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Case Study
Interview mit dem Bereichsleiter der Kommunalbetriebe zur Beschäftigung der Mitarbeiter mit Hörschädigung

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The following interview was conducted within the project ginko and deals with labor and employment situation of hearing impaired and deaf people.

Ginko:

Please describe in a few words your operation and your function here

Head of the administration:

So the urban town house operation XXX is a local company in the city. Our main area of ​​responsibility is in town XXX the general interest for the city XXX-er citizens. That is, the areas of waste management, grounds maintenance, street cleaning, winter maintenance, cemetery entertainment, which are the core issues including channel beings. We still have some side businesses, so that is also workshops for personal use: car repair shop, carpenters, painters, locksmiths and a total of 230-235 employees. Of these, currently 19 trainees, we have a percentage of about 17 what colleagues are concerned, which have a recognized severe disability, ie practically have a disabled pass of 30-100 degrees - in addition, of course, many colleagues who are now by the Occupational physicians have limitations. Be it now, for example, when lifting heavy objects, the so-called kilo bill, which is still there. To my function, I am the head of the administration. I under stand the departments of Human Resources, finance, public relations, general management, IT, Customer complaint with management and partly I'm still practicing the function of deputy outside line for the city of XXX in the area of ​​the cemetery. So quite a bit of extensive

Ginko:

You said, 17 percent employee with a disability. With hearing impairment, how does that because of

Head of the administration:

The colleagues with hearing impairments make us the second highest group of bounded dar. We currently have 5 people who have hearing loss. Where now the Lord XXX is the only person in the area of ​​administration, the rest of colleagues spread across the landscape maintenance, street cleaning and waste disposal

Ginko:

What kind of contact you have with the employees with a hearing impairment? Where there are interfaces?

Head of the administration:

This is very different. The colleagues who are engaged in operational events with us, with whom I have maybe once a month contact, colleagues XXX concerns now, several times a day

Ginko:

Can you still a bit describe what you are there to work together?

Head of the administration:

So the fact that the area of ​​finance ever heard about me and the part of Finance of course, the Alpha and the Omega is, since we generate for our needs all of our financial resources and the Lord XXX here has a key function, that is, I will discuss with him all the issues, we have constant contact with incoming invoices, we have contact on bookings need to be made. We work closely with financial statements, we are constantly working together for the economic plans that we set. This is to set up a business plan or a process to produce an annual financial statement, which is indeed for months. And since it is imperative that we have days where we conduct sessions together or it's communication in his or my office regarding any bookings, so, ultimately

Ginko:

You've got the other employees approached 4 more hearing-impaired employees. Since you said you have so about once a month contact. What are you doing

Head of the administration:

This is in effect a pure communicative exchanges. Starts with a Hello, but may also be that I inquire after her health, or according to their needs. In general, the work in their own work group, they have their own immediate supervisor. And so the contact points are of course much lower than with the Lord XXX. This is often the friendly Hello, Welcome the morning or when really now time special requests are pending, which is extremely rare, by the people. Recent example. Yes, it was just yesterday that a colleague makes a request for a new hearing aid and want to stop, then they're an advance on their salary because of this. Because he gets so only a portion reimbursed by public carriers, health insurance. And now he has asked us that we support him financially practical when shopping for a new hearing aid. What we have then done

Ginko:

The employee with a hearing impairment, what is their role in the operation

Head of the administration:

So if I now times as first intended to lead to the Lord XXX, then the Lord is XXX us for a full work force without restriction. Of course he is deaf, of course, we all set against each other on both sides. They are just one column like any other colleague for us. According to my knowledge there are at the employees in greenspace maintenance since no performance difference to the colleagues who do not are now deaf. So they are practically equivalent colleagues at us

Ginko:

What positions for employees with hearing disabilities?

