What if you:

☑ always wanted more people with disabilities to work in the open labour market
☑ have always been ambitious to encourage more employers to open their doors to people with disabilities?
☑ have always tried to achieve this via campaigns, social media, meetings, subsidies, etc.
☑ but always thought, ‘How can we do even better?’

Then the i-SME Action Guidelines could be a great help

The i-SME Action Guidelines support the development of interventions for employers in:

– doing the right thing
– at the right moment
– via the right means
– with the right message
– in the right place.

We know that forcing employers to hire people with disabilities is not a long-term solution. Facilitating is. Governments can introduce positive incentives. This increases the chances of success.

These incentives work best when employers are intrinsically motivated to hire a person with a disability. It is this intrinsic motivation that we need to stimulate as much as possible.

This is the goal of our i-SME Action Guidelines: to increase SMEs’ intrinsic motivation to consider applicants with disabilities and hire them.

The i-SME Action Guidelines are based entirely on theories of behaviour change. These theories provided insight into all the important and relevant ‘ingredients’ to include when organising actions to increase SMEs’ motivation to consider applicants with disabilities.

This list of factors (“ingredients”), together with a standardised twelve-step process, forms the basis of the i-SME Action Guidelines.
The Action Guidelines will guide you through the process of making the right decisions when developing activities aimed at encouraging SMEs to consider people with disabilities as potential employees.

Well begun is half done!