Country Report - PT Final Version

Project number:
2016-1-FR01-KA204-023908
COUNTRY REPORT: PORTUGAL

29th May, 2017
The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the
views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
Project number:
2016-1-FR01-KA204-023908
Programme
DESIGN Disabled Employability Signaling
Partners
AFEJI
AFID Fundao afid Diferena
Andicat
APROXIMAR Cooperativa de Solidariedade Social, CRL
Asociatia Profesionala Neguvernamentala de Asistenta Sociala ASSOC
EaSI European Association for Social Innovation
Hand in Hand Foundation (Kzenfogva Alaptvny)
Authors
Aproximar
Ins Rocha
Joana Portugal
Rita Loureno
Tiago Leito (co-ordination)
Fundao AFID Diferena
Edite Sobrinho
Juvenal Baltazar (co-ordination)
Acknowledgements
Thank you very much to all organisations for disseminating DESIGN project among organisations working
with disabled persons. A special thank you to all the respondents who gave their precious time to
submitted case studies as well as the many dedicated individuals who provided information and
material. You have provided us with valuable data and insight from those working with disabled persons
across Member States. Finally, thank you to the European Commission (Erasmus+ Programme) for
funding the project.
Project number:
2016-1-FR01-KA204-023908
INDEX
INTRODUCTION .............................................................................................................................. 4
I COUNTRY PROFILE ..................................................................................................................... 6
1. Social Support System........................................................................................................................ 8
a) The current system ........................................................................................................................ 9
2. Protection of people with disabilities .............................................................................................. 11
b) Intervention under national level legislation............................................................................... 12
c) Employment overview ................................................................................................................. 15
II - FIELD RESEARCH ...................................................................................................................... 19
1. Promising practices selection process .......................................................................................... 19
a) Data collection methodology ....................................................................................................... 19
b) Rational for Promising practices selection process ..................................................................... 21
III RESULTS CASE STUDIES WITH KEY PROMISING PRACTICES ON EMPLOYING PEOPLE WITH
DISABILITIES............................................................................................................................................. 23
CASE STUDY 1 ...................................................................................................................................... 23
CASE STUDY 2 ...................................................................................................................................... 28
CASE STUDY 3 ...................................................................................................................................... 30
CASE STUDY 4 ...................................................................................................................................... 35
CASE STUDY 5 ...................................................................................................................................... 38
BIBLIOGRAPHY ......................................................................................................................................... 41
Portugal Team Contacts ...................................................................................................................... 43
Project number:
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INTRODUCTION
One in six people in the European Union (EU) has a disability that ranges from mild to severe making
around 80 million who are often prevented from taking part fully in society & the economy because of
environmental and attitudinal barriers. For people with disabilities the rate of poverty is 70% higher than
the average partly due to limited access to employment. (COM (2010) 636 final - European Disability
Strategy (EDS) 2010-2020. The EU is a signatory entity at the UN Convention on the Rights of People with
Disabilities (UNCRPD) and has created through the European Commission leads the European Disability
Strategy 2010-2020 which is organized in eight priorities areas. Among these priorities we can naturally
find employment in which is clearly stated the commitment to () raise significantly the share of persons
with disabilities working in the open labor market.
DESIGN project stands for finding the most suitable person for a job, breaking discrimination cycles and
society prejudice barriers that persons with disability face. DESIGN wants to deliver high job placement
counselling services, both to disabled persons, and for those employers with suitable job places.
DESIGN project is focused on:
to lead an evidence review in each partner country regarding good practices on the
employability of persons with disabilities in the open labor market
to develop the right set of training courses to empower the services dealing with disabled
person's employability
to fine-tune the evaluation, counselling and guidance provided to the disabled person who want
to apply to a job
to create a learning network platform to support Social Services providers, specialized in
disabled persons job placement
To achieve these aims the project foresees the development of a set of Intellectual Outputs (IO):
IO1) Evidence review on disabled persons job placement services
IO2) Job Profile Assessment tool and manual
IO3) Job Placement Services Learning programme manual
IO4) Communication toolkit and
IO5) Job Placement Services model
Project number:
2016-1-FR01-KA204-023908
The present report has been prepared in response to the Intellectual Output 1 - Evidence Review on
Disabled Persons Job Placement Services.
To achieve this IO, each partner country was responsible to invite national organisations to answer to
one questionnaire about one good practice to employ persons with disabilities. A good practice could
be:
1. the job profiling of people with disabilities (e.g. instruments/tests for specific skills, beliefs,
personality, characteristic, contexts, procedures and process of assessment);
2. the engagement of employers (e.g. ways of communication, impact messages, successful

strategies);
3. and job placement services in order enhance the integration into open labor market (e.g.
techniques for seeking employment, preparation for employment, maintaining employment).
The aim of this IO is to synthesize good examples from each partner organisations country. The lead
partners will create a final report which contain not only the good examples but also some policies
recommendations to decision makers.
The present Report aims to outline Portugals early and current approaches to disability, being divided
in three parts. Chapter I Country Profile presents an overview of the Portuguese major societal
challenges, the States social protection mechanisms and the private sector endeavors in overcoming
these challenges, as well as the history of the of the support given to disabled people in Portugal;
Chapter II Field research explain the promising practices selection process, since the data collection
methodology, until the selection of the 5 country best practices (workshop validation); Chapter III
brings forward the results of the workshop validation, presenting the case studies pointed by the experts
as all the key promising practices on employing people with disabilities in Portugal.
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I COUNTRY PROFILE
Portugal is a country on the Iberian Peninsula, in

southwestern Europe. It is the westernmost country of
mainland Europe, being bordered by the Atlantic Ocean
to the west and south and by Spain to the north and
east. The PortugalSpain border is 1,214 km (754 mi)
long and considered the longest uninterrupted border
within the European Union. The republic also includes
the Atlantic archipelagos of the Azores and Madeira,
both autonomous regions with their own regional
governments.
Portugal lost much of its wealth and status with the
destruction of Lisbon in a 1755 earthquake, occupation
during the Napoleonic Wars, and the independence of
Brazil, its wealthiest colony, in 1822. After the 1910 revolution deposed the monarchy, the democratic
but unstable Portuguese First Republic was established, later being superseded by the "Estado Novo"
right-wing authoritarian regime. Democracy was restored after the Portuguese Colonial War and the
Carnation Revolution in 1974. Shortly after, independence was granted to all its colonies, with the
exception of Macau, which was handed over to China in 1999. This marked the end of the longest-lived
European colonial empire, leaving a profound cultural and architectural influence across the globe and
a legacy of over 250 million Portuguese speakers today. It is a founding member of NATO (1949) and
OECD (1961), it is also member of numerous international organisations, including the United Nations
(since 1955), the European Union (since 1986), the Eurozone, and the Community of Portuguese
Language Countries.
Portugal maintains a unitary semi-presidential republican form of government and is a developed
country with an advanced economy, and a high living standard, having the 21st highest Social Progress
in the world (2016): in the Basic Human Needs Dimension, Portugal performs best on Water and
Sanitation and has most opportunity to improve on the Shelter component. In the Foundations of
Wellbeing Dimension, Portugal scores highest on Access to Basic Knowledge but lags on the Health and
Wellness component. In the Opportunity Dimension, Portugal is strongest on Personal Rights and has
the most room to improve on Access to Advanced Education.
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It is a member of numerous international organizations, including the United Nations, the European
Union, the Eurozone, OECD, NATO and the Community of Portuguese Language Countries. Portugal is
also known for having decriminalized the usage of all common drugs in 2001, the first country in the
world to do so. Currently the Portuguese government is heavily indebted, having received a 78-billion-
euro bailout from the European Union and the International Monetary Fund in May 2011.
The average wage in Portugal is 984 per month (net), excluding self-employed individuals and the
minimum wage (which is regulated by law) is 530 per month. Salaries are paid 14 times per annum.
Table 1 Top 5 Societal Challenges in Portugal
Top 5 Societal Challenges
In 2015, 26,6% of Portuguese population was at risk of poverty or

social exclusion (25,9% for men and 27,3% for women) (EAPN). In
1. Poverty and social exclusion
August 2016, there were 98043 families and 217862 beneficiaries
receiving social support (RSI) (EAPN).
In 2015, the aging index was 143,9% and the rate of dependency
among elderly people was 31.1% (INE). In 2015, Portugal presented
2. Aging population
the the 5th higher aging index in the European Union and the 3rd
lower index of active population renovation (INE).
In August 2016, 27,9% of young people between 15 and 24 years old,

available to work, were unemployed (EAPN).Concerning the Neets
3. Youth unemployment
situation, in 2015, in Portugal the rate was 11.3% of the young people
(EAPN).
4. Education: Early leavers from