Head of the administration:

So, the Lord is XXX practically in the capacity of deputy department manager in the field of finance. These activities, he is solely responsible for with the same skills as everyone else. Colleagues of Mr XXX with the same disability in the green care are used for the maintenance of green areas. That is, they vote there horticultural activities from. And a colleague in the street cleaning works in the public sector and also performs there the same cleaning procedures as everyone else. That is, they are used in accordance with their qualifications and capabilities, but also applies to the other employees at us

Ginko:

They said these four colleagues who have in the field, working in the operating area then each still a direct supervisor. So that means there is no one in a superior position

Head of the administration:

We do not have a colleague who is deputy team leader in landscape maintenance. So say he is already in the function that he is again set before others in the first stage, yes. But the rest are in the normal circle of colleagues with this

Ginko:

Can you say why you employ in your business people or employees with a hearing impairment

Head of the administration:

So we looked at it, of course, not the task now people with a hearing disability and also to set another preliminary in nature. But we have never seen, that we do not hire people that they must now carry a handicap with it. There are of course areas, we are now once in the traffic safety, where people have to work in public transport. I would consider it a problem because simply there is the danger oncoming vehicles et cetera not being able to perceive what is perhaps urgently important for their health. Other than that, we can see no negative point with a hearing impairment to engage people in our operation, including management

Ginko:

Can you say how it came about that these people are employed here

Head of the administration:

So surely this is connected with a bit of history. One must never forget that of course just the public service in our eyes also has a special obligation towards people who bring the principle impairment with it. What we have also always supported by our site. But in the application process can get of course then also applications where a heavy degree of disability, it is now the deafness or what is different when we realize how it is indeed required by law, that this function, this activity can also be performed by a person with disabilities, it is clear that of course we also rely on this person, yes. Conversely, with regard to the history of course it was used to be that, too often, the cities were municipal social welfare institutions and you have of course seen in the public sector just at the city council had a special mission, this group of people give a special opportunity to naturally to give a signal for the private sector. It may well also with people who have an impairment, achieve a fantastic job

Ginko:

Let's say, an applicant with a hearing impairment is interested in a job in operation, such as running the application process

Head of the administration:

So when free training places there is also the special tenders, be it local press, there is billboard advertising. We take part in career fairs, we provide our vacancies and get into the grid once usually 80 percent of the application by the classic application submission procedure, with appropriate supporting documentation by mail. This has shifted somewhat in recent years, one can say 20 percent comes by initiative. This also means that e-mail is addressed to us. Then we sift through the documents, of course, already referred to this place we advertise, invite the candidate circle that comes in the selection, to a job interview, with the participation of all bodies that are responsible. That is, the respective supervisors, a representative of the Human Resources Department. If we can see the basis of the application documents already that a severe disability is present, of course, is already a representative of the SHE representative at this meeting there and, of course, someone by the staff. We then discuss the qualification course once, we try to find out the suitability and ask of course also identify the person concerned, whether he have confidence in that and then there is in the body between management and staff representatives a decision. And then it finally comes to setting. Now that's pure sequence

Ginko:

Who decides whether the candidate is then adjusted or not

Head of the administration:

I would say this is a decision that is made in the body where you say could, the immediate supervisor may decide 50 percent because he is so in future work with this person. 30 percent would be the representative of the personnel department subject if he would see that the documentation presented perhaps one or the other would be to question or discrepancies were now present in the CVs and of course also relevant Human Resources, or the Staff Committee. Yeah, so the staff representation on our farm and I include even the SHE representative with one, are very strong in the boat. And for us it is also important that we get a broad consensus between these three points that we always very strong to work towards an agreement, which is us in the last few years consistently succeeded

Ginko:

You said you check then, whether the applicant is suitable. How to check the

Head of the administration:

