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For many workers in the field the sheltered workshop is the appropriate place of occupation for all of those who cannot work independently or find places in open employment. Recently, in one of the Scandinavian countries, we encountered among many of our colleagues the presumption that even for the moderately (middle level) retarded persons sheltered workshops would not be available, and "day centers" would be organized for them.

In contrast, speaking at the ILO Regional Seminar on Vocational Rehabilitation of the Mentally Retarded held last year in Jamaica, George Soloyanis emphasized the need to move away from "the stereotyped thinking which suggest-s- that the best and most comprehensive programs for retarded persons consist primarily of special education or training, then placement into a sheltered workshop." Accordingly, he laid out twenty-four work opportunities suitable for retarded persons which are in fact being undertaken somewhere in the world.

Because there has been a great deal of confusion about it, I would like to make specific reference to agricultural work. It came into bad repute as an occupation for retarded persons, particularly in the USA, because in many instances the large farms, attached to institutions serving several thousands, utilized what could only be called slave labor, without any thought of vocational preparation and future placement. However, in recent years the National Society for Mentally Handicapped Children (NSMHC) has developed a comprehensive agricultural training center, Lufton Manor, in southwest England. In the context of our Symposium it is worth noting that the Director, David Carter, has served as ILO consultant in several African countries (Carter, 1976).

At the same Congress, in Ann Shearer's presentation on "Meeting Vocational and Social Needs," various schemes of on-the-job training were mentioned, including one I want to highlight because of its simplicity of approach. In the "Pathway scheme" first promoted by the NSMHC in South Wales a few years ago, a small sum of money is offered to an ordinary, experienced worker, called a "foster worker," to guide a handicapped employee through his or her first month of employment, and the employer is guaranteed a grant to cover the first three months of wages (Shearer, 1978).

I have selected this particular example of innovative work placement and training because it seems to deal so effectively with the total employment situation, i.e., also assisting the retarded worker in handling the social and environmental aspects of the job, the area where failure most frequently originates. Obviously this is a scheme that can be adapted easily to any type of work situation.

Looking back over the past three decades since our movement on behalf of retarded persons came into existence, one can identify many significant events, such as, for instance, the founding of the International League. Yet I venture to say that nothing has been as impressive and as promising as the emergence of the person with mental retardation as an active participant, not only in the planning for his or her own present and future, but increasingly also as a person concerned about the well-being of others.