Case Study
REHADAT-Knowledge Bronchial asthma - Interview "Disability is not a flaw"

The interview with Kevin Michels and Götz Heilemann from Weck glass und packaging GmbH was conducted as part of the REHADAT Knowledge: Bronchial Asthma issue.

Kevin Michels, Head of Human Resources and Inclusion Officer, and Götz Heilemann, COO and Plant Manager, work at the long-established company Weck glass und packaging GmbH in Bonn. The company manufactures jars and packaging glass and sells around 450 million glass items every year. The Bonn site employs 263 people, 17 of whom are severely disabled or have equivalent status.

What professional challenges do your employees face?

Around 150 employees work continuously in shifts, as we produce around the clock, 365 days a year.

We have two melting units and melt around 300 tons of glass every day. In addition to the physically demanding work, the heat, dust and noise are stressful.

You have an employee with a severe bronchial asthma illness. How did you find out about his disability and how do you support him?

The health of our employees is our top priority. The disability was already known. Our employee is a trained machine fitter, 55 years old and works full-time in plant maintenance. We found out about blower helmets with welding cassettes and special welding filters to avoid exposure to welding fumes and gases that are harmful to the lungs. The company 3M supported us by letting us test several models free of charge. Today, our employee can carry out more activities again with the blower helmet.

Did you receive any funding as an employer?

The purchase of the blower helmet was covered in full by the Rhineland Regional Association (editor's note: Inclusion Office), which amounted to 1.482 euros.

Who else was involved in the work adaptation besides the LVR's Technical Advisory Service?

The HR department, the plant maintenance department and myself. The employers' liability insurance association (BG) and the company 3M and its local sales partner were also involved externally. Over the next two years, all employees will be given these special blower helmets. They are much more comfortable to wear than an FFP-2 or FFP-3 mask due to the cooling effect.

As an employer, do you bear all future costs for the purchase of new blower helmets?

Investing in protective workwear is very important to us. There is currently a 20 percent subsidy from the Verwaltungs-Berufsgenossenschaft (VBG) (as of 2023). You can submit an application at the end of the year and submit the invoices, which are checked by the BG or the technical supervisor.

Have you also implemented organizational measures?

Flexibility and teamwork are particularly important for us here. Our employee is also exempt from on-call duty due to his long commute and illnesses. If the workload is too high on one day, other colleagues can step in. The department heads take such situational adaptations into account when determining workflows and task distribution.

How is the cooperation with other colleagues?

It's a small group that works closely together. The relationship with colleagues is close and trusting. People also talk to their superiors about what the employee with asthma cannot or should not do. We work in a very informal culture, people look out for each other and stand up for each other.

Does your company implement gradual reintegration (Hamburg model)?

Yes, regularly. I find the model and procedure very valuable. It offers the employer the chance to gradually restore the employee's ability to work and also gives the employee the opportunity to gradually get used to the workload without pressure.

In view of the shortage of skilled workers and the ageing workforce, do you increasingly promote workplace prevention and inclusion?

The topic is an absolute priority for the whole company. We have a trusting, family-like corporate culture in which occupational health and safety and prevention are firmly anchored. From top management to employees, issues are openly discussed and actively tackled. Changes are often implemented at short notice and without much fuss, such as the introduction of rubber mats on workbenches for better standing comfort or measures resulting from occupational integration management.

Prevention and inclusion in the company have always been a priority for us - regardless of legal requirements or the situation on the labour market. Occupational health and safety is generally held in higher esteem and quality today - we think that's right and important. The increased interest in assurance is anchored in society and is supported by legislation and social changes.

Do you possibly employ people with disabilities without knowing about their limitations?

We probably have employees who have limitations but are not aware of them or would not have them recognized as disabilities because they do not find it necessary. For example, in the area of hearing or mental health. However, recognition of a disability can also open up opportunities for promotion.

As we have a culture of trust, we support employees with applications for severe disabilities and work internally with the representative body for severely disabled employees (SBV) and the works council.

Would you recommend that applicants mention their disability directly in their application?

Yes, of course, we want an open approach and value transparency on the part of applicants and employees. If I am not aware of the restrictions, it is difficult to act. Processes can often be adapted or organizational changes made. Small assistive products can make a big difference.

I communicate my open attitude to this, which applicants appreciate.

What do you recommend to other companies in terms of inclusion?

Take off your blinkers and be open to all impairments. Potential can be drawn from everything, from which everyone involved can benefit. It is not always possible to find an appropriate solution. Even then, open and honest communication is required so that we can look for good alternatives together and find a solution that benefits both employer and employee.

An impairment is not a flaw. These employees can still make a very valuable contribution. You shouldn't be afraid of the effort or responsibility involved and simply give it a try - it offers many opportunities.