If it is seen that the so we assume that the qualification course, otherwise he would have been not at all summoned to an interview is already present once. But that personal image is indeed the Relevant in the end. That is, we should note that there might be handicap, we did not know and knew the work but medically justified, would incriminate him, which results in the call or what the posture and so many other points, then we would also respond significantly and would say that we believe that it is appropriate or not appropriate. Of course, we also consider in what a human environment to the future employees to be used? Where he comes in? It fits his personal demeanor to that? Because for us so the working atmosphere has a very high priority. These are in and of themselves things that you notice only in conversation that you can judge little to be records. Of course, it is also clear that every human being - that is also legitimate - of course only once is very positive in the written application. Conversely, there are also very many people who have a not so perfect written expression, but come in conversation over totally good. Or is there arise qualifications that he himself has not put on paper. And these are the points which we consider in and of itself

Ginko:

What concerns do you have, if now a hearing impaired applicant applies for a job

Head of the administration:

Basically no beginning. It could only be from arising, if we would find that he could run the risk due to his hearing impairment to injure themselves. This is for us the A and O. We have all the employees towards yes a duty of care. If today someone is working on the public highways or perhaps in the range channel where simple safety rules prevail ... Let's stay channel in the area: If a day increases in depth and could not understand commands and there are down there yes some sewer gas, that would be for us an aspect to say that he might this activity because of her disability not exercise, but ultimately to his and our protection of course. We& 39;d ask about it. Other restrictions I personally once relatively inferior

Ginko:

If you would now have a situation: you have a hearing-impaired candidates for a position and a nichthörbehinderten applicants. Both equally qualified, as one would you choose

Head of the administration:

When equally qualified! Just as in the case of Mr. XXX, we would be the set

Ginko:

You see, to compensate ways the potential hazard which arises due to technical difficulties or out of the workplace situation out in some form

Head of the administration:

As long as could offset this by visual stimuli, there are certainly aids, be it for us now - that we also have - we have facilities where flashing lights illuminate for security that practically the closing of the gates are to be perceived not only by hearing it but by the looks. Since you can do a lot without a doubt. But there are probably technical limitations. Let's stay now times when the colleague who actually works in public road traffic on the main road, and right now there specifically executes green nursing work with us. If you because of a vehicle, which honks or perhaps a horn bears, be approached from the rear, can not perceive, then I would consider the risk too great. Clearly

Ginko:

Career in the company: the development opportunities that arise for your hearing impaired persons around

Head of the administration:

Almost unlimited. I would say that sub-divided into management would probably be the limit at the operating line. Because the management of course in turn local politics is reporting refunding worked and there makes attending meetings required. Since there would not be enough that you get there presents the data in written form only. Because there are public hearings with citizens, with the policy. Because I would say would probably set a limit in our home. As for now the commercial colleagues, so I would imagine that there could be no problem at the company of a department manager function

Ginko:

Would it be conceivable that one could compensate for the hearing impaired in some form in the position as manager?

Head of the administration:

So anticipated, it was my personal opinion due to the situation as it is practical for such a function in such an operation. It would, of course, conceivable that the manager would communicate through an interpreter. Theoretically possible, requires virtually that of course this person would then also around the work in this deaf manager. Then that would be feasible with certainty. Would not that be the case, it would by implication mean that an entire city parliament yes then have to know the sign language and I do not think that's realistic to our present time. So if I imagine, a mayor, a manager or our Chancellor would now in sign in the Bundestag, so you need the time to break down community. I think that would be a nice idea for the future, but right now I think it would be unrealistic

Ginko:

What are the requirements a hearing-impaired employee needs in your opinion, to bring order to fill a leadership role can

Head of the administration:

It depends in what passes for a stage he naturally to us. If he comes now as an employee as the Lord XXX, who has now started an education, it is of course also on the person himself but This affects not only the deaf, but you can copy to any other colleagues or colleague in the end also. Should an employee seeking a higher qualification and of course a well paid position and also a certain line function, it must of course be willing to train themselves. We must see that he wants and then we promote the course accordingly. But that would apply to every other colleagues. So saying, we do not say from the first day when someone comes to our operations, That is times of future department heads to be. We do not know. This is true but for healthy people as well. So tell me, development opportunities are available and so, under the assumption that of course the intellectual part is given and of course the effort of diligence and one's own volition. Clearly

