Since 2005, our work at the Employment Office has been based on two basic principles: first, the participation of people with intellectual disabilities in society and the job market; and, second, ensure that people with disabilities live a fulfilling life, by providing them with effective support to achieve this.
To this end, our primary objective is to increase the employability of people with intellectual disabilities and give them the professional skills needed to be competitive in today’s job market, by helping them to develop the personal talents and skills they need to get a job and fully participate in society.
The methodology used is based on two fundamental pillars:
- TRAINING TO BE INCLUDED: the acquisition of theoretical and practical knowledge through “learning by doing” in which the student is actively and dynamically involved from the very start and develops what they need to solve situations and have everything required to take part in society.
- EMPLOYMENT WITH SUPPORT: the range of personalised guidance and counselling support measures in the workplace, provided by specialized job coaches, whose objective is to favour the social and occupational adaptation of workers with intellectual disabilities at companies in the regular job market and under conditions similar to those of fellow employees who do the same jobs.
At the Foundation, we campaign for a society where everyone can take part. Therefore, with regard to complying with the LGD (law requiring companies with more than 50 employees to have a minimum “reserve quota” of 2% with disabilities), we provide guidance throughout the process as to what the best solution could be for the company, considering its needs.
The Foundation gives advice on identifying needs, on designing the job positions that companies have to cover, and on the management and fulfilment of alternative measures.
Alternative measures is an option provided for by the Law (Royal Decree 364/2005), under which public and private companies with more than 50 employees that are bound by the 2% reserve quota for employees with disabilities may use alternative measures instead.
Collaborating with the Carmen Pardo-Valcarce Foundation as an alternative measure could mean:
- Purchasing goods and/or services from one of our three Special Employment Centres
- Donating or sponsoring activities related to integrating persons with disabilities into the world of work.
- Hiring employees with disabilities through a Work Enclave.
Given the nature of our work, the Carmen Pardo-Valcarce Foundation and its Special Employment Centres, they can benefit from these alternative measures to hire persons with disabilities as established in Royal Decree 364/2005 dated the 8th of April in compliance with the LGD (LISMI)*.
The General Law on the rights of people with disabilities and integrating them into society, approved by the Royal Legislative Decree 1/2013, dated the 29th of November, has included only one regulation, that of the Law on the Social Integration of People with Disabilities (LISMI), 1982; the Law on Equal Opportunities, non-Discrimination and the Universal Accessibility of People with Disabilities, 2003, and the Law through which the system of offences and sanctions concerning Equal Opportunities, non-Discrimination and the Universal Accessibility of People with Disabilities, 2007, is established.
Article 42.1 of such established that public and private companies that have 50 or more employees must respect the 2% reserve quota for employees with disabilities.
For ALTERNATIVE MEASURES, the Royal Decree 364/2005, dated the 8th of April is still valid, and accordingly those bound by the 2% reserve quota for employees with disability may use alternative measures instead.