home Diseases More and more people with disabilities are seeking employment. Equal opportunities: employers are full of doubts, but are increasingly willing to employ people with disabilities. "They work better"

More and more people with disabilities are seeking employment. Equal opportunities: employers are full of doubts, but are increasingly willing to employ people with disabilities. "They work better"

Currently, it is no secret to anyone that the number of disabled people is extremely high not only in our country, but throughout the world. According to the UN, in the early 1990s there were approximately 0.5 billion people with disabilities in the world, that is, approximately 10% of the world's population.

A large number of disabled people in our country inevitably creates problems for their employment and employment due to various circumstances. First of all, this is the lack of physical ability to perform some functions inherent in a healthy person.
In accordance with Art. 1, Federal Law “On Social Protection of Disabled Persons in the Russian Federation”, a disabled person is a person who has a health disorder, with a persistent disorder of body functions, caused by diseases, consequences of injuries or defects, leading to limitation of life activities and causing the need for his social protection. In this case, the limitation of life activity is understood as the complete or partial loss of a person’s ability or ability to carry out self-care, move independently, navigate, communicate, control one’s behavior, study and engage in labor activity.
The explanatory dictionary gives their following concept of employment:
Employment - “arranging someone for a job, assisting in such employment.”

The problem of employment and employment of people with disabilities in modern society is relevant and no less important. Disabled people experience a number of difficulties in finding employment due to the fact that very often employers, under various pretexts, do not employ them, limit their rights, and make certain types of work inaccessible due to the physical inability of disabled people to perform various types of work. All this creates additional tension in society and makes a huge number of people “unnecessary”.

Labor activity for a person is an important condition for full life. It is not only a way to economically ensure one’s existence, but also an opportunity to realize one’s abilities, including creative ones. Labor activity is a factor in introducing a person to social values. Work allows every citizen to respect himself, realize his individuality, and be a full-fledged part of modern society.

Today in society there is a certain stereotype that a person with disabilities cannot and does not want to work, that he lives in the care of close relatives and the state. However, we must not forget that among the disabled there are those who want to work and be independent.

Disabled people experience certain difficulties in finding work due to their limited capabilities and therefore need support from the state. Thus, laws and by-laws were adopted designed to defend the rights of people with disabilities in the field of employment: “On the social protection of people with disabilities in the Russian Federation.” Despite the availability of jobs, not all able-bodied people with disabilities manifest themselves in work activities, although they have the same need.

The causes of disability are recognized as:
1. General illness
2. Disability since childhood
3. Work injury
4. Occupational disease
5. A disease that was acquired in connection with the accident at the Chernobyl nuclear power plant, the consequences of radiation exposure.
6. Injury (injury, concussion) received while defending the state or while performing other military service duties, or an illness associated with being at the front.

Deviations from the norm in the life activity of a disabled person are varied. Among them: impaired motor function, impaired circulatory, respiratory, digestive, metabolic and energy functions; impairment of vision, hearing, sight or touch; Mental disorders, impaired memory, attention, speech, thinking.

Each limitation has its own degree of severity:
1st degree - the ability to perform labor activities subject to a reduction in qualifications or a decrease in the volume of production activities.
2nd degree - the ability to perform work in specially created conditions with the use of aids.
3rd degree - inability to work.

The criterion for determining the disability group is social deficiency requiring social protection and assistance.
To establish the first group of disability - ability of the third degree. For the second group - abilities of the second degree. For the third group - abilities of the first degree.

Employers often refuse to hire people with disabilities: due to unnecessary costs; psychological characteristics of disabled people, as well as in connection with the need for treatment. Another important factor is the lack of possibility of attracting additional ones. The lack of desire to understand the problems of people with disabilities and enter into their situation plays a decisive role in the employment of this category of the population.

In the Russian Federation, the state employment service deals with the issue of employment. Accordingly, a person with a disability can also apply there. This organization provides professional provides orientation services and familiarizes with the available vacancy bank. If a person with a disability wishes to register with the employment service as an unemployed citizen, he must apply for an “Individual Rehabilitation Program”, provided that he does not have a third degree restriction on work activity.