Ginko:

A hearing-impaired employee wants to take on their new field in operation with you. What are his options for since

Head of the administration:

He would turn to his superiors. He would talk to his supervisor, the supervisor would make an assessment of the abilities of his person and would the department head, bring with safety to the next Head of round. If the options are available, both by the person and by the activity, so of course we would also have a corresponding body would be allocated, that would be a viable option. Should there be need for quality, then we would have to clarify to what extent this would be achieved and with what means. But basically this is not a devious process

Ginko:

What role would play in such a case, the Hearing if you consider what duties could take over these employees

Head of the administration:

So we can now again the danger areas take away, then I can imagine virtually every function in our company. It excludes times now the management at the top. But my function, why should it not eventually give a deaf Head? So I would have no problems with

Ginko:

Which qualification measures are hearing impaired employees available

Head of the administration:

So we are a very friendly company in terms of training. That is with us, there are internal training, we put all external training programs will be sent to us from the public, or we put back into circulation. Be it now for managing people managing academies in terms of the commercial part of it is technical brochures of the horticultural societies. We have advanced training in automotive and crafts, we have advanced training in the locksmith field. All that is worn approached us, we imagine all employees. We do that too regularly to their supervisors so that these can bring and their colleagues down. And we also get on average 3 to 5 applications from the workforce each year. That is, they have made themselves smart at other educational institutions, they perceived the information brochures from us. They come to us and ask that they would like further training, want to continue form. We then urge you to be more specific. If that is fitting also seen for ourselves for the future, then it usually comes to a positive outcome that ultimately training come with the support of the operation and with the support of, for example, the integration office then to completion about. We do this for the entire workforce and close as ever not hearing impaired

Ginko:

So you said 4, 5 requests come directly from the person concerned, you mean now the hearing impaired employees

Head of the administration:

Total

Ginko:

How these deals

Head of the administration:

So since you have now openly say that the Lord XXX was the first, which can be passed to us. The colleagues in the commercial sector does not use this option, at least so far, unfortunately. But of course, is always associated with the personality of the person who is planning something. This is of course now been particularly pronounced in this case of Mr. XXX. There are many, and we of course also determine, and as we are always working on it, perhaps because of their deafness in the area of ​​green might be a bit distancing themselves in one way or another column. If we remember this, we draw there a

Ginko:

As a positive example you have just called Mr. XXX. As far as I know he want to make the business administration as continuing education, as was the

Head of the administration:

So when the Lord XXX of course there are certain components together. He's only once very intelligent, he is very diligent, he can certainly still best expressed by the deaf, he brings all the emotions over both the positive and the negative sense, you know as his opponent where ever you turn. And then there was now added in our particular case, we have come to know us has started in 1992 when the Lord XXX at the city council his education. At that time we had some time to do. We were then professionally some years apart and were then brought together in the context of merging again at the house operation. The Lord XXX has eventually made it known that he is not filled with his activity, that he is convinced that he can do more. He also expressed unequivocally that he wants to do more, he took us beyond also made very clear that he is the right man. He has himself compiled his education or training program, then presents one day that he would like to make the administrators host, which has, however, unfortunately destroyed by a disease. After his recovery, he is the project tackled with his business degree. We have discussed this, we have explored together with the integration office, what he gets for the support of the integration office. We have explored what we can offer him, that is, we have also financially supported him over the travel expenses, accommodation expenses involved us, we have one or the other yet, financed on educational tools that he needs. We told him from the very beginning that he has career opportunities with us as far as the Lord XXX also knew that in perspective because what is there for him. And then it finally came to the Lord XXX has perceived this professional transition. And I always accompanied him as a person during the time and also had contact with his school in town XXX. This is handy now the career of the colleagues been. But you have to say also, of course, there was the overwhelming impetus of the Lord XXX and the power of the Lord XXX in the past years has always been the subject that he was also promoted. So he has achieved already within the plant climbs here because he is a full-fledged worker with perfect results

