15 and 64 years old having a basic activity difficulty (seeing, hearing, walking and communication) attained only pre-primary, primary and lower secondary education levels, compared to around 42 % of women without these difficulties. The disability gap is 18 percentage points (p.p.) against 12.7 p.p. in EU 28, while there is not a significant gender gap (1.9 p.p.). The share of women with a low level of education among those with limitation in work caused by a health condition and/or difficulties in basic activities16 is 62.5 %, with a disability gap17 of 20.3 p.p. and a gender gap18 of 3 p.p. (Annex 219 Tables 7a and 7b).

From a gender perspective, in Italy women with disabilities are more highly educated and less susceptible to early school leaving than men with disabilities, compared to the population without disabilities. In Italy 12.4 % of women with a basic activity difficulty and 14.5 % of women with an employment disability have a tertiary educational level compared to only 5.6 % and 8.7 % of men with the same difficulties respectively, as well as about 25 % of women without disabilities (Annex 2 Table 8a). The rate of early school leavers from education and training among women with disabilities (for both the disability definitions used) is about 29 %, with a gender gap of about 16 p.p. (more than double than the EU28 average) and a disability gap of about 14.6 % (Annex 2 Tables 6a and 6b).

At the same time, young women with disabilities are also more likely than men with disabilities and women without disabilities to be ‘not in education, employment or training’ (NEET). The NEET rate of women having a basic activity difficulty is 44.4 % compared to 36.5 % of men with the same disability and 27.2 % of women without disabilities, with a gender gap of -7.9 p.p. (-2.8 in the EU28) and a disability gap of 17.2 p.p. (12.8 in the EU28) (Annex 2 Tables 15a and 15b).

More generally, women with disabilities in Italy are experiencing a double disadvantaged condition in access to the labour market with fewer opportunities to

15 Istat 2015. Istat (Italian National Statistics Institute) (thanks to a convention that entered into force in 2011

with the Ministry of Labour and Social Affairs, with the contribution of the National Observatory on the conditions of people with disabilities) carried out in 2012–2013 a study – within the investigation ‘Health Conditions and use of Health Services’ – which included people with functional limitations, disability or chronic pathologies in life contexts, such as school, work, mobility, free time, relations, etc. The study was aimed at supplying estimates on how much and in which specific contexts the interaction between health-related problems and environmental factors are responsible for a reduced social life. This is, therefore, not administrative data, but actually an estimate based on self-perception of the conditions and levels of disability by the respondents.

16 With reference to the two definitions of disability used in the European ad hoc module Labour Force Survey (EU LFS).

17 The difference between women with disabilities and women without disabilities. 18 The difference between men with disabilities and women with disabilities. 19 With Annex 2 we indicate Annex 2 of the main study.

http://ec.europa.eu/eurostat/statistics-explained/index.php/Glossary:Pre-primary_education

http://ec.europa.eu/eurostat/statistics-explained/index.php/Glossary:Primary_education

http://ec.europa.eu/eurostat/statistics-explained/index.php/Glossary:Labour_force_survey_(LFS)

http://ec.europa.eu/eurostat/statistics-explained/index.php/Glossary:Labour_force_survey_(LFS)


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find a job than women without disabilities (who are already in a more disadvantaged position than men) but also fewer than men with disabilities20.

Data from the ad hoc module by the European Labour Force Survey (EU LFS) on women with disabilities point out that in 2011 the employment rate for women with basic activity disabilities aged 15–64 was 38.1 %, against 54.7 % for men with similar disabilities and 48.2 % of women without disabilities. For women with disabilities due to long-term health issues and/or difficulties in basic activities, the employment rate drops to 31 % against 44.6 % of men in similar conditions and 48.6 % of women without these difficulties, with the highest gender gap among all EU28 countries, and a disability gap lower than the average EU28 gap, as shown in Figure 3.1 (Annex 2 Tables 10a and 10b).

Figure 3.1: Gender gap and disability gap (p.p.) in employment rate (age 15-64), by definition of disability (Italy and EU28)

Source: LFS – AHM (2011).

Women with disabilities are less likely to be unemployed than men with disabilities: the unemployment rate for women with basic activity disabilities is 7.5 %, against 8.6 % of men with similar disabilities and 10.3 % for women with limitation in work (vs. 12.4 % of men), while the rate for women without disabilities is about 9 % (Annex 2 Table 11a).

Unemployment rate data should be read together with those on rates of inactivity, because the first is largely due to the low participation of women with disabilities in the labour market (women with disabilities who are actively looking for a job are fewer men with disabilities and fewer than women without disabilities). Indeed, women with disabilities also experience very high rates of inactivity: 58.8 % of women with impairments in basic activities aged 15–64 and 65.5 % of women with working limitations due to long-term health related issues and/or with difficulties in basic activities, show a gender gap higher

20 A further aspect of disadvantages experienced by women with disabilities, already quoted in the Istat Survey,

for which please refer to Table A2 in Annex III.


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than the average in Europe. This gap drops for women without disabilities, with a disability gap lower than the EU28, as shown in Figure 3.2 (Annex 2 Tables 14a and 14b).

Figure 3.2: Gender gap and disability gap (p.p.) in the inactivity rate, by definition of disability (Italy and EU28)

Source: LFS – AHM (2011).

Moreover, women with disabilities aged 15–64 are employed more than men in temporary jobs: the percentage of women with impairment in basic activities with a temporary job is 10.9 % and that of women with working limitations due to long-term health related issues and/or with impairment in basic activities is 13.3 %, with a gender gap of −4.4 and −6 p.p. respectively, against a EU28 average of −1.1 and −1.6 (Annex 2 Tables 17a and 17b).

The employment rate of women with disabilities in part-time contracts is just slightly higher than that of non-disabled women; the gender gap for part-time contracts is lower than that of non-disabled women (about 24 p.p.); that is −21.2 p.p. for women aged 15–64 with impairment in basic activities (of which 30.1 % are employed with part-time contracts) and 19.7 for those with working limitations due to long-term health related issues and/or with impairment in basic activities (overall 33.4 %) (Annex 2 Tables 16a and 16b).

Furthermore, in Italy, women with disabilities are seldom involved in forms of flexible home working, contrary to what happens in other parts of the European Union: the rate of women with impairment in basic activities aged 15–6421 who work from home (either occasionally or more systematically) is 4.2 %, against 3.8 % of non-disabled women, and 5.3 % of men with similar impairment; whereas in the EU28, the average rates are 14.9 %, 12.5 % and 15.8 % respectively (Annex 2 Table 18a).

21 As for the second definition, not all data are available disaggregated by sex.


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At the national level, neither the data on gender wage and gender pension gap for women with disabilities nor on the specific labour market disadvantages of women with mental health impairments are collected.

3.2 The socio-economic situation of women with disabilities

Given the greater difficulties encountered in terms of work integration, women with disabilities22 are more subjected than men with similar impairment to the risk of poverty and social exclusion (31 % vs. 28.6 %, consistent with the EU28 average from the year 2014 in EU-SILC data). The risk is higher even than that of other women, but in such a case, the Italian disability gap is actually lower than the EU28 average, as shown in Figure 3.3 (Annex 2 Tables 21a and 21b).

Figure 3.3: Gender gap and disability gap (p.p.) in the rate of people at-risk-of-poverty or social exclusion (16 years and over), by level of activity limitation (Italy and EU28)

Source: EU-SILC (2014).

The risk-of-poverty rate before social transfers (including pensions) is 30.3 percentage points higher for disabled women than for non-disabled women (a disability gap consistent with the EU28 average). Moreover, the gender gap is -5.3 p.p., higher than the EU28 average (-2.8 percentage points) (Annex 2 Table 22a).23

The severe material deprivation rate for women suffering from some or severe level of activity limitation is higher than for women without an activity limitation, with a disability gap lower than the EU28 average (4.7 and 5.2 respectively), while the gender gap is not significant (-0.4, against -1.1 in the EU28), as shown in Figure 3.4 (Annex 2 Tables 23a and 23b).