A person with a disability has a number of psychological factors that reflect his position in the labor market, as well as shaping his attitude towards society. Disabled people belong to the category of the less mobile population and are the least protected, socially vulnerable part of society. This is primarily due to defects in their physical condition caused by diseases that lead to disability. Psychological problems arise when disabled people are isolated from the outside world, due to existing illnesses and as a result of inability to adapt to the environment. An important role is played by the lack of specialized equipment for the disabled and the disruption of usual communication. This entails a number of consequences, namely, the onset of loneliness, the emergence of emotional and volitional disorders, the development of depression, and changes in behavior.

For disabled people who want to work, employment is very important. A disabled person who has a job ceases to feel his inferiority caused by physical and other health deficiencies, feels like a full member of society and, importantly, has additional material resources. Therefore, disabled people are provided with guarantees of employment through a number of special events that help increase their competitiveness in the labor market:
1) Establishing a quota for hiring disabled people and allocating a minimum number of specialized jobs for them;
2) Implementation of preferential financial and credit policies in relation to specialized enterprises employing the work of disabled people, enterprises, institutions, organizations of public associations of disabled people;
3) Creation of working conditions for disabled people in accordance with their individual rehabilitation programs;
4) Creation of conditions for entrepreneurial activity of disabled people; organizing training for their new professions.
To employ disabled people, special workplaces with specialized technical equipment should be created, taking into account the individual capabilities of disabled people.

One of the main areas of support for people with disabilities is vocational rehabilitation, which is an important component of state policy in the field of social protection of people with disabilities.
Professional rehabilitation of disabled people includes the following activities:
1. Career guidance;
2. Psychological support for professional self-determination;
3. Training or retraining;
4. Advanced training;
5. Employment assistance;
6. Quotas and creation of special jobs for the employment of people with disabilities,
7. professional and industrial adaptation.

Professional rehabilitation of disabled people with their subsequent employment is economically beneficial for the state. Since the funds invested in the rehabilitation of disabled people will be returned to the state in the form of tax revenues resulting from the employment of disabled people. If the access of disabled people to professional activities is limited, the costs of rehabilitation of disabled people will fall on the shoulders of society.

Specialized enterprises are created for disabled people who are unable to participate in the main employment process. There are currently about 1.5 thousand such enterprises in Russia. Specialized enterprises are usually intended for certain categories of disabled people with significant losses of body functions: visual impairment, mental development and motor impairment. However, the employment of disabled people in specialized enterprises cannot be considered as an exclusive form of ensuring the employment of disabled people and as the foundation on which all policies for ensuring the employment of disabled people are based.

Disabled people often fear moving into the mainstream labor market due to the possibility of failure to find employment in regular non-specialized occupations, after which they will again be faced with the problem of obtaining specialized work. In addition, people with disabilities are afraid of losing certain benefits that they receive while working at a specialized enterprise. Employees of specialized enterprises often become an important workforce, have high professionalism and have a positive impact on the productivity, revenue and profit of the enterprise, as a result of which the managers of such enterprises are usually reluctant to let workers go. The goal of managers of specialized enterprises may be to achieve a certain level of employment of disabled people in order to obtain certain tax and other benefits, so they have an interest in retaining these workers, whatever their productivity.

Thus, we can conclude: a person’s labor activity is the main sphere of his life. A healthy person can easily adapt to the environment. Disabled people need to adapt to various spheres of life. The state and society should be interested in adapting this social group so that they can freely work in the profession they consider most suitable for themselves. Employers should not remain indifferent to the problems of these people. Enterprises must be equipped with specialized equipment for disabled people, so that they feel like full-fledged people, capable of working, so that they feel equal to healthy people.

The employer's obligation to hire a disabled person

In Russia, employment of disabled people is a problematic matter. Leaders of organizations usually refer to various negative aspects regarding the provision of special conditions to them, to the risks involved, etc. And some are simply not familiar with the procedure for employing this category of citizens and refuse them for other reasons.

However, many employers simply forget that refusing to employ a disabled person due to his physical disability is unacceptable, as is directly stated in Art. 64 Labor Code of the Russian Federation. The only reason for refusal may be an insufficient level of professional training. If a disabled person has the level of knowledge and skills necessary for work, the employer is obliged to hire him.

A disabled applicant for a vacancy, in the event of a refusal to conclude an employment contract with him, is given the right to demand that the employer justify the reasons for the refusal in writing. In case of disagreement with the employer’s conclusions, the disabled person retains the right to go to court. The result of appealing an employer's decision may be forcing the latter to enter into an employment contract with a citizen with limited physical capabilities.