Ginko:

Good. My next point: barriers in the Workplace: The employment hearing impaired employee is not everyday that challenges arise from the fact your operating

Head of the administration:

For commercial colleagues in business operations, we have already said that of course we have to ensure that they can recognize certain sources of danger. Since we do this by optical light signals. At the gates, at equipment where this is feasible. Wear appropriate protective clothing that protects them while they are seen by others better, but they themselves have since now only an indirect advantage. In the office setting, we provide everything which is technically available on the market, provided that the employee's wish now in the money. Other accessibility beyond technical and this view means we can not offer course because I would not know what we could now do more. We have still a relatively good SHE representative, if there is something, or opportunities arise, the SHE representative comes to us and makes us aware, There could be security systems installed, as one might optical systems installed, as it would a give or other relief, Then we would implement it for sure also

Ginko:

I might ask again general: To what extent does the Hearing on the employees' daily work from

Head of the administration:

I think there there is not a big restriction and that is perhaps what best describes the everyday work. If you communicate with colleagues who have a hearing impairment within the possibilities that it was now in extreme cases with the assistance of an interpreter, it was within the normal range on the oral, that one naturally gives them the whole face, so that the proceeds or, if necessary also write him an email or write down what I can not see any restriction. It is important that the employee gets to understand what we expect and then he can implement it. If I handle this or this does not satisfy, it is clear that the employee who is deaf, of course you can not run the job, because I have not taught him. As far as I see there only once the duty on superiors, that is with us all

Ginko:

Now you have said, as long as communication is taking place with the hearing-impaired employees as part of their communicative possibilities, there is no problem. Are these tools that you mentioned, the technical means but also human, that is to say interpreters, are the because even according to available

Head of the administration:

Unrestricted. So there are with us no team meetings, no big meetings, no business meetings, no staff meetings, where we do not use an interpreter. In addition, the place of Mr XXX, the office workplaces, in the case now, so equipped, that of course he has a PC that we can email each other, the Lord XXX has a mobile phone that it can be done via SMS and unless the Lord XXX would like to see would be getting the also other equipment that would facilitate his everyday work. So to me it is not now known that there could be things that could now enhance the communicative environment yet. If it were, then the colleague a piece of themselves are of course required us to approach it and to say: There's one or the other point that could meet her to me and then it would be even easier for me to work with you to communicate So I believe that we are already relatively well and I am sure that we are only as far as the hearing impaired colleagues have also called for us and rightly

Ginko:

How to learn from this need for support

Head of the administration:

With us and I guess the impression you have maybe can win today, it's so that, regardless of the function of each colleague can express what he needs or needed, and we also also, fortunately, have a very, very strong staff representation, but in the first place, go to the colleagues on us and express their wishes and if it is not now the infamous Pink Elephant, we are also able because of our positive operating results, the be contributed by colleagues such as Mr XXX, who are associated with damaged that we can also make investments without us because now go long application procedures. So we are there relatively spontaneous and we are proud of and I think it also our deaf colleagues are proud of and what we can do, we like to do, because ultimately that is also to our advantage

Ginko:

Where do you get help in promoting your hearing-impaired employees

Head of the administration:

So we have not yet been taken to my knowledge in claim assistance. Also wir wenden natürlich uns an das Integrationsamt für die Vermittlung der Dolmetscher. Wir haben selbstverständlich Hilfe des Integrationsamtes in Anspruch genommen bei der Finanzierung des Studiums von Herrn Schneider. Hilfe im täglichen Umgang, das haben wir aus Eigenmitteln gemacht, weil letztendlich wir auch den einen oder anderen Behördenweg mit Absicht nicht gegangen sind, weil er uns zu umständlich erschien.

Ginko:

What experiences have you made because, if you speak to that?

