(source: Courtesy of Slovenská sporiteľňa)
This article was published in the Career & Employment Guide 2023, our special annual publication focused on the labour market, human resources and education.
People with disabilities are particularly at risk, a Profesia.sk survey shows. Pre-pandemic statistics for the year 2019 show that there were 250,000 disabled people living in Slovakia. Of them, 145,000 could work. Yet, only 11,000 had a job, mostly in sheltered workshops. On a related note, only 16 percent of non-disabled people had the chance to encountered a disabled person.People with disabilities are particularly at risk, a Profesia.sk survey shows. Pre-pandemic statistics for the year 2019 show that there were 250,000 disabled people living in Slovakia. Of them, 145,000 could work. Yet, only 11,000 had a job, mostly in sheltered workshops. On a related note, only 16 percent of non-disabled people had the chance to encountered a disabled person.
The Profesia.sk job search website launched the project ‘Výpomoc So Srdcom’ (Helping With A Heart) to challenge the current stagnation in this area, inviting other firms to participate and foster a culture of diversity and inclusion.
“We’re noticing an increase in support for diversity and inclusion, though the steps taken are very cautious,” Pontis Foundation PR manager Lucia Viglášová told The Slovak Spectator.
The Diversity Charter that supports this cause brings together 129 companies in Slovakia.
Working in tandem
Curaprox Slovakia, an oral care services company, was intrigued by Profesia’s initiative. “We were also baffled to see Profesia’s statistics regarding opportunities for disabled people,” says Eva Jankovičová from Curaprox Slovakia. In 2019, the firm decided to support the cause, joined Profesia’s project, and created its own plan to include people with disabilities at Curaprox.
By 2022, the company employed 10 disabled people to work at its Curaprox stands in shopping centres. “People with disabilities tend to only work in sheltered workshops. We take them out to the public instead,” explained Jankovičová. Disabled employees have a full-time colleague working with them by their side. This colleague helps them navigate communication, and grow. In this way, disabled colleagues are not secluded in a separate workroom, away from the rest of their teams and customers.
Curaprox also aims to tackle subconscious prejudice.
Disabled employees continue to work from home. Even simple tasks can make such workers feel useful and support their engagement. In addition, the extra time spent on at-home work opens opportunities for the parents of disabled employees, allowing them to enjoy some free time. Jankovičová says that it is only natural that Curaprox’s approach brings satisfaction to its disabled colleagues.
Everybody wants to feel included, she adds.
Disabled colleagues are also an everyday part of the company’s team and attend team-building activities. The creation of tandems of non-disabled and disabled employees inspires new friendships. Colleagues motivate each other to step out of their comfort zones. In the company’s eyes, everybody benefits from such interactions.
“We often say that disabled people can learn a lot from us, but it’s actually the opposite – we should learn more from them,” notes Jankovičová.
Curaprox plans to increase the numbers of disabled employees, supporting their further education, and adapting positions in offices.
“We believe that everybody has the right to feel important and useful,”Jankovičová says.
Since the company operates nationwide, they are open to sharing their know-how.
Curaprox is also grateful for the help of Anna Podlesná from Profesia.sk and Andrea Kozová from the Institute for Work Rehabilitation of Citizens with Disabilities. They have helped them study the needs of disabled colleagues and research situations that sometimes occur. Taking care of their needs helps this vulnerable group grow personally and professionally.
Košice café
On a busy street in Košice, the Allegria company opened a café named Kaviareň Od Srdca (Café From The Heart) three years ago. At this workspace, customers can find disabled people behind the counter.
The café functions similarly to Curaprox’s initiative. Disabled staff are always supported by non-disabled colleagues.
Allegria manager Andrea Miková says that the café project is not about financial gain or selling products. “We sell enough to keep our business running. The main focus has always been on giving space to our disabled personnel,” she maintains. At the café, disabled baristas and waiters are not separated from the rest of the team.
Being located on a busy street means that the café has the opportunity to be a vital part of the city. Meeting in one café is equally beneficial for the disabled personnel, other staff, as well as customers, Miková thinks. Together they try to break the stigma surrounding disabled workers and their capabilities.
“All people deserve to be seen as worthy,” she points out.
But not every disabled person employed by Allegria finds the café a perfect place to thrive. Therefore, the company runs a small bakery and a specialised workplace. These supply the café with fresh sweets and hand-made products. Meeting the needs of staff, disabled and non-disabled, is a priority, Miková says. She adds that each employee is unique and has different needs. Although Allegria’s disabled employees need some assistance, they do their job very well and reliably. In addition, the job gives them the opportunity to create something to be proud of.
The company also prepares gastronomy-related workshops for its staff.
The number of disabled people working at the café has increased since its opening, exceeding 20. “Our disabled staff are very capable at the work they do, but we’re still trying to adjust working conditions for them accordingly,” the company’s manager has said.
Parents appreciate the project, too, as they can watch their children become part of a bigger team. But networking goes beyond staff and parents. Allegria offers help to anyone willing to give its own project a go.
Focus on women
The inclusive and diverse environment that meets the needs of employees is not just important to people living with disabilities. For example, the Slovak bank Slovenská Sporiteľňa decided to create a new position called Diversity and Inclusion Manager in 2022 to pay more attention to vulnerable groups working for the bank.
To sustain inclusive working conditions for women, the LGBT+ community and other communities, the company monitors workplace behaviour and holds various workshops. Slovenská Sporiteľňa believes that opening doors to minorities and building diverse teams boosts its employees’ performance, provided that they have access to information and opportunities to get to know people from vulnerable groups.
“Respecting differences and challenging indoctrinated negative gender stereotypes help us be more adaptable, as well as a safe company,” claims Slovenská Sporiteľňa’s Diversity and Inclusion Manager, Beáta Babačová.
Slovenská Sporiteľňa is now focusing on women. The bank invests time and money in projects that help women explore the concept of finances and gain confidence in handling them. In this way, the bank argues, women are more likely to join the world of finances and banking.
To help women maintain their work-life balance, the bank plans to create its own kindergarten to make work for future mothers easier and more accessible.
