The IBB2 Leonardo Project

Laura KrauelAURA FUNDATION

• Since 1989, PROJECT AURA has offered personalised attention based on the abilities of the participants following the methodology of “Supported Employment”.

• The OBJECTIVE is to improve the quality of life of the participants through a social and work inclusion program

SERVICES:• Program of social skills and personal autonomy

• Individualised employment training program in the work place with a job coach for the necessary time. Job placement program

• Follow-up work program andongoing training for continued

growth in the employment position, and for personal promotion. Personal an

job monitoring program

• Continuous training of cultural and instrumental subjects

• Independent Life- Aura Habitat

• Self-determination group- Vox Nostra

• More than 100 people working in the open labour market

• Some of them are working for more than 20 years

• Almost the majority have indefinite contract

• More than 43 people in the program of independent life

IBB2 PROJECT

• AIM: To develop support modules for a successful integration of people with disabilities into the labour market in the social sector.

• “from clients to colleagues” • Mentoring process• IBB1: inclusive training for people with

disabilities to become inclusive care workers.

IBB2 SUPPORT MODEL• IBB2 consists of 2 different parts:

– Trainings for persons, named Diversity-Coaches within the project, supporting the integration of people with disabilities and their further development at the workplace.

– A three module support concept for the integration process within the enterprise

Determining basic

conditions

Developing diversity

competences

Establishing mentoring

programme

MENTORING PROCESS•Diversity team workshop

- •Job entry – choice of mentor agreement

- •Exchanges- between mentor and mentee

•Conclusion

TASKS OF A DIVERSITY COACH• Diversity Team Workshop• Team information about mentoring• External assistance of the mentoring

processEVALUATION DESIGN

• Partnerns: Austria, Germany, Poland and Spain.• Premilimary trainings• Implementation of the model

RECOMMENDATIONSTraining:• Diversity coach training

– More time– More practical exercises- less theoretic– More time for the mentoring part of the training– More exchange with colleagues

• Diversity team workshops– Future diversity coaches should gain enough

informationa about the organization and the participants beforehand in order to adapt.

– Diversity team workshop before the job entry of the disability care worker.

– More practical information– Relation with the job description and future tasks

• Mentoring– Need to clarify the job description– Preliminary information about the disability care

worker– Need to inform and convince more organizations– Mentor should be informed about the disability,

strenghts, weaknesses, limits and needs of the mentee– The choice of mentor should be on a voluntary basis

1st experiencie Erika in an residence for elderly people

• Erika was one of the IBB1 students- after that training she started working in a residence (worked for 3 years)

• Experience with colleagues, mentor and diversity coach was very good.• Erika decided to quite the job because it was

too hard for her to attend this patients.

3rd experience: Yolanda in a kindergarten school

• Yolanda has been working here for 20 years• Currently: not much support of the diversity

coach or the mentor.• The person of the mentor has changed over this years • Team consider Yolanda has helped• to have a common objective

4rd experience: Belen in a psyquiatric center

• Difficulty in the definition of the tasks• Difficulty because of impulsivity• Direct and fluent relation between

the mentee, the diversity coach and the mentor