In 2015, the share of early school leavers was 13,7%.
education and training
In 2016, the percentage of energy produced from renewable energy

5. Renewable energy was 58% (APREN) and the European Commission goal is for all countries to
reach 60%.
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1. Social Support System

As a core value of Christian charity, the moral duty to help the underprivileged was the starter motor of
social protection in Portugal. The foundation of the Holy House of Mercy of Santa Casa da Misericrdia
arising from the 1498s reform was the first great step towards the creation of a state protection system
of health and social action in Portugal. Later in the eighteenth century emerged the Casa Pia and the
mutual benefits movement, which in the nineteenth century began to protect its beneficiaries. In the
late nineteenth century, appeared the first Retirement Funds. However, the state assumed until then
an insufficient role, which tried to improve with the First Republic, through the first compulsory social
insurance covering employee, in 1919.
In 1935, the general bases of social security were defined in Law No. 1884 of March 16, and in the
following decades, employees, agricultural workers and fishermen were also gradually integrated into
the system. Still, the overall coverage remained quite limited. The first major welfare reform only
occurred in 1962 with the publication of Law No. 2115 which had for the first time the principle of
universal social security coverage. After the Revolution of 1974, the evolution of the system accelerated
and various measures were taken, amplifying the social protection. Among others, it should be noted
the first experience of granting unemployment benefits, family allowances and Christmas bonuses for
pensioners. It has also instituted a social pension to all people over 65 who did not exert a paid activity
and were not covered by pension schemes, which was a huge step to protect the majority of citizens in
disadvantaged situations. One can therefore say that the 70s were the starter for the social security
system as we know it today (Carvalho, 2010).
A central consequence of Portugals transition from authoritarian rule to democracy is a massive
transformation in both the size and scope of the Portuguese state. Despite much lower GDP/capita, the
Portuguese state has levels of public spending that frequently rival or exceed those of the more
developed states of the OECD or of the EU. As in the wealthier countries, the bulk of this spending
consists of social transfers, education and health. Concerned with social protection, access to education
and the right to healthcare, the Portuguese state is primarily a welfare state. These efforts are
extraordinary, on several levels.
The vast majority of the growth in expenditure occurred post-1974, a period marked initially by high
levels of economic volatility, both domestically and internationally, but above all by a slowing of average
economic growth rates. This is a welfare state built after the golden age of post-war European growth.
Following the deep divisions and policy reversals of the revolutionary period, it reflects a relatively
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strong consensus among the major political parties concerning the functions of the state. Finally, it
represents a substantial organizational and technocratic achievement (Glatzer, 2012).
a) The current system
The Portuguese system of social protection is an autonomous organization with respect to legal,
administrative and financial duties. It is generally supervised by the Ministry of Solidarity and Social
Security (Ministrio da Solidariedade e da Segurana Social, MSSS). According to the Framework Law
on Social Protection (Law No. 4/2007 of January 16), as amended by Law no. 83-A/2013 of December
31, the social protection system is made up by three different systems:
1. The insurance system aims at compensating a loss or reduction of earnings in case of sickness,
maternity, paternity, adoption, invalidity, old-age, survivorship, accidents at work and
occupational diseases and unemployment. This system includes: the general social security
system that covers compulsorily the employees and the self-employed; and the voluntary social
insurance system that covers persons qualified for work who are not covered by a compulsory
social protection system. Civil servants and lawyers are covered by special schemes and have
their own specific organisations.
2. The citizenship social protection system aims at guaranteeing basic rights to citizens, equal
opportunities and promoting wellness and social cohesion. This system includes: the subsystem
of social action to prevent and combat situations of socio-economic poverty, marginalization
and social exclusion; the subsystem of solidarity aiming at protecting persons and families in
situations of shortage or with insufficient economic resources or benefits from other social
protection schemes; and the subsystem of family protection guaranteeing the compensation of
family charges and protection in case of handicap or long-term care.
3. The supplementary system consists of: a public funded scheme with voluntary and individual
affiliation that aims at delivering benefits complementary to those delivered by the insurance
system; the supplementary schemes based on a collective initiative, which are optional and
intended for specific groups of people (including the supplementary professional schemes); and
the supplementary schemes based on an individual initiative, which are optional, like the
retirement savings plans, the life-insurances or other types of insurances.
The financing of the social security system obeys to the principle of diversification of sources, mainly
with a view to reduce labor non-wage costs and to the principle of selective suitability that consists in
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determining the financing sources and allocating the financial resources following the nature and the
objectives of the protection schemes. The insurance system is financed by the employers' and the
employees' contributions; the citizenship system is financed by budget transfers from the State and the
deposit of revenue.
The management of social security schemes and benefits (contributory or not) and of benefits delivered
in the area of social action is guaranteed by the Social Security Institute (Instituto da Segurana Social).
The institute includes the National Pensions Centre, which is responsible at national level for the long
term benefits management; the Department for the Protection against Professional Risks, which is
responsible at central level for managing questions related to treatment and rehabilitation from
professional diseases or incapacities; the Local Centers of Social Security, which are responsible for
implementing and managing measures related to the social security benefits. The Institute for financial
management of the social security is responsible for the financial management of all resources of the
system. Insurance for accidents at work is compulsory for companies and for self-employed persons;
however, insurance is provided by insurance companies supervised by the Ministry of Finance
(Ministrio das Finanas). Health care is implemented by the National Health Service which is integrated
in the Ministry of Health.
Table 2 Overview of the Social Support System in Portugal
Total Population 10 341 330

General scheme for employees In 2016, 4.605 thousand were working (PORDATA)
how many people pay social security paying social security contributions.
contributions? In 2015:
how many are receiving old age pensions 2.104.233 elderly people were receiving old
Disability Pension?
pensions;
254.827 persons with disability were receiving
pensions (INE).
Scheme for independent Workers In 2016, 18,8% of the active population in Portugal were
how many independent workers pay social security independent workers, and 365.690 paid social security
contributions? contributions (PORDATA).
Special professional schemes (civil servants,
lawyers, financial sector)
In 2013 over 600 thousands people.
professional workers groups with schemes
that are not covered by the other schemes
Voluntary schemes In 2013 110 thousands people.

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people that are exempt but with voluntary