When discussing this topic, it is worth remembering the provisions of the Federal Law “On social protection of disabled people in the Russian Federation” dated November 24, 1995 No. 181-FZ. In Art. 21 stipulates the obligation of employers whose companies have more than 100 employees to employ disabled people in accordance with the quota provided for in the subject. This quota can range from 2 to 4% of the average number of employees of the organization. As for the obligation to comply with the quota (in force in a specific territorial entity), it falls on all enterprises, regardless of their form of ownership.

In addition, the above-mentioned law indicates that the constituent entities of the Russian Federation have the right to establish their own quotas for the employment of disabled people for enterprises with a number of employees from 35 to 100 people. In this case, it must be said that not all territorial entities have developed and implemented legal acts of this kind today.

As for associations of disabled people or enterprises created by them (when the authorized capital consists of contributions from a public association of disabled people), they have no obligation to comply with the quota.

What special workplaces are there for people with disabilities?
In addition to the fact that the employer is legally required to hire citizens with disabilities, he is also required to appropriately equip workplaces for this category of persons.
According to Art. 22 of the Federal Law “On Social Protection of Disabled Persons in the Russian Federation”, the employer must create special workplaces adapted for the work of disabled people.
A special workplace is considered to be one in respect of which the employer has taken additional measures to organize work, including adaptation of equipment, additional technical and organizational equipment with devices that allow a disabled employee to perform a labor function, despite any impairments.

We emphasize that technical and organizational devices, as well as equipped workplaces, must comply with the basic requirements developed by the federal executive body. We are talking about a body that carries out the functions of developing and implementing state policy in the field of legal regulation of labor and social protection of Russians.
In addition, according to the provisions of Art. 23 of the previously mentioned law, the necessary working conditions at an enterprise (regardless of its form of ownership) must be created taking into account the individual rehabilitation program for a disabled person.

Features of labor relations with disabled people
In Art. 23 of Federal Law No. 181-FZ states that the establishment in collective or individual labor contracts with disabled people of working conditions that worsen the position of an employee with disabilities in relation to other employees of the enterprise is unacceptable. For example, it is prohibited to establish in internal agreements a reduced salary, reduce the duration of annual leave, create an unfavorable work and rest regime, etc.

We should not forget that for workers with limited physical abilities, additional guarantees are provided by law for the employment of disabled people. These include:
— Shorter working hours for disabled people of groups I and II. Based on Art. 23 of the mentioned law and art. 92 of the Labor Code of the Russian Federation for this category of citizens is guaranteed a 35-hour working week, without any reduction in wages.
— Disabled people of all groups are entitled to an increased basic annual leave of 30 calendar days (Article 23 of Federal Law No. 181).
— Regardless of the disability group, every citizen with limited physical capabilities carries out labor activities, the daily (shift) duration of which does not exceed the standard established in his medical report.

The legislator grants an employee with disabilities the right to take additional leave without pay, the total duration of which per year should not exceed 60 calendar days.
Disabled persons are given the opportunity to refuse overtime work. Despite the fact that in accordance with Art. 99 of the Labor Code of the Russian Federation, in certain cases, the employer has the right to involve persons working at the enterprise in work of this kind, including without their consent; this rule does not apply to disabled people. In any situation, engaging an employee with disabilities to work overtime is permissible only with his written consent and only if he was notified of his right of refusal against signature.

Disabled people may also refuse to work at night. The situation is similar to the previous one: a disabled person can be recruited to work at night only with his written consent and only after acquaintance with his signature on his right to refuse to perform such work.
Moreover, in both this and the previous case, the involvement of disabled people in work of this kind is possible only in cases where they are not prohibited for an employee with disabilities in accordance with his medical certificate.

What are the additional guarantees for people with disabilities?
From all of the above, a logical conclusion arises that the employment of people with disabilities has its own characteristics. But in addition to the above, the law provides for additional guarantees for certain categories of persons with disabilities in the event of their reduction.
In accordance with Art. 178 of the Labor Code of the Russian Federation, the following have a preemptive right to retain their job during the period of layoffs:
- disabled people of the Second World War;
- persons who became disabled while participating in hostilities to defend the Fatherland.
— persons who became disabled due to exposure to radiation during the Chernobyl disaster from among those who took part in the liquidation of its consequences;
- military personnel, those liable for military service and employees of the Department of Internal Affairs and the State Fire Service involved in eliminating the consequences of the disaster (and it does not matter where the unit was stationed and what kind of work was performed by these persons);
— persons evacuated from exclusion/relocation zones or who left these zones on their own after a decision was made to evacuate citizens, provided that before their departure they were exposed to radiation that caused their disability;
- donors who donated bone marrow to save people affected by the Chernobyl disaster (in this case, it does not matter how much time has passed since the transplantation of organic material and when the person’s disability associated with such donation occurred);
- persons who became disabled as a result of exposure to radiation during the 1957 accident at the Mayak production association and the discharge of radioactive waste into the Techa River, which accompanied the accident.

