2020
Barriers to Accessing Livelihoods opportunities for Persons with Disabilities in Dohuk and Halabja Governorates, Iraq July 2020
Juliet Muzondo – Inclusion Health Technical Advisor HANDICAP INTERNATIONAL Iraq Mission
Acknowledgments
The support and assistance of Handicap International staff in Erbil and Halabja governorates were crucial for the successful completion of this research project. Specifically I would like to express my gratitude to the following Handicap International staff for their help and support throughout all phases of this project: . Star Anwar- (ILH Project Officer-HI Iraq): for linking with the project respondents and coordinating all the data collection at field level. . Addullah Gulmurad- (MEAL Officer-HI Iraq): for analysing all the quantitative data . Angela Meco, Paulina Kaczmarska and Laetitia Yanagi- Programme Managers-HI Iraq . Sophie Allin (Technical Unit Coordinator-HI Iraq) for reviewing the report . Danielle Richards (Inclusive Humanitarian Action Specialist-HI HQ) for technical guidance on inclusive practices . Alexandre Goutchkoff (Global Emergency & Market Recovery Specialist- HI HQ) for technical guidance on livelihoods. . Kate Hinkley (ACF Iraq Acting Deputy Country Director) for reviewing this report and providing additional contextual and livelihoods technical information to the study
Special acknowledgements goes to HI Partners Nujeen and HDO for support in developing tools, linking with participants and always bringing in the perspective of persons with disabilities.
My final and very special thank you goes to all participants who took their time to either respond to the survey or participated in the key informant interviews; their views provided invaluable information and insights without which this study would not have been possible.
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Table of Contents Acknowledgments ...... 1 Abbreviations ...... 4 Executive summary ...... 5 1. Introduction ...... 7 1.1 Contextual Background ...... 7 1.2 Objectives of the BFA ...... 8 1.3 Sustainable Livelihoods Conceptual Framework ...... 9 2. Methodology ...... 10 2.1 Sampling ...... 11 2.2 Criteria for identifying participants in the BFA ...... 12 2.3 Data Collection methods ...... 13 2.3.1 Desk Review ...... 13 2.3.2 Key Informant Interviews ...... 13 2.3.3 Survey Questionnaire ...... 14 2.3 Recording of information ...... 14 2.4 Data analysis and presentations ...... 14 2.5 Limitations ...... 14 2.6 Ethical Considerations ...... 15 2.6.1 Informed consent ...... 15 2.6.2 Confidentiality ...... 16 2.6.3 Beneficiation ...... 16 3. Findings and data analysis ...... 16 3.1 Employment Opportunities ...... 18 3.1.2 Perceptions of suitable employment sectors for persons with disabilities ...... 20 3.1.3 Barriers to accessing employment ...... 21 3.1.4 Proposed solutions to employment access barriers ...... 24 3.2 Business opportunities ...... 25 3.2.1 Barriers to accessing small businesses opportunities ...... 25 3.2.2 Proposed solutions: Accessing business opportunities ...... 28 3.3 Discrimination and discriminatory practices ...... 29 3.3.1 Employment status of women ...... 31 3.3.4 Reasons for discrimination...... 32 3.3.5 Forms of discrimination ...... 33
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3.3.6 Actions taken in response to discrimination ...... 34 3.4 Recruitment policies and procedures ...... 35 3.4.1 Access to recruitment information ...... 36 3.5 Reasonable accommodation ...... 37 3.5.1 Possible adaptations/ Reasonable Accommodations...... 37 3.6 Legal Instruments governing realization of Rights to livelihoods opportunities by People with Disabilities in Iraq...... 39 3.6.1 General awareness of legal instruments ...... 40 3.6.2 Awareness of specific legal instruments ...... 42 3.6.3 Strategies for increasing awareness of the legal Instruments ...... 43 3.7 Collaboration and empowerment ...... 44 4. Recommendations ...... 45 4.1 Recommendations for Project and field staff ...... 45 4.2 Recommendations for specific actors ...... 47 4.2.1 Recommendations for OPDs ...... 47 4.2.2 Recommendations for wider livelihoods programme implementing partners ...... 48 4.2.3 Recommendations for business community and VTCs ...... 49 4.2.4 Recommendations for government departments ...... 51 5. Conclusion ...... 52 Annex 1: Survey Questionnaire ...... 53 Annex 2- Key Informant Interview Guide ...... 65 Annex 3: CRPD Article 27: Work and employment ...... 73
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Abbreviations
ACF: Action Contre la Faim BFA: Barriers and Facilitators Assessment CRPD: Convention on the Rights of Persons with Disabilities DoLSA: Department of Labour and Social Affairs GiZ: Gesellschaft für Internationale Zusammenarbeit HDO: Halabja Disabled Organization HI: Humanity & Inclusion formerly Handicap International ILO: International Labour Organization INGO: International Non-Governmental Organizations Law 22: Law No. 22 of 2011 on the rights and privileges of Disabled and People with Special Needs in the Region of Kurdistan Law 38: Law number 38 of 2013 on the Care of Persons with Disabilities and Special Needs MFIs: Microfinance Institutions MoH: Ministry of Health NGO: Non-governmental organizations OJT: On the Job Training OPDs: Organizations of Persons with Disabilities SLF: Sustainable Livelihoods Framework VTC: Vocational Training Centres WGQ-SS: Washington Group Questions- Short Set
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Executive summary
Handicap International through the GiZ funded project “Supporting the livelihoods and economic development of women, men, and youth with and without disabilities, in the Kurdistan Region of Iraq” conducted a Barriers and Facilitators Assessment (BFA) study to better understand the barriers and facilitators to accessing livelihoods opportunities and services by persons with disabilities in Halabja and Akre Districts of Iraq. The study aimed to Identify barriers and facilitators that can prevent or enhance livelihoods opportunities for persons with disabilities in Halabja and Akre; to identify key services and opportunities available that can support persons with disabilities to access livelihoods services and opportunities in Halabja and Akre; and thirdly to identify contextually relevant recommendations to address identified barriers and adapt services to meet the needs of and improve access to livelihoods opportunities and services for persons with disabilities in Halabja and Akre.
The study was predominantly an exploratory research with a mixture of both qualitative (desk review of existing literature and 7 Key Informant Interviews) and quantitative i.e.250 online surveys with persons with disabilities, family members of persons with disabilities, representatives of organizations of persons with disabilities and different service providers of livelihood services and opportunities were conducted. The study employed a participatory approach where organizations of persons with disabilities (OPDs) participated directly in designing data collection tools, data collection and validation of findings. The study was anchored in the sustainable livelihoods framework (SLF) conceptual approach. Data collection for this study took place in Halabja and Akre through in July 2020.
The main barriers identified were general lack of employment opportunities for both persons with disabilities and those without; poor access to physical structures and recruitment information; discrimination on the basis of disability; poor perception of capacities of persons with disabilities; lack of job training, experience and job related skills by persons with disabilities; and lack of awareness of and poor implementation of existing legal frameworks that guide access to livelihoods for persons with disabilities. Support to finding employment, provision of coaching and on the job training (OJT), provision of paid assistance, and adaptations of workplace and development of work skills were the topmost suggested solutions to addressing barriers to employment.
Ddifficulties accessing capital or financial support to start the business, difficult to get transport to work or business site; and lack of business premises in that order were cited as the three
5 | P a g e topmost barriers to starting up small businesses. To address these, business skills acquisition and development through technical and vocational guidance; support people with disabilities to get placement services, coaching and business mentoring; and provide capital to start small enterprises were cited as the top three strategies of addressing the barriers to accessing small business opportunities by persons with disabilities
Most respondents were not aware or had never seen any adaptations or reasonable accommodation in their workplaces; this lack of awareness may result in persons with disabilities failing to apply for jobs, and for those already in employment, they may fail to ask responsible authorities to make the required adjustments. Adaption of office or workspace, provision of assistive technology, adjusted working hours and awareness raising activities to encourage employment of PWDs were cited as the most relevant reasonable accommodations to make.
Majority of respondents were not aware of any laws or human rights conventions that give persons with disabilities in Iraq the right to work or start their own businesses. The instruments evaluated were the Law 38 of 2013 on the Care of Persons with Disabilities and Special Needs in Iraq (Law 38), Law No. 22 of 2011 on the rights and privileges of Disabled and People with Special Needs in the Region of Kurdistan (Law 22), Convention on the Rights of Persons with Disabilities (CRPD) and the Iraq constitution. Respondents also cited that although the laws contain very good provisions, they face problem of poor implementation. In order to increase awareness of these legal instruments, respondents suggested that printing and sharing copies of the laws, of social media and holding awareness campaigns in the communities can be useful strategies to employ..
These identified barriers can be addressed by different players at different levels i.e. project field staff who will focus on capacity development and empowerment of persons with disabilities and their representative organizations; OPDs can focus mainly on awareness raising and community levels, lobbying and advocacy for inclusion and inclusive livelihoods practices with relevant stakeholders, monitoring access to opportunities and meaningful and equal participation of their members; other livelihoods actors can focus on availing start-up capital and skills development for persons with disabilities; vocational training institutions, companies and potential employers can focus on skills development, provide employment and internship opportunities, create conducive work environments with all reasonable accommodations at all levels for persons with disabilities; MFIs can avail start-up capital and business mentorship for persons with disabilities; and lastly government departments play a coordination role and ensure policy implementation by all stakeholders.
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1. Introduction
Handicap International (HI), Action Against Hunger (ACF) together with civil society organisations, including local organisations of persons with disabilities (DPOs), are working together on a project to support the livelihoods and economic development needs in the Kurdistan Region of Iraq (KRI). ACF has significant experience with livelihoods projects in Iraq and in KRI, through business grants, apprenticeship placement and integration of psychosocial support. HI has global experience in inclusion, livelihoods and disability mainstreaming. The project is implementing targeted strategies to support individuals in situations of vulnerability with access to livelihoods to meet the livelihood and economic development needs of internally displaced people, host communities, and returnees in Dohuk and Halabja Governorates. Tailored approaches are being conducted and aimed at increasing equal access and participation for persons with disabilities to livelihoods activities in the local communities1.
Handicap International (HI) works alongside Persons with Disabilities and vulnerable populations, taking action and bearing witness in order to respond to their essential needs, improving their living conditions, and promoting respect for their dignity and fundamental rights. The organization has operated in Iraqi Kurdistan since 1991 and became fully operational across Iraq in 2003. With a team of 277 national staff and 20 expatriates, HI’s efforts in Iraq are focused on emergency response initiatives, humanitarian mine action, physical rehabilitation, mental health and psychosocial support, and support for Organizations of Persons with Disabilities (OPDs).
1.1 Contextual Background Halabja Governorate was established in 2014, formerly a District of Sulaymaniyah Governorate. Due to this, the data for Halabja is quite limited and normally falls within the Sulaymaniyah Governorate in most assessments and studies. March 2019 marked the 31st anniversary of the chemical attack on Halabja, where chemical bombs were released on the civilians, killing around 5,000 people and injuring over 10,0002. “Thirty years after the chemical attacks, the city’s people continue to suffer from a variety of social and economic difficulties, health problems, trauma, and the irreversible pain resulting from the loss of loved ones” and people are still dying from the effect of the attack today.3 Data from OCHA in April 2019
1 GIZ Economic Development & Livelihood Project in the Kurdistan Region of Iraq Project Documents 2 https://www.kurdistan24.net/en/news/8ef87370-b486-480b-baa4-ae8b7cfef8c1 3 https://us.gov.krd/media/1816/echoes-of-genocide-march-13-2018-krg-representation-in-the-united-states.pdf
7 | P a g e indicate that there are few-to-no actors in Halabja4 and data from the Emergency Livelihoods Cluster indicates that in January 2020 there were eight livelihoods partners operating in Halabja5. It is estimated that there are 1,500 to 2,000 IDPs living in urban displacement within the governorate. Following rapid assessment and discussions with the Mayor, NNGO’s and OPDs’ in the governorate, Halabja and Khomal district will be the focus for this project.
Akre district is located to the east of Dohuk governorate. Akre has been affected by population movements due to the recent conflict with Islamic State, with 30,534 IDPs left in the district as of today6. A rapid assessment conducted by ACF in June 2019, found that an estimated 2,000 IDPs families remain in the district. There are also 270 refugee families staying in Akre camp and 80 families outside the camp. The assessment also found that there was a limited number of NGOs operating in Akre. Akre was known as a tourist destination, but the industry has been hit hard in recent years and the economy in Akre district was damaged by the recent conflict. There are limited employment options with most jobs offering low wages, with the government and local shops being the main employers. Outside of Akre town, the economy is mostly agriculture-based. Youth unemployment is pervasive, ACF’s recent assessment found that youths are eager to start businesses but they lack the means to do so. In 2017, 38% of households had one or more unemployed person, with only 12% of the households having someone possessing a formal qualification.
According to the assessment conducted by the French Red Cross in Akre city in 2017, half of the respondents had a person with a disability and/or chronically ill person in their household7. In discussions with Zyhn, a Community Based Organization (CBO) supporting persons with disabilities, some livelihoods opportunities have been offered to them in the past, but they are currently not receiving any support from NGOs.
1.2 Objectives of the BFA In order to identify and assess local barriers and facilitators to accessing services for livelihoods for persons with disabilities (PwD) the BFA focused on the following objectives:
1. Identify barriers and facilitators that can prevent or enhance livelihoods opportunities for persons with disabilities in Halabja and Akre.
