Questions/Answers

Development of Public and Institutional Policies to Support Labour Inclusion, Access to Justice, with processes and procedures for counselling, awareness raising and supervision in cases of Persons with Disabilities (PcD) It involves a Professional Team that intervenes and media in the development, design and implementation of activities and proposals that enientiate and attend to Diversity. Labour Inclusion, Training of Peers References (in areas of Violence, Gender and Family), Sign Language Interpretation, Training of Peace Judges for PcD Actions, Awareness in the Field of Adoption of Children with Disabilities, Accessibility Information. All in conjunction with Gender and Ethnic Policies (Interculturality). Training in the care of Users with Disabilities

It guarantees inclusive processes that address problems typical of gender gaze, interculturality, and functional diversity (disability). Access to Justice, Principles of Equity, and Combats Discrimination. It installs Public Policies on the subject and obliges the development of compliance regulatory frameworks guaranteeing Rights.

Equality, Inclusion, Non-Discrimination, Rights (Human and Labour) Development of an innovative Public Policy, which begins to be replicated as a model of action. It has allowed the employment inclusion of Persons with Disabilities, new Regulatory Frameworks, training and training spaces; inspired by its replication by other institutions and bodies (public and private). It has reduced social conflict on the subject, and has transparent job access contests. The work has been recognized by groups related to the Inclusion theme, and by the Chamber of Deputies of the Nation.

It became an Institutional and Public Policy. Regulatory frameworks were developed to gantatize its application, rights, protocols, etc. It does not involve differential budgeting. It is supported by groups and social groups. Public knowledge results have already been recorded. By institutionalizing and stipulating as a line of action it transcends subjects and wills of turn. It is replicable (and there are theoretical, procedural, methodological and results-for-dissemination foundations and regulations). Training and awareness-raising spaces to foster natural supports (assessment of model and experiences)

It is the first proposal of the planned design, with external advice, and formation of support and monitoring equipment in public institutions of the country. It provides assertive compliance with legal regulatory frameworks, and addresses claims and mobilizations of groups and collectives for the Right to Labour Inclusion, Access to Justice (in Disability), in training officials on Interculturality (in a communion of migrants, intercultural and bilingual/Indigenous Peoples), taking together the attention of gender, cultural (ethnics/Mapuches) and disability. Awareness-raising and training for the non-segregation, exclusion and discrimination of minority groups and so far excluded.

Training, Awareness-Raising and Specific Training in Joint Gender, Interculturality and Disability issues, both for labour inclusion and for the legal operator, a done with science and awareness that their resolutions and risks; training for executing agents (the police), and access to information.

Persons with Disabilities (Labour Inclusion): opportunity for quality employment, public policies in favor of access to labour rights, and the creation of national frameworks that comply with the Laws that guarantee their opportunities (90 cases) Persons with Disabilities (user): training to the legal operator in forms of care, notification, safety and hygiene, evacuation protocols, interpretation in Sign Language, creation of referents peers Indigenous Peoples: training and training of legal operators Gender: sensitization, armed with attention protocols, creation of even references.

Proposal Regulatory Approval Contest Design Individual and Collective Training, Training and Awareness-Raising Instance Pre and post inclusion advice Arming Specific Equipment and External Advisors Designs and Implementation of Protocols (Inclusion and Care) Reasonable adequacies or adjustments, case review Follow-up interviews. Cross-sectional monitoring (internal and external) Accompaniment to specific cases (on request) Dissemination and systematization of proposals, results, etc. Practices/Simulations/Workshops

Prejudice (Awareness Workshops) Architectural Barriers (Ergonomic Accessibility Protocols) Linguistics (Sign Language Courses, Augmentive Alternative Communication, Intérpetre Figure and Translator)

First adapted and assertive application experience of the theoretical model of Employment with Support in configuring as An Insitucional and Public Policy, combining in the working structure three axes: Gender. Interculturality and Disability, extending Access to Justice to the official and User of the System. It is the first model he takes as advisors and concerning people with Disabilities.

He only took the Theoretical Model of Employment with Support (Spain) and adapted individual job inclusion experiences, designing a mechanism of his own (appropriate to the regulations and characteristics of the Judiciary), and drawings that combined the frameworks the paradigm of diversity, and institutional will. We do not know other regional experiences that work on inclusion as public policy at the scale (we talk about 90 cases) and that generates simultaneous policies of Gender and Interculturality.

The "Faro Patagonia" Foundation (Rio Negro, Argentina), the Civil Association "Lazos Azules" (Neuquén), the Discar Foundation (Labor Inlcutucus Argentina) and the Munciipality of Andresito (Missions) have taken our model and have begun to design and implement this type of work was recently planned. It has been highlighted by the Chamber of Deputies of Ela Nación (Argentina) to be taken as an example by and for state agencies, and has been disseminated in International Congresses as quality experience

Having theoretical basis, procedural examples, systematized protocols of action, demonstrative practical results, no need for allocation of significant economic resources, and the possibility of training of references and professionals, is highly viable its replica.

Human Resources: 2 External Advisors with Experience and area professionals already formed within the Judiciary (reassignment of tasks)/Possibility of accessing internal and external training spaces Economic Resources: not significant (only the stage of advice and external evaluation) / payment of two advisers (the other expenditureps are budgeted in and from the institutional own areas) Materials: in some specific case, acquisition of ergonomic material

Doesn't need differentiated budget items It is an experience valued institutionally and by social groups and groups related to the themes (disability, gender, interculturality) You don't need to make up large work teams (only one 5-person reference) There are constitutional, legal and regulatory frameworks (national, provincial and institutional) that guarantee the process as a law. Institutional benchmarks are already being trained and trained in the process. It is a public institution (does not give bankruptcy)

نعم

The DISCAR Foundation regularly conducts checks and advice, conducts ongoing interviews and follow-up visits (systematized and registered), has a permanent external advisor, and the workshops are already held surveys of assessment/evaluation of instances.

Interviews (individual and team) Surveys (activity assessment) Supervision (permanent in jobs) Institutional mail (consultations, requirements, complaints, etc.) Book of Minutes (of activities and records) Protocols of Action Documenting through Minutes- Protocol Agreements, Resolutions, Suggestions and Directives. Number of cases served (list, contest, income)

The assessment of the experience the breakdown of prejudices and stereotypes the lack of significant adaptations the high cup of contests won and exams approved post-entry non-registration of complaints or negative suggestions in the User Complaint Books 100% of Labour Inclusion cases have been confirmed (after the probationary period) jury trial with indians increased application cases for specific areas (mediation, adoption, gender) dissemination in national and local media of tasks and proposals

The areas/Units/offices submit the request for the need (work vacancy / attention to a user / specific training) is addressed to the requirement and the need of each area. The team advises and participates in specific needs framework (does not impose) Internal regulations are developed The modes and means of intervention/mediation are coordinated in cases

Social Movements, groups and groups were taken into account, and public complaints about the lack of employment opportunities (Labour Inclusion). Local references, referring professionals, and foundations were cited and invited to screen the processes, with intervention to unions to ensure transparency and support for the inicitives. A reference with Disability was hired to advise and supervise processes, and gender work was institutionally implemented with the Police, the Discar Foundation, the Office of Access to Justice.

Social Movements, groups and groups were taken into account, and public complaints about the lack of employment opportunities (Labour Inclusion). Local references, referring professionals, and foundations were cited and invited to screen the processes, with intervention to unions to ensure transparency and support for the inicitives. A reference with Disability was hired to advise and supervise processes, and gender work was institutionally implemented with the Police, the Discar Foundation, the Office of Access to Justice.