Project Inclusion Network enables communities to practice workplace inclusion. Using and sharing an access-to-work model that prepares jobseekers and employers, and supports their transition into an inclusive community. Project Inclusion Network has proven that hiring Persons with Disability is beneficial to the persons with disability, the team, and the organization.
Jobseekers sign up for an account in this portal and complete their profile.
During this interview set and scheduled by PIN, jobseekers share about their experiences, skills, and preferences, as well as support and accommodation needed as a Person with Disability, Gathered information will used to facilitate a job match. This is also referred to as Career Readiness Assessment (CRA).
PIN will look for a potential job match. A job match depends on (1) the jobseeker's skills and preferred work conditions, and (2) the availability of job opportunities. Job matching is the process of matching a jobseeker's skills and abilities to the requirements of a job opportunity.
Once a job match has been identified, PIN will reach the jobseeker to confirm if they are willing to be referred for the job opportunity. Job opportunity endorsement is the process where your info and resume is forwarded to a partner company for your identified job match, if interested. PIN will forward his/her resume to its partner company/ies.
Upon the company's review and screening of their applicants, they may invite the jobseeker to a company interview. This is the jobseeker's change to present himself/herself as the candidate to be hired.
In the Access to Work Model: the orange icons refer to PIN's engagement with jobseekers. The blue icons refer to PIN's engagement with employers. The gray icons are activities where PIN engages with both employer and jobseeker.
The photo shows a flow chart of the access to work activities of PIN in its work with jobseekers (on the upper left) and employers (on the lower left). This intersects at the middle which shows the collaborative proces of PIN with both employers and jobseekers (right section of the photo) to achieve improved access to work opportunities.
The icons at the upper left indicate the activities conducted with jobseekers which are "career readiness assessment", "prepare to work", and "train to work" consecutively. The icons at the lower left indicate the activities conducted with employers which are "partnership building", "preparing the workplace", and "worksite walkthrough" consecutively. These upper and lower icons meet at the middle which indicate working with both jobseekers and employers on these activities which are "job matching", "employment interviews", "disability sensitivity training", and "transition support visits" consecutively.
Upon engaging with a employer, PIN works with them to identify the initial steps towards building a inclusive workplace. PIN and the employer work together to develop a workplace inclusion plan which includes the timeline for the activities below.
PIN conducts a worksite walkthrough to get to know in detail the workplace - its physical space, office culture, and job expectations - of the potential Person with Disability. This includes an interactive discussion with the employr on each step in the recruitment and new hire training process, working together with PIN to identify any points for improvement, and necessary reasonable accommodations for each step the walkthrough is also an opportunity to assess the intervention needs of the company for PIN to better assist them in transitioning Persons with Disability into their workplace.
Once job roles targeted for hiring are identified, and the worksite walkthrough has been completed, PIN identifies and refers to the employer potential candidates for the roles.
The employer then identifies the Person with Disability candidates they are interested to interview, and these candidates undergo the employer's recruitment and selection process. As necessary, PIN provides support during the process.
The Disability Sensitivity Training is a learning session which aims to increase the capacity of employers to realize the inclusion of Persons with Disability in the workplace. This module users interactive classroom discussions to facilitate participants' learning of basic disability concepts, as well as practical steps in interacting with Persons with Disability in the workplace. It is usually conducted the week prior to the employee's start date.
PIN conducts at least three (3) transition support visits during the Persons with Disability employee's first five (5) months of employment. The visits are targeted to assess the Person with Disability employee and the employer.
In the Access to Work Model: the orange icons refer to PIN's engagement with jobseekers. The blue icons refer to PIN's engagement with employers. The gray icons are activities where PIN engages with both employer and jobseeker.
The photo shows a flow chart of the access to work activities of PIN in its work with jobseekers (on the upper left) and employers (on the lower left). This intersects at the middle which shows the collaborative proces of PIN with both employers and jobseekers (right section of the photo) to achieve improved access to work opportunities.
The icons at the upper left indicate the activities conducted with jobseekers which are "career readiness assessment", "prepare to work", and "train to work" consecutively. The icons at the lower left indicate the activities conducted with employers which are "partnership building", "preparing the workplace", and "worksite walkthrough" consecutively. These upper and lower icons meet at the middle which indicate working with both jobseekers and employers on these activities which are "job matching", "employemtn interviews", "disability sensitivity training", and "transition support visits" consecutively.
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