schemes which can apply to have the right: e.g.
trainers, housekeepers, etc.
2. Protection of people with disabilities
Disability is a complex multidimensional experience that poses several challenges for measurement:
approaches to measuring disability vary across countries and influence the results (WHO, 2011).
According to the World Health Organization (2014), over a billion people worldwide about 15% of the
world's population have some form of disability.
In Portugal, according to the 2001 census, there were 634,408 people with disabilities, corresponding to
6.1% of the Portuguese resident population (INE, 2001).
Historically, one of the first major references in the context of the United Nations (UN) occurred in 1974,
when it was adopted the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD).
In this document, the United Nations General Assembly stressed that people with disabilities have
exactly the same rights and the same responsibilities than any other person. In 1993 UN countries
adopted the UN Standards document for the Equalization of Opportunities for Persons with Disabilities,
ensuring that disable people are included in regular structures of education, health, employment and
social services, getting the necessary government support. In 2001 the UN adopted the International
Classification of Functioning, Disability and Health (ICF). The functionality and human failure are now
conceived as a dynamic interaction between health conditions (diseases, disorders, lesions, trauma, etc.)
and contextual factors (personal and environmental factors).
At European level, the revised European Social Charter (1961, revised in 1996) also establishes the same
equal opportunities regarding the participation of people with disabilities in society, by proclaiming that
all persons with disabilities have the right to autonomy, social integration and participation in
community life, notably access to education, vocational guidance and training and employment.
EUs latest Strategy for people with disabilities is the European Disability Strategy 2010-2020 adopted in
2010, which builds upon the UNCRPD and takes into account the experience of the Disability Action Plan
(2004-2010). The European Disability Strategy focuses in eight priority areas:
1. Accessibility
2. Participation
3. Equality
4. Employment
5. Education and training
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6. Social protection
7. Health
8. External action
b) Intervention under national level legislation
The first Portuguese legislation to exclusively address disability came into force in 1971 - Law No. 6/71,
of 8 November, enacting the foundations for the rehabilitation and social integration of disabled
individuals. However, before April 1974s Revolution the country was marked by an absence of policies
for disabled citizens, except in cases of disability acquired at work or war (Gonalves & Nogueira, 2012).
As said before, the Revolution of 1974 marks a paradigm shifts in the field of social protection in
Portugal, a fact that is also reflected in the design of policies in the field of disability. Two factors were
crucial to bring disability into the spotlight in the post-revolutionary period:
The struggle of the Armed Forces Movement towards the recognition of state responsibilities in
regard to disabilities generated by the colonial war; and
The adoption of the Portuguese Constitution in 1976. It is only after the Constitution that the
issue of disability gained social relevance, representing a broad change in the state's role of
design in regard the protection and support for people with disabilities.
Following the Constitution, other important national laws, policies or strategies concerning disabled
people and disability issues were enacted, including:
- Basis of Prevention and the Rehabilitation and Integration of People with Disabilities Law (Law
no. 9/89), which aims to promote and ensure the exercise of rights that the Portuguese Constitution
enshrines in the prevention of disability, treatment, rehabilitation and equalization of opportunities of
people with disabilities (Article 1).
- Rehabilitation and Participation of People with Disabilities (Law no. 38/2004 of August 18)
which aims to implement equal opportunities for disabled persons by promoting social participation,
access to education and employment, access to support services and promoting accessibility conditions.
- The 2006 Anti-discrimination Law (Law 46/2006 of August 28) that prohibits and punishes
discrimination based on disability or health. This Law applies to economic, social and cultural rights and
defines the concept of direct and indirect discrimination.
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- The 2006 Accessibility Law (Decree-Law 163/2006 of 8 August), which defines conditions for
accessibility in public spaces, public facilities and public buildings as well as houses, and surrounding
areas.
- The 2008 Accessibility Information Law (Law No. 33/2008, of July 22), establishing measures to
promote access to information for people with visual impairments on specific goods sold to the public
and provides custom monitoring and information system in Braille.
More recently, the Budget allocated by the Human Potential Thematic Operational Programme under
the National Strategic Reference Framework 2007/2013 (POPH/QREN) was focused on the improvement
of the quality of life of people with disabilities, namely the Qualification, Support to socio-professional
integration, Quality of Services and Organisations (Programme Arquimedes), Accessibility at central and
local level and research, raising awareness and good practices.
In 2010 was presented the National Disability Strategy 2011-2013 (Estratgia Nacional para a Deficincia
2011-2013, ENDEF) which defines measures aimed at promoting the rights of persons with disabilities.
This action plan ended in 2013 and none follow it. The document contains 133 measures, focused on
five key areas for policy development:
Disability and multiple discrimination;
Justice and exercise of rights;
Autonomy and quality of life;
Accessibility and design for all;
Administrative modernization and information systems.
In the presentation of the 2016 State Budget, there are several measures to be taken during this term
Involving the different actors," in meeting the quotas of people with disabilities in the public and private
sector. The measures included in the state budget also recommend the regulation of the Labor Code, to
promote the employment of people with disabilities or disability, to bet on "an inclusive school", the
fight against violence and discrimination against persons with disabilities and disability, and Promotion
of political participation and access to leading positions of persons with disabilities or disabilities.
Another issue in the state budget is professional training and the increase of the offer of professional
internships. In OGE, the Government also undertakes to evaluate and reformulate social benefits by
studying the advantages of a single disability model.
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Brief Summarize:
Country Legislation Brief description of the aims Core articles
Portuguese Republic The national constitution states the The right to equality and
Constitution, article 71 fundamental rights of people with non-discrimination; Social right,
disability and the state dutys right to adequate subsistence;
State's duty to support
disabled citizens by not
overcoming the rights and duties
of their parents;
State's duty to support
institutions for people with
disabilities
Law n. 290/2009 Defines policies for
employment and qualification
support for people with
disabilities;
Law n. 46/2006 It aims to prevent and punish Defines general and
discrimination on grounds of specific discriminatory practices at

disability work and in employment
Basic Law of the Legal Reinforce the importance of It is incumbent upon

Regime for the Prevention, employment and work in social the State to adopt specific
Qualification, Rehabilitation and inclusion of people with disability, measures necessary to ensure
Participation of Persons with emphasizing the State's
the right of access to
Disabilities 2004 responsibility to promote and
employment, work, vocational
implement measures of sport
guidance, training, habitation
and rehabilitation and the
adaptation of the working
conditions of persons with
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disabilities;
Article 28 also
establishes employment quotas
both within private and / or
profitable entities and within
the public sector.
c) Employment overview
The integration of people with disabilities into the labour market is now understood as a decisive factor
for social inclusion, economic independence and the consequent personal appreciation and fulfilment
of these citizens. In Portugal, active employment measures for people with disabilities are the
responsibility of the Institute for Employment and Vocational Training (IEFP), which works with a
network of professional rehabilitation centres. One of the first legislative initiatives in Portugal to
support the employment of disabled people was translated into Law no. 40/83 of 25 January, which
states that: "The Constitution of the Republic establishes as an obligation of the State to carry out Of a
national policy of prevention and treatment, rehabilitation and social integration of the disabled, and
should therefore be guaranteed the effective exercise of the rights recognized and attributed to citizens
in general, including the right to work." The preamble to this document, which established the protected
employment model, highlighted the difficulties in obtaining and maintaining employment faced by
individuals affected by any physical or mental incapacity, which prevented them from competing in the
open employment market. According to Law no. 40/83: "Protected employment is intended to provide
disabled persons with an average working capacity equal to or greater than one-third of the normal
capacity required of a non-disabled worker in the same job post. Their personal and professional
advancement, facilitating their transfer to normal employment, where this is properly ensured. Disabled
persons on a protected employment basis are considered to be workers for all purposes, and in principle
they are recognized as having the rights, duties and guarantees inherent in workers with normal working
conditions, with certain specific characteristics arising from their disability situation. Protected
employment is understood to mean any useful and remunerated activity which, integrated into the
whole of national economic activity and benefiting from special State support measures, is designed to
ensure the personal and professional development of disabled persons, facilitating their passage, when
Possible for unprotected employment "(Carta Social).
Another important legislative initiative in the promotion of the employment of the PCDDs was embodied
in Law no. 247/89, document that, within the responsibilities of the then Ministry of Employment and
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Social Security, stipulated the support and Incentives for the employment of the people with disability,
setting the terms and conditions for the allocation of technical and financial support and delegating
competence in this area to the Institute for Employment and Vocational Training (IEFP). This diploma
defined the technical and financial support to be granted by the IEFP to the promoters of programs for
the rehabilitation and professional integration of people with disabilities in the open market or in
protected employment. Thus, in addition to support for vocational guidance and vocational training,
aspects such as job adaptation, self-employment, the elimination of architectural barriers, personalized
hosting and compensation for lower productivity are subsidized.
There are different measures to support companies to hire people with disabilities, they are:
1. Internship for people with disabilities: Non-extendable 12-month internships in private or non-profit
organizations;
2. Employment-Insertion Contract for Persons with Disabilities and Disabilities: Carrying out socially
useful activities, in public or private non-profit entities, for a maximum period of 12 months.
3. Employment contracts supported by employers: Development of a professional activity by persons

with disabilities and incapacity and reduced working capacity, in jobs supported by a contract of
employment, integrated into the productive organization or service provision of employers, Under
special conditions.
4. Job adaptation and barrier elimination: Support for the adaptation of the disabled person's equipment
or work station in order to overcome their functional difficulties and / or eliminate physical obstacles
that impede or hamper their access to the workplace Work or mobility within the premises.
5. Support for the removal of barriers can only be granted in respect of buildings or establishments have
been licensed or constructed before February 20, 2007, under the terms of the legislation in force.
6. Prize of merit: To reward people with disabilities who excel each year in creating their own jobs and
employers that distinguish themselves in the professional integration of people with disabilities.
Other measures to support hiring (most of them are expected to increase in the case of people with
disabilities):
1. Stimulus Measure 2013
2. Support for hiring through reimbursement of the Single Social Tax
3. Work Placement
Overview of Occupational distribution of people with disabilities

