Promoting employment opportunities for individuals with disabilities is another ongoing Group commitment.
In 2013(1), the yearly monitoring of the employment of disabled workers within the Group covered 38 countries, mapping over 66% of all employees.
In certain countries, such as Austria, Brazil, China, France, Germany, Italy, Spain and Venezuela, local legislation requires companies to employ an established minimum of disabled workers, which also may vary in relation to the headcount of the company/site, in many cases entailing the requirement only for sites with a headcount over a certain threshold. These laws also may give employers the alternative of paying contributions to specific funds for the disabled (i.e., Poland), or establishing agreements with the relevant bodies to hire these individuals gradually (i.e., Italy). Economic difficulties have led to a temporary suspension of the minimum employment quota requirement (Greece) or widening of the scope of exemptions, as in Italy, where some Group companies had to resort to extraordinary temporary lay-off benefits and collective redundancy schemes (see also Social Dialogue section). In some countries the deadlines for the payment of contributions to be allocated into specific funds can be changed (e.g., Germany and Spain), as can those previously established by agreements within individual countries (Italy)for hiring disabled workers.
In countries where there are regulatory minimums (15 out of a total 38), disabled workers accounted for an average 2.9% of Group employees (0.5% women and 2.4% men). The total average value is the result of different scenarios and is influenced by local regulations that establish mandatory minimum quotas of 1.6% to 7% of the headcount or quotas reached with specific formulas based on other types
of calculations. Company-wide, the Group had the highest percentage of disabled workers in Venezuela (4.9%). The survey also revealed that in these countries disabled women make up 17.3% of the disabled employees; this statistic mirrors that of the percentage of women in the entire headcount at the companies mapped, which was 17.2%.
In many other countries (including Argentina, Australia, Belgium, Canada, India, Mexico, United Kingdom and United States), there are no regulations specifying a minimum employment quota for workers with disabilities. However, integration is supported by a variety of accommodations, for example, working hours, working environment, special terms or benefits for companies employing disabled workers, etc. In countries where employees and applicants are not legally required to disclose any disabled status, there are objective limitations to reporting the number of disabled workers, as the information is sensitive and often subject to data protection legislation. Consequently, US mapping is partial and Canada was not included in the survey.
Nevertheless, Group companies still keep a focus on this area; in fact, the companies located in these countries are proactive in ensuring that their facilities provide reasonable accommodation to disabled individuals in terms of both workplace accessibility and usability.
Furthermore, this data does not include the disabled workers who are fit to perform specific tasks as per assessments carried out by a medical professional or facility responsible for evaluating both the health conditions of the worker and the activities involved. In these specific circumstances, the company offers workers a position appropriate to their condition. Chrysler Group’s Return to Work Specialists in US and Canadian plants provide a concrete example of how the company handles employees whose work capacity has been impacted.
These specialists actively pursue – within legal and contractual obligations – safe and productive work for affected employees including, if necessary, a role in a different capacity. For employees whose condition is such that employment with Chrysler Group is no longer feasible, the company frequently works with the respective state or provincial governments to retrain the individuals so they may find work in other external occupations.
(1) Data refers to 31 October 2013.