22 In EU-SILC, disability is approximated according to the concept of global activity limitation, which is defined as

a ‘limitation in activities people usually do, because of health problems they have encountered in at least the past six months' (that is a suitable proxy for disability, according to both the scientific community and disabled persons' organisations).

23 Italian data are provisional.


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Figure 3.4: Severe material deprivation rate (16 years and over), by level of activity limitation (Italy and EU28)

Source: EU-SILC (2014).

Finally, the percentage of women with an activity limitation unable to face unexpected financial expenses is 46.9 %, against 43.2 % of disabled men and 35.6 % of other women, with disability and gender gaps (11.3 and -3.7 respectively) consistent with the EU28 (11.5 and -4 respectively) (Annex 2 Tables 26a and 26b).24

3.3 A focus on access to employment by women with disabilities on the basis of national data

At national level, specific data on access to employment by women with disabilities are provided by the monitoring of the implementation of Law 68/99 ‘Norms on the right to work by disabled persons’ which is presented every year in Parliament by the Ministry of Labour and Social Affairs.

Since the 3rd Report in Parliament referred to years 2004/2005, a new specific chapter presents data disaggregated by sex and analyses the different effects that national policies have on disabled people’s job placement.

The 7th and last available report referring to years 2012–2013 points out an overall decrease in the number of people with disabilities listed in the employment public services at local level. This decrease has involved more women with disabilities than men (−7.7 % vs. −6.5 % of men in the global stock data). When looking at all the entries from 1 January to 31 December this trend is even more marked: the decrease during the two years was 11 % for women with disabilities and 6.7 % for men (Table A3 in Annex III).

In the same two years, a general decrease in the numbers of recruitments was also registered with a higher impact on women (−6.1 % vs. −3 % of men). Indeed, the number of women with disabilities who started to work in 2012 and 2013 was lower than that of men, with no geographical differences. The gender gap, calculated on the basis of the difference between women and men who started working, increased – moving from 29 % in 2012 to 31 % in 2013.

24 Italian data are provisional.


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In 2013 for every four new disabled persons who were added to the local listings for the employment of disabled people (added to pre-existing numbers), only one was able to find work: 25.6 % of women and 27.8 % of men.25 If we add to this the data involving the type of job contracts, which are progressively more temporary26, it is clear that the financial and job crises in Italy have brought about fewer chances for disabled people to find a job.

25 We have also noted a direct relationship between the fact of being a woman and the choice of the institute

used by recruiting her: where companies have more freedom in decision-making, women with disabilities, on average, seem to suffer worse conditions than men with disabilities (see Ministry of Labour and Social Affairs, 2014).

26 The overall data (not available disaggregated by sex) highlights that, starting from the year 2006, permanent working positions have dropped from 51.6 % of the total, to the current 35.1 %; whereas those regarding temporary work have followed the opposite trend, growing constantly from an all-time low in 2008 (30.6 %) to the current 57.7 %.


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4. THE NATIONAL LEGAL AND POLICY FRAMEWORK ON DISABILITY AND EMPLOYMENT IN A GENDER PERSPECTIVE, AND EFFECTIVENESS IN ADDRESSING INTERSECTORAL DISCRIMINATION

4.1 Legal framework The Italian legal framework supporting the recruitment and job integration of people with disabilities is characterised by a ‘neutral’ approach’; it does not provide for norms specifically addressed to women with disabilities.

The main legal reference on the promotion of job placement and integration of people with disabilities in the labour market is Law 68/1999 ‘Norms on the rights of persons with disabilities’. The law does not include a gender perspective, even when defining the conditions under which supported employment of people with disabilities should happen – the importance of considering the specific skills that each disabled person possesses in order to ease work integration.

In detail, Law 68/99 provides for:

• the obligation by public and private companies to hire persons with disabilities, according to a share of reserves, determined on the size of the company starting from a minimum of 15 employees (Article 3);

• hiring incentives for the companies for each hired disabled person;

• the creation at the Ministry of Labour and Social Affairs of a ‘Fund for the right to work of disabled persons’, which finances payment of the incentives by the National Institute for Social Security (INPS), and disabled people’s job integration projects promoted by the Ministry (Article 13);

• the creation of a regional fund for the employment of disabled people intended to finance regional recruitment programmes and their services (Article 14);

• the implementation of agreements, which are then integrated and modified by a later norm, and currently operational with different typologies27.

In particular, the agreements among local public employment offices, private companies (including those with no recruiting obligation) and social cooperatives are aimed to promote the recruitment of disabled people. This values the crucial role of the social cooperatives as active agents of innovative policies of job integration for the more vulnerable people (in particular those with a moderate-to-severe disability who meet serious difficulties in finding a job). It also recognises the centrality of public 27 Art. 11 and 12 of Law 68/99 have been modified by art. 14 of the Decree of Law D.lgs. 276/2003 – see

‘riforma Biagi’ – which has replaced the agreements on ‘temporary placement’ with the possibility to stipulate framework agreements at regional and local level. Starting from 1 January 2008, the following types of agreements can be stipulated: 1) Ordinary agreements (L. 68/99, art. 11, c.1 and 2), for the planning of recruitment on the labour market of people with disabilities, setting time and conditions the employer agrees to respect for such hiring; 2) Agreements on working integration (L. 68/99, art. 11, c.4) for the introduction of disabled workers who suffer from specific characteristics and difficulties in being recruited in a normal working-cycle, that is, in need of specific support, counselling and tutorship by regional services or career counselling centres and periodical follow-ups; 3) Agreements on temporary job recruitment with training purposes (new art. 12 of L.68) aimed at the temporary recruitment of disabled workers in social cooperatives, when companies agree to supply them with provision of orders; 4) Agreements on job recruitment (new art. 12-bis) for the recruitment of a disabled person, even with a temporary contract, for a period not less than three years; 5) Framework agreements on a regional and local basis (art. 14 Decree of Law D.lgs 276/03), stipulated by the competent offices with the employers’ associations, the representative associations of the cooperative sector, after hearing all negotiating stakeholders, validated by the region, which have as their subject matter the provision of orders by associated or joining companies to social cooperatives.


16 PE 602.067

employment services as motivator, promoter and warrantor of all parties involved (employers, social partners, disabled workers, etc.).

Law 68/99 was recently modified by the Decree of Law no 151 dated 14 September 2015, which provides for a rationalisation and simplification of the existing procedures in regards to the ‘supported’ employment of people with disabilities (Chapter I) with the goal of supporting their social and work inclusion through:

• the revision of the incentive system and of the ‘call’ rules (now generalised);

• the drafting of new guidelines that should be prepared within 180 days from the date the Decree enters into force)28;

• the set-up of a database of the supported employment on occupational trends of persons with disabilities;

• the provision that the regional Fund ex art. 14 of Law 68 will grant subsidies for lump-sum reimbursements for the adoption of reasonable arrangements29 in favour of those workers with a reduced working capacity of over 50 % (setting up of teleworking facilities, removal of architectural barriers which, needless to say, limit work integration, etc.) and appoint someone responsible for integration at the workplaces.

The Decree of Law 216/03, as implementation of the Directive 2000/78/CE, reinforced the prohibition of discrimination in the workplace, based on religion, personal beliefs, handicap, age and sexual orientation. This applies to both job placement and conditions (with the inclusion of career progression and remuneration), as well as the possibility of access to all levels of career counselling and professional training. It also mentions acknowledging the possibility of a double discrimination for women with disabilities, when it underlines the need to adopt ‘a perspective which also takes into consideration the different impact that the same disabilities may have on women and men’ (art. 1).