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In the 2009 Annual Evaluation Report is shown that the number of persons with disability covered by
Information, assessment and professional orientation amounted to 3878 persons, 3660 people have
attended courses and Training for the general population.
Concerning the establishment of protocols with large national companies for the Hiring of people with
disabilities or incapacity within the scope of It was concluded that of the 20 protocols envisaged at the
outset (which 400 professional placements and 200 professional integrations), 17 were signed, one of
the 2007 and 16 in the year 2008. The report makes reference to the fact that between 2006 and 2009,
at least 4578 persons with disability benefits of Measures to support the placement and Post-placement
follow-up.
Table 4 Overview of Occupational distribution of people with disabilities (Portugal)
men 14,9%
GENDER
women 17,1%
45 or over 15,9%
AGE
below 45 23,6%
working in the open

labour market Not available
LABOUR MARKET
(ordinary employment)
DISTRIBUTION
working in the
Not available
sheltered market
Comparative analysis of Labour Force national situation
Table 5 Comparative analysis of Labour Force national situation (Portugal)
Disability No disability
Comments
(%) (%)
There is no information
specifically on disability.
employment rate around 50% 49,9 %
The numbers presented
are the global (INE)
temporary There is no information
6%
employment rate specifically on disability.
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unemployment rate There is no information

12,4%
inactive There is no information
5.123 thousands
work full-time There is no information
4.055 thousands
work part-time There is no information
549 thousands
number of hours per There is no information
34,2 hours
week usually worked specifically on disability.
working as skilled There is no information
1.128 thousands
manual workers specifically on disability.
working as non-manual There is no information
2.581 thousands
workers specifically on disability.
other occupation There is no information
318 thousands
sector which employs Third Sector (services and
3.185 thousands
more comerce)
people with
There is no information
supervisory
responsibilities
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II - FIELD RESEARCH
1. Promising practices selection process
a) Data collection methodology
The achievement of the first Intellectual Output (IO) of the project comprised a set of activities, being
one of them the development of data collection tools, execution of search and data registration;
exchange between partners. (application form, 2016).
To collect the national practices, the leader partners of the IO1, namely Aproximar and Hand in Hand,
have designed a questionnaire template, that was therefore reviewed and validated by the partners and
tested near one organization (to validate the instrument).
Next step was each partners to invite national organizations to answer to the questionnaire about one
good practice to employ persons with disabilities in the open labor market. A good practice could be:
1. the job profiling of people with disabilities (e.g. instruments/tests for specific skills, beliefs,
personality, characteristic, contexts, procedures and process of assessment);
2. the engagement of employers (e.g. ways of communication, impact messages, successful
strategies);
3. and job placement services in order enhance the integration into open labor market (e.g.
techniques for seeking employment, preparation for employment, maintaining employment).
At Portuguese level, Aproximar and AFID have worked together. The Portuguese partners have sent the
invitation to participate in the research to more than 150 national organizations. The questionnaire was
sent in English but they were advertised that it was possible to fill in in Portuguese language.
The strategy was first send one formal invitation by email and after make a phone call to confirm if the
organization had received the invitation. At that moment, was asked if the organization was willing to
participate and if we could be helpful in the fill-in of the questionnaire.
This process took 3 months (from January to March, 2017) and during this time the organisations were
contacted several times. At the end, 5 national organizations shared their practices with DESIGN
Project number:
2016-1-FR01-KA204-023908
partners in order to be validated during the validation workshop and incorporated (if validated) on the
European Report.
In order to validate if the practices gathered could be defined as good practices for the employment of
people with disabilities on the open labour market, each country partner was responsible to organize a
national validation workshop involving, at least, 6 experts on the field.
In Portugal, Aproximar and Afid opened 12 vacancies for the validation workshop. However, more than
30 people/ experts have register and both organizations decided to engage them on the process.
The validation workshop took place in Afid facilities and during the workshop Portuguese partners have
presented DESIGN project, the Intellectual Output 1 specifically, and each of the practices shared. After
the presentations, experts have been invited to come together into clusters of 5 people, discuss the
practices and evaluate them, by agreeing one common score for each of the practices.
Image 2: Working Group 2 - Practices Validation Process during the

Workshop Validation
Image 1: DESIGN project presentation during the

Workshop Validation
(Tiago Leito, Aproximar President)
Project number:
2016-1-FR01-KA204-023908
Challenges to data collection and selection process limitations

Regarding the methodology, it has shown some limitations. In Portugal only 5 organizations participated
on the study. Based on the feedback that we have received, it was due to several reasons. First of all,
the organizations have found the questionnaire too complex and difficult to fill-in; others have replied
us saying that they dont have either time and human resources to participate on the questionnaire.
Another possible problem was that, at the very beginning, we asked participants to fill in the
questionnaire in English. We think that this was also a barrier to the participation.
b) Rational for Promising practices selection process
This section outlines a set of criteria agreed by the partnership for assessing if the practice could be
considered as ones of best national practices for the employment of persons with disabilities in the
open labour market. The criteria used is listed below.
It was used during aim at providing a common framework to assist the assessments of existing good
practices and to facilitate further discussion. Its important to bear in mind that the ensemble of them
reflects an ideal practice and to the selection of the good/ best practices its not mandatory to meet all
of the criteria. The important is to have in mind that it depends on the topic, scope, etc. of the
programme.
For DESIGN project, best practices are understood as practices that reduce the barriers to the
employment of persons with disabilities, and which can be considered for replication, scaling up and
further study.
For each practice, the expert is invited to evaluate the practice in each of the assessment dimensions
listed below allocating a score of 1 to 4 (1 for low or insufficient and 4 for very high or very good).
Criteria that experts should be in mind during each practice assessment:
CRITERIA DESCRIPTION
- intensity of new and distinctive features in the practice; what

Innovation differentiates this from other practices with similar characteristics and
purposes; the contents added value compared to conventional
responses and the development of new skills.
Project number:
2016-1-FR01-KA204-023908
Is the practice an innovative one? How innovative elements support the

integration of people with disabilities to open labour market?
- process of identifying and documenting the specific actions to be

performed to produce the practice deliverables. Activities provide a
basis for estimating, scheduling, executing, monitoring, and
controlling the practice delivery
Activities
What is the practice about? Does the practice have different levels of
activities that improve it quality and the raises the employment of persons
with disabilities? Are the activities been validated?
- practice results can be divided into three types: outputs; outcomes;

impact. Outputs are those results which are achieved immediately
after implementing an activity; outcomes can be considered as mid-
term results. Impact is usually a long-term result and it may not be
Results achievable even during the project cycle.
Are the results aligned with the activities? Is the clients problem solved?
Can we consider that the results of the practice are enough to evaluate it as
a best practice?
- impact is usually a long-term result and it may not be achievable even

during the life cycle of the project. For example, if the community has
achieved its goal of getting their human rights recognized by the
Impact government, then it is an impact created by the project though it is
usually seen after several years.
Do they measure impact? What value the practice presents in terms of
contributing to the employability/quality of life of the target group?
- in this sense, sustainability has to do with measures, activities,

processes or model that maintain the practice implementation.
Sustainability Are there any activities, processes or model that maintain the
implementation? Is the practice feasible? (adaptability to organisations
context and/or to different learning domains and context)?
Project number:
2016-1-FR01-KA204-023908
III RESULTS CASE STUDIES WITH KEY PROMISING