Head of the administration:

So there are 2 things. This is again the experience, and I can support the interpreters now that it is difficult at times, especially when it is spontaneous, to get an interpreter. I think the number is too low. Since we have ever agreed that we even wanted someone privately. In the other areas I now knew no negative example of what now concerns the hearing impaired. I also know that the Lord XXX was well supported for his studies relatively generous as part of the Integration Office. At least, no further requests were brought to us now, although we had explicitly asked.

Ginko:

I did not quite understand: You said you have not now time searched for pleasure interpreters. Where is the difference?

Head of the administration:

Yes So We normally reply yes when integration office and say, "We then have and then make an appointment, we need da times an interpreter." And then we are told: ". Yes, you get a message" The date of the meeting gets closer and closer, we still have no communication, then it is, due to the fact that many appointments are or sometimes a disease that can happen quite so "we can provide you on the day no one is available". Then I think it's unfortunate if we have previously notified the partial 4-6 weeks and can then just welcome no interpreter with us. Now there is the problem that we arrange appointments where then participate partly 100 people in it. That said, I can now bad move this assembly because of a missing interpreter. That will not do. Now I have 2 options. I would cut the deaf colleagues from the information, which I do not want to. Or I ask the deaf themselves whether they know someone who is capable of holding now privately to translate and we take over the costs. Fortunately, this is so far very rarely happened, or even but there was unfortunately so, yes.

Ginko:

The support of the integration office for the training of Mr. XXX. They said he was pretty strong support. Supports ie with interpreters or how was that?

Head of the administration:

The support that I know who has experienced the Lord XXX, was once the principle that since cost sharing as was part of the Integration Office. That one has also said it still assumes costs for a laptop, which he can use to school related activities. On the part of interpreters was granted to my knowledge no power. That was in my eyes but not required because this vocational academy or school, which he attended, is indeed equipped. What formalities have affected, the application that was made so in writing, which of course was also coordinated with the Integration Office with my person. Since I could not report problems now, that would not be fair now, yes.

Ginko:

The last point are the legal requirements. The SGB IX and the UN Disability Rights Convention are now in force for several years. What is the impact on your business, or your hearing-impaired employees do you see?

Head of the administration:

So now implications that affect us in any way I see none. However, I am probably not competent enough to say anything. That is why the personnel department cares.

Ginko:

I ask again for something concrete. Maybe once, how to use your hearing-impaired employees their special rights?

Head of the administration:

Rights is demanded then, and rightly so, if they are not granted a. The fact that we are opening the doors from the very beginning and we also believe that we provide virtually all measures and rights available, there is with us probably relatively little to complain about. The colleagues who have some claim that we do not realize from our side from the outset would, of course, also get their concerns. So saying, I now did not know that our company is set up so that we do not implement any measures. If we determine whether through laws leaves or other information that we are somewhere in decline in our company that will be adjusted. Our company is also preventively in other areas before such an extent that we support federal projects that for every gym is provided in cooperation with health insurance companies. And of course, also strongly with the severely handicapped employee representatives and Mr. XXX's very heavily involved in his Gehörlosenverband, so we know and relatively early for itself: "What must we do? What must we do? And that will in and of itself also reacted the same. So since it would be very nice and since we can only call on virtually the colleagues that they constantly remind ourselves, if something in our company were not so, how it should be.

Ginko:

So I hear out that, for example, Mr. XXX comes to you when he has something, a possibility of a legal claim, which has not yet implemented here, then he comes towards you and then you are also working to put into practice.

Head of the administration:

I believe that the Lord XXX is an absolute win for themselves, for the operation and for all other hearing-impaired colleagues. The Lord XXX demands and encourages the community of deaf people in this business. I am convinced that if the Lord XXX know that with us not something works and that may now listen stupid, it is hard to miss. The Lord XXX has so many ways to express yourself and he knows that he can claim his rights with us and the. Also by his colleagues We are convinced of. And he should also do.

Ginko:

Where do you see in the laws the most pressing need for change?