Legislation is in place to ensure that rights, non-discrimination and social integration of women and men with disabilities are respected (even though a specific gender perspective is missing here as well). Law no 104 dated 5 February 1992, ‘Law for the assistance, social integration and rights of disabled persons’ moves forward in supporting two particular issues. For example, the settlement between work and the protection of healthcare persons with disabilities may have, providing that persons with severe disabilities can benefit from work permits (up to three days a month, even one after the other); and that they have the right, when possible, to choose the workplace closest to home, and cannot be transferred to a different location without their consent (art. 33).

With Law no 18 dated 3 March 2009, Italy has finally ratified the UN Convention on the rights of persons with disabilities, adopted 13 December 2006. At the same time,

28 However, the above-mentioned guidelines have not been enacted yet. Art. 1 of the Decree provides that they

are guided by the following principles: the promotion of an integrated network with all social, healthcare, educational and training services in the territory, and with the institution of INAIL; regional and local agreements with trade unions and employers’ associations, social cooperatives, associations and organisations of the tertiary sector; the revision of the assessment of the disability status in a social bio-psychological perspective; the analysis of the features of working positions to be assigned to persons with disabilities, also with regard to the reasonable arrangements that the employer is supposed to adopt; the appointment of someone responsible for the work integration, of persons with disabilities in the workplaces, with the specific responsibility to promote customised projects on job placement; and finally the identification of best practices of job placement for persons with disabilities.

29 Please note, in this regard, that among the recommendations raised by the CRPD to Italy (point 10), there is that regarding the ‘immediate adoption of a specific definition for “reasonable arrangements” in line with the Convention, and that of setting forth a legal provision, to clearly establish that the act of refusing a reasonable arrangement will constitute discrimination based on disability in everyday life, including private and public sectors’ (see Committee on the Rights of Persons with Disabilities, 2016).

https://www.cliclavoro.gov.it/Normative/Decreto_Legislativo_14_settembre_2015_n.151.pdf


PE 602.067 17

the National Observatory at the Ministry of Labour has been created on the conditions of persons with disabilities. This has consulting functions, and technical and scientific support for the elaboration of national policies on the issue of disability.

Two more bills of law, specifically regarding the protection of women workers with disabilities, have not yet become legislation and are currently awaiting attention at the Parliament. The first is the Bill of Law no 760 (Bellanova et al.) ‘Positive actions for the implementation of the integration of disabled women on the labour market’, which was introduced on 6 May 2008 to the House of Representatives. The second is the draft Law ‘Proxy to the Government with regard to the protection of women workers with disabilities in terms of accidents at work and occupational illness’ brought to the Senate by Senators Silvana Amati and Ombretta Colli on 26 January 201230.

4.2 Policy framework Up to now, an integration of the gender perspective into Italian disability policies is still missing and, at the same time, gender policies do not take into consideration the specific conditions of women with disabilities31.

The already mentioned system of the ‘supported’ employment, introduced by Law 68/99, has a regional and local governance at provincial level:

• provincial offices for the work recruitment of disabled workers ex art. 6 and related technical committees, as technical structures aimed to specifically follow the work integration of disabled persons;

• a regional direction in the definition and coordination of policies to promote growth occupation for persons with disabilities;

• a guiding, coordinating and controlling role, at central level, through the monitoring of Law 68/1999 implemented by the Ministry of Labour and Social Affairs.

Italy has deployed policies with regard to work and disability, whose implementation could be carried out according to gender mainstreaming as partial response to the concerns and recommendations of the Committee on the Rights of Persons with Disabilities – CRPD)32.

4.2.1 The UN Convention on the rights of persons with disabilities The scheduled and adopted measures for the implementation of this convention, which was ratified in 2009, has been promoted through the activities of the National Observatory on

30 The first proposal, which begins by acknowledging the existence of a double discrimination, advocates forms of

tax and subsidies reliefs for those employers who hire, hire back or reintegrate a female worker, suffering from a working capacity lower than the one stated in Law 68/99; advocates specific funds to support professional training, supporting measures of psycho-physical nature and transport services to and from the workplace; whereas the second one focuses more on those women, who have a job, but may be victims of accidents or work-related accidents.

31 In the Closing Remarks as of 31 August 2016 at first report on the measures adopted for the implementation of the UN Convention (as required by the art. 35 of the same convention) and forwarded by Italy at the end of November 2012, the Committee on the Rights of Persons with Disabilities shows top concern ‘because of the lack of systemic integration of women and girls with disabilities in the equal gender initiatives, as well as those concerning the disability status’ (point 13) and recommends ‘that gender perspective is integrated in disability policies, and that the status of disability is integrated in gender policies, both in close consultation with women and girls with disabilities and their representative organisations’ and that the ‘State takes into consideration article 6 of the Convention’ (point 14). For further information on the subject, please refer to the articles published in the following links: http://www.uildm.org/gruppodonne/il-comitato-onu-richiama-litalia-sulle-questioni-di-genere-e-disabilita/; http://www.superando.it/2016/09/20/donne-disabilita-e-richiami-dellonu/

32 The Committee ‘is worried about the high rate of unemployment among persons with disabilities, and in particular, among women with disabilities; about the inadequacy of the measures adopted for their integration in the open labour market’ (point 69) and recommend the State to ‘implement specific measures with regard to the low occupational rate of women with disabilities’ (point 70).


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the conditions of persons with disabilities, and its working parties33; in particular, with the following:

• The first two-year action programme for the promotion of the rights and the integration of persons with disabilities, adopted with the Presidential Decree DPR 4 October 2013;

• The second two-year action programme, approved by the Observatory on 18 October 2016, where the series of measures to be implemented, at a strategic level, has been outlined.

However, guidelines for the government action is lacking specific indications or restrictions with regard to the timeline for the implementation of feasible actions.

In detail, the second two-year action programme recalls art. 6 of the UN Convention, with reference to the need ‘to reduce all forms of additional inequality, and among them [...] those concerning gender’ and provide for the adoption of a gender perspective both in the setting of policies and in all the services for the community’ in the framework of Action Line 2 – Policies, services and forms of organisation for independent life and social inclusion.

Among the policy proposals of Interventions Line 5 – Work and occupation are listed in the sector called Action 1 – Determination of specific measures for improvement and work integration, which contains a series of measures, that even though, not of exclusive interest for women with disabilities, may be of impact with regard to work integration of this target: supporting measures and a system of incentives for tier-one and tier-two bargaining, in terms of flexibility and conciliation of life-therapy-work periods for persons with disabilities, extension of the right to part-time work for all workers with a severe handicap, facilitation for the utilisation of voluntary ‘smart-working’ for persons with disabilities, ensuring, at the same time, a full and complete integration in the organisational context.

Likewise, Action 3 – Technical and organisational measures for the improvement of the activity of the target employment, aims to reinforce the instruments employed for the matching process between companies and disabled workers, both women and men, and ‘promote the implementation and monitoring of the experimental projects studied by Group 5 of the National Observatory on Disability, which provides for the creation, on a voluntary basis, in private companies, of internal bodies (Company Observatory and disability manager) with the aim of promoting the integration of persons with disabilities in workplaces, starting from the delicate moment of first recruitment, valuing, all along their working life, independence and competence, and reconciling life, therapy and work’.

Lastly, Action 2 – Measures on the activity of the target employment, specifically refers, among other suggested specific measures, to the necessity to ‘identify, when ascertaining and reassessing the National Operational Programme on Systems for Active Employment Policies, specific and cross-cutting initiatives to increase employment and drop the inactivity rate of women with disabilities, as well as increase self-employment and women entrepreneurship’.

33 The Observatory, after two mandates, has been renewed for another three years, 2017–2020, with a Decree

by the Prime Minister dated 5 December 2016. The authorised groups are the following: Group 1: Acknowledgement of the disability status and multi-dimensional assessment, aimed to support access system and customised design; Group 2: Independence, empowerment and free-standing life for persons with disabilities: public, social, healthcare and welfare policies, contrasting disability; Group 3: The right to human life and health; Group 4: Training processes and schooling integration; Group 5: Work integration and social security; Group 6: Accessibility (information on mobility and services) in the Universal design perspective; Group 7: International cooperation and protection of the policies on disability; Group 8: Reporting and statistics.


