The article deals with the problem of professional self-determination of persons with disabilities in the context of the transformational processes of the education system in Russia. The work consists of two semantic blocks. The first one provides a social analysis of the trial monitoring of accessibility and quality of inclusive higher education in Moscow, as well as in Belgorod, Lipetsk, Tambov and Tver regions. In addition, the educational needs of university applicants with disabilities in these regions are analyzed. The second part of the article reveals the main conceptual approaches to the organization of a system of professional and career guidance for students with disabilities in an inclusive university. The article also presents results of empirical psychological studies proving the importance of professional self-determination of students of the inclusive university as an integral goal of career guidance activities based on the coherent-synergetic approach developed by the authors.
The article discusses an important and urgent problem of providing integrated support for vocational training and career development of disabled people and persons with musculoskeletal disorders (MSD). Thus, under the complex support training and career development, the authors define a set of measures to improve the efficiency of these processes in individuals with MSDs disorders. The article shows that in the development of an integrated model of vocational training support for persons with MSD disorders should be considered, on the one hand, the functional purpose of the vocational training and career development, and on the other hand, the totality of the typical problems associated with disabilities. In addition, the concept of comprehensive support training and career development of persons with MSD disorders should take into account current socioeconomic realities.
The article is a review of the part of the research conducted in the framework of the grant of the Russian Foundation for Basic Research “Urban well-being of people with disabilities”. The immediate subject of the article is professional self-realization as a factor of urban well-being of a person with a disability. Well-being is understood as a subjectively constructed phenomenon, that is, through the prism of people with disabilities’ own perceptions of the sufficiency of conditions created in the urban environment for their professional self-realization and, as a consequence, for well-being in general. Professional self-realization has become one of the six factor groups that directly or indirectly influence the urban well-being of citizens with disabilities. Along with professional self-realization, the factors of urban well-being in the framework of the study were: trust in the government and involvement in management processes; the level of implementation of basic values; psychological comfort; accessibility of the spatial environment; and finally, the quality of social services. The five factor groups listed above are not discussed in the article, but the reader should have an idea of the context in which professional self-realization is studied. The study included two sub-samples, reflecting the specifics of a megalopolis (Moscow) and a regional center (Saratov).
Обосновывается модель «инклюзии обратного порядка» во взаимосвязи социоструктурных, социокультурных и пространственных аспектов. Кроме указанных аспектов, в работе приводятся социально-правовые и социально-педагогические основания модели. Наряду с ключевой категорией «инклю-зия», раскрываются категории: «инвалидность», «инвалид», «социальный барьер», «инклюзивная социальная стратегия», «инклюзивная стратегия в образовании». «Инклюзия обратного порядка» противопоставляется авто-рами статьи доминирующей модели прямой инклюзии. В связи с тем, что статья носит теоретико-методологический характер, фактические данные играют иллюстративную роль. Эмпирическая база представлена вторич-ными данными, а также некоторыми ссылками на авторское исследование 2016 г., проведенное сотрудниками научно-исследовательской лаборато-рии Московского государственного гуманитарно-экономического универ-ситета в профессионально-ориентационных целях, в ходе которого была проведена серия из 27 глубинных интервью со студентами МГГЭУ с нару-шениями опорно-двигательного аппарата.Ключевые слова: инклюзия, инвалидность, инвалид, социальный барьер, инклюзивная социальная стратегия, инклюзивная стратегия в образовании, инклюзия обратного порядка. Для цитаты:Байрамов В. Д., Райдугин Д. С., Александрова Е. В. Теоретико-методологические осно-вы «инклюзии обратного порядка»: опыт Московского государственного гуманитарно-экономического университета // Психологическая наука и образование.
The article presents the results of an empirical study aimed at examining social stereotypes and established attitudes that hinder the employment of people with disabilities. To identify stereotypical ideas about the employment of people with disabilities, at the beginning of 2021, we undertook a study of two subgroups: employers (1) and people with disabilities (2). The paper presents a comparative analysis of the responses of representatives of the two groups, describes deep-rooted stereotypes, identified similarities and differences in existing attitudes about the barriers to employment of people with disabilities. The results of the study showed that people with disabilities and employers have stereotypes that either promote or, on the contrary, hinder the employment of a person with a disability. Negative stereotypes include: the idea of people with disabilities as inconvenient workers, dependents. On the other hand, employers have a fairly firmly formed setting of social responsibility and the obligation to hire people with disabilities, to promote their labor adaptation. In people with disabilities, although there is an attitude towards expectation of paternalism, the attitude towards self-development and social activity dominates. Turning to research within the framework of a qualitative methodology clarified the position of employers and showed the most vulnerable areas of employment of people with disabilities, namely, the unattractiveness of certain categories as workers and the absence of significant incentives for the employer to induce to hire people with disabilities.
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