Overcoming 'fear of cold feet'
Since the introduction of the Participation Act, important steps have been made when it comes to the reintegration of people with a longer distance to the labor market. However, in practice I still sense a lot of 'cold feet' among many employers. As a Labor Market Specialist in Participation, this makes my social and economic heart beat faster. Why is it that there is still a lot of 'cold feet' when it comes to hiring people with disabilities? And how can we lower this threshold? After several years of economic contraction, the Netherlands is gradually climbing out of the proverbial valley. However, employers are not yet experiencing sustainable economic growth. Logically, employers are therefore less willing to take risks. In addition, inexperience, uninformedness and sometimes prejudices also play an important role. Many employers expect risks when hiring people with a longer distance to the labor market (they are more often ill, unmotivated, need a lot of guidance, etc.). Despite the fact that there are various provisions that cover these risks and make hiring someone with a disability financially attractive. Employers are uncertain about whether they are getting value for their money. Decisive for the willingness to offer work to people with a longer distance to the labor market are the options for a flexible employment contract or trial placement, the no-risk policy, wage dispensation and guidance in the workplace. With the right coordination between employer and employee and guidance from a job coach, these people are extremely employable. In addition, this target group is particularly motivated and loyal. They want to grab opportunities that they get with both hands. To return to the question 'how can we lower the threshold'? Initially, an important role is reserved for a party that stands between the employer and potential employee with a longer distance to the labor market. Good information provision about the (im)possibilities of this promising target group is essential to obtain an honest and realistic picture. I increasingly experience that employers, after obtaining the correct information, have less resistance to the deployment of people who are further away from the labor market. Unfortunately, this is still not enough to make employers take the plunge. And it is precisely at this stage that the moment where cold feet can be overcome. The magic word here is 'experience'. To meet employers' wishes (read: flexibility, low employer risk and sustainable employability), secondment of someone with a longer distance to the labor market can offer a solution. Long before the Participation Act was introduced, the WerkmansGroep started the employer services in Beeldt Flex & Zeker. The main focus as an intermediary in the inclusive labor market is to bring together the demand from employers and the possibilities of people with a longer distance. This service also means that our specialists relieve the employer of any worries when it comes to mediation, integration, guidance, application for facilities and other associated administration. But above all, the intermediary bears the risks as a legal employer. In short, do you want to overcome your 'cold feet' and improve socially and economically without too much employer risk and retain flexibility? Secondment can be the answer when deploying people with disabilities! InBeeldt Flex & Zeker, in collaboration with the WerkmansGroep, has an extensive pool of potential employees with diverse backgrounds and experiences in the labor market. A suitable candidate for your job profile is usually found quickly. Because financial benefits, such as facilities, are passed on in favor of the employer, inBeeldt Flex & Zeker can offer secondment at a reduced rate. If I can help you with this, I would be happy to discuss this with you. You can send me a connection request with your specific question via the LinkedIn button below. In my next column I will tell you more about a financial model (business case) for job creation. With special attention to the approach, points of interest and of course the benefits and costs.
Kevin van der Heijden Labor market specialist Participation