PE 602.067 19

4.2.2 Equal opportunities and Employment Equality Act34 from 2009 Besides the work of the Observatory, another instrument promoted for the purpose of non-discrimination at the workplace, is the Equal opportunities and Employment Equality Act (from 2009). A mission statement signed by 700 companies so far includes fighting all kinds of discrimination at the workplace, including gender and disability, and a commitment to exploit diversity in the company organisation, keeping into special consideration equal opportunities for women and men. These companies cover both the private and public administration sectors, employing more than 700,000 workers.

Although it does not clearly refer to the issue of multiple discrimination, the implementation of this mission statement has been promoted by two institutional bodies, active in fighting discrimination: UNAR (National Office Anti-Racial Discrimination) from the National Department of Equal Opportunities at the Presidency of Ministers, and the National Counsel Equality Office from the Ministry of Labour.

4.2.3 Guarantee Committee for Equal Opportunities, Employee Wellbeing and Non-Discrimination at Work

Another service was also established with Law no 183 dated 4 November 2010 in all public administrations: the Guarantee Committee for Equal Opportunities, Employee Wellbeing and Non-Discrimination at Work (CUG). This has a mission to guarantee equality and equal opportunities for both women and men, and protect them against all discrimination in:

• access to employment, treatment and work conditions

• professional training, for the promotion and safety at the workplace

• consultation and verification, along with proactive tasks with the aim to promote a culture of equal opportunities and individual respect in the workplace.

Again, the issue of multiple discrimination was not explicitly raised; nonetheless it is an important institutional service set by the public administration, to increase awareness towards discrimination and look for suitable solutions.

4.2.4 Resources intended for work integration of persons with disabilities According to the 2015 Stability Law (L.190/2014, art. 1, c.160), the Fund for the right to work of disabled persons (ex art. 13 of the Law dated 12 March 1999, no 68), was practically zeroed out for non-special status regions from 2011, with EUR 20 million per year starting from the year 2015. For 2016, EUR 21,915,742 has been allocated to the Fund, from which 1 million is intended for the Ministry of Labour and Social Affairs, for experimental projects concerning work integration of persons with disabilities and the remainder to INPS, for payment of incentives to the employers. This carries no difference between women and men.

From 2017, it will also become operative at INAIL (the National Institute for Insurance against Accidents at Work), a fund for the re-integration of working-disabled persons, for a total of EUR 21.2 million for the first year. This is intended for employers for measures in favour of the continuity of employment by persons who suffered accidents at work, and persons suffering from occupational illness, in need of targeted measures in order to allow and facilitate the continuation of the activities, through

• projects aimed to overcome and remove all architectural barriers in the workplace;

• measures regarding the adjustment and adaptation of work stations;

34 http://www.sodalitas.it/fare/lavoro-e-inclusione/carta-per-le-pari-opportunita-e-luguaglianza-sul-lavoro


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• measures for training and professional requalification training.35

4.3 The role of the European Structural Funds The role of the European Structural Funds in supporting the process of social integration and access to employment for people with disabilities is significant. In particular, during the past programming period, the ESF sponsored several interventions aimed to promote the participation of people with disabilities and fight for their social exclusion and discrimination. However, no specific attention to disabled women’s needs was included.36 Moreover, national data on the number of people participating in ESF interventions disaggregated by sex are not available. In addition to this, disability is considered to be sensitive data and thus this disaggregation is also not possible.37 Therefore, no national monitoring exists.

Also, in the 2014–2020 programming documents the issue of intersection between gender and disability is not explicitly mentioned. However, according to a gender mainstreaming perspective cross-cutting all programmed actions, it possible to present specific projects for women with disabilities in all the measures addressing people with disabilities.

The Partnership Agreement 2014–2020 provides for ‘the care of persons with disabilities through Thematic Objective 9, for the promotion of social integration, battle against poverty and any form of discrimination’. This is through measures of active policy, specifically addressed to this target, and measures for disabled people with more severe impairments and in need of broader care38. Women and men with disabilities may also access the supporting occupational measures provided for in Thematic Objective 8.

The National Operational Programme PON Inclusion 2014–2020 provides for the respect of the horizontal principles of equal opportunities and non-discrimination, cross-cutting all the actions in the programme. The principle of non-discrimination is specifically applied through dedicated measures within Axis 3 – ‘Systems and models of social intervention’, consisting of pilot projects and a safety net of services addressed to people at risk of discrimination on the grounds of disability, sexual orientation, gender identify, race or ethnic origin. Pilot projects to support the integration in the labour market of disadvantaged people are also included. However, in all these cases the intersection between gender and disability is not considered.

Likewise, the National Operational Programme PON Systems of active policy for occupation 2014–2020 as well as the PON Youth Employment Initiative provide for the respect of the principle of equal opportunities and non-discrimination in all projects, ‘paying extra attention to the needs of various groups at risk of discrimination (based on sex, race or ethnic origin, religion or personal beliefs, disability, age or sexual orientation) and gender’. 35 https://www.inail.it/cs/internet/attivita/prestazioni/prestazioni-di-reinserimento-sociale-e-

lavorativo/reinserimento-lavorativo-delle-persone-con-disabilit-da-lavoro.html 36 See European Commission, 2010. 37 It is only possible to identify those ESF projects which are exclusively addressing disabled people. However, at

national level, no data on people involved are collected but only on the number of projects and the money involved. These data can be found at http://www.opencoesione.gov.it/.

38 See, in particular, Actions 9.2.1 (Measures of multi-professional state care, focused on work integration of persons with disabilities, through the definition of customised projects. Promotion of the diffusion and customisation of the ICF model both regionally and locally. Measures of active policy specifically addressed to persons with disabilities and 9.2.4 (Support to companies with regard to integrated projects aimed to hire, adapt work stations, promote diversity in the workplace [information and awareness about diversity, adoption of equal opportunities pacts, codes of conduct, introduction of the diversity manager figure, management of the career of workers with disabilities, etc.]. Development and diffusion of assisted technologies aimed to the work integration of persons with disabilities, to be carried out through the FSE Regional Operational Programmes.

http://www.opencoesione.gov.it/


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Within the Regional Operational Programmes, the issue on multiple discrimination and greater disadvantage of women with disabilities in work integration is explicitly quoted only by the POR FSE 2014–2020 of the Autonomous Region of Friuli Venezia Giulia. This is in the context of describing the aims of the Programme, in order to contribute to the fulfilment of the strategy of the Union for a smart, sustainable and inclusive growth. In the other Operational Programmes, for all the scheduled actions within the specific Objective 9.2 – increase of employment and participation in the labour market by persons with higher vulnerability – the reference is, as always, ‘gender neutral’, that is to say addressed to ‘people with disabilities’ with no gender specifications.


22 PE 602.067

Table 1: Main legal and policy measures addressing discrimination and access to employment for women with disabilities Name of the intervention and period

Main category of intervention

Brief description and beneficiaries Level of responsibility

Resource allocation

Expected direct/indirect effects in a gender perspective (high, median, low)

motivation

Law 5 February 1992, no 104

Social protection and welfare policies

Framework Law for the protection of persons with disabilities aimed at removing the incapacitating causes and promoting independence, socialisation and integration of persons with disabilities.

State –

I: addressed to all persons with disabilities, with no-gender perspective M: the Law represents an essential framework for the protection of the rights of persons with disabilities (including women). Work permits for persons with disabilities are important in a work integration supporting perspective.

Law 12 March 1999, no 68

Labour market policies

The norm is aimed at promoting inclusion and work integration of persons with disabilities on the labour market with the use of support services, target employment, employers’ obligations and hiring incentives.