4https://www.humanitarianresponse.info 5 Service Mapping_Sulaymaniyah Livelihoods Sub-cluster, https://www.humanitarianresponse.info/sites/www.humanitarianresponse.info/files/documents/files/suli_el_sub- cluster1_mom_6.jan_.2020.pdf 6 http://iraqdtm.iom.int/ 7 French Red Cross, Livelihoods Study – Iraqi Kurdistan, October 2017.
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2. Identify key services and opportunities available that can support persons with disabilities to access livelihoods services and opportunities in Halabja and Akre
3. Identify contextually relevant recommendations to address identified barriers and adapt services to meet the needs of and improve access to livelihoods opportunities and services for persons with disabilities in Halabja and Akre.
1.3 Sustainable Livelihoods Conceptual Framework
8
The sustainable livelihoods approach (SLA) was used in an attempt to provide a tool which was ‘useful to think with’ and guided this assessment as well as subsequent implementation of the project. It has been found to be helpful to ‘test’ the livelihoods framework by trying to assess personal situations by answering these questions; What does individuals ‘have’, that has enabled them to get to their present status, and that will most likely enable them to progress further, by whatever measures used assess progress? What shocks have they suffered along the way? Are there trends that they have benefited from? Are there structures and processes that have helped or hindered their progress so far?9
8 https://www.soas.ac.uk/cedep-demos/000_P528_RF_K3736-Demo/unit1/page_22.htm 9 https://www.soas.ac.uk/cedep-demos/000_P528_RF_K3736-Demo/unit1/page_22.htm
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“While gaining a livelihood people have to respond to the vulnerability context they live within. This context includes …marginalisation and discrimination people with disabilities face due to physical, social and institutional barriers. Capacity to utilise needs and opportunities is determined by livelihood assets like land determining the choices people make in the development of their livelihood strategies. Realisation of the needs of people with disabilities and their access to opportunities are impacted upon by the physical, social and institutional barriers they face which in turn may limit or promote opportunities to develop livelihood assets10.” The SLA was used to guide data collection methodologies, data analysis and recommendations for project implementation and modification of activities.
2. Methodology
The assessment use both qualitative key informants interviews (KIIs) and desk review of existing information and studies of the areas under assessment and quantitative (questionnaire) approaches to collect data and gather information.
Table 1: Methodology
Method Source/Respondents Quantity Preliminary Research Secondary literature regarding barriers to accessing Livelihoods for PwD and livelihoods in general; Desk Review Legislation, assessments, and other reports N/A related to the rights of PwD; and Guidelines and best practices on disability inclusion. Research Methods Akre and Halabja Questionnaire Persons with disabilities, persons without disabilities, 250 surveys Surveys family members of persons with disabilities, total representatives of organizations of persons with
10 http://www.hiproweb.org/fileadmin/cdroms/Insertion_professionnelle_Outils/FILES/Bangla_Inclusive_Liveliho od_Guideline_2010_ENG.pdf, pp11
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disabilities and different service providers of livelihood services and opportunities, Finance services providers Halabja and Akre Disabled persons’ organizations Key Informant Labour Syndicate (Trade Union Representatives) 7 KIIs total Interviews Chairperson of the business community DoLSA representatives
The assessment targeted persons with disabilities, including women with disabilities (specifically youths adults of employable age i.e. 18-50 years) living in both rural and urban areas, family members of persons with disabilities, representatives of organizations of persons with disabilities and different service providers of livelihood services and opportunities (based on existing stakeholder matrix and DoH database). All study participants responded to the Washington Group short set of (Questions WGQSS) and those who reported “a lot of difficulty” or “unable to do” for at least one domain were considered to have a disability11.
The assessment also targeted key government officials in relevant local level directorates of Labour and Social Welfare, municipality and Agriculture, financial services providers/institutions, vocational skills building organizations (training, mentorship and apprenticeship as applicable). The assessment also identified equal numbers of persons without disabilities from the same locality where persons with disabilities will have participated in the assessment.
2.1 Sampling Nonprobability convenience (purposive) sampling was used to reach both key Informants (KIs) and survey questionnaire participants based on their availability and reference through OPDs in both Halabja and Akre in an attempt to reach to those individuals who could inform the assessment by sharing their experiences, knowledge and perspectives in their respective locations.
11 http://www.washingtongroup-disability.com/washington-group-questions-disability-continuum/
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2.2 Criteria for identifying participants in the BFA
Table 2: Respondents to Questionnaires Persons Persons Percentage Total Profile with without of total respondents disabilities disabilities respondents 1. Individual with disabilities 33 58 91 36% 2. Individual without disabilities 5 88 93 37% 3. Family member of individual with disabilities 2 12 14 6% 4. Government representative 11 11 4% 5. Financial Service Provider 3 3 1% 6. Business representative (company, shops, organizations) 7 28 35 14% 7. Skills development/Vocational Training (VTC) center representative 3 3 1% Grand Total 47 203 250 100% Percentage of total respondents 19% 81% 100%
Forty-seven (19%) of the total survey respondents have disabilities. Initially, profile 1 was initially planned to specifically target 100% persons with disabilities; this however was not the case during data collection where only 36% of respondents in that category had disabilities thereby limiting the number of respondents with disabilities. Profiles 4, 5 and 7 (government representatives, financial service providers and skills development/ VTC representatives) did not have respondents with disabilities. This can be because in those offices, there were no employees with disabilities to respond to survey questionnaires.
Table 3: Profiles of Key Informant Interviews
Target Akre Halabja Total Department of Labour and Social Affairs (DoLSA) 1 1 2 OPD 1 1 2 Chairperson of business community 1 Representative of Labour Syndicate 1 1 2 Total 7
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All 7 KIs were males and were without disabilities (two of these respondents indicated little difficulties in performing some activities) therefore according to the Washington Group Short Set of Questions they are not classified as being at a risk of having disabilities12. The term disability is often interpreted as resulting from a severe impairment and so people with more moderate impairments, who still might face significant risks of exclusion, are missed. Older people often consider their functional limitations not to be associated with ‘disability’ but with only age, when age in fact may simply be a cause of their disability. People who have impairments but use assistive technology, may, according to WGQSS, be missed because they are able to participate on an equal basis with others.13
2.3 Data Collection methods Methodological triangulation was used where a combination of data collection techniques were used so as to transcend limitations from each method to by comparing findings from different perspectives.
2.3.1 Desk Review A desk review of both primary literature (project documents) and secondary literature (legislation, policies, grey literature, previous BFA assessments reports, and other documents related to the rights of persons with disabilities) was carried out. The results of the desk review were incorporated into this report and helped to inform recommendations.
After completion of the data analysis, findings from the data were linked with findings from the literature review and this information was used to further strengthen the recommendations for future programming and alignment with international standards for inclusive disability programming.
2.3.2 Key Informant Interviews Key Informant semi-structured interview guide was developed and used with seven (7) Key Informants. The assessment consulted with representatives of OPDs within the consortium area during the development of the assessment tools to ensure that the questions adequately address the concerns of Persons with Disabilities and to ensure their participation in the process14. KIIs were conducted by the Inclusion Project Officer who recorded and translated
12 Refer to limitations section below for more details on WGQSS. 13 https://reliefweb.int/sites/reliefweb.int/files/resources/Disability%20Data%20Collection%20DIGI.PDF 14 GIZ. 2015. Applied research concerning inclusion of persons with disabilities in systems of social protection, Social Protection Policy Analysis, Tanzania
13 | P a g e all the data. The interviews were conducted in Kurdish and Sorani but information was recorded and shared for the purpose of the report in English.
2.3.3 Survey Questionnaire Individual surveys for persons with disabilities, those without disabilities and targeted survey (business owners, government, departments and training institutions) was carried out using survey-CTO which was administered remotely by a team of trained representatives selected from CSO/DPOs to facilitate their active participation in line with priority to Empower persons with disabilities through support them to develop their capacities15. The MEAL focal person and the Inclusion Project Officer provided day to day guidance to data collectors in consultation with the project manager and Inclusive Health technical advisor.
2.3 Recording of information Notebook was used to clearly record information verbatim from each KI. Data from the questionnaires was recorded on the Survey-CTO.
2.4 Data analysis and presentations The HI MEAL team cleaned and analysed data from Survey-CTO in consultation with the Inclusive Health TA. Thematic analysis was used for data collected from KIIs based on predetermined themes from interview guide. Data was presented in different formats ranging from narrative, graphs and tables. Some quotation banks were also created for some themes and ideas.
2.5 Limitations There are several limitations to this research study. First, respondents for the disability survey were not randomly selected. Respondents included in this sample were identified through different means and although efforts were made to ensure a gender balance and that individuals with different disabilities were included in the sample, it is likely that PwD that are not registered or known by organizations and government entities are underrepresented in the sample. This has implications for the analysis as the level of access to certain services may be higher among the respondents included in the sample than in reality.
15 IASC, 2019, Guidelines on Inclusion Of Persons With Disabilities In Humanitarian Action
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KIIs with PwD and family members of PwD also were conducted mostly by phone in response to Covid-19 guidelines. Even though efforts were made to ensure that an equal number of males and females would be interviewed, it proved difficult to find females willing to be interviewed by phone. It was also difficult to have female KIs because the purposively sampled offices were staffed only by men.
The COVID-19 pandemic has greatly impacted access to services for everyone in Iraq, including PwD, due to lockdowns and other public health measures restricting movement and economic activity. When this happened, the researchers would remind the respondents that the questions focused on their experience before the COVID-19 pandemic and a check was done to ensure previous questions were answered with that in mind. Nevertheless, it is possible that some of their answers are skewed due to recent experiences of PwD trying to access services.
While persons with disabilities were the target of this study, only 19% of total respondents were listed as persons with disability. This may be due to misinterpretation of who is a person with disability leading to under representation; deferring response to family members or lack of knowledge where persons with disabilities are as they are often hidden in communities. The results also showed a discrepancy between those who were registered as persons with disabilities through DoLSA and DoH, who made majority of respondents with disabilities; this did not reflect when the same were assessed through WGQSS. However, the WGQSS are not detailed enough for use in diagnosing an individual or determining eligibility for disability programmes in a highly accurate way hence the persons from the OPD’s who were interviewed would consider themselves as having a disability and / or are registered as a person with disability in Iraq with the MoH or MoLSA but are considered as not having a disability by using WGQSS. Some studies have shown that applying the WGQ in an existing disability cohort did not reveal any prevalence information hence the need for supplementary/additional questions to measure inclusion (risks, barriers & facilitators) and/or to gather data around disability16.
2.6 Ethical Considerations
2.6.1 Informed consent The purposes and nature of the assessment and possible benefits or losses that may result from participation were explained fully to participants in both Kurdish and Sorani. Participants
16 https://reliefweb.int/sites/reliefweb.int/files/resources/Disability%20Data%20Collection%20DIGI.PDF
15 | P a g e were then asked to provide informed consent which was captured on the Survey-CTO form. It was also explained that participants had a right to withdraw from the assessment anytime if they feel they no longer want to participate without being questioned why. The HI ILH project staff was available throughout the data collection period to respond to questions and make clarifications about the assessment to the participants.
2.6.2 Confidentiality Confidentiality was maintained by using pseudonyms in the final write up as a way to de- identify the participants and information gathered in the assessment. Information and raw data was only shared on a need to know basis with only a few key individuals having full access to the data.
2.6.3 Beneficiation It was clearly explained to participants that there will be no direct benefits derived from participating in this assessment. However, findings from this assessment will be used by HI and participating CSO’s to co-develop effective advocacy strategies promoting access to livelihood opportunities in Iraq. In addition the report will be shared with OPDs in Iraq (both local and national level), ACF, GIZ, Livelihood emergency national cluster, livelihood national cluster, Cash cluster, Local NGOs, INGOS, Local authorities from Halabja and Akre to share recommendations to influence change in processes and practices.
3. Findings and data analysis
This section presents findings from literature, questionnaire survey and the KII interviews.
A total number of 250 (98 Females and 152 Males) between the age of 18 and 60 years responded to the questionnaire survey as shown in the chart below. Most respondents were between the age of 18-45 because they were directly targeted as the economically active group.
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Figure 1: Number of Respondents by gender and age
60
50
40 Number of 30 Female respondents 20 male 10
0 0-18 18-25 26-35 36-45 46-60 60+ Age Range
Forty-seven (47) of the 250 (19%) of the survey participants were persons with disabilities as represented in the chart below through use of WGQ-SS used in this context to assess access to livelihoods opportunities by persons with disabilities. The WGSSQs was used to identify the total number of persons with disabilities in the study population. Those that responded with a lot of difficulty or cannot do at all to any one of the six questions were considered as a person likely to be experiencing disability, noting that the WGQ is not a diagnostic tool17. This made it possible to have a general understanding of the general and specific requirements of persons with and help make appropriate recommendations to meet these needs18.
17 The WGQ-SS is a set of questions designed to identify (in a census or survey format) people with a disability; these people are considered to be at a greater risk than the general population for participation restrictions due to the presence of difficulties in six core functional domains of communicating, seeing, walking, self-care, remembering and hearing http://www.washingtongroup-disability.com/washington-group-question- sets/short-set-of-disability-questions/ 18 IASC 2019, Guidelines for including persons with disabilities in humanitarian action
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Figure 2: Disability type and gender
Disability types by gender 13 13 12
5 5 3 3 3 3 3 3 female 2 male
7 KIs also participated in this study although none of them had disabilities according to WGSSQs.
3.1 Employment Opportunities The chart below showed responses that were given by respondents in the first 3 profiles (individual with disabilities, individual without disabilities and family member of individual with disabilities
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Figure 3: Employment Status of Respondents
15 14
5 3 3 3 3 2 2 2 Have Disability 1 No Disability
Analysis of 198 responses (persons with disabilities, persons without disabilities and their families), showed general lack of employment and livelihoods opportunities among both persons with disabilities and those without in the two locations with 73% (145 people) of total respondents unemployed. The ratio of those unemployed is almost the same for both persons with disabilities i.e. 28 out of 40 (70%) and those without disabilities i.e. 117 out of 145 (74%) - this infers that the rate of unemployment is the same for both persons with disabilities and those without.