Let us note that the preferential right to keep a job also extends to family members of such disabled people and to families that have lost a breadwinner from among these disabled people, if their death was a consequence of the above-mentioned accident and the dumping of radioactive waste.

Changes in legislation
Speaking about the social protection of people with disabilities, it is worth mentioning the latest changes in legislation introduced by the laws “On amendments to certain legislative acts of the Russian Federation on issues of social protection of people with disabilities in connection with the ratification of the Convention on the Rights of Persons with Disabilities” dated December 1, 2014 No. 419-FZ and “On the introduction amendments to Art. 169 Housing Code of the Russian Federation and Art. 17 Federal Law “On the social protection of disabled people in the Russian Federation” dated December 29, 2015 No. 399-FZ. These changes are primarily aimed at ensuring accessibility of the environment for people with disabilities.

Enterprises of all forms of ownership are now required to ensure:
free access for people with disabilities;
— freedom to receive information;
— providing assistance to people with disabilities in obtaining services and purchasing goods.
If we talk about changes to the Housing Code, they address the issue of providing disabled people of groups I and II, as well as disabled children and the families in which they live, subsidies to pay for major repairs of common property in an apartment building in an amount not exceeding 50% of the minimum size contribution for major repairs of a house, established for 1 square meter of living space and valid on the territory of the corresponding constituent entity of the Russian Federation.

Lawyer Vyacheslav Egorov

If necessary, the medical expert labor commission may ask the question: how to fill out the production characteristics for disability? The characteristics will be taken into account when it is necessary to assign a disability group.

On a special form you will need to indicate:

employee personal data;
description of work activity (pay special attention to periods of work under increased danger or in difficult working conditions);
characteristics of working conditions (working hours, description of job responsibilities);
production standards, the need for business trips;
information about what position the employee can be transferred to if a disability group is assigned.

The document must be signed by the heads of the HR and legal departments and certified with a seal.

Employment of disabled people

In many areas of life, people with disabilities have limited opportunities, but if a person is not recognized as disabled, he has the right to get a job that corresponds to his qualifications and physical capabilities. Employment is regulated by the state and, according to the Labor Code of the Russian Federation (Article 64), employers do not have the right to refuse a person a job because of his physical condition, and dismissal due to disability is possible only under certain circumstances.

Reality makes its own adjustments and employers who want to avoid problems associated with the specific design of workplaces for disabled people simply refuse to hire disabled people, most often without explaining the reasons. People with disabilities rarely apply to the labor inspectorate, and if this happens, employers will still be able to avoid a fine - they just need to prove that the applicant lacked the knowledge and experience in some way to take the offered position.

According to statistics, 80% of disabled people are employed in China, 40% in Britain, about 30% in the USA, and only 10% in Russia. At the same time, the government of China or the United States does not consider it necessary to place quotas on jobs for people with disabilities, but invests decent funds in the adaptation and employment of people with disabilities. According to their calculations, this is cheaper than supporting disabled people using state benefits.

In Russia, entrepreneurs would rather pay a fine than spend time and money on arranging a special workplace and living rooms. In addition, the fines are not too large: officials will have to pay up to 5 thousand rubles; for individuals – from 1 to 5 thousand rubles; legal entities – from 30 to 50 thousand rubles.

The greatest difficulties most often arise precisely because of the need to create special workplaces for disabled workers. According to the Sanitary Rules approved by the state, special requirements are imposed on equipment, the main workplace, working conditions, medical care. service and sanitary provision for workers. For example, special ramps must be provided for wheelchair users, the building must have an elevator, access to the workplace must not be limited in any way, and the wheelchair must move freely around the office.