State by address and monitoring; Regions and Provinces in charge of the implementation

–

I: addressed to all persons with disabilities, with no-gender perspective H: without the norm the chances of work recruitment for women with disabilities would be much fewer, but the lack of a gender perspective does not allow to deploy targeted action, focused on the specific needs of women with disabilities, with even higher difficulties of access to employment.

Decree of Law np 151 dated 14 September 2015


Rationalisation and simplification of the existing procedures with regard to the target integration of persons with disabilities, to ensure a higher performance of the target employment services.

State by address and monitoring; Regions and Provinces in charge of the implementation

–

I: addressed to all persons with disabilities, with no-gender perspective M: the changes contained in Law 68/99 aim at improving, necessarily, the performance of the services offered to persons with disabilities, without, however, introducing a gender perspective.

Decree of Law no 216/03


The Decree, in fulfilment of a European Directive, forbids all discriminations, even on the basis of disability for the access to employment, the participation to training and orientation courses, as well as career opportunities and salary.

State –

I: the Law is generally aimed at overcoming all discriminations on the basis of different factors, including disability, introducing the issue of double discrimination based also on gender. M: reinforcing the ban on discrimination, the norm may represent a real ensuring instrument supporting women with disabilities, penalised, not only in the access to employment, but also in their working conditions.

Law 3 March 2009 no 18

Other: rights of men and women with disabilities

Ratification law of the UN CRPD and the setting up, at the Ministry of Labour, of the National Observatory for the condition of persons with disabilities, with consulting functions and techno-scientific support for the elaboration of national policies with regard to disability.

State –

D: The Convention clearly refers to the respect of the principle of equality between women and men for disabled persons, too and multiple discriminations experienced by women with disabilities. H: The ratification of the Convention compels all Member States to work hard to ensure and promote all human rights and fundamental freedoms mentioned by the Convention, with the inclusion of the adoption of measures for the full growth, advancement and reinforcement of disabled women (art. 6)

1st and 2nd Programme of a two-year

Other: rights of men and women with

They stand for all the interventions to be carried out by Italy in order to fulfil the obligations coming from the

State – D: even though, it is not always made clear, the gender approach has, nonetheless, been included in some proposals, in fulfilment of the principles contained in the UN Convention.


PE 602.067 23

Name of the intervention and period

Main category of intervention

Brief description and beneficiaries Level of responsibility

Resource allocation

Expected direct/indirect effects in a gender perspective (high, median, low)

motivation action for the promotion of the rights and integration of persons with disabilities

disabilities ratification of the UN Convention, through scheduled proposals of specific actions, whose promoters, collaborators, target recipients and economical viability for each one are reported.

H: the factual implementation of the planned actions might be extremely effective in order to improve work integration of persons with disabilities, contributing as well, to the improvement of the condition of women, who are victims of multiple discrimination.

National Fund for the work right of disabled persons


Provided by the Law 68/99 (art. 13), it finances the incentives for the employers who hire persons with disabilities and, with the remains, experimental projects of work integration of persons with disabilities by the Ministry of Labour.

State

EUR 21.9 million for the year 2016

I: addressed to all persons with disabilities, with no-gender perspective H: without the incentives, the number of recruitments of persons with disabilities would be much lower, and this is even truer for women with disabilities, whose starting point is even more penalised.

Regional funds for the right to work of disabled persons


Provided by the L. 68/99 (art. 14), they finance regional programmes for the recruitment of persons with disabilities and related services.

Regions To be defined yearly

I: addressed to all persons with disabilities, with no-gender perspective M: these funds are essential for the implementation of regional policies on disability, but the lack of a gender perspective impedes real equal opportunities for women with disabilities.

Fund for the re-hiring and integration of working-disabled persons


Resources allocated to employers for measures in favour of the continuity of employment of persons with disabilities.

State

EUR 2.2 million for the year 2017

I: addressed to all persons with disabilities, with no-gender perspective M: essential safeguarding role for both women and men

ESF 2014–2020 Labour market policies

All Operational Programmes provide for, within the specific Goal 9.2, the ‘Increase of occupancy and participation on the labour market of persons with higher vulnerability’, specific actions of multi-dimensional, take-charge of disabled persons.

Regions nd

I: interventions for persons with disabilities but in a gender mainstreaming perspective cross-cutting POR. M: policies supporting the socio-working integration of persons with disabilities, whose potential impact for women with disabilities would be much higher if there was a clear reference to multiple discriminations.


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5. EXAMPLES OF GOOD PRACTICES In the absence of a national strategy in such matters, besides the already mentioned initiatives of information and awareness (see Section 2), a few associations of persons with disabilities have started a network project among women. In some cases, such processes have resulted in local embryonal researches, often focused on real experiences of single women with disabilities and/or analyses of small sub-groups. One example is the qualitative research called ‘Women, disability and work different visions’ carried out by UILDM from Bologna, the Equal Counsellor of the Province of Bologna and by Cerpa Italy (European Centre for accessibility research and promotion). In 2007 the research investigated the condition of women with disabilities on the labour market in the Province of Bologna. Fifty women with disabilities were interviewed on the issues of accessibility, work integration via target employment office and work features. The latter included the job to be done, time flexibility, relationship with workmates and conciliation between life and work in terms of time. In addition, issues of transport, psycho-physical support, and social and healthcare assistance were explored.39

Another project is ‘Disability and female work’, promoted by the Province of Turin in 2008 which mapped all regional and local employment services in charge of target employment; some in-depth interviews were undertaken involving women with disabilities. The regional and local authorities (public services, trade unions, associations, foundations), explored the main problems encountered in the services by women with disabilities and analysed the gender differences in job recruitment.40 The research on the working career of women with disabilities in the region of Lazio was carried out by holding interviews with 50 women with disabilities living in the area.41 This was promoted by the Department of Labour, Equal Opportunities and Youth Policies of the region of Lazio.

A second type of action, still at local level, refers to the implementation of support groups designed to assist women with disabilities and help them out of social isolation. This was similar to the Disabled Women’s Help Desk carried out in 2009 by the Equal Opportunities Commission of the province of Caserta, being for the purpose of consulting ‘differently-abled’ women on issues concerning them. It involved

• promoting their direct involvement, supporting professional training and regular work, so as to ensure independence and dignity to all women with disabilities;

• supporting policies in favour of women with disabilities who decide to have children, even via suitable access to personal healthcare, and activating empowerment policies;

• acknowledging the importance of access to equal opportunities in all areas of social life.42

Also worthy of mention is the project ‘At home in the city: women with disabilities’, promoted in 2016 by the House of women from the Ravenna – Liberedonne Association. This has the support of the Policies and Gender Culture Department, and the Participation Department of the city of Ravenna. It was created to identify the elements,

39 See Bencivenga, 2007. 40 For further information see Assott, 2008. 41 See Bucci et al., 2010. 42 http://www.provincia.caserta.it/sdd/index.htm. Instead, it is not addressed to women at all, the Anti-

discrimination Protection Centre created by Ledda – the League for the rights of persons with disabilities, set up with the intent to be a port of call for women and men with disabilities; to collect reports and requests; offer information and counselling and identify the cases when a lawsuit could be tried, but also, with the goal of promoting studies, research, training and cultural activities on a semi-unknown subject for social and legal literature, such as the one of multiple discrimination. (http://ledha.it/page.asp?menu1=5&menu2=13).

http://www.provincia.caserta.it/sdd/index.htm


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according to severity and resources, peculiar to the relationship between women with disabilities and the city, paying extra attention to the issues of mobility and urban safety. Even though not explicitly focused on the subject of work integration of women with disabilities, the project concentrates on the subject of mobility and accessibility. This is crucial for women with disabilities, since the real chance of conciliating life and work in terms of time, and of a straightforward approach to employment, directly depends on it.43 Regarding work integration, some projects undertaken by social cooperatives are interesting. The project ‘Tailor’s shop’44, born in Turin in 2004 from an idea of the Altra Mente Social Cooperative, offers the opportunity of work to those women who suffer from psychiatric or emotional difficulties. It supplies suitable training courses and an appropriate space dedicated to work-related therapy, specifically for those women already monitored by the regional and local services of the Turin ASL (CSM, Daycare, Community Area).