Of the 53 employed respondents, the majority of them (24) are employed in unspecified work, whereas 18 are in the public sector, 4 are in service industry and 3 in agriculture with the remaining 4 spread across civil engineering, manufacturing and mining sectors. The key informants also reiterated the general absence of employment opportunities in both Halabja and Akre.The KIs highlighted that public sector, agriculture (crops and livestock), shops and markets are the main employment sectors in Halabja and Akre. KI X, “Akre is isolated district not like a district on the border and there is no trading way links with Akre, there are no factories in Akre, the only common work here farming and growing animals.” Responded Y shared about Halabja, “The only job opportunity may be daily need shops like food and non-food items”.
11.6% of those interviewed were in formal employment either on a full-time or part-time basis and 2.5% cited being in self-employment. There are no persons with disabilities in part-time, seasonal and self-employment. Of the 145 (73%) respondents who are unemployed, 100 (69%) of them are actively seeking employment. Of the total unemployed persons with
19 | P a g e disabilities, 18 (64%) are actively looking for employment. The results show that both persons with disabilities and those without have almost similar aspirations in looking for employment. The other 36% who are not looking for employment maybe attributed to either fear of failure or the family will be meeting all their needs. Discriminatory practice and in some cases fearing a loss of disability grants and other social welfare benefits, may lead to many persons with disabilities withdrawing from an active search for employment and jobs, and rely on support from their families and community19. This observation was supported by KI X who said, “Persons with disabilities employment are mostly in easy works to suit with their capacity, but in general families are not letting their Persons with disabilities work, they are supporting them instead and provide them with all their needs”.
Although the study attempted to reach out to respondents from both urban and rural setting, there was no significant analysis of the results. However, existing literature highlights that opportunities for earning an income are very different in rural and urban areas. In urban areas, there is a vast range of types of employment, both in the formal and informal economies. In rural areas where the economy is based on small-scale agriculture, there are less employment options20.
3.1.2 Perceptions of suitable employment sectors for persons with disabilities In this section all the 250 survey respondents were asked to select the top two work environment/ sectors which they perceived to be best suited for people with disabilities. The public sector was perceived as the most suitable work environment accounting for 37% of the total responses followed by full time work in the NGO sector and thirdly for them to start small businesses.
19 https://www.un.org/esa/socdev/documents/disability/Toolkit/Rights-Persons-with-DisabilitiestoWork.pdf 20 WHO, 2010, CBR Guideline- Livelihoods component
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Figure 4: Perceptions of suitable employment for persons with disabilities, by sector
Perceptions by sector 2% 1% 1% 3% 2% Full-time public sector- 37% 3% Fulltime NGO- 17% Small business-12% 4% Part-time private sector-11% 37% 7% Daily work-7% Fulltime private sector-4% 11% Fulltime agriculture- 3% Fulltime manufacturing-3% Sheltered Employment-2% 12% 17% other-2% Seasonal work-1%
3.1.3 Barriers to accessing employment All the survey respondents (All 7 profiles highlighted above) cited overall lack of job opportunities, discrimination due to disability and no previous work experience as the top 3 barriers for persons with disabilities to access employment. The same was corroborated by KIs who said that there is a general lack of employment opportunities with most people employed as seasonal and daily workers and a bit of contract work in organizations and few private companies. KI W about Akre “Some works are seasonal, like farming in the lands and green houses, while people are working as daily workers.” KI Z about Halabja, “There are daily and seasonal and contract as well, but the most common and available one is daily wage works opportunities. There may be Agricultures and Tourism works in the spring and summer.”
Those with fixed or continuous employment are mostly employed in the public sector and shops that sell basic commodities like groceries and clothes. KI T, “Using contract is available may be only with organizations and local authorities while employment with these sectors are very rare.”
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Figure 5: Barriers to accessing employment of persons with disabilities
Barriers to accessing employment of persons with disabilities
7 other 2 11 No skills 3 13 No assistive devices 4 9 Transport expensive 4 30 No transport 6 55 No support 6 50 No qualification 11 65 No experience 11 54 No capital 14 115 No job opportunities 23 85 Discrimination 29
0 20 40 60 80 100 120 Frequency of responses
No Disability Have Disability
Persons without disabilities cited the following as main barriers; lack of job opportunities, discrimination, lack of transport to the workplace, negative attitudes and misperceptions and lack of experience as the three topmost barriers that prevent persons with disabilities from accessing employment opportunities. Persons with disabilities cited discrimination as their biggest barrier to accessing employment opportunities followed by lack of employment opportunities and then lack of qualifications and experience at the same level. Responses from both groups of people converge on lack of employment opportunities, discrimination and no experience as major barriers for persons with disabilities.
KIs perceived that, in addition to general lack of employment for persons with disabilities, families also do not let persons with disabilities work and they are considered as charity cases that need to be supported. If they get a chance to work, they are given “easy task” in line with their capacity. KIs also cited attitudinal barriers, lack of qualifications and lack of skills.
22 | P a g e
KIs quotes on employment access barriers KI T “Also tourism also can be accounted as one of the opportunities in Akre, but Persons with disabilities are not preferred by work owners in this sector, they are hiring people with no disability as they believe that Persons with disabilities cannot work like people with no disability”.
KI X, “If I’m business man I may have lack of trust on person with disabilities and I think he/she cannot perform the work perfectly because of lack of PWDs capacity or skills. Or maybe customers will not be happy with specific type of PWD, may be PWDs vulnerability or health condition can be cause to be exploited more than someone with no disability.”
KI Y, “PWDs are been taught not to work but depend on the others, they have lack of self- confidence”.
KI Z, “PWDs qualification is limited, they have no enough skills to be accepted for specific works. “
“KI X, “There is lack of vocational training centres to provide business and work skills training for PWDs so they will be qualifies to works.”
KI V, “In general when someone is applying to get employment opportunities with NGOs they must be graduated from university or institution, while majority of the PWDs are not.”
KI U, - “there is lack of Job opportunities in general, when there are no enough opportunities for non-disabled people so for sure PWDs will be more affected, and they cannot easily find and reach job or employment opportunities”.
KI T, “There is no legal guidance and support, laws should be more stricter in practicing but the opposite is happening now, there is no strict enforcement and with the existing the crises practising laws are also affected by the crisis “
KI Y, “Transportation to reach the work place, there should be someone to facilitate the PWD to reach the work place.”
23 | P a g e
The HI BFA of 2020 found out that some employers will request a person with a disability to obtain a report from the medical committee stating that she was able to work before they can be offered a job. It is reported that the medical committee will frequently perceive someone as unable to work even though that person would be able to work when some adjustments are made or some support is provided21.
3.1.4 Proposed solutions to employment access barriers
Proposed solutions to barriers
Provide coaching and OJT 16 90 48 Provide paid assistance 12 Support to find employment 30 101 Advocate for quota system 5 30 Adapt workplace 14 49 Provide transport 7 26 Support with transport cost 9 23 Develop work skills 13 94 other 6 Avail assistive devices 6 24 0 20 40 60 80 100 120 Freequency of responses
Without disabilities With Disabilities
Survey respondents without disabilities cited support to finding employment, provision of coaching and on the job training (OJT) and development of work skills as the top three most suggested solutions to addressing barriers faced by persons with disabilities. On the other hand persons with disabilities suggested the top three solutions to access barriers as support to finding employment, provide coaching and OJT with provision of paid assistance, adaptation of workplace and development of work skills at the same level. Suggestions from both groups showed a general understanding and agreement from both sides on how best employment access barriers can be addressed in the two communities.
KI V cited skills development- “…. encouraging PWDs to get certified and get skills to be qualifies to jobs” then “DoLSA in coordination with LNGOs and INGOs to provide training for
21 HI, 2020, Barriers to Accessing Services for Persons with Disabilities in Basra Governorate Iraq - July 2020
24 | P a g e
PWDs in order to make them qualified to work and….” Whereas KI X talked of lobbying for employment of PWDs, “Motivating people to hire and employ PWDs considering PWDs are more vulnerable and they need to be more involved with jobs”.
KI X on role of government to provide structures for policy change and implementation with specific focus on quota system, “… forcing business people by enforcing strict laws to dedicate percentage of their employs to PWDs”.
KI Z on facilitating job search through offering employment agency services- “… if related to market and bazar they have to knock labour syndicate not health, then the right people will be reaching right opportunities.”
Supported employment can be used to facilitate integration of people with disabilities into the competitive labour market by providing employment coaching, specialized job training, individually tailored supervision, transportation, and assistive technology to enable persons with disabilities to find employment, to learn and perform better in their jobs. Employment agencies can be encouraged to serve job seekers with disabilities in the same setting as other job seekers, rather than referring people with disabilities to special placement services. In China, there are more than 3000 employment service agencies for people with disabilities and the Chinese Disabled Persons’ Federation plays a leading role in fostering employment of persons with disabilities. The rationale behind the provision of employment services for people with disabilities embraces the move from a model of job placement that tried to fit people into available job openings to a “person-centred” model which involve the interests and skills of the individual thereby aiming to find a match that will lead to viable longer term employment and a life-long career22.
The concept of supported employment can be adapted into the project area to ensure that job placement services, job coaching and OJT training are adapted to suit the context and incorporate the suggested solutions above.
3.2 Business opportunities
3.2.1 Barriers to accessing small businesses opportunities All survey respondents were asked to identify what they thought were are the top three barriers to accessing business opportunities for persons with disabilities and, both groups (i.e. persons with disabilities and those without disabilities) cited the following as the three top most
22 https://www.who.int/disabilities/world_report/2011/chapter8.pdf?ua=1
25 | P a g e barriers to accessing business opportunities in the area for persons with disabilities: difficulties accessing capital or financial support to start the business, difficult to get transport to work or business site; and lack of business premises in that order.
Barriers to accessing business opportunities
4 Other 1 16 Consumer discrimination 4 19 Lack of appropriate business support 2 28 Lack of business skills 5 27 Lack of confidence 6 32 Lack of family support 6 33 Difficulties using the toilets 9 49 Lack of market for products 8 54 Lack of premises 14 103 Difficulties accessing capital 26 106 Difficult to get transport 24
0 20 40 60 80 100 120 Frequency of responses
No Disabilities With Disabilities
KIs cited that there is generally no access to financial support or capital for both people without and those with disabilities. They also specifically cited lack of physical accessibility, negative attitudes, unfavourable laws and policies and general lack of knowledge of these policies as additional barriers faced by persons with disabilities. In addition to lack of capital to start businesses, people in the area, including persons with disabilities are more likely to lack access to natural capital like land which is still either mined or they have no ownership documents to the land.
What KIs had to say on accessing small businesses KI X - “PWDs transportation is not easy, if they want to go to work there should be someone else to facilitate them which is not all the time available so families do not prefer to allow their PWDS go to work”.
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KI T about - “In the customers vision also PWDs are not preferred to serve them, for example they are not happy in a restaurant they will be served by PWD that caused business owners are not ready to employ them”.
KI Z talked about - “The medical test by the medical committee to decide on the disability is not adequate, I have seen people claiming that they have cheated the committee, they accounted as PWD while they are not, this caused people are not believing PWDs except those who have physical visible disability, then this caused work owners are not giving chances to all types of PWDs”.
KI X, “There is no any financial support for PWDs except regular monthly salary by government which is not for work.”
KI U, “There are lands are not having formal owner documents by farmers, these lands should be officially give to the farmers so they can work on”.
KI X “Before some years ago there were Islamic bank, providing materials for people in general, including PWDs but this is not there anymore”
KI V, “Now there is no any source or any sector either private or public to provide financial support to PWDs in Halabja and Akre.”
Previous researches indicate that many persons with disabilities are less likely to have assets to secure loans and act as collateral thereby reducing their chances of getting loans when available. Microfinance programmes are in principle open to all, including persons with disabilities but anecdotal evidence suggests that few people with disabilities benefit from such schemes23.
One study done in Kurdistan in 2018 found that the major problem facing small business enterprises during start up time and growth period is lack of finance with small business owners’ sourcing for funds mostly by themselves, from relatives and friends or by going into partnerships. The study found that borrowing money from banks or other financial institutions
23 https://www.who.int/disabilities/world_report/2011/chapter8.pdf?ua=1
27 | P a g e was difficult or if not impossible due to high cost of borrowings, lack of collateral and high interest rates. The study also cited lack of proper regulation in terms of borrowing funds from the banks by small business owners; lack of focus in formulation and implementation of policies, and unfavourable tax laws to provide guidance for small business enterprises24.
3.2.2 Proposed solutions: Accessing business opportunities The survey respondents in all 7 profiles (both with disabilities and those without disabilities), were asked to choose the top 3 things they thought could be done to improve access to self- employment and small business start-up for people with disabilities. Both groups of people (those with disabilities and those without) cited business skills acquisition and development through technical and vocational guidance; support people with disabilities to get placement services, coaching and business mentoring; and provide capital to start small enterprises as the top three strategies of addressing the barriers to accessing small business opportunities by persons with disabilities.