Head of the administration:

Since we are again at the issue of finance in the first place. So is a point where I think that our society would be so strong to completely take over any aids. Reasonable extent "because it does not work, it does not work, or: Then the question is, could oblige the companies more to hire deaf, one might as a kind, as we have now, who risk analysis, in companies where one says is any other body to clothe with a deaf person? That I believe would be the Ostensible what I would like to see as a person so for me.

Ginko:

What opportunities do you see beyond the laws to support your hearing impaired employees?

Head of the administration:

Clearly, our operational voluntary resources that we have. That's one that we say, let's start from the financial distress or impairment. Then we support do I, but that concerns not only the deaf, that we offer work in order to meet our staff to meetings to exchange ideas, which we also consider to be very important that passed the information also from the different areas become. Yes those are the ostensible issues that I could now say where we see, we can, of course, and possibly halt when it is quite massive, then psychologically that there were already. So that we as professional advice made available. These are, I believe, the 3 pillars.

Ginko:

How is the exchange with other companies, government agencies, enterprises, which also employ people with a hearing impairment?

Head of the administration:

The is hardly practiced. So there are many areas in the factories today called discussion forums. That is experiential groups meet. The meeting in the area of ​​personnel, in the area of ​​controlling, in management, in procurement, in all possible sectors. But there is no known to me Erfa group calling itself busy, what and who deal with deaf employees at the plant ... I do not even know whether there is in us is an evaluation that we can say, comparable establishments or businesses in our type and quality also have colleagues with hearing impairments. I think there would still be an approach, but we are probably still quite far behind. Yes, clearly.

Ginko:

Is there with you some form, such as the experience, the knowledge of what you win here, with the employment hearing impaired employees, how to sustainably, so I would say save or pass on?

Head of the administration:

Both myself as a person as well as the operation have only just us in particular about the Lord XXX dealt practically with deafness. And ultimately, the approach taken by Mr. XXX training course for us was totally profitably. Not only profitable that he is in business management today, but by so came once the contact delivered by a school where deaf undertake training, thereby also came first with the teachers of the contact and there was even one or the other contact former classmates. Before the issue was not worked with us, you have asked the jobs available, to the best of their knowledge and belief there were no alibi workplaces, for God's sake. But ultimately, was the deafness in the respective operating a closed matter. By the Lord XXX and its training and probably also by the younger colleagues, who now prevails in our operation, the deafness was discussed only once. Previously, she was perhaps more than a follower point. Today it is addressed, today you hear during operation: "Please remember to invite an interpreter with the Christmas party or for the staff meeting." That was earlier simply not rooted in our minds. There were indeed already deaf, but they have just so sad it sounds, you have misjudged the significance. Today it is with us - 40 administrative staff - an automatism that they say: "If we do this and that, please also think of the Lord XXX." And conversely, there is just even colleagues and that is almost smile, a small anecdote might have to be sometimes permitted that the Lord XXX is already so integrated today in the operation, that he has already brought people have cassettes to hear. Because his deafness is here no longer so given to us. So everyone is talking with him, he asks: "Where are you going on vacation? How's your car? "He is an absolutely full-fledged colleague with us here in the House. And that we would wish, of course, that this continues, not only for its own operating XXX city, but best for everyone in the whole of Germany. Is quite clear.

Ginko:

Finally, there is still a view that we are now in 2011. Whenever we take a look into the future, we would assess the situation of your hearing impaired employees in 5 years?

Head of the administration:

On the employee, who on his own initiative and the desire and the desire to develop, the way can only go upwards. I am firmly convinced, but I'll do everything well. We did it anyway to be very difficult and it is not easy to find in the next few years, qualified personnel. The situation in our country is clear and you have to use the resources that you have and I am convinced that the hearing impaired as well as the possibility of having healthy people to feel much better place in the future in the market, quite clearly.

Ginko:

Thank you very much for the interview.

Employer:

With pleasure.

Keywords and Further Information

No information about funding available.

ICF Items

Reference Number:

Pb/110823


Last Update: 12 Aug 2014