Thanks to the support of professional staff, and, at regular intervals, clinical and organisational supervision, it has been possible to open a tailoring workshop. This is still active in Turin and allows a small number of women to take care of minor sartorial work, as well as the creation of garments. The professional staff include an educator and a seamstress who works exclusively with the group. There is also a psychologist on a two-week schedule, for the management of motivational groups regarding work-related subjects, and the management of specific cases.

In Milan, the first social ironing room called ‘La vaporosa’45 opened in 2012, promoted by the social cooperative Carro, with the intent to provide jobs to young disabled women (three with mental disability), with no other chances of finding work. They were provided with an unused area of the cooperative building which was renovated and turned into a shop with five work stations. A psychologist and a supervisor work with them, helping them empower their skills to use them for a future job. This project has been possible with funding of EUR 35,000 (representing 50 % of the total cost to set it up), obtained by winning the provincial context EMERGO (Esperienza Metodologia e Risorse Generano Opportunità), a programme for the employment of disabled people from the urban area of Milan.

Last, the recent Project RISE WISE ‘RISE Women with Disabilities in Social Engagement’ seems to be particularly innovative. It is promoted by the University of Genoa and was established in 2016, so it is still too early to draw any firm conclusions. The four-year project, with a funding of EUR 2 million from the programme Jorio 2020, aims at promoting active involvement of women with disabilities, who work in partner institutions.

These cross-cutting secondments in institutions of other countries allow a comparison of methods and shared experiences to obtain the application of new, and good inclusive practices. It offers new career perspectives for the women involved, who will have the opportunity to work in a different environment, in other countries and sectors, and will see their full potential fulfilled.

In particular, the project will

• analyse all the barriers that women with disabilities must face in everyday life;

• research a new methodology of integration in all different life aspects (home, work, society, schooling, healthcare, entertainment);

43 For further information see http://www.uildm.org/gruppodonne/un-doppio-sguardo-sulla-citta/ 44 http://www.lorlandofurioso.it/la-sartoria/ 45 https://www.coopilcarro.it/la-vaporosa


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• identify good practices for a new approach to disability and spread the outcomes even through the supervisors of social policies (in the Community and locally);

• plan the activities of awareness and training (the latter aimed at facilitating the activities during secondments) of people by exchanging personnel and sharing knowledge and experiences;

• promote the outcomes and their implementation in Europe in the near future, establishing long-term goals and collaboration46.

46 For further information see: https://it-it.facebook.com/progettorisewise/ and http://cordis.europa.eu/project/

rcn/203392_en.html.

http://cordis.europa.eu/project/


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6. CURRENT AND FUTURE POLICY CHALLENGES ACCORDING TO NATIONAL STAKEHOLDERS

The first challenge is a cultural one, with the purpose to ensure a widespread awareness and a full realisation of the problem of multiple discrimination in Italy among the political establishment, entrepreneurs and citizens alike. It is a challenge consistent with the recommendations given to Italy by the Committee on the Rights of Persons with Disabilities (CRPD) (see paragraph 3.2). This refers to the opportunity to adopt measures ‘to raise public awareness with mass communication campaigns and training of the personnel working with mass media on the negative effects of stereotypes, and the importance of representing the positive contributions of disabled persons, especially women and girls with disabilities’47.

Such a challenge calls for an information, communication and awareness process on the double discrimination experienced by women with disabilities. This should start with providing opportunities for meetings and discussion, arranging seminars, conventions and round tables, involving the political establishment and the entrepreneurs, as well as ad hoc meetings in schools.

The political establishment’s involvement may in fact allow the existing ‘gender blindness’ of the disability policies to be overcome, whereas the active involvement of the business world is fundamental to favour the hiring of women with disabilities. This is essential to ensure equality through financial independence and thus, freedom of choice.

A second challenge, related to the previous one, regards the provision of a systematic body of data disaggregated by sex, concerning the conditions of people with disabilities on the labour market. Consistent with what has already been made explicit, the First Action Programme on disability stressed the importance of integration between administrative and statistical sources, to enable a more efficient employment of data and information. In support of the definition of disability policies, there is a need to possess not only periodic estimates, but have access to administrative data. This would enable a constant mapping information system on work recruitment of women and men with disabilities, on the job characteristics and main socio-anagraphic features of the people for the mandatory communications on the ordinary labour market.48

A third, crucial challenge, regarding persons with disabilities in general, refers to the governance system of the ‘supported’ employment, introduced by Law 68/99. This is particularly pertinent for its female component, owing to the common disadvantage experienced by women in accessing employment. So this is seen as an opportunity to place the ‘right’ disabled worker in the right place, in consideration of its being an asset for the company, it is fundamental to improve how the system works. Such a goal will help prevent this norm from being solely perceived as an obligation by the employers (or worse, to be skipped by paying a fine). Two strategies have been indicated to achieve this aim.

The first is related to the introduction, nationwide, of the principle of horizontal subsidiarity, so successful in some areas of the country (as in Veneto)49. In the light of so

47 http://www.uildm.org/gruppodonne/il-comitato-onu-richiama-litalia-sulle-questioni-di-genere-e-disabilita/; 48 That is, those mandatory communications with regard to hiring, extension, transformation and termination of

employment, by all the due subjects (private employers, public administrations, public economic bodies and employment agencies) and authorised subjects, according to the standard models set out by the Ministry of Labour, Health and Social Policies.

49 Please refer to the experiences SIL 22 job integration service (https://www.eurofound.europa.eu/ observatories/ eurwork/case-studies/egs/sil-22-job-integration-service-italy) and Medialabor Service

http://www.uildm.org/gruppodonne/il-comitato-onu-richiama-litalia-sulle-questioni-di-genere-e-disabilita/

https://www.eurofound/


28 PE 602.067

many unsuccessful experiences in the job demand–offer process for women (as well as men) with disabilities, the challenge will be that of making people protagonists, directors and guarantors of that demand–offer matching process. At the same time, reinforcing the role of more flexible actors such as employment agencies (the true interface for the offerors) and social cooperatives, could successfully play a crucial role. Thanks to their specific knowledge in understanding the particular needs of people with disabilities, such organisations could be highly valuable in the mediation processes with companies.

The second strategy instead calls for the reinforcement of the existing system of ‘supported’ employment offices that can be found, at the moment, at the Public Employment Centres. Through proper investments in terms of human and financial resources, this would enable the recruitment of qualified personnel with specific knowledge about profiling and matching. On the one hand, this would cover the unemployed and on the other hand, the companies – an aspect which has been, so far, quite inadequate – and of an approach attentive to the needs of women with disabilities. This implies, therefore, both an appropriate knowledge of the issues on multiple discrimination experienced by women with disabilities and the ability to adopt a gender perspective. This would be used to welcome and address them towards jobs that truly respond to their needs (conciliation, work modality, etc.). The adoption of such an approach does not consider the work integration of a person with disabilities solely from its economic aspect, but also for the positive effects in terms of social inclusion.

(http://www. centrodoncalabria. it/Aree/Formazione/Medialabor-S.r.l.---Inserimento-lavorativo/), also cited in Autieri, Silvaggi, 2014).


PE 602.067 29

7. CONCLUSIONS AND POLICY IMPLICATIONS

7.1 Conclusions

The few data regarding women with disabilities in Italy clearly show that they suffer from a double discrimination in terms of socio-working integration: the condition of disability makes it more difficult for them to find a job, despite the existence of a ‘supported’ labour market. They also suffer from the gender gap, common to all women, experiencing employment conditions of access and permanence worse than those of men with disabilities, with higher risk of poverty and social alienation.

