Companies have an increasing responsibility to support people who cannot secure a place in the regular labour market because their capabilities do not match the requirements of the labour market. This is usually due to physical, psychological, behavioural or mental disabilities. People from this target group do not match the complexity of existing jobs.
To fill this gap in matching, Disworks has developed a methodology: Inclusive Job Design. The aim of Inclusive Job Design for companies is to deploy staff more efficiently, and where possible cheaper without sacrificing production or leading to higher returns. In any case, there should be a value creation for the company.
Inclusive Job Design is the all-embracing word for redesigning business processes and splitting off tasks, so that higher-skilled staff can be better deployed for the work for which they are trained. Simple tasks are merged into one or more functions and reintegrated into work processes. These functions are then suitable for workers who would otherwise fall outside the work process because they cannot be inserted into existing functions. This also makes the performance of these tasks more cost-effective and creates economic added value for the organisation.