PRACTICES ON EMPLOYING PEOPLE WITH DISABILITIES
CASE STUDY 1
ORGANISATION GENERAL DATA

Name of the practice holder | address | website:
AFID Diferena Foundation
Rua Quinta do Paraso, Alto Moinho, 2610-316 Amadora
Contact person:
Dr. Domingos Rosa, CEO
domingos.rosa@fund-afid.org.pt
+351 214724040
Type of Organisation:
Non-profit organization
Experience: The AFID Difference Foundation was established by the National Association of Families for
the Integration of the Disabled (AFID), which has 30 years of existence and experience, creating a
movement to support people with disabilities and their families, we provide different social services,
diagonally supporting the great needs in the social area, beginning in the early intervention,
accompanying the Child, the Disabled and at Risk youth and cumulating with the Support to the Elderly.
Areas of specific expertise: People with disabilities and handicaps
Other links to relevant information: www.afid.pt
DESCRIPTION OF THE PROMISING PRACTICE
AFAC- Family support worker
a) Summary of the practice (needs identification process and practice scope/purpose; target
group; location; partnership; profiling appraisal system)
The AFID Difference Foundation, established on June 25, 2005, is a Social Solidarity Institution registered
under n 13/06, of 08/22/2006, recognized as a Public Utility Collective and serving a large population,
Project number:
2016-1-FR01-KA204-023908
in different social services, diagonally supporting the great needs in the social area, beginning in the
early intervention, accompanying the Child, the Disabled and at Risk youth and cumulating with the
Support to the Elderly.
The AFID Difference Foundation is located in the municipality of Amadora, as part as the service
providers with this group work in: To create and / or develop skills in order to facilitate their internal or
external socio-professional integration; To develop motivation in them to acquire the skills necessary
for their socio-professional integration; To stimulate personal, professional, scientific and technological
evolution; Provide the maximum of competences that facilitate their personal independence and full
integration; Develop interpersonal relationships as a way to improve interpersonal relationships;
Developing good self-esteem, leading to greater self-confidence and self-esteem, allowing for greater
capacity for initiative and interpersonal relationships; Develop a language more appropriate to
situations and a greater responsibility for their behaviour in social and professional relationships;
Promote autonomy in activities of daily living; Acquisition of work habits; Acquisition of professional
skills adequate to the performance of the function.
The target group are people having the legal minimum age to work, intend to join, re-enter or remain in
the labour market, or have already developed a professional activity, are unemployed, enrolled in IEFP,
IP centers and intend to increase their qualifications in other professional areas facilitating their rapid
and sustained re-entry into the labour market.
Persons with an acquired disability, who need a further replacement or reinforcement of their
professional competence, including situations arising from a deterioration of their status, may also be
addressed unless their respective responsibility is committed to another entity by virtue of special
legislation, Of occupational accidents and diseases.
There is a permanent articulation with the National Health Service such as the Fernando da Fonseca
Hospital and the network of continuing nursing care (Amadora parish health centers).
Partnerships are established with the school groups of the municipality of Amadora in relation to the
services of CRI - Center for Resources for Inclusion (it provides its services in the various groupings of
schools in the geographical area covered by the municipalities of Amadora, Oeiras and Sintra, namely:
Grouping of Schools, publicity and sensitization for disability issues. Also in the field of education
protocols are established with public and private entities within the scope of Vocational Training. One
of our emblematic services of establishing partnerships is the Amasniores project - catering service at
weekends and holidays - in partnership with the Amadora City Council, Quinta de S. Miguel (SFRAA) and
Sta. C. da Misericrdia.
Project number:
2016-1-FR01-KA204-023908
b) Activities
Main activities of the target group are:
1) Prepare the service related to the care to be provided, selecting, organizing and preparing the
materials, products and equipment to be used;
2) Provide basic hygiene, comfort and health care to those assisted, according to the guidelines of
the technical team;
3) Perform the tasks related to the meal service, according to the guidelines of the technical team;
4) Perform the tasks of cleaning and arranging spaces, equipment and clothing;
5) Collaborate in the prevention of the monotony and the isolation of the assistants, according to
the guidelines of the technical team;
6) Articulate with the technical team, transmitting pertinent information about the services
provided, referencing, in particular, anomalous situations regarding the assisted.
With this work this group can provide a service with quality to people who need some support, at the
same time the group can improve their capability of integration in the community.
c) Monitoring/ Evaluation
The entire project is monitored quarterly through a board table, and its indicators, as well as through
internal and external audits of the Foundation.
Regarding the Evaluation process, on the first day, the Reception is held during which will be presented
the Objectives, its Program Contents and Evaluation Instruments to be used. This day will be made the
survey of the expectations, through a small questionnaire.
In order to validate the knowledge, skills and aptitudes acquired and / or developed by the trainees, in
the pedagogical-didactic field; And validate the training process itself, the evaluation of the training will
focus on the evaluation of the learning outcomes and on the evaluation of the training process.
Assessment of Learning Outcomes: Initial or diagnostic evaluation. At the beginning of each Course,
Trainers will present a small questionnaire or practical exercises assessing in advance the knowledge of
the Trainees, in the field of the respective Course; Continuous assessment - formative and summative.
Assessment of learning throughout the course, through the observation of the changes in behaviour of
the trainees and the results obtained in exercises and individual and group work; And by which the
performance of the trainees is evaluated against the previously defined objectives; Final or summative
Project number:
2016-1-FR01-KA204-023908
evaluation. At the end of each course, the trainees will be evaluated in the degree of the gains acquired
in the integral course of training, taking into account the objectives to be achieved in the level (year) in
which they are.
d) Results/ Validation/ Impact
Results/ Indicator
14 90,00%
12 80,00%
70,00%
10
60,00%
8 50,00%
6 40,00%
30,00%
4
20,00%
2 10,00%
0 0,00%
2011 2012 2013 2014 2015
Encaminhados Terminaram Taxa incluso ativa
Number of persons participating in trainings, co-operations: 36

Employment competences evaluation results in 2016: in 7 people 4 had been integrated into labour
market
Target group competences evaluation results:
e) Sustainability
Throughout 2017, the AFID Difference Foundation, as reference entity in the Municipality of Amadora,
will continue to respond to the needs of people with disabilities, with a view to improving their quality
of life and their integration in labour market. Under Decree-Law no. 290/2009, of 12 October, as
amended by Law no. 24/2011, of 16 June, and by Decree-Laws no. 131/2013 of 11 September and
108/2015, of June 17 that the republic, Program Measure of Qualification of People with Disabilities and
Disability (PMQPCDI), co-financed by the European Social Fund.
f) Innovative aspects
Project number:
2016-1-FR01-KA204-023908
1st Year - Simulated Practice - It is considered almost a year of vocational training and integration in the
respective professional area. It is intended that the trainees become able to perform the tasks inherent
to each professional category and acquire the behaviours necessary for the exercise of their function.
At the end of this first year, the trainee is expected to be able to perform in an appropriate way a task
or a set of tasks inherent to the exercise of the respective function, with the maximum of autonomy
possible.
Practice in a Real Workplace - By the end of 1967h - At this stage the trainee is expected to be able to
improve the quantitative and qualitative indices in the execution of the tasks / functions and achieve an
adaptation to the job.
g) Other relevant information
All of these intervention methodologies are interconnected, depending on each other.
In order to intervene in an effective and adequate way to the needs of the trainee and the situation
experienced, there are scheduled follow-up meetings between all those involved in this training process.
General meeting per month, involving the entire team;

Weekly meeting with the Director of Social Action;
Meetings between trainers, whenever necessary;
Meetings with Pedagogical Training Coordinator, Psychologist and Social Work Technician;
General meeting per month with Pedagogical Coordinator and Trainees;
Meetings / interviews with trainees (individual) and psychologist, whenever necessary (foreseen
two per month);
Meetings / interviews with Graduates and / or Parents and Social Work Technician, whenever
necessary;
Semester Evaluation Meetings;
Evaluation meetings with parents / trainees (two per year);
Monthly meetings of the Monitoring Technician and the tutor of the practice in the work
context.
STRONG AND WEAK POINTS
PRACTICE STRONG POINTS PRACTICE WEAK POINTS
Project number:
2016-1-FR01-KA204-023908
_The practical component of the training; the _they don't to follow up after external job
choice of a new field of training (visibly with a placement (2); there's no generalized
good implementation); concern with intervention with the employers;
development of professional practices based on
_No intervention in other areas of a person's
knowledge;
life;
_Adaptation and enrichment of curricula;
_They don't have double certification; sustained
simulated practice; development of personal
by public funding;
skills; individualized/tailored; a company of
_Funding; external response;
reintegration in the gardening field
_Know how; Funding;
_80% of simulated practice
CASE STUDY 2