The issue of multiple discrimination experienced by women with disabilities is nonetheless still marginal in the national political and institutional debate. This is despite the many commitments at international level made by Italy with the ratification of the UN CRPD, which expects a clear gender approach and promotes socio-working integration of disabled women.

As for the legislation, the Italian legal framework has long been counting on norms, which support rights and social integration (Law 104/1992), and contribute to the employment integration (Law 68/1999 and later amendments) of persons with disabilities. However, this is without having adopted a gender perspective which takes into consideration the different effects of the adopted measures on women and men with disabilities.

As for policy, a systemic lack of coordination between the policies regarding gender equality and equal opportunities has been witnessed, and those concerning disability. This has re-marked the existing separation, at academic level, between disability studies and gender studies. The policies regarding stability seem to be always neutral and undifferentiated, whereas women with disabilities are in fact invisible in gender policies since their specific needs are not considered; needs that are added on to those common to all women.

Access to employment for women (as well as men) with disabilities in Italy is to this date, on the whole, mainly governed by the target employment system introduced with the Law 68/1999. Along with the obligation by private and public companies with a minimum of 15 employees to hire a set share of persons with disabilities, this provides a principle of up-skilling for the single disabled worker. Introducing the idea of the ‘right person for the right place’ brings further implications in terms of different effects for women and men with disabilities. However, this theory has so far encountered a few deficiencies in the performance of the target employment managing system, regionally and locally. It has actually impeded a real efficacy of the profiling and matching system, owing to a situation of widespread nonexistence of a cultural approach, capable of recognising and contrasting the double discrimination experienced by women with disabilities.

The current phase of institutional reform Italy is going through, with the involvement also of the Institute of Provinces acting for the target employment services management, has only further deteriorated the policies regarding disability. Adding to this, the burden of the recession has progressively reduced the chances of employment integration by persons with disabilities. It is clear how critical the situation is with regard to the policies for disability in general. At the same time, it is also clear how the already existing difficulties in accessing employment experienced by women with disabilities have become part of a more articulated and problematic scenario.


30 PE 602.067

7.2 Policy implications

In order to overcome the critical situation described and more efficiently face the issue of multiple discrimination for women with disabilities, it is clear that interventions must cover different areas. These must provide for specific actions and target support of this gender, suffering from a double impairment.

First, a more in-depth knowledge of the problem is fundamental, with more specific data on the characteristics and socio-working condition of women with disabilities (and related gender and disability gap). Such information will allow a better understanding of the reasons and mechanisms of exclusion from the labour market and double discrimination. This should also take into account possible differences in the characteristics, profiles and level of occupability of women and men with disabilities, in order to make the government action more efficient and targeted. In this respect, the requests included in the two-year action programmes on disability aimed at solving the deficiency in both quantity and quality of the available data have begun the process for the creation of a database. The database is to cover target employment, integrated between different sources with the integration between administrative and statistical data sources. It is also intended to incorporate a frequency of data collection on the employment situation of persons with disabilities, which is similar to the one for the normal labour market. However, this database is still pending.

A second level of intervention, in order to seek the acknowledgement of multiple discrimination and fight it efficiently, is that of an increasing awareness towards the problem in a real perspective of inclusion and equal opportunity. Attention needs to be brought back to the area of women with disabilities, via mass communication and public awareness campaigns to citizens and the main stakeholders. In the first place, this should be to the political establishment and companies, but also to the women with disabilities themselves. Customised measures aimed at reinforcing the empowerment of women with disabilities are a prerequisite for the nonacceptance of any form of discrimination.

At the same time, it is mandatory to promote the return of an institutional stability, to implement all the necessary interventions of revision relating to the governance system of target employment. Proper investment is needed to ensure a performing system of profiling and matching, capable of keeping in consideration the specific needs of women with disabilities. A concept of employment integration should not be exclusively driven by economical reasons, but also by reasons of social inclusion. In this respect, the role of structural funds and European investments could undoubtedly be enhanced. To this day, this represents an area of possibilities, which is still partially unexpressed with regard to the problems of persons with disabilities. Owing to the recession and the current trend of public budget cuts, there has been a real deterioration of life conditions and socio-working integration suffered by citizens with higher vulnerability. In particular, a better use of the European Social Fund within the Regional Operational Programmes could support equal work opportunities for women with disabilities, with both direct and indirect measures. This could promote ways to conciliate work and private life, placing those with disabilities among the beneficiaries of active work policies and mainstream programmes; appropriate support given by target employment will contribute to forms of school–work continuity even for people with disabilities.


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ANNEXES

ANNEX I – LISTS OF DOCUMENTS CONSIDERED • AA.VV., Una possibile autonomia. Itinerari di donne con disabilità tra empowerment e

advocacy, Rubbettino editore, Soveria Mannelli, 2003.

• ANFFAS, Diritto al lavoro per le persone con disabilità: sogno o realtà? Collana La Rosa blu, Anno XXIV N. 1 – July 2016.

• Associazione Liberedonne – Casa delle donne, Donne con disabilità Ravenna: stare di casa nella città, 2016. https://casadelledonneravenna.files.wordpress.com/2016/10/documento-partecipazione-stare-di-casa-nella-cittc3a0.pdf.

• Assot – Agenzia per lo Sviluppo del Sud Ovest di Torino (a cura di), Due Volte Differenti: l’inserimento al lavoro delle donne con disabilità, GDG arti grafiche, Turin, April 2008.

• Autieri, S., Silvaggi F., Buone prassi in materia di reinserimento delle persone con disabilità: schede di sintesi, bollettino ADAPT, 2 October 2014.

• Baratella, P., Littamé, E., I diritti delle persone con disabilità. Dalla Convenzione Internazionale ONU alle buone pratiche, Trento, Erickson, 2009.

• Barbuto, R., Ferrarese V., Griffo G., Napolitano E., Spinuso G. (eds.), Manuale di Consulenza alla pari ‘Da vittime della storia a protagonisti della vita’, Community Editions, 2006.

• Bello, B. G. (ed.), Approfondimento ‘Discriminazione multiple e intersezionalità: queste sconosciute!’, May 2015 (http://www.asgi.it/wp-content/uploads/2015/05/Approfondimento-Barbara-Giovanna-Bello_-Maggio-2015.pdf).

• Bencivenga, R., Donne, disabilità e lavoro. Visioni differenti. Genoa, Studio TAF, 2007.

• Bianchi, A., (ed.), I servizi della Provincia di Bologna per le persone con disabilità. Rapporto 2009, 2009.

• Bucci, D., Bassetti, Z., Regnicoli, M., Persone con disabilità. Percorsi, risorse e ostacoli per le Pari opportunità. Il percorso lavorativo delle donne con disabilità, Essegraph, Genoa, June 2010.

• Carnovali, S., Profili delle politiche nazionali ed europee di contrasto alle discriminazioni multiple, September 2016 (http://www.gruppodipisa.it/?m=201609).

• Checcucci, P., Tonucci Alessandra, Disabilità e lavoro in Italia, in Osservatorio Isfol, I (2011), no 3–4, pp. 57–66.

• Committee on the Rights of Persons with Disabilities of United Nations (CRPD), Final Observation on the first Italian Report, 31 August 2016.

• DPI (Disabled People's International) Italia, CND – Consiglio Nazionale Disabilità (a cura di), Le Donne con Disabilità ed i loro Diritti Umani, 25 January 2012 (http://www.provincia.mb.it/export/sites/default/lavoro/Consigliera_di_Parita/Doc/ReportLeDonne_conDisabilitx_ed_i_loro_Diritti_Umani.pdf).

