A large group of people do not get a place in the regular labour market because their abilities do not match the requirements of the labour market. This is usually due to physical, psychological, behavioural or mental disabilities. Employees from this target group do not meet the complexity of existing jobs. It is therefore currently difficult for companies and organisations to include employees from this target group in their workforce from a value creation perspective for the organisation.
Goal: use staff more efficiently
To fill this gap in matching, Disworks has developed the Inclusive Job Design methodology. The aim of Inclusive Job Design for companies is to deploy staff more efficiently, and where possible more cheaply without affecting production or leading to higher returns. In any case, there should be 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.