Difference between revisions of "Disability/Employment"

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{| class="wikitable"
 
! style="background: #CEE0F2" |[[Disability/Employment/Understanding PWD Capabilities|Employers understand PWD capabilities]]
 
! style="background: #CEE0F2;" |→
 
! rowspan="6" style="background: #CEE0F2;" |Employers are willing to hire PWDs
 
! rowspan="6" style="background: #CEE0F2;" |'''→'''
 
! rowspan="12" style="background: #F2DACE;" |PWDs secure jobs in open/sheltered employment
 
! rowspan="12" style="background: #F2DACE;" |→
 
! rowspan="12" style="background: #F2F2CE;" |PWDs are able to retain and progress in their careers
 
|-
 
! style="background: #CEE0F2;" |Employers know how to accommodate PWDs' needs
 
! style="background: #CEE0F2;" |→
 
|-
 
! style="background: #CEE0F2;" |Employers find it financially feasible to hire PWDs
 
! style="background: #CEE0F2;" |→
 
|-
 
! style="background: #F2DACE;" |PWDs fully understand their suitability for job options/career paths
 
! colspan="3" style="background: #F2DACE;" |→
 
|-
 
! style="background: #F2DACE;" |PWDs know about available job opportunities
 
! colspan="3" style="background: #F2DACE;" |→
 
|-
 
! style="background: #E0F2CE;" |PWDs acquire work skills
 
! style="background: #E0F2CE;" |→
 
! style="background: #E0F2CE;" |PWDs are work ready (having put work skills into practice in actual work settings)
 
! style="background: #E0F2CE;" |→
 
|}
 
== '''EMPLOYMENT''' ==
 
[[File:ToC.png|thumb|999x999px|none]]
 
  
{{#widget:Google Presentation
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<big>To change anything in this page, feel free to contribute directly or to propose revisions and amendments in the Discussion page. Use [square brackets] for anecdotes, comments or to raise questions.</big>
|docid=2PACX-1vTOlnwKXmeG3p-I9q8vWLUVXEtT_N8Nb9rqHdYQoWlfd5BZHWaCg6h8wdskkildHA
+
 
}}
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Alternatively, inset them into this Google Doc: [https://docs.google.com/document/d/1NIIxv4FgmM3D4mt-vEEoqbIddJh2ptGBoNo_gsZ4NrA/edit#heading=h.jnsz42zg13v8 Section 3 Employment]
 +
 
 +
==Overview==
 +
===Summary===
 +
 
 +
*Singapore’s PWD employment rate is at among the lowest in developed societies.
 +
*[to insert]
 +
 
 +
===Knowledge Gaps===
 +
 
 +
*There is currently no representative statistic for number of disabled people in Singapore → to watch 2020 population census (n = 150,000).
 +
*There is no knowledge of retention rates/duration of disabled people in their various jobs.
 +
 
 +
===Actionable Opportunity Areas===
 +
 
 +
*[to insert]
 +
*[to insert]
 +
 
 +
===Policy Advocacy Areas===
 +
 
 +
*[<u>To insert</u>: if there is sufficient consensus: tiered quota system of hiring; or more employment protections]
 +
*[to insert]
 +
 
 +
==Key Statistics & Figures==
 +
 
 +
===Employment-related comparison across countries===
 +
https://docs.google.com/spreadsheets/d/109DdtJ-GKbGZTrk5nx2nucrdg6iVe6kT/edit?usp=sharing&ouid=111355174097427147097&rtpof=true&sd=true
 +
 
 +
===Numbers of PWDs who can potentially enter workforce===
 +
 
 +
*Close to 176,000 disabled people are of working age.
 +
 
 +
===Employment Rate of PWDs===
 +
 
 +
*<big>[https://www.straitstimes.com/singapore/just-5-in-100-persons-here-with-disabilities-have-jobs According to The Straits Times, five] in 100 disabled people are estimated to be employed.</big>
 +
*<big>Persons with disabilities comprised about [https://www.msf.gov.sg/media-room/Pages/employment-conditions-of-persons-with-disabilities.aspx 0.55%] of the resident labour force.</big>
 +
 