• European Commission, (McAnaney, D. and Vilela, B.), The European Social Fund and disability, 2010.

http://www.gruppodipisa.it/?m=201609


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• European Commission, Communication from the Commission to the European Parliament, the Council, the European Economic and Social Committee and the Committee of the Regions, European Disability Strategy 2010–2020: A Renewed Commitment to a Barrier-Free Europe, COM(2010) 636, Brussels, 15 November 2010.

• European Disability Forum, 2nd manifesto on the rights of women and girls with disabilities in the European Union. A toolkit for activists and policymakers, Budapest, 28–29 May 2011.

• European Parliament, Resolution on the situation of women from minority groups in the European Union, 2003/2109(INI) (http://www.europarl.europa.eu/sides/getDoc.do?pubRef=-//EP//TEXT+REPORT+A5-2004-0102+0+DOC+XML+V0//EN).

• Eurostat, Disability statistics – employment patterns, Statistics Explained, September 2014.

• Fabbri, A., Donne disabili. Dentro e oltre le diversità, quale possibilità di scelta?, University of Genoa, November 2013 (http://www.dafist.unige.it/wp-content/uploads/2013/11/Relazione-Fabbri.pdf).

• FISH, Considerazioni della Federazione Italiana per il Superamento dell’Handicap sulla Proposta di II programma di azione biennale per la promozione dei diritti e l’integrazione delle persone con disabilità, 14 September 2016.

• Garland-Thomson, R., ‘Integrating disability, Transforming Feminist Theory’, Feminist Formations, Vol. 14, No 3, Fall 2002, pp. 1–32, Indiana University Press.

• Italian Disability Forum, First alternative report to the UN Committee on the Rights of Persons with Disabilities, 18 January, 2016.

• Istat, Ministero del lavoro e delle Politiche sociali, Inclusione sociale delle persone con limitazioni funzionali, invalidità o cronicità gravi. Anno 2013, 21 July 2015 (https://www.istat.it/it/archivio/165366).

• Malaguti E., Donne e Uomini con disabilità. Studi di genere, disability studies e nuovi intercci contemporanei, Ricerche di Pedagogia e didattica (2011), 6, 1 – Pedagogia di genere.

• Ministero del Lavoro e delle Politiche Sociali, VII Relazione al Parlamento sullo stato di attuazione della Legge 12 marzo 1999, no 68 ‘Norme per il diritto al lavoro dei disabili’. Anni 2012–2013, 2014 (http://www.lavoro.gov.it/temi-e-priorita/disabilita-e-non-autosufficienza/ focus-on/norme-sul-collocamento-al-lavoro-delle-persone-disabili/Pagine/Relazioni-al-Parlamento.aspx).

• Ministero del Lavoro e delle Politiche Sociali: Osservatorio nazionale sulla condizione delle persone con disabilità, I programma di azione biennale per la promozione dei diritti e l’integrazione delle persone con disabilità in attuazione della legislazione nazionale e internazionale ai sensi dell’art. 5, co. 3, della Legge 3 marzo 2009, no 18, October 2013.

• Ministero del Lavoro e delle Politiche Sociali: Osservatorio nazionale sulla condizione delle persone con disabilità, Proposta di II programma di azione biennale per la promozione dei diritti e l’integrazione delle persone con disabilità in attuazione della legislazione nazionale e internazionale ai sensi dell’art. 5, co. 3, della Legge 3 marzo 2009, no 18, 18 October 2016.

• Ministero del Lavoro e delle Politiche Sociali: Osservatorio nazionale sulla condizione delle persone con disabilità, Treaty-specific document, 2012


PE 602.067 33

(http://www.lavoro.gov.it/temi-e-priorita/disabilita-e-non-autosufficienza/focus-on/Convenzione-ONU/Documents/Rapporto%20alle%20Nazioni%20Unite.pdf).

• ONU, Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), 1979.

• ONU, Convention on the Rights of Persons with Disabilities (CRPD), 2006.

• Patete Antonella, ‘Donne vittime di violenza’, in SuperAbile INAIL, Il magazine per la disabilità,n. 3/Marzo 2017, pp. 8–15.

• Squillaci, O., Diritti umani delle donne con disabilità e politiche di empowerment, Tesi di laurea, a.a. 2010/2011.


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ANNEX II - LIST OF STAKEHOLDERS INTERVIEWED As representatives of the Ministry of Labour and social policies and/or representatives of the department of gender equality/equal opportunities:

• Pietro Checcucci, Responsible for the research group on disability – INAPP – Istituto Nazionale per l’Analisi delle Politiche Pubbliche (National Institute for the Analysis of Public Policies – Ex Isfol)

• Franco De Riu, Researcher of the research group on disability – INAPP – Istituto Nazionale per l’Analisi delle Politiche Pubbliche (National Institute for the Analysis of Public Policies – Ex Isfol)

• Valentina Cardinali, Researcher of the Labour and Professions Structure – INAPP – Istituto Nazionale per l’Analisi delle Politiche Pubbliche (National Institute for the Analysis of Public Policies – Ex Isfol)

As a representative of the social partners, trade unions and employers’ associations:

• Antonina Daita, National responsibilities for the Office for the policy on disability of the Cgil, involved also in the Group 5 on labour inclusion and social protection of the National Observatory on Disability

As a representative of the main associations of people with disabilities and their families:

• Pietro Vittorio Barbieri, Coordinator of FISH – Federazione Italiana per il Superamento dell’Handicap (Italian Federation for Overcoming Handicap)


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ANNEX III – ADDITIONAL TABLES/FIGURES

Table A1: People of 15 years and over with functional limitations, disability or severe chronic diseases depending on the level of severity of functional limitations by sex. Year 2013 (absolute values in thousands and 100 people with the same characteristics)

Sex People with severe functional

limitations

People with mild functional limitation, disability or

severe chronic disease (1) Total

000 % 000 % 000 %

Men 1.019 33.0 4.944 49.0 5.963 45.3

Women 2.066 67.0 5.147 51.0 7.213 54.7

Total 3.086 100.0 10.091 100.0 13.177 100.0

(1) People who have mild limitation or permanent disability and/or serious chronic conditions but not severe functional limitations Sources: Istat, Inclusione sociale delle persone con limitazioni funzionali, invalidità o cronicità gravi, 2015

Table A2: People 15−64 years old with functional limitations, disability or severe chronic diseases depending on labour conditions, sex and age − comparison with the general population (1). Year 2013, for people with the same characteristics

Age

Active Inactive

Total Occupied Seeking

employment

Retired from work/Unable

to work

Other inactive (a)

Men

15−44 55.3 19.1 12.3 13.3 100.0

45−64 51.4 11.3 35.0 2.2 100.0

Total 52.5 13.4 28.7 5.3 100.0

Total General Population 64.6 15.0 8.1 12.3 100.0

Women

15−44 43.7 20.6 5.9 29.8 100.0

45−64 31.3 8.0 21.6 39.1 100.0

Total 35.1 11.8 16.9 36.3 100.0


Total

15−44 49.4 19.9 9.0 21.8 100.0

45−64 41.7 9.7 28.6 20.0 100.0

Total 44.0 12.6 22.9 20.5 100.0


(1) Labour force survey − Last half of 2012, first half of 2013 (a) Housewives, students and other conditions Sources: Istat, Inclusione sociale delle persone con limitazioni funzionali, invalidità o cronicità gravi, 2015


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Table A3: People with disabilities enrolled in the unique list of ‘supported’ employment (stock and flow) and placed by sex and year of reference (absolute and percentage)

Total enrolled 31/12 (stock)

Year Men Women % of women in total enrolled

2012 381,896 346,430 47.6 2013 357,102 319,673 47.2

Enrolled from 1/01 to 31/12 (flow)


2012 41.718 32,657 43.9 2013 38.943 29,077 42.7

Placement from 1/01 to 31/12 (flow)


2012 11,173 7,941 41.5 2013 10,842 7,453 40.7 Sources: Ministry for Labour and Social Policies: Elaboration Isfol 2014

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