Addressing barriers to accessing small business opportunities
Support placement services, coaching and business 107 mentoring 21 49 Facilitate access to markets 8
44 Paid personal assistance 14
5 others 1
Business skills acquisition, technical and vocational 98 guidance 27 39 Assistance in finding and maintaining business 8
28 Avail appropriate assistive devices 8
107 Provide capital to start small business 23
0 20 40 60 80 100 120 Number of responses
Without disabilities With disabilities
24 https://www.researchgate.net/publication/342184344_THE_FINANCE_PROBLEMS_OF_SMALL_BUSINESS_IN_ KURDISTAN_REGION_OF_IRAQ
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KIs suggested provision of financial support, Awareness raising to change attitudes and provision of land. KI X, “My recommendation is to provide financial support for PWDs to start their business and…” and KI Z talked of land release, “-Agriculture field recovery, as we have the best farming lands, in order to provide many work opportunities on the lands and also will recover marketing as well” and KI V focused on awareness raising to change attitudes, “conducting awareness raising for PWDs, their families, communities and business owners therefore all can have trust that PWDs can be working and they can be independent.”
Access to finance is a critical factor in developing self-employment opportunities for people with disabilities. Microfinance institutions (MFIs) provide access to financial services for low- income people and for poverty alleviation hence the need for them to mainstream the inclusion of persons with disabilities. Often persons with disabilities have been perceived wrongly as less enterprising than others and therefore less attractive candidates for micro-financing thereby denying them the opportunity to benefit from financial services. Although micro- financing institutions do not have a deliberate policy to exclude persons with disabilities, the physical structure and design of the services provided tends to leave them out. MFIs, OPDs and donor institutions can work together to alleviate the barriers persons with disabilities face in order to access micro-financing25.
3.3 Discrimination and discriminatory practices Discrimination on the basis of disability refers to any distinction, exclusion or restriction on the basis of disability that has the purpose or effect of impairing or nullifying the recognition, enjoyment or exercise, on an equal basis with others, of human rights and fundamental freedoms in the political, economic, social, cultural, civil or any other field26. Disability discrimination is when someone is treated unfairly or put at a disadvantage because of their disability e.g. deciding not to employ someone with a disability because the employer do not want persons with disabilities to work in that environment27.
Discrimination can take many forms i.e. employees can be treated less favourably than other staff than other staff because of their disability; policies, practices or rules that are put in place to apply for everyone in the same way may have a worse impact on some employees because of their disability; failing to make reasonable practical changes to help an employee with
25 https://www.un.org/esa/socdev/documents/disability/Toolkit/Rights-Persons-with-DisabilitiestoWork.pdf 26 IASC 2019, Guidelines for Inclusion of Persons with Disabilities in Humanitarian Action, pp9 27 https://www.brighthr.com/articles/equality-and-discrimination/disability-discrimination-with-examples/
29 | P a g e disabilities at work, treating someone unfavourably because of something that results from their disability; treating an employee in a way that makes them feel humiliated or offended including calling them names or joking about their disability and lastly; treating an employee badly because they’ve made a complaint of discrimination or they are supporting someone who has made a complaint28.
The majority of survey respondents (78% of respondents with disabilities and 71% of those without disabilities) felt that persons with disabilities experience some form of discrimination in either accessing employment or within the workplace.
Perception of discrimination in employment
71.43% Yes
13.79% Not sure
14.78% No
0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% 80.00% Percentage of respondents
Without disabilities With disabilities
In addition, ninety-three percent (93%) of persons with disabilities and 83% of those without disabilities believe that people with disabilities can work. The study went into detail to analyse the willingness of both persons with disabilities and those without to enter into a business partnership with persons with disabilities. The majority of the respondents expressed willingness to work with or enter into a business partnership with a person with a disability, even if they need some assistance to carry out their work. However, it can be inferred that when people are asked directly, they tend to express willingness to work with persons with disabilities, but in reality this mostly is not the case. This is supported by findings from a study carried out in Bangladesh which cited lack of business networks as a barrier because
28 https://www.brighthr.com/articles/equality-and-discrimination/disability-discrimination-with-examples/
30 | P a g e entrepreneurs with disabilities are often not very confident in developing business networks thereby reducing their social capital29.
3.3.1 Employment status of women According to a study by REACH women’s participation in Iraq labour force is low: as of 2018, only 12.3% of women of working age in Iraq were either employed or looking for work. Of these women who are in the labour force, 12% were unemployed (looking for work) in 2018. Social expectations, domestic responsibilities and perceptions of employment opportunities may also whether women should participate in the labour force, influence the jobs they choose and employment agreements that women may pursue30.
The majority of survey respondents believe that women, with or without disabilities have a right to work.
Percentage of respondents: Do women have a right to work
No- 10% Not sure- 15.2% Yes-74.8%
In the cultural context, women were not working previously and they weren’t involved in any work outside the homes; but this changed when girls also started graduating from universities and institutions and getting employment with different private and public sectors. KI X reinforced this by saying, “In the past there were some employment opportunities that women could reached, like working in cafes, markets and restaurants. There is now competition between women and men to get job opportunities in Halabja, it depends on the job types and how much the job suits women or men.”
29 https://www.researchgate.net/publication/324280299_Barriers_to_Entrepreneurship_Confronted_by_Person s_with_Disabilities_An_Exploratory_Study_on_Entrepreneurs_with_Disabilities_in_Bangladesh 30 https://www.impact-repository.org/document/reach/5418355d/REACH_IRQ_Report_Assessment-of-Womens-Working- Conditions-in-Iraq_November-2019.pdf
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Some Iraq laws and their interpretations often limit women from working in certain sectors e.g. those that require hard labour, night-time work, or dangerous tasks. Moreover, Iraqi society still perceives women in their traditional role as housekeepers and child carers, although this appears to be changing among the younger generations of which 66% percent of youth compared to 42% of the elderly, support women’s right to work. Despite the many needs created by the conflict, Iraq women’s access to livelihood opportunities remains largely conditioned by the lack of awareness, poor access to information, and by how appropriate these opportunities are considered by society (level of acceptance by men). However, the crises have, on the other hand, softened many of the social restrictions toward the work of women although many still think that women’s economic activities that do not fall in line with existing gender roles (care provision, baking, catering, hand-made ornaments, etc.) will eventually stop as the conflict situation gets better, and that the existing cultural and social norms will be sustained and will likely stop the current engagement of women in paid activities31.
The right for women to work is enshrined in the UN Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) which Iraq acceded to in 1986 “provides the basis for realizing equality between women and men through ensuring women's equal access to, and equal opportunities in, political and public life -- including the right to vote and to stand for election -- as well as education, health and employment”32.
3.3.4 Reasons for discrimination Both men and women cited having a disability as being the topmost reason for discrimination and being a woman trailed well behind. Women and girls with disabilities often experience double discrimination and inequality in hiring, promotion rates and pay for equal work, access to training and retraining, credit and other productive resources, and rarely participate in economic decision making33.
31 https://oxfamilibrary.openrepository.com/bitstream/handle/10546/620602/rr-gender-profile-iraq-131218- en.pdf 32 https://www.un.org/womenwatch/daw/cedaw/cedaw.htm 33 https://www.un.org/development/desa/disabilities/issues/women-and-girls-with-disabilities.html
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Reasons for discrimination
82
64
14 6 6
1 0 0 1 2 Numberofrespondents
Having a Being a man Too young Too old Being a Other disability woman
female male
Persons with disabilities experience common patterns of discrimination ranging from high unemployment rates, prejudices regarding their productivity and exclusion from the labour market. They also face discrimination at the hiring stage as highlighted through a survey carried out in France shows where less than 2% of those who mentioned disability in the CV were called for an interview. People with disabilities are mainly recruited through temporary job agencies to minimize risks for employers. Discrimination worsens with age and being a woman34.
Persons with disabilities already face challenges that hamper their participation in the world of work with an average of 36 per cent of working age persons with disabilities in employment compared to 60 per cent of the general population across the eight geographical regions. One representative from International Labour Organization (ILO) noted that more companies still need to include disability in their work on diversity and inclusion so as to reduce the number of people with disabilities in vulnerable and less paying employment35.
3.3.5 Forms of discrimination The top three most common discriminatory forms/practices against persons with disabilities cited by majority of respondents were discrimination in being selected for a job, discrimination in performing the job and use of discriminatory comments and terms.
34 https://www.ilo.org/wcmsp5/groups/public/@ed_norm/@declaration/documents/publication/wcms_decl_fs _87_en.pdf 35 https://www.ilo.org/global/about-the-ilo/newsroom/news/WCMS_729443/lang--en/index.htm
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Reasons for discrimination
8 Other 3 11 Accessing start-up capital 3 18 Acquiring job/ business skills 14 20 Acquiring business premises 14 35 Discriminatory comments 19 56 In performing your job 44 67 Being selected for a job 47
0 10 20 30 40 50 60 70 Number of responses
male female
3.3.6 Actions taken in response to discrimination All survey respondents (both with and without disabilities) where asked about the kind of action that persons will most likely take against discrimination on the basis of disability. Majority of respondents (36%) take no action, whereas 33% complain to their families, friends or colleagues. Only a few, 2% and 1% either launch a formal grievance using the grievance procedure or get support from workers/business unions.
Action taken towards discriminatory practices Change job- 5%
1% Complain to family/colleagues- 33% 5% 5% 15% Launch formal grievance- 2% 33% Take legal action- 4%
Take no action- 36% 36% 4% Other- 15%
Stop working- 5% 2% Got support from union- 1%
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Only 1% of the survey respondents cited getting support from the trade union. The study had the opportunity to interview representatives of the main trade union which recently opened offices in both Halabja and Akre, who expressed in follow-up questions that one of their responsibilities is to defend and support employees when they face problem with job owners/employers. However, they admitted that they are still new in the area, have no experience in working with persons with disabilities and that there is less collaboration with other players, “Labour syndicate is new like one year ago, so I do not have any project or any kind of idea to work on such idea, but its good idea and I will try and hope to work one it.” However, they also encouraged all people, including persons with disabilities to reach out to them for support, “I hope anyone who wants to start business can come to labour syndicate to register his/her name, this will be very good to guarantee their rights with the job owners or with anyone they have contract with, labour syndicate can be good defender whenever they face any problem”.
The CRPD Committee noted that the Iraq laws prohibits disability-based discrimination and makes provisions that all violations could be reported to the courts and other relevant bodies. However, they went on to note that these procedures are new to the Iraqi society and it would take time for persons with disabilities to learn about all the venues and remedies that were open to them in case of the violation of their rights36. In light of these realizations, there is need to educate persons with disabilities on the avenues available for them to follow in instances where they face discrimination in the workplace.
3.4 Recruitment policies and procedures 51% of respondents felt that most in most cases recruitment and selection policies were not in place and in instances where they exist, they do not have specific provisions for recruitment of persons with disabilities. Where policies were in place, 20% reported that they didn’t believe policies were being followed. The absence of these policies or their implementation is likely to result in discrimination in recruitment and workplace processes for persons with disabilities, women and other marginalized groups.
36 https://reliefweb.int/report/iraq/committee-rights-persons-disabilities-discusses-impact-armed-conflict- persons
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Recruitment policies and procedures Recruitment or selection policy is there but is not followed- 20% Not sure- 11% 11% 20%
Clearly discriminative on access 11% capital and business premises- 2%
5% Clearly discriminative on work 51% opportunities- 5% 2% No clear recruitment or selection policy- 51% Institution follows transparent policies- 11%
3.4.1 Access to recruitment information KIs were asked to share their opinions on whether people with disabilities have access to information on employment and small business opportunities in Akre and Halabja. The KIs who said yes highlighted that information is mainly accessed through the internet (company websites) and social media. KI U, “Yes they can receive the vacancies on social media platforms, most of the PWDs are using internet and through social media platforms they can be aware on the job opportunities. Their accessibility to the opportunities may help them to get jobs. But if the PWD has no smartphone and internet this may cause lack of accessibility to the job opportunities.”
However, labour syndicate feel that there is no access to information and pointed out that, “We as labour syndicate are not aware of these opportunities so how the PWDs can be? There are organizations employing people but we are not aware how the recruitment is done. The reason is when an organization is planning to work in Halabja they are not knocking at the right doors, they have first to come to labour syndicate but they are not, if they come to us we can help them reaching qualified people including PWDs.”
Trade unions can be used to mediate equality in the workplace either through ensuring that collective bargaining has equality dimension, supporting members to take legal action and ensuring inclusive recruitment. Trade unions are often perceived as being helpful with problems that fall within their usual area of workplace expertise but they were less helpful with issues that are more complex and of which they had less experience, such as disability
36 | P a g e discrimination37. It is therefore important to provide trade unions with knowledge and skills on how to include persons with disabilities in their programmes both as members as well as in decision making capacities.
3.5 Reasonable accommodation A reasonable accommodation is any change to the application or hiring process, to the job, to the way the job is done, or the work environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities. Accommodations are considered “reasonable” if they do not create an undue hardship or a direct threat38.
All survey respondents were asked whether they were aware that people with disabilities have a legal right to have adaptations that will enable them to do their job to the best of their ability.
Legal right to have adaptations With Without Total disabilities disabilities no 23 83 106 yes 24 120 144 Grand Total 47 203 250
The lack of awareness on reasonable accommodation may result in persons with disabilities failing to apply for jobs, and for those already in employment, they may fail to ask responsible authorities to make the required adjustments. If employers are not aware of their obligation to make reasonable accommodations, they may unknowingly exclude persons with disabilities in employment. As a result, it is important to provide guidance; awareness-raising and training should to ensure a better comprehension by all stakeholders, including persons with disabilities, of the concept of reasonable accommodation39.