BNP Paribas Securities Services Portugal
Av. D. Joo II n.49, 1998-028 Lisboa
Portugal.bp2s.csr@bnpparibas.com
Contact person:
Patrcia Freixo, CSR officer, +351 210442283
Type of Organisation: For Profit Organization; Financial Services; Institutional and Corporate Clients,
Banks and Brokers
Experience: Financial Services
Areas of specific expertise: Financial Services
Other links to relevant information:
Inclusion of people affected by disabilities
Project number:
2016-1-FR01-KA204-023908
Born out of an initiative called Securities Services for Education, where employees volunteered to
provide employment training to people with mental disabilities (CV building, job searching, using social
networks for job searching, behaviour during interviews, etc.) and institutions that support them (team
management, motivation, engagement, office tools).
At the end, one of the beneficiaries was integrated as a trainee in the Facilities team, having specific
tasks assigned. That person is nowadays a permanent employee. Another person has started his activity
as a gardener while providing gardening service in our premises as an outsourcer, employed by his
supporting NGO.
So far, the practice is being implemented in Lisbon, and have targeted around 15 people beneficiaries
and employees of AFID and Elo Social.
The partnership is composed by Fundao AFID diferena, Elo Social and BNP Paribas. BNP Paribas
Securities Services was responsible for:
Designing and financing the programme;

Structuring and providing training (including the recruitment of internal volunteers)
Designing a job and preparing a team to include the beneficiary
b) Activities
Training sessions provided by HR people, volunteer co-workers and external providers. The person
employed after this training was assigned facility management tasks, such as distributing fruit, handling
incoming mail, checking and preparing coffee corner supplies, handling simple service requests coming
from employees via email or phone
Another person and his team started their activity as gardeners working 1 day per week in our
premises.
As we had a positive experience (as described in the points above), we will recover the programme this
year targeting people affected by physical disabilities Results/ Validation/ Impact
d) Sustainability
Project number:
2016-1-FR01-KA204-023908
Nothing special, the job created has real and necessary tasks so the person is treated and has career
management as any other employee.
e) Innovative aspects
We believe that by applying our knowledge into welcoming people with differences, through a unique
and dedicated training programme, we have created a new and effective way of both:
Preparing people with disabilities to a challenging environment

Bringing a wide range of employees of the company into the inclusion process
f) Other relevant information
We are now making adaptations of the programme in order to use it again with other disability
targets, namely:
Motor disabilities
Autism

_social responsibility; innovation of the practice in _impact on work teams
company context; creation of the service;
_lack of impact assessment; lack of explanation
_internal strategy of inclusion with the goal of of selection criteria;
replication; promotion of contact with the
_Punctual situation; follow up (?)
difference (people with disabilities and the rest of
the employees);
_inclusive factor of the training; employers

initiative for inclusion;
CASE STUDY 3

Fundao LIGA (FL)
Rua do Sitio ao Casalinho da Ajuda, 1349-011 Lisbon Portugal
Project number:
2016-1-FR01-KA204-023908
fundacaoliga@fundacaoliga.pt, www.fundacaoliga.pt, http://www.oed.com.pt

Contact person:
Gonalo Solla
Type of Organisation: non-profit
Experience: FL is the first and most prominent NGO working with and for people with disabilities in
Portugal
OED Operation for Employment of Disabled People
Fundao LIGA (FL) was founded in 1956 as an association dedicated to the support of children and
young people with motor disabilities. Given that the rehabilitation objectives are not found
exclusively in clinical rehabilitation, vocational training and employment, were primary concerns.
With this in mind, LIGA proposes to Institute for Employment and Professional Training and Lisbon
City Hall a partnership proposal, which lead to the signature of the Protocol that created OED, in
1990, reinforcing the involvement and common interests of these three entities, regarding the
employment of people with disabilities, considering the low rate of professional integration of this
population.
The beneficiaries of OED are people with disabilities who are unemployed and live in the city of
Lisbon. The profile of clients served by OED in the last 5 years was predominantly male (61%), aged
25 to 44 years old (66%), long term unemployed (38%), 35% with basic literacy level and 29% with
secondary education.
Most were hearing impaired (28%), followed by skeletal muscle deficiency (19%) and general
function limitations (19%).
OED is an innovative and unique response at national level and is aimed at people with disabilities
residing in the city of Lisbon. In the last few years, we have been watching a decentralization of
companies to other areas of the country, not accessible to people residing in Lisbon. It should also
be mentioned that OED, annually receives many requests for support from all over the country.
Project number:
2016-1-FR01-KA204-023908
3 Partners:
Cmara Municipal de Lisboa (CML) Provides the physical location where OED operates, the
maintenance of the facilities and the payment of its direct expenses (electricity, water, internet, fax
and phone)
FL Services developed by OED, namely, concerning the use of financial, technical and human
resources.
Instituto Emprego e Formao Profissional (IEFP) Is responsible for the funding, which is
operationalised by an annual business plan, prepared by FL.
b) Activities
The mission of OED is to include people with disabilities in the employment market, registered with
one of the employment services in Lisbon, and to inform companies about their professional
capacities, mediate and support the recruitment, maintenance and progression in the work place.
For this, it promotes several actions: socio professional skills development of clients (answering
employment ads, CV and application letters elaboration, behavior in a job interview); raising job
offers; defining the function and the competences involved; Pre-selection of candidates who have
the required profile; Submission of CVs with a brief description of the candidates' functionalities and
competences; Monitoring of employment interviews by technicians and / or sign language
interpreters; Analysis and adaptation of the workstation and elimination of architectural barriers;
Post-placement follow-up.
OED has several performance indicators whose targets are annually set out in the Activities Plan.
There is a system of recording its results and activities that is updated daily by each team member.
The coordinator elaborates the overall monitoring of all indicators, monthly, quarterly, biannually
and annually, which is reported to all partners. An intermediate implementation report and an
annual activity report are also produced. The OED team meets weekly and the Joint Commission,
made up of 2 representatives from each partner, meets at least twice a year.
Since May 2011, OED has EQUASS Assurance Certification. Clients satisfaction is evaluated through
a questionnaire. In all evaluated dimensions, the vast majority of clients were satisfied or very
satisfied. As for global satisfaction, we recorded a very high percentage of satisfied and very satisfied
Project number:
2016-1-FR01-KA204-023908
clients with OED: 83% in 2010, 88% in 2011, 97% in 2012, 95% in 2013, 96% in 2014, 97% in 2015
and 99% in 2016. There are also two focus group sessions with clients every year, with the objective
of evaluating and planning OED.
Results -1992 to 2016:
2.192 people with disabilities attended; 93.614 contacts with employers, 1.067 professional
integrations, 10.543 company and employees follow-up actions, 1.598 job vacancies, 2.555 job
interviews carried out, 22.490 curricula sent, 17.902 replies to ads and about 270 companies that,
with the support of OED, hired people with disabilities, which demonstrates a high loyalty rate to
our service (25%) considering the number of placements made.
Our clients are residents of the city of Lisbon consequently, the companies involved are also from
the greater Lisbon area.
The impact of OEDs intervention is measured in various ways, which we present below. The results
presented correspond to an average of the values obtained in the last 5 years:
- Evaluation of the performance indicators and objectives defined in the Annual Activity Plan
(implementation rate of 93%)
- Evaluation of the objectives defined in the Annual Continuous Improvement Plan (implementation
rate of 92%)
- Evaluation of the objectives defined in the Client's Individual Plan (execution rate of 79%)
- Annual evaluation of the quality of life of clients (52% who consider their quality of life improved)
- Annual client satisfaction assessment (97% satisfied or very satisfied)
- Annual satisfaction assessment of the entities that hired PWD (100% satisfied or very satisfied)
e) Sustainability
OED resulted, in 1990, from a protocol established, between CML, IEFP and FL, with the goal to
contribute to the increase of employability of disabled people.
In the course of time, the clauses of this Protocol disregarded the current socio-economic situation
and the various legislative changes that have taken place at European and national level in the
domain of active measures to promote employment and the insertion of disadvantaged publics.
Project number:
2016-1-FR01-KA204-023908
Thus, in 2015, the revision and reformulation of the cooperation agreement between the three
entities was signed to follow up the partnership in the development of OED.
OED is an innovative and unique service in Portugal and operates in parallel with PWD and the labour
market. It focuses on surveying client needs, evaluating and promoting their skills whilst fostering
awareness of the employer community, by personally communicating with entrepreneurs,
spreading good practices and the results achieved. The OED team consists of 3 psychosocial
intervention specialists (with qualifications in psychology, sociology, social policy and occupational
therapy) and 3 employees, who contact the business community according to the clients skill set.
g) Other relevant information
We wish to highlight some reports / news about OED, among them:
OED 25 years Vdeo anos

