Case Study
Inclusion department at ThyssenKrupp MillServices & Systems GmbH

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ThyssenKrupp MillServices & Systems employs around 1,700 people in Germany and is a technical service company with special know-how in the metal producing and processing industry, but also in other sectors with complex production processes. In addition to transport logistics, maintenance and packaging, the company also offers a slag management. To employ people with severe disabilities, an inclusion department was established at the Duisburg-Beeckerwerth location and at the Duisburg Süd location.

Disability and impairment of employees in the inclusion departments:

The employees are physically handicapped, mentally ill or mentally handicapped. Those with physical disabilities are predominantly affected by the musculoskeletal system, which should avoid long-lasting, physically demanding activities (eg carrying and lifting loads). The employees with a mental illness are, for. B. in terms of time / performance pressure and fast-changing workflows, only very limited psychologically resilient. They should therefore only be used for clearly structured activities in which there are only minor deviations in the process and which are not tied to a single machine cycle. People with sensory disabilities include deaf persons who are receiving acoustic information, eg. B. speech and signals can not perceive. Verbal communication with them is therefore only possible through sign language interpreters or lip-reading. For lip reading, the lips must be good to see and it must be spoken clearly and slowly.

Education and job:

The employees are assistants or skilled workers and have been recruited by the employer for the inclusion departments or transferred from other areas of the ThyssenKrupp Group with your consent. The qualification of employees for the respective inclusion department was carried out through internal and external training and education measures. For example, at the Duisburg South site some employees, as part of their driving school education, obtained the necessary or required by the customer of the service truck driving license for driving the sweepers and the material handling certificate in accordance with the regulations of the professional association to transport the sweepers in-house to the washing area and back. During the training sessions, the content for the deaf employees was translated by two persons who interpreted the language.

Workplace and work duties:

In the inclusion department at the Duisburg Süd site, employees are responsible for cleaning the factory roads with sweepers and cleaning sweepers at a wash area. Due to the heavy dirt and dust loads used sweepers often need to be cleaned. The road sweepers used to do this themselves. To relieve the stress of the people driving the machine, the daily cleaning by two employees with deafness in the Kontischichtrhythmus (continuous shift change) at a work or washing area, which was equipped with high-pressure cleaners and a lighting system. In addition to relieving the road users of the machine, daily cleaning also reduces maintenance costs due to dirt-related wear and also ensures operation for 24 hours a day. The shunting of the sweeping machines for cleaning and the transport to and from the washing area on the premises take over the two deaf employees themselves - they have the required permit and qualification through the material handling certificate. Colleagues communicate with deaf employees via lip-reading, so no sign language-interpreting person is required during the work. If necessary, required information is also communicated in writing on paper. The employees of the inclusion department at the Beeckerswerth site provide the other employees of ThyssenKrupp MillServices & Systems with early and late shifts, who are employed at various locations on the extensive premises of the steel manufacturer and ThyssenKrupp Steel Europe AG (eg at the blast furnaces ), with the help of small transporters with equipment (personal protective equipment as well as working clothes) and mineral water - this was up to now the additional task of the shift masters. The shift masters now have more time to organize their work and plan measures to ensure a smooth workflow. Employees of the inclusion departments have the responsible layer-leading persons for practical work on site, and social-pedagogical care for other matters as well as the representatives for the disabled as points of contact. Thanks to good on-the-job training, permanent support is usually not necessary. Due to the need for appropriate services and the good experience, additional persons are to be recruited at the Duisburg South site and another sweeper purchased and the Beeckerswerth site also to be taken over the cleaning of the factory roads.

Assistive devices used:

Powered Industrial Rider Transport Vehicles

Keywords and Further Information

Funding and participation:

The formation of the two inclusion departments and the use of sign language interpreters were promoted by the Integration and Inclusion Office. The employer also receives from the Integration / Inclusion Office an employment protection allowance and a staff allowance allowance to compensate for the exceptional burdens. The employer received from the respective payers (job center and pension insurance) additional integration grants as an aid to the inclusion of those previously unemployed for a longer period of time with severe disability. The job center also promoted the acquisition of the truck driver's license and the forklift license.

ICF Items

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Last Update: 8 Mar 2021