3.5.1 Possible adaptations/ Reasonable Accommodations Respondents were asked to select top 2 adaptations that they consider most important for ensuring that persons with disabilities are accommodated in the workplace. Both persons with
37 https://www.researchgate.net/publication/327898993_Evaluating_the_role_of_trade_unions_and_civil_socie ty_organisations_in_supporting_graduate_educated_disabled_workers 38 https://adata.org/factsheet/reasonable-accommodations-workplace 39 http://www.supportability.eu/Supportability/Sections/Section11/Report/pdf/APLOAD-REP-6.pdf
37 | P a g e and without disabilities cited the need for adapted/accessible office or workspace, persons with disabilities identified the need for assistive technology whereas those without identified the need for adjusted working hours.
All KIs were not aware or had never seen any adaptations or reasonable accommodation in their workplace. Focus was mainly on ensuring they facilitate recruitment of persons with disabilities who either have the right qualifications or they can provide them with apprenticeship or job coaching to enhance their performance. Some KIs have conducted or are motivated to conduct small scale awareness raising activities to encourage employment of PWDs. KI X, “To be honest we haven’t been requested to consider that matter and we didn’t have such ideas. I suggest that OPDs can do awareness raising or motivation sessions with communities.” KI U added, “To be honest I never thought of this, but I always motivate friends and people around me to help other vulnerable people, and I have always remind them that God make us wealthy and give us money not only for ourselves but we have to help other poor people”. This statement shows that while some people were motivated to increase their own awareness and possibilities to employ persons with disabilities, the language used was still embedded in the charity approach to supporting persons with disabilities rather than recognising them are equals. Basing on this model, employers may view persons with disabilities as charitable cases; and rather than addressing the real issues of creating a workplace conducive to the employment of persons with disabilities, employers may conclude that making charitable donations meets social and economic obligations40.
40 https://www.theweb.ngo/history/ncarticles/models_of_disability.htm
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Reasonable accomodations
Other 4 7 Avail personal assistant 31 18 Transport to and from work 28 8 Provide assistive technology 44 23 Adjusted working hours 39 29 Adapted/accessible office or workspace 75 0 10 20 30 40 50 60 70 80 Number of responses
With disabilities Without disabilities
It is important to highlight that many people with disabilities do not require any accommodation at all. For those that do, the accommodation may be simple and inexpensive, such as putting in a ramp, raising a chair, extending the training period or adjusting working hours. Other types of job modifications can be more expensive, such as purchasing screen-reading software for blind people41.
3.6 Legal Instruments governing realization of Rights to livelihoods opportunities by People with Disabilities in Iraq This section analysed awareness and understanding of the different local and international legal instruments guiding rights realization for persons with disabilities. These included Law 38 of 2011 on the rights and privileges of Disabled and People with Special Needs in the Region of Kurdistan, Law 22, Iraq constitution and Convention on the Rights of Persons with Disabilities. UNCRPD Article 27 (1) on Work and employment, “States Parties recognize the right of persons with disabilities to work, on an equal basis with others; this includes the right to the opportunity to gain a living by work freely chosen or accepted in a labour market and work environment that is open, inclusive and accessible to persons with disabilities. States Parties shall safeguard and promote the realization of the right to work, including for those
41 WHO, 2010, community-based rehabilitation: CBR guidelines- Livelihoods component
39 | P a g e who acquire a disability during the course of employment, by taking appropriate steps, including through legislation…42”.
Article 22 of Iraq Constitution, “The law shall regulate the relationship between employees and employers on economic basis and while observing the rules of social justice and the State shall guarantee the right to form and join unions and professional associations, and this shall be regulated by law”. Article 32, “The State shall care for the handicapped and those with special needs, and shall ensure their rehabilitation in order to reintegrate them into society, and this shall be regulated by law”43.
Survey respondents were asked what they think on whether people with disabilities have a legal / human right to work or start a small business, they answered as follows:
Legal/human right to work or start a small With Without Total business disabilities disabilities No, they can work if they want to but this is not a legal / human right 2 6 8 No, they cannot work and do not have the legal/ human right to work 0 2 2 Yes, they have the legal / human right to work 45 195 240 Grand Total 47 203 250
The majority of respondents both with disabilities (45 or 95.7%) and those without disabilities (195 or 96%) reported that persons with disabilities have the human right to work or start a small business. However 2 persons without a disability felt that persons with disabilities have no right to work- this may be due to lack of awareness of the legal framework in place. Government of Iraq, through Law 38 has an obligation to “provide equal opportunities in the field of employment in accordance with the qualifications of persons with disabilities and special needs”.
3.6.1 General awareness of legal instruments Approximately 53% of respondents with disabilities and approx. 40% of those without disabilities indicated that they are not aware of any laws or human rights conventions that give people with disabilities in Iraq the right to work or start their own businesses whereas
42 UNCRPD, 2008, Article 27- Work and Employment 43 Constitution of Iraq, 2005
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40% (respondents with disabilities) and approx. 43% (respondents without disabilities) said they are aware of legal instruments guiding rights of persons with disabilities.
Awareness of legal Without With disabilities Total instruments disabilities Not aware 25 53.19% 81 39.90% 106 42.40% Not sure 3 6.38% 35 17.24% 38 15.20% Yes aware 19 40.43% 87 42.86% 106 42.40% Total 47 203 250 100%
KIs from OPDs and DoLSA expressed awareness of both Law 22 and Law 38 of 2013 on the Care of Persons with Disabilities and Special Needs. KI X, “I am familiar with the laws, they are very good but there is lack of practice. These laws should be activated and strictly monitored so every sector can consider rights of PWDs in their priority.”
However, the labour syndicate and business representatives expressed that they were not aware of these of these laws, stating:
KI U, “I have no idea regarding these laws, and I think PWDs are also not aware of such laws and policies.”
KI V, “I didn’t see the Laws and I have no ideas in this regards, but I’m sure laws are not practicing for all not only in relation with disabilities.”
KI Y, “I am not aware of these laws, since our mandate and targeted are not PWDs specifically, so I don’t want to talk to something I am not familiar with”.
KIs reported thinking these legal provisions or policies are helpful but there are some challenges that may or are being faced around implementation namely; laws are not being considered or not practised, not all people in positions of authority are aware of these legal provisions, the general economic situation is not well hence the laws may not have desired impacts, these laws are difficult to implement and most importantly, there is no strict monitoring by specific authorities. KI T, “All laws are facing difficulties in practicing; there should be strict monitoring by government in order to guaranty the practice” whereas KI X highlighted that, “Laws are available but not all people in the authority are aware on the laws so they can consider and implement them. The only challenge is lack of awareness on these laws by the relevant sectors”. Failure to implement these laws negatively impact on employment of
41 | P a g e persons by not availing them opportunities as stipulated. According to the Committee on the Rights of Persons with Disabilities, they noted that although Law 38 which is currently under revision contains very good provisions, its problem lies in lack of its implementation. In Kurdistan, Law 22 ensures that significant efforts were being made to provide access to basic services and protection to persons with disabilities44.
3.6.2 Awareness of specific legal instruments An analysis of awareness of specific legal instruments however painted a bleak picture of the situation as indicated below.
Awareness of Laws
90 86 92 88 Percentage ofrespondents 0 1 7 2 0 1 10 2 0 1 5 2 1 1 8 2
Law 38 Law 22 Iraq constitution UN Convention
Yes Fully Aware Yes Quite Aware Yes Little Aware NO, Not Aware N/A
Four specific legal instruments (3 local and one international) were considered i.e. Law No. 38, Law No. 22, Iraq constitution of 2013 and UN Convention on the Rights of Persons with Disabilities (CRPD). The assessment found out that the majority of the survey respondents (both with and those without disabilities) were either not aware of the laws or policies (between 86-90%) or they knew a little bit but have never read the laws/ policies (5-10%).
KIs from OPDs expressed awareness of both Law 38 and Law 22 but all KIs did not mention anything about the constitutional provisions or the CRPD. However, KI X has some understanding of quotas/laws that require businesses that have more than a given number of employees to hire a certain percentage of employees with disabilities, “According to Kurdistan law 22 and Iraqi law 38 the percentage of PWD’s employment is existed, according to these
44 https://reliefweb.int/report/iraq/committee-rights-persons-disabilities-discusses-impact-armed-conflict- persons
42 | P a g e laws the 3% of employment ratio with private sectors should be for PWDs and 5% of employment ratio with public sectors should be for PWDs. Unfortunately these laws are not practiced by either government, businessmen or business owners.”
3.6.3 Strategies for increasing awareness of the legal Instruments Survey respondents were asked to choose top 3 from an array of options on what they think should be done to increase level of knowledge on laws governing access to work and employment as a right for Persons with Disabilities. Printing and sharing copies of the laws came out top followed by use of social media and thirdly holding awareness campaigns in the communities.
Strategies for sharing information on legal instruments
Other 6 2
Establish support or knowledge groups 17 4
Have awareness raising slots on radio 16 8
Have an awareness raising slot on TV 58 16
Train education staff on laws and policies 67 13
Work closely with OPDs to advocate for access 64 17
Awareness raising in communities 76 17
Disseminate information on social media 92 23
Print and share copies of laws and policies 107 26
0 20 40 60 80 100 120 Number of responses
Without disabilities With disabilities
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3.7 Collaboration and empowerment KIs highlighted the need to strengthen collaboration between HI, other NGOs, OPDs, DoSA and the Labour Syndicate. The activities should also ensure active participation, empowerment and meaningful consultation with persons with disabilities through their OPDs.
KI X, “We have a basic belief that anything for us should be from us, that’s why we will be thankful to HI for them to consult and ask PWDs opinions in such activities.”
KI Z, “My last recommendation is that I am kindly asking for support to PWDs but in a way that PWDs will not feel they are in place of sympathy but than motivating them to have self- confidence.”
KI X, “DoSA is very relevant to these issues so we are asking you and other organizations to involve us more, because if PWDs have special situations we as DoSA have the responsibility to support and cooperate with you.”
Organisations of Persons with Disabilities (DPOs) are representative organisations run by and for people with disabilities and have a mandate to represent the views and perspectives of people with disabilities and are key partners in development and associated research45.
45 Research for Development Impact Network 2020, Research for All: Making Research Inclusive of People with Disabilities
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4. Recommendations
These recommendations are divided into two sections with the first section will focus on project specific recommendations for program/project staff and the second section recommendations classified according to actions to be taken by different actors i.e., OPD, community, NGOs, and state. A twin track approach is used to make recommendations for use
4.1 Recommendations for Project and field staff This BFA is intended to give guidance to project and consortium field staff that are currently implementing an inclusive livelihoods project in Akre and Halabja and below are some recommendations to be incorporated.
Key activity Specific activities Capacity Build the capacity of partner organizations and OPDs to raise Development for awareness on, advocate and lobby for inclusion and inclusive advocacy and livelihoods. This should include lobbying for policy implementation empowerment and monitoring of the existing legislation. Strengthening the capacity of DoLSA and labour syndicate so that these departments can better complement the OPDs’ effort to advocate for policy implementation Strengthen the job readiness and soft skills for persons with disabilities. These can include confidence building, grooming and etiquette, job searching skills, job profile development, job application and interview skills. Establishment of a buddies/peer support groups to continue enhancing the confidence of the involved participants. Peer support may result in changes in participants’ confidence, self-esteem and social skills. These can potentially help participants to be more positive about their vocational prospects and in the longer term, increase their chances of achieving their goals. Identify and train relevant authorities on the on the importance of monitoring livelihoods policy implementation, building their capacity to carry out monitoring and support with development of a monitoring framework
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Support Train OPDs and partner organizations on how to plan and carry out awareness effective inclusive awareness raising campaigns. raising initiatives Establishment/adaptation of a model accessible employment and/or on inclusion and vocational training setting that can be used as a way of raising inclusive awareness- the project can identify a small business and/vocational livelihoods or skills development institution that can be modeled to take consideration of all appropriate reasonable accommodations. This will take into consideration all the accessibility considerations infrastructure adaptation, appropriate signage, information dissemination, accessible computers and peer to peer support for the person with disabilities. Compile and disseminate the specific legal provisions on livelihoods within the different legislations using different accessible formats in order to raise awareness on the different laws in partnership with OPDs. Facilitate establishment of accessible social media platforms that can be used in the community to share information on inclusive livelihoods and employment opportunities. Support different awareness raising initiatives on inclusive livelihoods including bulletin boards, mainstream media, fliers and newsletters Support Facilitate creation of platforms for collaboration between partners and collaboration other relevant organizations including INGOs, local NGOs and and coalition women’s organizations, labour movement, business community and building vocational training and skills development centres so that they can all between share a common understanding on why and how persons with stakeholders disabilities can be included in various livelihoods opportunities within the community. Coordinate exchange learning platforms on inclusive livelihoods good practices Collection of Training OPDs and consortium staff on collection of disability, gender disaggregated and age disaggregated data. data Support consortium partners to continue to collect disaggregated data
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4.2 Recommendations for specific actors This section provides recommendations on how other actors including OPDs, government departments, the business community and other NGOs can support access to livelihoods for persons with disabilities in Akre and Halabja.
4.2.1 Recommendations for OPDs Partnerships and collaboration with OPDs improve the effectiveness and accountability of humanitarian operations by helping directly to achieve inclusion and ensure that humanitarian action benefits from and contributes to development. It is imperative to always respect the disability community’s motto (‘Nothing about us, without us’) hence; humanitarian stakeholders must work with persons with disabilities and their representative organizations rather than plan or make decisions on their behalf46.