LUSA Agency Report
SIC Noticias Interview
TVI Report
FL News
Publico Report
DN Report

_work with several typologies of disability; _limitation to people registered in the
concern with continuous improvement; employment services in Lisbon;
_project monitored with continuous _ % of companies loyalty against

improvement; follow up made by satisfaction; find new partners;
professionals specialized and after
placement.
Project number:
2016-1-FR01-KA204-023908
CASE STUDY 4

APPACDM de Viseu (Portuguese Association of Parents and Friends of the Mentally Deficient Citizen of
Viseu)
Rua APPACDM, Repeses, 3500-431 Viseu
appacdmviseu@gmail.com www.appacdm-viseu.org www.facebook.com/appacdm.de.viseu
Contact person:
Emlia de Nazar Agostinho Dias
Executive Director
dias.emilia@gmail.com | +351 232 483 260
Non-profit organization
Experience:
The Portuguese Association and Parents and Friends of the Mentally Deficient Citizen of Viseu was
founded in Viseu on December 1, 1976.
They work on the promotion of the well-being of people with mental disability, multi-disability and
people at risk.
Areas of specific expertise:
Proximity monitoring
Over the years we were told by employers that they felt the need for a closer, more frequent and
frequent follow-up by the technicians (follow-up and insertion technicians, psychologist and social
worker) of APPACDM de Viseu, during training in a work context. Identified in evaluations, in
conversation with employers, and questionnaire to entrepreneurs.
Project number:
2016-1-FR01-KA204-023908
Regarding the target group: annually they support between 120 and 140 trainees; at this moment they
have 46 Men and 32 Women; The average age is around 30 years; The minimum age of the people
supported is 18 years (outside compulsory minimum schooling) and the oldest female student is 55 years
old; - They support mainly people with Intellectual Disability; - The people supported reside in the district
of Viseu.
The areas of training:
Cook, Waitress, Floor Employee, Gardening Operator, Agricultural Operator, Wood Finish Operator
They have about 200 active partners. Partners are available to receive trainees and ex-trainees in
traineeships / practical training in the workplace.
b) Activities
Accompaniments at work have a frequency that is at least weekly. In exceptional cases one can do more
than one follow-up per week to a trainee.
There is a culture of relational proximity to entrepreneurs (invitation to participate in activities of the

institution, a strong face-to-face and relational component in companies, support in completing
applications for support to hiring, immediate support when there are occurrences in companies).
Accompaniments at work have a frequency that is at least weekly. In exceptional cases one can do more
than one follow-up per week. There is a culture of relational proximity to entrepreneurs (invitation to
participate in activities of the institution, a strong face-to-face and relational component, support in
completing applications for support to hiring, immediate support when there are occurrences in
companies).
The technical team makes daily visit and follow-up reports.
The Technical Director of vocational training meets monthly with the technical team to evaluate the
intervention.
In what concerns the impact, in a survey conducted in 2016 to 30 entrepreneurs, where 40% had people
with disabilities working in their company, we obtained this results:
Do you consider the support of our institution for the process of integration of people with disabilities in
companies: 100% answered Yes.
Project number:
2016-1-FR01-KA204-023908
How do you rate the performance of our Insertion and follow-up technicians: 90% answered Very
Good; 10% answered Good.
In a survey conducted in 2015 to 78 trainees:
Overall satisfaction with the operation of vocational training: 68% answered Very Satisfied; 29%
answered "Satisfied; 3% answered dissatisfied
Data from the last 3 years:
Number of integrations (trainees, ex-trainees and others)
12 in 2014 | 12 in 2015 | 14 in 2016
Integration in the labor market rate
25% in 2014 | 34% in 2015 | 30% in 2016
Number of companies / entities monitored
34 in 2014 | 37 in 2015 | 63 in 2016
Number of follow-ups in working context
221 in 2014 | 342 in 2015 | 484 in 2016
Regarding the impact, it has made it possible to improve self-determination, financial autonomy, choice
of pairs (boyfriends, family formation, rental / purchase of own house and also in the car / motorcycle /
car, purchase of clothing they like, and also help the family in expenses Monthly payments.
e) Sustainability
There is a stable team (a Social Worker, a Psychologist, 3 Accompanying and Insertion Technicians), and
experience over 15 years in these practices.
In terms of financing operations, we rely entirely on European funds.
They do not consider that there are innovative aspects

Project number:
2016-1-FR01-KA204-023908
PRACTICE STRONG POINTS PRACTICE WEAK POINTS (max. 500 characters)

_geographic area of implementation _exclusively European fundings;
_good proximity and contact; high number of

partnerships; focus on self-determination; good
rate of placements;
CASE STUDY 5

CADIn Neurodesenvolvimento e Incluso
Estrada da Malveira, 800 2750-782 Cascais
geral@cadin.net | www.cadin.net
Contact person:
Sandra Pinho, Clinical Psychologist
Sandra.pinho@cadin.net
+351 214 858 240
Non-profit
Experience:
Promoting inclusion for children, youth and adults with neurodevelopment disorders. Reference center
accessible to all in the treatment and investigation of neurodevelopment disorders
Areas of specific expertise:
neurodevelopment disorders
Individually tailored; multidisciplinary collaboration; involving families and

other important agents; working with the community in disability awareness
Project number:
2016-1-FR01-KA204-023908
European data on employment for people with disabilities shows that people with
psychiatric/intellectual disability that impact in behavior and interpersonal skills are the most excluded
in labor integration. Not evident at first sight, neurodevelopmental/psychiatric disability have impact on
behavior, social interaction, cognitive abilities and communication. Grey diagnosis and prognosis and
social stigma are associated with the unknown making these young adults the most excluded.
Reasonable adjustments are imposed to insure equal opportunities and labor market is not favorable,
with few jobs available, more demanding and more brainee jobs. Nevertheless, work is a means for
rehabilitation and inclusion, promoting development and personal, social and professional achievement.
Clinical practice at CADIn suggested words like words like unemployed, underemployed,
malemployed, Poor and Very Poor outcomes abound in the lives of many of our clients with
neurodevelopmental disorders. Without adequate support, many of them dont get to ascertain a right
that the United Nations considerer a mandatory human right: that is, the right to employment for people
with disability.
The target group are: Young adults with neurodevelopmental disorders; Qualification levels from 3 to 6
in several areas of expertise; Difficulties with social interaction and communication, cognitive and
behavioural inflexibility, motor coordination problems, hypersensitivities; Without accompanying
intellectual impairment (normal to superior I.Q.); Meticulous, detail oriented, responsible, punctual,
good at routine tasks; Living in Lisbon metropolitan area; Ages from 20 to 35, mostly men.
10 companies employed our beneficiaries. 2 companies contributed with financing.
Our role with stakeholders (employers): 1) making adjustments in the selection process; 2)
implementing reasonable adjustments in the workplace, naming a tutor; 3) training co-workers in
disability awareness; 4) supporting integration.
b) Activities
With beneficiaries:
Defining the profile (skills, qualifications, interests);

