Highlights from the eighth ASEE Breakfast Meeting
What happens when a national parliament becomes a place of work and learning for young people with intellectual disabilities and autism? At our eighth Breakfast Meeting, we heard how the Oireachtas Work Learning (OWL) Programme is doing just that at the Houses of the Oireachtas, the Irish Parliament.
What is OWL?
OWL is a nine-month, work-based learning programme that has been running since 2018. It is a partnership between the Houses of the Oireachtas, the disability service providers KARE and WALK, and the City of Dublin Education and Training Board. Inspired by the US Project Search model, it follows a supported employment approach and aims to give young people the opportunities their peers often take for granted, such as first work experience and further learning.
Importantly, OWL is open to everyone. As Peter Furlong of KARE put it, it is not designed for the “cream of the crop”.
How it works
Up to 10 trainees take part each year. During the programme, they:
- Try three work placements in different departments, from delivering post to office and press team roles
- Study accredited modules in subjects such as health and safety and career preparation
- Get daily support from two on-site job coaches, one from KARE and one from WALK
- Graduate in June at a ceremony hosted by the Speaker of the House
Graduates can then apply for part-time civil service roles reserved for them, designed to protect their benefits. A new “ramp-up” approach lets them start with just a few hours a week and build up gradually, which supports both the individual and the employer.
Results that go beyond jobs
Since 2019, 57 people have graduated, and 22 are now working in the civil service. Those who take a different path also gain confidence, communication skills and social networks, and a graduate network meets regularly in Leinster House. One graduate went from being very shy to speaking at her own graduation and now works in the court service.
The need is clear: in Ireland, only 15-17% of people with intellectual disabilities are employed.
Honest about the challenges
The team spoke openly about what is hard: keeping busy departments on board when champions move on, security restrictions that limit certain tasks, and technology and AI changing which tasks are available. They also described the constant balance between giving support and letting people grow in independence, which they call the “dance” of job coaching.
Could it work elsewhere?
Yes. The model can be replicated in any large organisation with varied work, such as a hospital, council or large employer, and the blueprint is freely available. The key ingredient is an internal champion. KARE already runs similar programmes at Naas General Hospital and two hotels in Kildare.