Key Issue Main activities Awareness raising Raise awareness and provide training to community members, persons with disabilities, humanitarian stakeholders, and first responders on the needs, rights and capacities of persons with disabilities. Disseminate information on policies and legal frameworks guiding disability interventions in Iraq in accessible formats Disseminate information in multiple accessible formats to other OPD members, persons with disabilities, and other audiences Lobbying and OPDs to lobby for inclusion of persons with disabilities in advocacy existing vocational training institutions. Advocate for the rights of persons with disabilities to work and start small businesses on an equal basis with persons without disabilities. Represent disability constituencies in meetings and advocate for the rights of persons with disabilities. Work closely with and lobby business community to get internship opportunities for persons with disabilities to acquire job related skills. Monitoring and Participate in data collection for monitoring and reporting on evaluation access to livelihoods, human rights violations, use of funding, etc.
46 IASC, 2019, Inclusion of persons with disabilities in humanitarian action
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Participate in needs assessments and the collection of quantitative and qualitative information. Participate in identifying both barriers that impede the inclusion of persons with disabilities and enablers that facilitate their inclusion. Collect and document good practices and lessons learned, with respect to inclusion of persons with disabilities with support from other humanitarian actors in Akre and Halabja. Assist evaluation teams to assess accessibility and the degree to which persons with disabilities can fully exercise their human rights to work, taking gender, age and disability diversity into account47. Support evaluation teams to develop contextually relevant and appropriate questions for inclusion in evaluations of inclusive livelihoods programmes interventions. Coordination and Participate in livelihoods cluster and sub-cluster meetings in collaboration Akre and Halabja. Participate in collecting information on risks and barriers that persons with disabilities face when they want to access livelihoods opportunities and services. Coordinate OPDs in Akre and Halabja to collect information and compile it for sharing with relevant stakeholders and wit the national level OPDs.
4.2.2 Recommendations for wider livelihoods programme implementing partners Issue Recommendation
Capacity building Provide training can to help develop job seeking skills, for example on how to write a curriculum vitae; look for jobs in the newspapers, through family members and other contacts; fill in application forms; develop telephone or letter-writing skills; and perform well in a job interview. Provide jobseekers with access to the facilities they will need to look for employment e.g. telephones, computers and desks.
47 IASC 2019, Guidelines on inclusion of persons with disabilities in humanitarian action
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Provide technical advice and support to vocational institutions on how to adapt their curriculums to meet current trends in the job market Inclusive Design a twin-track approach and response strategy, including programming standard operating procedures (SOP), based on sector-specific guidelines and standards on inclusion of persons with disabilities48. Collect sex, age and disability disaggregated data using data collection tools tested in humanitarian contexts e.g. WGQSS Support with capital Provide direct financial support to start small enterprises by to start up small persons with disabilities businesses Support and facilitate establishment of Village Savings and Lending Schemes where a group of people pay small amounts into a common “pot” every week or month on a voluntary basis and then distribute the lump-sum as a loan or grant to one member at a time. These groups promote the discipline of saving, enhance self-confidence and self-esteem and significantly empower their members49. Work closely with microfinance institutions to facilitate access to capital for persons with disabilities, monitor project implementation and follow-up on payback of loans.
4.2.3 Recommendations for business community and VTCs Key Issue Main Activities Capacity building Provide internship, OJT and coaching opportunities for persons with disabilities. Hire people with disabilities, making reasonable accommodations available where needed Make reasonable accommodations for recruitment, employment and retention in the job by persons with disabilities Develop partnerships with local employment agencies, labour movement, educational institutions, skill training programmes,
48 IASC 2019, Guidelines on inclusion of persons with disabilities in humanitarian action 49 WHO, 2010, CBR Guidelines- Livelihoods Component, pp8
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and social enterprises to build a skilled workforce that includes people with disabilities Vocational and job Adapt curriculum and training to meet the general and specific readiness skills needs of persons with different disabilities. development Ensure that all supervisors and human resource personnel are acquainted with the requirements for accommodation and non-discrimination with regard to individuals with disabilities50. Information Employers’ organizations, such as chambers of commerce, dissemination Rotary clubs, training centre alumni associations and other such groups can provide useful information about labour force needs, job opportunities, marketplace needs, training gaps and other employment information. Microfinance institutions can improve access to microfinance for persons with disabilities through better outreach, accessible information and customized credit conditions Business skills Provide business skills training and development for persons development with disabilities. Support persons with disabilities in developing viable business proposals that can be used to apply for financial support Personal skills development can include self-esteem, personality development, positive thinking, motivation, goal- setting, problem-solving, decision-making, time management and stress management For labour syndicate Labour unions can make disability issues, including accommodations, part of their bargaining agendas. Trade unions can share information on the rights of workers with disabilities and help people with disabilities get hired and support them on the job.
50 https://www.who.int/disabilities/world_report/2011/chapter8.pdf?ua=1
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4.2.4 Recommendations for government departments Key Issue Main Activities Policy development, Develop, implement and enforce legislation to facilitate and implementation and provide guidance on access to livelihoods opportunities (work monitoring and and small businesses) by persons with disabilities evaluation Provide policy guidance and progress monitoring to OPDs and business community. Monitor policy implementation on access to livelihoods opportunities by persons with disabilities including quota system adherence. Design safety net policy interventions to promote labour market inclusion of persons with disabilities to include assistance and support services or covering the additional costs incurred by those who enter employment – such as the cost of travel to work and assistive equipment. Monitor and evaluate labour market programmes aimed at facilitating and increasing employment of persons with disabilities and scale up those that deliver results with focus on inclusive, not segregated solutions. Coordination Invite local OPDs that represent the diversity of persons with disabilities, and private and government providers of disability services, to coordinate with humanitarian stakeholders and share information. Systematically require relevant meeting agendas and reporting processes to update and report on disability. Share official information on persons with disabilities, including information on barriers, risks, available services and training. Needs assessment Government, through DoLSA and DoH Involve OPDs that and represent the diversity of persons with disabilities, and disability analysis service providers, in planning and implementing data collection activities; Promote use of data collection tools tested in humanitarian contexts, such as the Washington Group Short Set of Disability Questions.
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Incorporate WGQSS when identifying persons at risk of disability in addition to the criteria that is being used currently51.
5. Conclusion
This BFA found that there are many barriers to accessing livelihoods opportunities by persons with disabilities in Halabja and Akre districts of Iraq- these range from general lack of employment opportunities for both persons with disabilities and those without, poor access to physical structures and recruitment information, discrimination, negative attitudes, poor perception of capacities of persons with disabilities, lack of job training, experience and job related skills by persons with disabilities, and lack of knowledge of and poor implementation of existing laws and policies and legal frameworks.
These identified barriers cab be addressed by different players at different levels i.e. project field staff who will focus on capacity development and empowerment of persons with disabilities and their representative organizations; OPDs can focus mainly on awareness raising and community levels, lobbying and advocacy for inclusion and inclusive livelihoods practices with relevant stakeholders, monitoring access to opportunities and meaningful and equal participation of their members; other livelihoods actors can focus on availing start-up capital and skills development for persons with disabilities; vocational training institutions, companies and potential employers can focus on skills development, provide employment and internship opportunities, create conducive work environments with all reasonable accommodations at all levels for persons with disabilities; MFIs can avail start-up capital and business mentorship for persons with disabilities; and lastly government departments play a coordination role and ensure policy implementation by all stakeholders.
Disability activists and inclusion professionals appreciate that the combined effort of different stakeholders in ensuring removal of these barriers faced by persons with disabilities will not only benefit persons with disabilities themselves, but will also widely impact on society by encouraging inclusive practices by the larger society and thereby creating a chance for persons with disabilities to enjoy their right to work (in fulfillment of CRPD article 27 and Law 38) and contribute to the economic development of both Akre and Halabja on an equal basis with everyone else.
51 While the WGQ by themselves explicitly address only limitations in undertaking basic activities, they are designed for analysis with other information in a way that incorporates the full bio-psychosocial model of disability.
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Annex 1: Survey Questionnaire
Draft Halabja/Akre Livelihoods BFA Questionnaire
Target for the Questionnaire NB: Information in this table is for administrative purposes only to guide in identification of participants.
The target for this questionnaire is persons with disabilities, including men and women with disabilities (specifically youths adults of employable age i.e. 18-50 years) living in both rural and urban areas, family members of persons with disabilities and different service providers of employment services as identified in the stakeholders matrix. It is important however, to consider that Retirement age with public sectors is 63 years, while with private sectors there is no limit for employment, we may have interviewees up of 50 years in both private and public sectors. For the purpose of this BFA, when identifying participants, more participants below the age of 50 will be interviewed.
Introduction of Interviewer Hello my name is (say name) I am a (say position) and I work for an INGO called Handicap International (HI – Humanity & Inclusion). Handicap International is an independent humanitarian organization working in Iraq since 1992 to address the needs of people affected by the crisis. We do not offer financial assistance. Today, we would like to ask you a few questions in order to understand better the barriers and facilitators that can either deny or enhance access to employment and business opportunities for persons with disabilities in Akre and Halabja. Your participation is at all times voluntary. Your answers will be treated with utmost privacy and confidentiality. There is no obligation to answer the questions, and you are free to refuse any question you do not wish to answer. However, the more accurate information you can give us the better we might be able to assist you. You have the right to withdraw your agreement to participate at any time during the interview. Choosing to participate or not to participate in the interview, or to answer or not answer specific questions, will have no impact, negative or positive, on your eligibility to receive future services from Handicap International or any other NGO.
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We are not guaranteeing that you will receive any assistance or services as a result of participating in this survey. This interview will take approximately 35-40 minutes.
Consent to Services by HI and Consent for Release of Information (for both beneficiary and his/her caregiver): Do you give consent for our team to collect information about your household today; and, do you give consent for the information collected by HI team during the interview today to be shared with other HI teams for possible use in the provision of service? It is understood that in giving this consent the information will be treated sensitively and confidentially and strictly in the interests of facilitating access to protection or assistance. ☐ Consent obtained ☐ consent obtained partially ☐ consent not obtained
A Interview details: A1 Interviewer name : A2 Todays’ date: Demographic information Before asking these questions explain to the participants that you are collecting some demographic information on survey participants. This information will be anonymized and used only to identify whether particular groups in the community face specific barriers to accessing employment and business opportunities in Akre and Halabja. Explain that their feedback will be recorded and used to improve access to services, but will not necessarily result in immediate changes. Explain again that they do not have to answer any questions they are not comfortable with. Sex Age The Washington Group Questions52: Introductory sentence: The next questions ask about difficulties you may have doing certain activities because of a health problem. Questions Answers
52The Washington Group – Short Set of Questions on Disability are useful in identification of people with disabilities. The questions aim to identify who in a population has functional limitations that have the potential to cause disability. They will not identify every single person with a disability in every community and are less suitable for use with children as they may underestimate functional limitations in children. For children, the Module on Child Functioning developed by UNICEF and the Washington Group can be used. https://data.unicef.org/resources/module-child-functioning/. Where more information about disability is required, then utilising the Extended Set of Washington Group Questions would be beneficial to capture people experiencing functional limitations, including psychosocial disability (e.g. trauma, anxiety, fatigue, depression).
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Do you have difficulty seeing, even if □ No – no difficulty □ Yes – some difficulty wearing glasses? □ Yes – a lot of difficulty □ Cannot do at all Do you have difficulty hearing, even if □ No – no difficulty □ Yes – some difficulty using a hearing aid? □ Yes – a lot of difficulty □ Cannot do at all Do you have difficulty walking or □ No – no difficulty □ Yes – some difficulty climbing steps? □ Yes – a lot of difficulty □ Cannot do at all Do you have difficulty remembering or □ No – no difficulty □ Yes – some difficulty concentrating? □ Yes – a lot of difficulty □ Cannot do at all
Do you have difficulty (with self-care □ No – no difficulty □ Yes – some difficulty such as) washing all over or dressing? □ Yes – a lot of difficulty □ Cannot do at all
Using your usual (customary) □ No – no difficulty □ Yes – some difficulty language, do you have difficulty □ Yes – a lot of difficulty □ Cannot do at all communicating, for example understanding or being understood by others?
Profile 1:Individual with disabilities Profile 2: Individual without disabilities Profile 3: Family member of individual with disabilities Profile 4: Government representative Profile 5: Financial Service Provider Profile respondent53 Profile 6: Business representative (company, shops, organizations) (Tick appropriate) Profile 7: Skills development/Vocational Training centre representative
Location Urban Rural Other______
A. Access to employment Profile 1-3 Answer all questions
53 Profile is preselected from sample. The interviewer will understand this and as/skip questions as appropriate
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Profile 4-7 Skip A1 and A2 Are you (person
with or without No am unemployed disability) or your family member (if Yes in full-time waged employment family member is Yes in part-time waged employment responding on behalf) with a Seasonal work disability currently Daily work A1 in any employment? (ref Yes in self- employment (own small business) at home to profile of Yes in self-employment (own small business) outside the home respondent above
to appropriately Yes in sheltered employment54 (special employment for people ask this question) with disabilities)
If you choose self- Other (specify) ______employment, Skip to B
Public sector
Agriculture
Mining
If employed, Construction and Engineering A2 which sector are Manufacturing you in? Civil Society/NGO
Service industry
Other ______
54 Sheltered employment is a setting in which people with disabilities receive services and training to develop work-related skills and behaviors. “Sheltered,” as a concept, originally implied an environment, which was safe and protected for individuals with disabilities.