Benefits and requirements

Benefits are provided by Law No. 191-FZ and the Labor Code of the Russian Federation on the basis of a certificate of disability. Features of employment of disabled people relate to the following:

Increased paid leave: standard leave is 28 calendar days, and a disabled person must be provided with at least 30 days.
Leave without pay is mandatory: for disabled employees under Art. 128 of the Labor Code of the Russian Federation, it is necessary to allocate at least 60 days of unpaid leave annually. The organization may deny such rest to ordinary employees, but not to disabled people.
Overtime work is possible only by agreement of the disabled person; it is impossible to oblige him. This applies to working at night, on weekends and holidays. However, for this, the employee is required to provide an individual rehabilitation program.
Fewer working hours: Working hours should be no more than 35 hours per week, and wages will remain the same.
Sick leave compensation for disabled employees is provided in the usual manner, but no more than five months a year and no more than four months in a row.

If a person is unable to work due to injury or illness, sick leave benefits are paid for the entire period of incapacity (until recovery or disability is established).

Job quotas

Quotas for jobs for disabled people are regulated by Art. 20 No. 181 of the Federal Law “On Social Protection of Disabled Persons in the Russian Federation”. According to the law, the employer is required to hire a certain number of people with disabilities. The larger the organization, the more jobs should be provided to people with disabilities.

So, if a company has from 35 to 100 employees, the quota is 3% of the average number. If the company employs more than 100 people, the quota is from 2 to 4%. It should be noted that until 2013, only large enterprises had to enter into employment contracts with disabled people - the government believed that quotas for medium-sized businesses would complicate the activities of organizations.

According to the law, companies must submit the following reports to the employment service every month:

whether the quota of jobs for people with disabilities has been met;
local regulations with information on whether the appropriate workplaces are equipped;
data on allocated or created jobs.

In some regions (for example, in the Tula, Belgorod, Amur regions), local authorities approach quota requirements differently. It is possible to rent special workplaces - most often contracts are concluded with specialized enterprises or with public organizations, associations of people with disabilities. It turns out that disabled people work in an organization that meets sanitary standards, and receive wages from the tenant company.

Dismissal due to disability

If a change in health status occurs during the term of the employment contract, this may be a reason for dismissal. The basis may be a certificate of disability and an individual rehabilitation program. An IPR is usually a recommendation, and a person has the right to refuse to participate in the program. For work, he can only provide a certificate of disability, which helps to obtain the benefits provided for by the code.

It is worth noting that when staffing is reduced, disabled people have preferential rights to retain their jobs if:

qualifications and labor productivity are not inferior to other employees;
the injury that caused the disability was received at this workplace;
the disabled person is a WWII veteran or a combat veteran.

An employment contract with a disabled person can be terminated if the employee is unable to work and this fact is confirmed by a medical certificate. So, according to clause 5, part 1, art. 83 of the Labor Code of the Russian Federation, if a person can no longer perform work according to his position, the employer has no reason to continue cooperation with him.

As a rule, restriction of work activity of the first degree allows work in the same conditions, but it is necessary to reduce the volume and severity of work. A second degree restriction allows you to perform work in specially created working conditions, and with a third degree restriction, a person is considered disabled. Dismissal of a group 3 disabled person, as a rule, is rarely permitted - restrictions on an individual rehabilitation program are usually insignificant.

If necessary, the terms of the employment contract can be changed - it is possible to transfer the employee to another position that will correspond to the individual rehabilitation program. This requires the consent of the employee and an official transfer agreement; it is impossible to simply dismiss a group 2 disabled person.

If the organization does not have suitable conditions for continuing work or the employee refuses the transfer, dismissal will be carried out in accordance with clause 8 of part 1 of art. 77 Labor Code of the Russian Federation. A person must be warned about dismissal in advance; before the expiration of the employment contract, he can be removed from work. No salary will be accrued during this time.

An order to terminate the employment contract will be issued on the basis of a medical report.

To summarize, dismissal of a disabled person is possible in the following cases:

in the absence of vacancies suitable for the disability group, vacancies with easier working conditions;
at your own request;
if your health condition does not allow you to continue to perform your job duties;
upon refusal to transfer to another position.

Anna Roitman especially for the project"Social navigator"

People with disabilities have the same interests and needs as everyone else. But due to their social status, they are less integrated into society.

One of the problems that people with disabilities experience is the problem of employment. They often have to prove their ability to do quality work, achieve fair working conditions and equal opportunity.