Training in soft skills (attitudes, behavior, communication);
Training in Job Search Techniques;
Supporting integration
Project number:
2016-1-FR01-KA204-023908
With stakeholders (employers):
Making adjustments in the selection process;

Implementing reasonable adjustments in the workplace, naming a tutor;
Training co-workers in disability awareness
Supporting integration
Wellbeing scale at baseline and trimonthly afterwards
Regular visits to the workplaces with accompanying report
Employment competence evaluation monthly during the duration of the project
Satisfaction with services evaluated by tutors in the workplaces
Satisfaction with services evaluated by beneficiaries and their families
Satisfaction with training evaluated by beneficiaries (training in soft skills) and co-workers (training in
disability awareness)
Beneficiaries and their families reported to be very satisfied with services. Evaluation was informal.
16 employed beneficiaries
Around 100 co-workers participating in training (disability awareness). Employment competence

evaluation during 9 months for the pilot project with Caixa Geral de Depsitos showing very positive
results.
1 out of 4 beneficiaries in pilot project with Galp still works in the company (12 years later);
4 out of 7 beneficiaries in pilot project with Caixa Geral de Depsitos were invited to work in
companies after the project ended;
3 out of 7 are still working in the same companies (5 years later);
The remaining 4 have new jobs.
We did measured impact in wellbeing of beneficiaries in the pilot project with Caixa Geral de Depsitos.
Quality of life of beneficiaries increased with work placement.
e) Sustainability
European funds; 2 companies contributed with financing; Volunteering

Project number:
2016-1-FR01-KA204-023908
No. It is based in the model for supported employment from Prospects - National Autistic Society (UK)

_specialisation of target-group - autism level 1; _Fundings
_training actions for entities' collaborators _project with some time vs. results presented;
BIBLIOGRAPHY
ARTICLES
APREN - Associao de Energias Renovveis (2016). Boletim Energias Renovveis. Retrieved from:
http://www.apren.pt/fotos/editor2/12_boletim_energias_renovaveis-dezembro.pdf
Education and Training Monitor 2016, Portugal
Country statistical profile: Portugal 2017 (OCDE)
http://www.socialprogressimperative.org/
Project number:
2016-1-FR01-KA204-023908
De Carvalho, A. M. A. (2010). Sistemas de Poupana Complementar para a Reforma em Portugal

(Relatrio Final para Bolsas de Integrao na Investigao 2009/2010). Universidade de vora:
CEFAGE.
Glatzer, M. (2012). Welfare State Growth and the Current Crisis in Portugal: Social Spending and its
Challenges. UC Berkeley: Institute of European Studies. Retrieved from:
https://escholarship.org/uc/item/4702x2jm
Instituto Nacional de Estatstica (2015).Envelhecimento da populao residente em Portugal e na Unio

Europeia. Retrieved from:
https://www.ine.pt/xportal/xmain?xpid=INE&xpgid=ine_destaques&DESTAQUESdest_boui=22467935
4&DESTAQUESmodo=2&xlang=pt
Rede Europeia Anti-Pobreza (2016). Indicadores sobre pobreza: dados europeus e nacionais (atualizao
dezembro 2016). Retrieved from:
http://www.eapn.pt/documento/531/indicadores-sobre-pobreza-dados-europeus-e-nacionais
INE (2001). Populao residente com deficincia segundo os Censos: total e por tipo de deficincia
(2001). Instituto Nacional de Estatsticas.
WHO (2014). Disability and Health - Fact sheet N352. Available at

http://www.who.int/mediacentre/factsheets/fs352/en/
WHO (2011). World Report on Disability. Geneva: World Health Organization. Available at
http://www.who.int/disabilities/world_report/2011/en/
Gonalves, J. & Nogueira, J. M. (2012). O Emprego das Pessoas com Deficincias ou Incapacidade Uma
abordagem pela igualdade de oportunidades. Gabinete de Estratgia e Planeamento (GEP) e
Ministrio da Solidariedade e da Segurana Social (MSSS), Lisboa.
Project number:
2016-1-FR01-KA204-023908
Portugal Team Contacts
APROXIMAR
Joana Portugal
Email: joana.portugal@aproximar.pt
Rita Loureno
Email: rita.alves@aproximar.pt
Tiago Leito
Mobile: +351 966106006 | Email: tiago.leitao@aproximar.pt
Aproximar, Cooperativa de Solidariedade Social, CRL

Rua do Paraso Loja n2 | 2610-136 Alfragide, Amadora
Mobile: +351 211 336 681 |+351 91 1939224 | Email: secretariado@aproximar.pt
FUNDAO AFID DIFERENA
Edite Sobrinho
Email: edite.sobrinho@fund-afid.org.pt
Juvenal Baltazar
Mobile: +351 965184560 | Email: juvenal.baltazar@fund-afid.org.pt
Fundao Afid Diferena

Rua Quinta do Paraso, Alto Moinho
2610-316 Amadora, PORTUGAL
Project number:
2016-1-FR01-KA204-023908
Project Promoter: AFEJI
Att: DIERCKENS Aurlien
Address_26 rue de l'Esplanade, FR30 - Nord - Pas-de-Calais, 59140 Lille

(France)
http: //www.design-disability.org/

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COUNTRY REPORT: PORTUGAL

DESIGN Disabled Employability Signaling

AFID Fundao afid Diferena

APROXIMAR Cooperativa de Solidariedade Social, CRL

Asociatia Profesionala Neguvernamentala de Asistenta Sociala ASSOC

EaSI European Association for Social Innovation

Hand in Hand Foundation (Kzenfogva Alaptvny)

Tiago Leito (co-ordination)

Fundao AFID Diferena

Juvenal Baltazar (co-ordination)

I COUNTRY PROFILE ..................................................................................................................... 6

1. Social Support System........................................................................................................................ 8

a) The current system ........................................................................................................................ 9

2. Protection of people with disabilities .............................................................................................. 11

b) Intervention under national level legislation............................................................................... 12

c) Employment overview ................................................................................................................. 15

II - FIELD RESEARCH ...................................................................................................................... 19

1. Promising practices selection process .......................................................................................... 19

a) Data collection methodology ....................................................................................................... 19

b) Rational for Promising practices selection process ..................................................................... 21

CASE STUDY 1 ...................................................................................................................................... 23

CASE STUDY 2 ...................................................................................................................................... 28

CASE STUDY 3 ...................................................................................................................................... 30

CASE STUDY 4 ...................................................................................................................................... 35

CASE STUDY 5 ...................................................................................................................................... 38

Portugal Team Contacts ...................................................................................................................... 43

DESIGN project is focused on:

IO1) Evidence review on disabled persons job placement services

IO2) Job Profile Assessment tool and manual

IO3) Job Placement Services Learning programme manual

IO4) Communication toolkit and

IO5) Job Placement Services model

2. the engagement of employers (e.g. ways of communication, impact messages, successful

Portugal is a country on the Iberian Peninsula, in

Table 1 Top 5 Societal Challenges in Portugal

Top 5 Societal Challenges

In 2015, 26,6% of Portuguese population was at risk of poverty or

In August 2016, 27,9% of young people between 15 and 24 years old,

4. Education: Early leavers from

In 2016, the percentage of energy produced from renewable energy

1. Social Support System

a) The current system

Table 2 Overview of the Social Support System in Portugal

Total Population 10 341 330

Voluntary schemes In 2013 110 thousands people.

people that are exempt but with voluntary

2. Protection of people with disabilities

Country Legislation Brief description of the aims Core articles

discrimination on grounds of specific discriminatory practices at

Basic Law of the Legal Reinforce the importance of It is incumbent upon

3. Employment contracts supported by employers: Development of a professional activity by persons

1. Stimulus Measure 2013

2. Support for hiring through reimbursement of the Single Social Tax

Overview of Occupational distribution of people with disabilities

Table 4 Overview of Occupational distribution of people with disabilities (Portugal)

working in the open

Comparative analysis of Labour Force national situation

Table 5 Comparative analysis of Labour Force national situation (Portugal)

unemployment rate There is no information

1. Promising practices selection process

a) Data collection methodology

Image 2: Working Group 2 - Practices Validation Process during the