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If not employed (no), Yes
A2.1 Have you ever No been employed If no- explain why? ______before?
If you have been employed before, what were the A2.2 Explain: ______reasons for ______leaving your last employment
A2.3 If not employed Yes (no), No Are you currently If no- explain why? ______seeking work?
Yes in full-time employment in public sector
Yes in full-time employment in service sector
Yes in full-time employment in agriculture sector
What kind of work Yes in full-time employment in manufacturing sector environment do you think is best Yes fulltime employment in construction and engineering for people with Yes in full-time employment in civil society/NGO sector A3 disabilities? Select top 3) Yes in part-time employment in private sector
Yes seasonal employment
Yes, daily work
Yes in sheltered employment
Yes running their own small business
Other (specify) ______
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Explain reason for your choice: ______
______
No previous work experience No required qualifications and skills for the available jobs Am discriminated on for being a person with disability despite what barriers are having the necessary qualifications people with a My family and community does not support my idea to work disability A4 facing/have faced There are generally no job opportunities in accessing I do not have capital to start my own business employment (Pick No suitable transport to go to work the top 3) Transport to and from work is very expensive No assistive devices for mobility and for use at work No required business skills Other: ______A5 What do you think Work skills acquisition and development through technical and can be done to vocational guidance improve access to Support people with disabilities to find and maintain employment employment for Provide coaching, on the job training and job mentoring persons with Advocate for/enforcement of affirmative action e.g. establish disabilities quota system in companies Provide paid personal assistance where necessary (Choose top 3) Adapt workplace infrastructure Provide adapted transport system Support with transport costs to go to work Avail assistive devices and assistive technology Others B- Access to business Opportunities Do you think people with Yes B 1 disabilities face No any barriers in starting and
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running small businesses? Difficult to get transport to work Difficulties accessing capital or financial support Lack of business skills If self-employed, Lack of market for products what barriers are most likely to be Consumer discrimination B2 faced by persons Lack of business premises with disabilities Lack of family support in starting a business (choose top 3)? Absence of appropriate and sensitive business support Lack of confidence to start a business Difficulties using the toilets and bathrooms in the workplace Other: ______What do you think Business skills acquisition and development through technical can be done to and vocational guidance improve access to Support people with disabilities to get placement services, self-employment coaching and business mentoring
B3 and small Facilitate access to markets business start-up Provide paid personal assistance where necessary for people with Provide capital to start small enterprises disabilities Provide assistance in finding and maintaining employment Avail appropriate assistive devices and technologies (Choose top 3) Others
C. Discriminatory practices and attitudes Have persons with
disabilities Yes C1 experienced any No discrimination in Not sure employment?
C2 Do you believe that Yes people with No disabilities can also
work? Not sure
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C3 Do you believe that Yes women including No women with
disabilities can also Not sure work? Explain your answer: ______ Because they are women If yes to discrimination, what Because they are men C4.1 were the reasons Because they are too young for the Because they are too old discrimination? Because they have a disability Other: ______
If yes, discrimination in being selected for a job discrimination in performing your job
discriminatory comments C4.2 please select top 3 Discrimination in accessing start-up capital discriminatory Discrimination in acquiring job/ business skills. practices you/they Discrimination in acquiring business premises have experienced Other
If yes to No action discrimination, Stopped working Changed jobs
C4.3 what kind of action Complained to colleagues and/or family will you/they most Launched a formal grievance using the grievance procedure likely to take Got support from workers/business union against the Took legal action discrimination Other: Clarify
Please explain
If any action was ______C4.4 taken, what was the outcome ______
______
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How do the The institution follows transparent policies recruitment There is no clear recruitment/selection policy processes ensure The recruitment/selection policy is there but is not followed the rights of PwDs C5 the laws are clearly discriminative that PwDs should not be to work without working discrimination? the laws are clearly discriminative that PwDs should not be (choose access capital and business premises appropriate) I am not sure
How would you feel about working with
or entering into a Very willing business Somewhat willing C6 partnership with a Neutral – neither willing nor unwilling person with a Somewhat unwilling disability, even if Very unwilling they need some assistance to work?
D. Reasonable accommodation Are you aware that people with disabilities have a D1 legal right to adaptations to Yes enable them to do their job No to the best of their ability?
Assistive technology- give examples: ______Select top 2 adaptations Adapted/accessible office or workspace D2 that can be important from Adjusted working hours the list provided Transport to and from the workplace Personal assistants Others
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E. Laws and policies governing realization of Rights to livelihoods opportunities by People with Disabilities in Iraq Do you think that people with disabilities have a legal / human Yes, they have the legal / human right to work E1 right to work or No, they can work if they want to but this is not a legal / human right start a small No, they cannot work and do not have the legal/ human right to work business? Select one.
Are you aware of any laws or human rights
conventions that Yes E2 give people with No disabilities in Iraq Not sure the right to work or start businesses?
Law No. 38 of 2013 on the Care of Persons with Disabilities and Special Needs
Yes, fully aware, where it is written how to realize it Yes, quite aware, I know the law/policy Yes, a little bit but have never read the law/ policy Which laws are No, not at all you aware of? E3 N/A Law No (22), year 2011: Law of rights and privileges of Disabled and People with Special Needs in the Region of Kurdistan
Yes, fully aware, where it is written how to realize it Yes, quite aware, I know the law/policy Yes, a little bit but have never read the law/ policy No, not at all
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N/A
Iraq constitution
Yes, fully aware, where it is written how to realize it Yes, quite aware, I know the law/policy Yes, a little bit but have never read the law/ policy No, not at all N/A UN Convention on the Rights of Persons with Disabilities (CRPD)
Yes, fully aware, where it is written how to realize it
Yes, quite aware, I know the law/policy
Yes, a little bit but have never read the law/ policy
No, not at all
N/A
Other: ______
What do you think should be Intervention done to increase level of Print and share copies of the laws/policies knowledge on Train education staff on the laws and policies laws governing Work closely with DPOs to advocate for access E4 access to work Have an educational slot on National TV and employment Have an educational slot on National Radio as a right for Disseminate information on social media Persons with Awareness raising in community outreaches Disabilities? Tick Establish support groups the top three. Other:……………………………………………………………………….
Is there anything F you would like to add about the
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Thank you
End of Questionnaire
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Annex 2- Key Informant Interview Guide
KII Guide – Livelihoods نەخشەڕێگا بۆ چاوپێکەوتن لەگەڵ کەسانی خاوەن زانیاری-باریگوزەران
ئامانجەکانی ئەم ئامرازە Targets for this tooL
نوێنەری ناوچەیی بەڕێوەبەرایەتی چاودێری کۆمەاڵیەتیLocal DOLSA representative .1 کەسانی Chairperson of business community/Selected representative of the Employers forum .2 خاوەن کار/ ئەوانەی کە خاوەن شوێنی کارن وە ئەوانەی نوێنەرایاتیان ئەکەن نوێنەری ڕێکخراوەکانی تایبەت بە خاوەن پێداویستی تایبەت OPD Representatives .3
Introduction of Interviewer Hello my name is (Star Anwar Hama Ameen) I am a (Civil society project officer) and I’m working with Handicap International Organization. We are currently conducting a survey on Access to Livelihoods opportunities for persons with disabilities in Akre and Halabja.
(At this point introduce your colleagues/volunteers by name and their role)
Today we would like to ask you a few questions about access to livelihoods for people with disabilities for purpose of understanding the challenges they are facing and deciding on the best ways to support them. This interview will take approximately 1 hour.
You will not receive any assistance or services as a result of participating in this survey (although we may be able to make referrals for other services with your permission if needed). We do hope that the findings of this study will help to advocate for access to meaningful livelihoods for people with disabilities in Halabja/Akre55. We will only use the general information you provide that does not include your specific identifying information in our reports.
You can stop the interview at any time and for any reason if you wish to do so. You can also request to skip any question that you do not wish to answer for any reason.
55 We can contextualise this to areas of project implementation- Dohuk and Halabja Governorates
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Choosing to participate or not to participate in the interview, or to answer or not answer specific questions, will have no impact, negative or positive, on your eligibility to receive future services from or further engagement with Handicap International or any other NGO.
پێشەکی چاوپێکەتنکار ڕێکخراوی هاندیکاپی نێو ساڵو من ناوم )ستار انور حمەامین( ، من )بەرپرسی پرۆژەی کۆمەڵگای مەدەنی( م کاردەکەم لەگەڵ دەوڵەتی، ئێمە کاردەکەین بۆ ئەوەی ڕاپرسیەک بکەین لەسەردەست پێڕاگەشتنی دەرفەتەکانی کار لەالیەن کەسانی خاوەن پێداویستی تایبەتەوە
لێرەدا هاوڕیکانت بناسێنە، لەگەڵ ڕۆڵیان لە ڕاپرسیەکە
ئەمڕۆ پێمان باشە چەند پرسیارێکتان ئاڕاستە بکەین سەبارەت بە فەراهەم بونی پەیداکردنی بژێوی ژیان بۆ کەسانی خاوەن پێداویستی تایبەت )دەست پێڕاگەشتنی کەسانی خاوەن پێداویستی تایبەت بە پرۆژەکانی تایبەت بە گوزەران( بە مە بەستی تێگەیشتن لە ئاستەنگەکانی بەردەمیان وە دۆزینەوەو دەست نیشانکردنی باشترین ڕێگا بۆ پشتگیری کردنیان ئەم چاوپێکەوتنە بە نزیکەی ماوەی ١ کات ژمێر دەخایەنێت
لەدەرەنجامی بەشداریکردن لەم چاوپێکەوتنەدا ئێمە هیچ جۆرە، هاوکاری خزمەتگوزاریەک دابین ناکەین بۆ جەنابتان،)هەرچەندە رەنگە بتوانین ڕێگای ناردن بەکاربێنین بۆ ئەوالیەنانەی کە خزمەتگوزاری دابین دەکەن ئەمەش پاش وەرگرتنی رەزامەندی لە جەنابتان( هیوادارین کە لەدەرەنجامەکانی ئەم توێژینەوەوە بانگەشە بۆ ئەوە بکەین کە وا کەسانی خاوەن پیداویستی تایبەت دەستیان بگات بە خۆشگوزەرانیەکی باش لە ئێراق دا. ئێمە تەنها زانیاریە گشتیەکان بەکار دێنین لە ڕاپۆرتەکەماندا کە ئێوە باستان کردوە، ئەوزانیاریانە ناخەینە ناو راپۆرتەکەمان کە تایبەتن.
ئێوە ئەتونن لەهەر کاتێکدا چاپێکەتنەکە بوەستێنن بەهەر هۆکارێک بێت. هەروەها ئەتوانن هەر پرسیارێک وەاڵم نەدەنەوە کە پێتان خؤش نەبێت جا بەهەر هۆکارێک بێت.
هەڵبژاردنی بەشداربوون یان پەشدارنەبوون لەچاوپێکەوتنەکە، وەاڵم دانەوە یان وەاڵم نەدانەوە هەر پرسیارێک کاریگەری خراپ یان باشی نابێت لەسەر شیاوی تۆ لەمەڕ وەرگرتنی هەر جۆرە خزمەت گوزاریەک یان تێکەاڵوبوونێک لەگەل ڕێکخراوی هاندیکاپی نێودەوڵەتی یان هەر ڕێکخراووێکی تر.
نەخێر No/ بەڵێ Yes Take the signature for written consent: ئیمزا وەرگرە بۆ ڕەزامەندی نوسراو
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زانیاری لەسەر کەسی چاوپێکەتنخواز Assessor information بەرواری چاوپیکەوتن Interview date ناوی کەسی Assessor/s name/s چاوپێکەوتنخواز)زانیاری وەرگر( Assessor/s organization/s (CSO/DPO name/s) جاوپێکەتنخواز/ رێکخراو/ رێکخراوی کۆمەڵگەی مەدەنی/ رێکخراوی تایبەت بە خاوەن پێداویستی تایبەت ڕەگەزی کەسی چاوپێکەتنخواز/ (Sex of assessor/s (M/F نێر/مێ Local authority information زانیاری لەسەر دام و دەزگای خۆجێی Role of key informant (e.g. Director- DoLSA) ڕۆڵی کلیلی زانیاریەکان)زانیاری بەخشەر()بۆ نمونە. بەڕێوەبەری چاودێری کۆمەاڵیەتی( Name of local authority (e.g. Directorate of Health) ناوی دامو دەزگای خۆجێی)بۆ نمونە. بەڕێوەبەرایەتی تەندروستی( Location of local authority (area) شوێنی دام ودەزگای خۆجێی Sex of KII (M/F) ڕەگەزی کلیلی زانیاریاکان)زانیاری بەخشەر( )مێ/نێر(
The Washington Group Questions56: Introductory sentence: The next questions ask about difficulties you may have doing certain activities because of a health problem.
56The Washington Group – Short Set of Questions on Disability are useful in identification of people with disabilities. The questions aim to identify who in a population has functional limitations that have the potential to cause disability. They will not identify every single person with a disability in every community and are less suitable for use with children as they may underestimate functional limitations in children. For children, the Module on Child Functioning developed by UNICEF and the Washington Group can be used. https://data.unicef.org/resources/module-child-functioning/. Where more information about disability is required, then utilising the Extended Set of Washington Group Questions would be beneficial to capture people experiencing functional limitations, including psychosocial disability (e.g. trauma, anxiety, fatigue, depression).