As of January 1, 2017, more than 12 million people with disabilities live in Russia, 4 million of them are able-bodied, but only 25% of them have a job, noted Deputy Minister of Education and Science of the Russian Federation Lyudmila Ogorodova at a press conference dedicated to the problem of ensuring employment disabled people.

On June 9, a press conference was held in Moscow on the topic: “New opportunities for vocational education and employment of people with disabilities.”

The event was dedicated to the problems of obtaining vocational education and employment of people with disabilities. In particular, issues of organizing events for people with disabilities and conducting master classes on career guidance were discussed. The discussion participants also spoke about the need to involve people with disabilities in the workforce, providing specially equipped workplaces and working conditions.

The purpose of these events is to create a system of competitions that provides effective career guidance and motivation of people with disabilities for vocational education and further employment.

Employment problems

Employers rarely consider people with disabilities as able-bodied. This is due to the lower productivity of disabled people and the fact that their workplaces need to be equipped with special equipment, which many employers find unprofitable.

The rector of the Russian State Social University, Natalya Pochinok, contrary to the popular belief about the low efficiency of disabled people, notes that it is often they who demonstrate the highest competent qualities at work and are irreplaceable employees. “My dream is for any company to be able to provide the best vacancies for people with disabilities, so that more people with disabilities are in demand in the labor market,” says Natalya Pochinok.

Lyudmila Ogorodova also says that disabled people most often cope with work responsibilities much better than university graduates; they are in no way inferior to other qualified specialists, so equal working conditions for disabled people are mandatory.

Return to society

The head of the Federal Service for Labor and Employment, Vsevolod Vukolov, also speaks about the need for the return of citizens with disabilities. He notes that employment assistance services should call disabled people and offer them various employment options, guide their future fate: check the conditions in which the disabled person works, compliance with labor laws and regulations on the part of the employer.

The main problem of finding a place of work for people with disabilities is that they are not integrated into society: they live, study, work and relax separately, separately from other people.

Therefore, it is necessary to integrate disabled people into society, involve them in social activities, and motivate them to obtain education and find employment. It is necessary to prove to them that they are the same full members of society and the most important units of the system, like other citizens.

In particular, the solution to the problem of employment is facilitated by holding various events, competitions and master classes on career guidance for people with disabilities, assistance in obtaining education and employment, and active participation in their fate.

Scientific communications

Employment of disabled people: socio-economic aspect

V.N. Kozlova

The loss or reduction of ability to work, the onset of disability radically changes a person’s social status and the attitude of others towards him, disrupts his health, worsens his well-being, and reduces self-esteem. All this affects a person’s social activity, which is closely related to a person’s attitude towards work and is manifested in his behavior and work activity.

Attitudes towards work are determined by subjective and objective factors. Objective factors include the content and nature of work, which determine the professional and sociocultural development of the employee, as well as working conditions (socio-economic, socio-hygienic, socio-psychological), which directly influence the attitude towards work1. It should be noted that it is under the influence of socio-economic working conditions (the possibility of improving skills and wages) that workers develop positive and negative value orientations towards work. By creating a sense of job prospects, socioeconomic conditions contribute to increased productivity.

Subjective factors are a system of orientations and motives for work activity. Attitude to work includes three levels: attitude to work as a value; attitude towards the profession as a certain type of work; attitude towards work as a specific type of work activity in specific conditions. The motivational sphere of a subject involved in an activity is a system of motives based on human needs2. Material (physiological, need for housing, etc.), spiritual (cognitive), social (needs for self-realization, recognition, etc.) needs are the basis of motivation for the professional activity of each person.

For today's society, the most characteristic type of motivation is instrumental, focusing on material needs3.

1 Akhmadinurov R.M., Ispulova S.N. Social and labor relations in the regional labor market // Human capital. 2008. No. 1. P.164-168.

2 Cheremoshkina L.V. Modern problems of labor motivation // Scientific notes of RGSU. 2005. No. 2. P. 14-24.

3 Akhmadinurov R.M., Ispulova S.N. Decree. op. pp. 164-168.

People with disabilities are not an exception, but rather a confirmation of this rule.

