Securing the transition to labor market for persons with disabilities through the supported apprenticeship scheme (SAS project)

The transition to employment is particularly challenging for people with disabilities (PwD), despite legislative advancements. Employment and activity rates for PwD remain significantly lower than those of the general population, with young PwD facing higher levels of discrimination. To support this transition, LADAPT has developed an innovative framework, the 'Supported Apprenticeship Scheme' (SAS), which was field-tested in Brittany and is now available as a 'Referential to Implementing Supported Apprenticeships.' This scheme offers a step-by-step methodology for integrating PwD into the open labor market through apprenticeship contracts, addressing the entire ecosystem surrounding the apprentice (trainers, employers, vocational integration counselors, etc.). Support begins before the contract is signed and continues through to integration into the workplace. Following a testing phase, this scheme has been piloted in seven European countries to address the need for comprehensive support, adapted policies, and a shift in attitudes toward PwD, thereby enhancing their autonomy and reducing contract terminations. The aim is to make the individual an active participant in their support and professional path.

EU employment statistics for people with disabilities (PwD) reveal a significant gap compared to non-disabled individuals: 50.6% of PwD are employed, compared to 74.8% of others. This disparity was highlighted in the evaluation of the European Disability Strategy 2010-2020, underscoring the lack of equal opportunities in the labor market. The objectives of the SAS project were therefore as follows: 1- Securing the transition to employment: The framework aims to ensure a smooth transition from education to employment, taking into account the entire ecosystem around the apprentice. Support begins before the contract is signed and continues into employment and beyond, involving various stakeholders (counselors, trainers, employers, etc.). 2 - Shifting professional attitudes and empowering young people: The scheme requires a change in the mindset of stakeholders, fostering the empowerment of apprentices with disabilities, who are placed at the center of the process. 3 - Raising awareness among a network of stakeholders: The pilot phase raised awareness among apprentices, trainers, employers, and counselors while also providing policy recommendations to promote this model at both national and European levels.