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Questions Answers
Do you have difficulty seeing, even □ No – no difficulty □ Yes – some difficulty if wearing glasses? □ Yes – a lot of difficulty □ Cannot do at all
Do you have difficulty hearing, even □ No – no difficulty □ Yes – some difficulty if using a hearing aid? □ Yes – a lot of difficulty □ Cannot do at all
Do you have difficulty walking or □ No – no difficulty □ Yes – some difficulty climbing steps? □ Yes – a lot of difficulty □ Cannot do at all
Do you have difficulty remembering □ No – no difficulty □ Yes – some difficulty or concentrating? □ Yes – a lot of difficulty □ Cannot do at all
Do you have difficulty (with self-care □ No – no difficulty □ Yes – some difficulty such as) washing all over or □ Yes – a lot of difficulty □ Cannot do at all dressing?
Using your usual (customary) □ No – no difficulty □ Yes – some difficulty language, do you have difficulty □ Yes – a lot of difficulty □ Cannot do at all communicating, for example understanding or being understood by others?
پرسیارەکانی گروپی واشنتۆن دەستپیک: ئەو جەند پرسیارەی خوارەوە سەبارەت بە هەبوونی ئاستەنگی لە جێ بەجێ کردنی هەر چاالکیەک بە هۆی گرفتی تەندروستیەوە. وەاڵم پرسیار
ئایا هیچ ئاستەنگیەکتان هەیە لە بینین تەنانەت بە بەکارهێنانی هەندێ ئاستەنگ –بەڵێ □ نەخێر هیچ ئاستەنگێک– نەخێر □ جاویلکەی پزیشکیشەوە؟ هیچ ناتوانم ببینم □ ئاستەنگی زۆر– بەڵێ □ ئایا هیج ئاستەنگیەکتان هەیە لە بیستندا تەنانەت بە بەکارهێنانی هەندێ ئاستەنگ –بەڵێ □ نەخێر هیچ ئاستەنگێک– نەخێر □ ئامێری بیستنیشەوە؟ هیچ ناتوانم ببیستم □ ئاستەنگی زۆر– بەڵێ □ ئایاهیچ ئاستەنگیەکتان هەیە لە ڕۆشتن یان هەنگاونان؟ هەندێ ئاستەنگ –بەڵێ □ نەخێر هیچ ئاستەنگێک– نەخێر □
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هیچ ناتوانم بڕۆم □ ئاستەنگی زۆر– بەڵێ □ ئایا هیچ ئاستەنگیاکتان هەیە لە بیرهاتنەوە یان لە تەرکیز هەندێ ئاستەنگ –بەڵێ □ نەخێر هیچ ئاستەنگێک– نەخێر □ کردن؟ هیچ ناتوانم تەرکیز بکەم وهیچم بیر نایەتەوە □ ئاستەنگی زۆر– بەڵێ □
ئایا هیچ ئاستەنگیەکتان هەیە لە چاودێریکردنی کەسی؟بۆ نمونە لە شتن و لەبەرکردندا؟ هەندێ ئاستەنگ –بەڵێ □ نەخێر هیچ ئاستەنگێک– نەخێر □ هیچ ناتوانم خۆم بشۆم یان لەبەربکەم □ ئاستەنگی زۆر– بەڵێ □
لەبەکارهێنانی زمانی ئاسایی خۆتدا ئایا هیچ ئاستەنگێک هەیە هەندێ ئاستەنگ –بەڵێ □ نەخێر هیچ ئاستەنگێک– نەخێر □ لە تێگەشتن یان تێگەیاندنی بەرامبەردا؟ هیچ ناتوانم تێبگەم و بەرامبەریش تێگەیەنم □ ئاستەنگی زۆر– بەڵێ □
The Questions on services offered: پرسیار دەربارەی پێشکەش کردنی خزمەت گوزاریەکان: Question Target respondent
ئامانجی وەاڵم دەر پرسیار
1. From your experience, what are the main formal employment and small business opportunities in this area? ١-وەک و ئەزمونی خۆت، هەلی دامەزراندنە سەرەکیەکان چین، وە هەلی کاری بازرگانی بچوک لە ناوچەکەدا چۆنە؟
2. How would you describe the general situation of access to employment (contract, seasonal and daily work) and small business opportunities in Akre/Halabja57? ٢-بە گشتی چۆن بارودۆخەکە هەڵدەسەنگێنیت یان باسی دەکەیت بۆ دەسکەوتنی کار یان دامەزراندن بە شێوەی )بەڵێن نامە، کاری ڕۆژانە یان کاری وەرزی( لە ئاکرێ ، هەڵەبجە؟
3. How would you describe the general situation of access to employment opportunities (permanent, contract, seasonal or daily work) for people with disabilities in Akre/Halabja? ٣-بە گشتی چۆن بارودۆخەکە هەڵدەسەنگێنیت یان باس دەکەیت بۆئەگەری دەسکەوتنی هەلی کار یان دامەزراندن )بە شێوەیەکی هەمیشەیی، بەڵێن نامە، کاری ڕۆژانە یان کاری وەرزی( لە ئاکرێ ، هەڵەبجە؟
57 Inset location: specify whether it is Duhok, Halabja, Akre, etc.
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4. How would you describe the general situation of access to finance (start-up capital) to start small businesses for people with disabilities in Akre/Halabja? ٤-بە گشتی چۆن بارودۆخەکە هەڵدەسەنگێنیت یان باس دەکەیت بۆدەسکەوتنی پارە ) پشتگیری سەرمایە( تا کەسانی خاوەن پێداویستی تایبەت دەست بکەن بە کاری بازرگانی بچوک لە ئاکرێ وهەڵەبجە؟
5. In your opinion, what do you think are the four main reasons that prevent persons with disabilities from being employed or having their own businesses in Halabja/Akre? ٥- بە ڕای تۆ، چوار هۆکاری سەرەکی چین کەوا دەکات کەسانی خاوەن پێداویستی تایبەت نەتوانن دامەزرێن یان کار بکەن وە یان ببنە خاوەن کاری خۆیان لە ئاکرێ و هەڵەبجە ؟ 6. In your experience of this area, are there any employment or business opportunities58 reserved specifically for women and girls and others for men and boys?? Can this be challenged? Can women or men join / apply / access such opportunities? ٦- وەک و ئەزمونی خۆت لە ناوچەکەدا، هەلی کارو دامەزراندن هەیە، بەتایبەت بۆ کچان و ژنان یان بۆ پیاوان و کوڕان؟ ئەمە دەبیتە ئااڵن گیری؟ ژنا ن و پیاوان دەتوانن بەشدار بن بۆ پێش کەش کردنی ئەو هەلی کارکردنە؟ 7. In your opinion, what are the top five possible barriers/difficulties to accessing employment and small business opportunities faced by persons with disabilities in Akre/Halabja? ( these can be classified under physical accessibility, communication, attitudinal or policies) ٧- بەڕای تۆ ئەو پێنج ئاستەم گیریە سەرەکیە چین کە وا دەکات گەیشتن بە دەستکەوتنی کار و کاری بازرگانی بچوک بۆ کەسانی خاوەن پێداویستی تایبەت ئاسان نەبێت لە ئاکرێ وهەڵەبجە؟ دەکرێت ڕیزبەندی بکرێت لەژێر) توانای سەرمایە، پەیوەندیەکان وە بارودۆخی سیاسی(. 8. From your experience and opinion, do you think people with disabilities have access to information on employment and small business opportunities in this area? If not, why? If yes, what can we learn from this?
58 The interviewer should clearly distinguish between formal and informal opportunities depending on the targeted KII. With some, e.g. Shop owner or employers, the questioning should be more focused on formal employment
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٨--بەڕای تۆو ئەزمەنی تۆ، کاسانی خاوەن پێداویستی تایبەت دەتوانن بگەن بە ئاگاداریەکانی هەلی کارو دامەزراندن یان بازرگانی بچوک کە لە ناوچەکەدادەکرێت؟ ئەگەربەڵێ دەتوانین چی فێربین لە وەوە؟ 9. Please suggest any solutions that can be considered to address the barriers you mentioned above. ٩-تکایە پێشنیاری چارەسەر بکە بۆ هەر بەربە ستێک کە لەسەرەوە ئاماژەت پێدان؟ دەست پێک: کەسی چاوپێکەوت خواز پێشنیار دەکات بۆ ئەوبەربەستانەی سەرەوە ، بۆ هەر چارەسەرێک بە بەکورتی. Prompt: The interviewer will make reference to the barriers highlighted in 6 above. He/she should as for solutions for each barrier as a way of recap. 10. What is your understanding of any legal provisions/laws/ conventions/policies (local or international) that govern access to employment and small business opportunities for people with disabilities in Iraq? What is your understanding of any quotas / laws that require businesses having more than a given number of employees to hire a certain percentage of employees with disabilities? ١١- تێگە شتنی تۆ بۆ هەر یەکێک لە بڕیارە یاسایەکان / ڕێکەوتنەکان/ یاسا )ناوخۆی و دەرەکیەکان( چیە لەسەر هەلی کارو دامەزراندن و بازرگانی بچوک بۆ کاسانی خاوەن پێداویستی تایبەت لە عێراق؟ تێگە شتنی تۆ چیە بۆ بەشی یان )حەقی( یاسای ئەو شوێنە بازرگانیانەی کە ژمارەیەکی زۆر کارمەندیان هەیە وە داواکارن لێیا ژمارەیەکی دیاری کراو کەسانی خاوەن پێداویستی تایبەت وەرگرن؟ دەست پێک: ئەگەر ئەمەیان نەزانی، پرسیارکە یان بزانە کە حەزدەکەن دەربارەی ئەمە زانیاریان هەبێت وەیا پاڵپشتی بکرێن؟ پرسیارکە لێیان چۆن ئەمە جێبەجێ بکرێت، پێشبینی زانیاری زیاتر دەربارەی یاسای ٨٣ عێراقی. Prompts: if they don’t know about this, ask why and whether they would be interested to know more about the topic or be supported on this matter? Ask them how they expect this to be done. Expect more information about Law 38 (Iraq) and Law.
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11. Do you think these legal provisions or policies are helpful and/or what challenges are you facing around implementing these legal provisions59? ١١- بە ڕای تۆ ئەم یاسا و ڕێنمایانە هاوکار دەبن، یان ڕووبەڕووی ئااڵنگیری دەبنەوە بۆ دامەزراندن و جێبەجێ کردنی یاساکە؟ 12. If you were to support persons with disabilities to access any employment and small business opportunities, what challenges do you think you may face? ١٢- ئەگەر تۆ هاوکاری کاسانی خاوەن پێداویستی تایبەت بکەیت بۆ دامەزراندن یان بازرگانی بچوک، ئەو ئااڵنگیریانە چین کە ڕووبەڕووت دەبنەوە؟ 13. If you were to employ/are employing people with disabilities, what kinds of support do you/will you require to make it easier for you? ١٣- ئەگەر پێویستیت بە دەستی کار هەبو، کەسانی خاوەن پێداویستی تایبەت دادەمەزرێنیت؟ چ جۆرە پشت گیریەکت دەوێت؟ پێشنیاردەکەی کە کارەکەت بۆ ئاسان بکەن؟ 14. Explain any steps that your company/department/organization is taking/can take to prepare other employees to work with a colleague with disabilities. ١٤- باسی هەر هەنگاوێ بکە کە ناوتە لە کارەکەت بەشەکەت، ڕێکخراوەکەت کە کاسانێک ئامادە بکات ئامادەبێت هاوەڵێکی کاری کەسانی خاوەن پێداویستی تایبەت بیت. 15. Is there anything else you would want to add? ١٥- ئەگەر هەر شتێکی ترت هەیە دەتەوێت زیادی بکەیت؟
59 These questions will bring out information around policy barriers and the general understanding of application of Iraq laws
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Annex 3: CRPD Article 27: Work and employment
1. States Parties recognize the right of persons with disabilities to work, on an equal basis with others; this includes the right to the opportunity to gain a living by work freely chosen or accepted in a labour market and work environment that is open, inclusive and accessible to persons with disabilities. States Parties shall safeguard and promote the realization of the right to work, including for those who acquire a disability during the course of employment, by taking appropriate steps, including through legislation, to, inter alia:
(a) Prohibit discrimination on the basis of disability with regard to all matters concerning all forms of employment, including conditions of recruitment, hiring and employment, continuance of employment, career advancement and safe and healthy working conditions;
(b) Protect the rights of persons with disabilities, on an equal basis with others, to just and favourable conditions of work, including equal opportunities and equal remuneration for work of equal value, safe and healthy working conditions, including protection from harassment, and the redress of grievances;
(c) Ensure that persons with disabilities are able to exercise their labour and trade union rights on an equal basis with others;
(d) Enable persons with disabilities to have effective access to general technical and vocational guidance programmes, placement services and vocational and continuing training;
(e) Promote employment opportunities and career advancement for persons with disabilities in the labour market, as well as assistance in finding, obtaining, maintaining and returning to employment;
(f) Promote opportunities for self-employment, entrepreneurship, the development of cooperatives and starting one’s own business;
(g) Employ persons with disabilities in the public sector;
(h) Promote the employment of persons with disabilities in the private sector through appropriate policies and measures, which may include affirmative action programmes, incentives and other measures;
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(i) Ensure that reasonable accommodation is provided to persons with disabilities in the workplace;
(j) Promote the acquisition by persons with disabilities of work experience in the open labour market;
(k) Promote vocational and professional rehabilitation, job retention and return-to- work programmes for persons with disabilities.
2. States Parties shall ensure that persons with disabilities are not held in slavery or in servitude, and are protected, on an equal basis with others, from forced or compulsory labour.
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