In Russia, a rather paradoxical situation is emerging when, against the backdrop of an increase in the amount of funds received by the country as a result of high energy prices, the situation of disabled people in the country is systematically worsening. Currently, this is explained primarily by state policy towards people with disabilities. It should be noted that in the 90s. In the last century, Russia tried to move from the medical model of disability to a more progressive social model. Let us recall that in the medical model, the emphasis is on the dependence of a disabled person on the people around him, all attention is concentrated on health problems, while within the framework of the social model, actions to improve the quality of life of disabled people are aimed at eliminating barriers that prevent the inclusion of disabled people in the life of society. Unfortunately, already at the beginning of the 21st century. in fact, even those minor positive changes that were achieved in the 90s were eliminated. last century.

These changes began with the adoption of the new Tax Code and the elimination of all benefits for enterprises employing disabled people, and these benefits were in fact the only real mechanism for solving the problems of employing disabled people.

The second most important factor negatively affecting the situation of people with disabilities was the adoption and practical implementation of Federal Law No. 122-FZ of August 22, 2004, which provides for a comprehensive change in the social security system for various segments of the population. So, according to the updated Art. 21 as amended by Law No. 122, quotas are established for organizations with more than 100 employees4. According to statistics, in the Altai Territory there are only 1,149 organizations with 100 or more employees.

The third factor creating obstacles for disabled people to realize their right to work on an equal basis with other people was changes in the technology for examining disabled people in the medical and sanitary examination bureau. Until the mid-1990s. in Russia there was a system of medical labor expert commissions5. In accordance with the Law “On Social Protection of Persons with Disabilities in the Russian Federation” of 1995, VTEK were reorganized into the ITU Bureau. The legislation determined a radical change in the functions of these bodies, and most importantly, established virtually equal grounds for determining the disability group for almost all types of disabilities a disabled person has. Recently, the Government and, accordingly, the Ministry of Health and Social Development have made another turn and returned to the old ways. In first place among the six types of disability established by law again

4 Federal Law of the Russian Federation dated August 22, 2004 No. 122-FZ “On amendments to the legislative acts of the Russian Federation and the recognition of some legislative acts of the Russian Federation as invalid in connection with the adoption of federal laws “On amendments and additions to the Federal Law “On general principles of organization of legislative (representative) and executive bodies of state power of the constituent entities of the Russian Federation" and "On general principles of organization of local self-government in the Russian Federation."

5 http://www.index.org.ru/journal/28/html

limited ability to work emerged, and all ITU bureaus returned to the functions characteristic of the previously existing VTEC, especially since this was related to the amount of payments received by disabled people. Despite the fact that ITU bureaus using this technology determine only a hypothetical possibility of working, which is in no way related to the real possibility of employment, disabled people en masse strive to receive the 1st disability group, which allows them to receive a higher pension, but completely excludes their employment. That is, instead of stimulating disabled people to work, the opposite result was obtained.

In addition to the moral and ethical grounds for the state’s concern for the integration of people with disabilities into society, there are also compelling economic reasons for this. On the one hand, effective work activity, the need for which, according to studies conducted in Barnaul, Altai Territory, is needed by 98.5% of disabled people, allows them to significantly improve their standard of living and achieve some economic independence (42.8% of respondents) , integrate into society (27% of respondents)6. On the other hand, the employment of disabled people allows increasing tax revenues to the budget and compensating for the labor shortage in the labor market. However, all this has so far been completely ignored when forming state policy regarding people with disabilities.

Research conducted by the St. Petersburg Institute for Medical Problems and Rehabilitation of the Disabled has shown that professional rehabilitation of the disabled is in a critical state. If in the early 1990s. In the country, 86% of disabled people of the 3rd group and 25% of disabled people of the 1st and 2nd groups worked, which in general amounts to over 55% of all disabled people, but now, according to various sources, no more than 12-15% work. At the same time, 29.1% (over 4.3 million) of disabled people need career guidance, 9.6% (over 1.4 million) need training, 13.9% (over 2.0 million) need vocational training and retraining. , in labor adaptation - 25% (over 3.7 million)7. At the same time, about 80% of disabled people of working age can and, most importantly, want to work, but are not able to exercise their right to work, since the state has actually withdrawn from solving this problem. In the Altai Territory alone, 51% of unemployed respondents apply for jobs.

The characteristics of a particular region leave an imprint on the social and labor rehabilitation of this category of the population. Thus, according to a SWOT analysis of the economy of the Altai Territory, Altai is a large agro-industrial region with its own construction industry base8. Therefore, when developing rehabilitation programs for able-bodied disabled people, it is necessary to take into account that in the region the main number of jobs is concentrated in the agricultural sector of production, which requires physical endurance and a certain level of theoretical training from the worker. But, unfortunately, we were unable to find information

6 Kozlova V.N. Organization of social and labor rehabilitation of disabled people at the municipal level (based on the results of a study in Barnaul). Sociology of social work: Social qualimetry. Sociology of social health. Yearbook. Vol. 3. M., 2008. pp. 192-196.

7 http://www.index.org.ru/journal/28/html

8 Strategy for the socio-economic development of the Altai Territory for the period until 2025.

information about how many people with disabilities receive higher and secondary specialized education to work in the agricultural production sector.

The weaknesses of the regional economy in the SWOT analysis include:

Technological lag of industrial enterprises of certain types of economic activity;

The crisis state of agricultural engineering enterprises;

Low level of agricultural development.

All this affects the quantity and quality of jobs for workers with varying degrees of disability.

During the second stage (2007-2008) of the empirical research we conducted in Barnaul together with the Altai regional public organization of wheelchair users “Overcoming-Altai”, it turned out that only 43.2% of working disabled people are completely satisfied with their workplace, more than half of the workplaces are to one degree or another inconvenient for respondents9. Among the parameters of dissatisfaction with their workplace by working disabled people, the following are noted: inconvenience (12.5%), heavy physical activity (8.0%), daytime mode (6.8%), lighting, unpleasant odors, inconvenient technical equipment (5.7 each). %), noise, low air temperature (4.0% each), vibration (3.2%).

Among the features of the region, one more very important characteristic should be noted: a third of the region’s population lives in rural areas, which, accordingly, affects the level of employment. The percentage of registered unemployed disabled people living in rural areas has remained consistently high over the past five years and in the Altai Territory is more than 55%10.

Another trend, characteristic not only of the Altai Territory, but also of the entire modern world, is the development of the service sector. A service-oriented society places demands not only on the qualifications and level of education of the employee, but also requires the employee to be mobile and have the opportunity to improve their skills in the process of work and obtain new qualifications. The presence of a disability in one way or another limits a person’s mobility, which affects his ability to obtain education and additional qualifications. The professions of hairdresser, cook, IT specialist, etc. do not accept restrictions when working.

Thus, growing requirements for hired personnel further reduce the chances of disabled people to get a job; they have to be content with low-skilled work, which further reduces the opportunities for economically active disabled people to realize themselves in society. The basis for resolving these contradictions can be regular research that allows us to understand the motivation for the behavior of people with disabilities and takes into account the characteristics of a particular region. Also, research can be used as one of the justifications for the strategy of adequate management of regional executive authorities and public organizations involved in promoting the employment of people with disabilities.

9 Kozlova V.N. Decree. op.

10 http://www.altairegion22.ru/territory/soc_econ/line-it/2010.php

Since the beginning of the year, more than 900 disabled people have expressed a desire to find a job. Thanks to the measures taken by the regional employment service, about 60% of citizens have already found work. Residents of the region were provided with targeted assistance, for which employment conditions were previously agreed upon with each employer.

Work for disabled people was selected taking into account their health status, in strict accordance with the recommendations of an individual rehabilitation or habilitation program. When selecting options, service specialists also focused on the skills and professional experience of the applicant. In the absence of vocational education, disabled people were sent to learn a profession in demand.

Increasing the level of employment of disabled people is facilitated by quotas for jobs for them. This mechanism helps residents of the region find permanent work with decent pay. For example, this year, technicians accepted two Krasnoyarsk residents with disabilities as part of their quota at RN-Vankor LLC. A resident of the Bolsheuluisky district is employed as a warehouseman at the Achinsk oil refinery. In Norilsk, one disabled person was hired as an accountant for a quota workplace at the Cash Settlement Center, and the other was hired as a chief specialist at the Office of the Pension Fund of the Russian Federation in the city of Norilsk.

Latest news from the Krasnoyarsk Territory on the topic:
In the region, more and more people with disabilities are seeking employment

In the region, more and more people with disabilities are seeking employment- Krasnoyarsk

The regional employment service helps people with disabilities find employment- Krasnoyarsk

Labor and Employment Agency of the Krasnoyarsk Territory Since the beginning of the year, more than 900 residents of the region with disabilities have expressed a desire to find a job.
16:20 18.04.2017 Administration of the Krasnoyarsk Territory