 +
*<big>The Government has noted that [https://www.mom.gov.sg/newsroom/speeches/2020/0303-speech-by-minister-of-state-for-manpower-mr-zaqy-mohamad-at-mom-committee-of-supply-2020 three in 10 PWDs aged 15 to 64 are in employment].</big>
 +
**<big>Breakdown of employment rates in the group:</big>
 +
***<big>27.6 per cent for those aged 15 to 39</big>
 +
***<big>37.8 per cent for those between 40 and 49</big>
 +
***<big>26.1 per cent for those between 50 and 64</big>
 +
***<big>5.9 per cent for those who are 65 and older.</big>
 +
 
 +
*<big>8,600 estimated to be employed in the public and private sector in 2017.<ref>https://www.msf.gov.sg/media-room/Pages/Employment-rate-of-Persons-with-Disabilities.aspx</ref></big>
 +
 
 +
===Where are they hired? How much are they paid?===
 +
 
 +
*<big>The sectors employing most of these people are community, social and personal services, food services, administrative and support services, and manufacturing. Together, they account for more than half of workers with disabilities.</big><ref>https://www.straitstimes.com/politics/more-than-25-of-people-with-disabilities-are-employed</ref>
 +
*<big>Most go into hospitality, F&B, wholesale and retail/admin support, with a median monthly income of $1,000 - $2,800.</big>
 +
 
 +
*<big>SG Enable has placed more than 1,200 PWDs in jobs within the past three years, in the retail, F&B, IT and other sectors. </big>
 +
 
 +
<br />
 +
 
 +
==Defining What Counts as 'Good' Work==
 +
A useful guideline in defining decent work across the global workforce is the research conducted in the 1980s by Swedish trade unionists, used by the Trades Union Congress (TUC). They identify the following principles as being essential for ‘good work’:
 +
 
 +
*Job security
 +
*Fair share of production earnings
 +
*Co-determination in the company
 +
*A work organisation for cooperation
 +
*Professional know-how in all work
 +
*Training
 +
*Working hours based on social demands
 +
*Equality in the workplace
 +
*A working environment without risk to health and safety
  
START_WIDGET2PACX-1vTOlnwKXmeG3p-I9q8vWLUVXEtT_N8Nb9rqHdYQoWlfd5BZHWaCg6h8wdskkildHAEND_WIDGET
+
https://www.tuc.org.uk/sites/default/files/extras/goodwork.pdf
  
<iframe src="https://docs.google.com/presentation/d/e/2PACX-1vTOlnwKXmeG3p-I9q8vWLUVXEtT_N8Nb9rqHdYQoWlfd5BZHWaCg6h8wdskkildHA/embed?start=false&loop=false&delayms=3000" frameborder="0" width="1280" height="749" allowfullscreen="true" mozallowfullscreen="true" webkitallowfullscreen="true"></iframe>
+
==Theory of Change==
----
 
  
=== '''Engaging and Equipping Employers''' ===
+
*The TOC can be articulated this way: If employers are willing and able to hire, PWDs are work ready, and they are well-matched to one another, then PWDs will be able to secure jobs. But securing jobs is only the first step, and there should be fair treatment and career development for PWDs.
 +
*Put a different way, we can also say: In order for PWDs to secure jobs and have career development, there are 3 key strategic thrusts: 1) Employer engagement, 2) PWD training and 3) Job Matching.
  
==== Need for ready supply of jobs ====
+
[<u>To Do</u>: link the programmes listed in the diagram below to the specific segments in this page]
{| class="wikitable"
 
|Ready supply of jobs
 
* Adequate number of jobs
 
* Jobs have varying position levels and required qualifications, skills and work experiences
 
|}
 
 
{| class="wikitable"
 
{| class="wikitable"
!EXISTING RESOURCES
+
!Programmes
!GAPS AND THEIR CAUSES
+
!
!POSSIBLE SOLUTIONS
+
! colspan="7" |Areas of Needs / Desired Outcomes
 
|-
 
|-
|[https://employment.sgenable.sg/news/1021/ Inclusive Business Forum (IBF) and “Fostering Inclusion At The Workplace” Seminar]
+
| -Information
* Inaugural IBF held in 2016 , second round on 25 Jul 2018
+
-Awareness Dialogues
* Inaugural seminar held in 2017
+
|→
* Inform businesses of the benefits of hiring PWDs and encourage more employers to hire PWDs 
+
|[http://wiki.socialcollab.sg/index.php/Disability/Employment#Employers_understand_PWD_capabilities Employers understand PWD capabilities]
 +
|↘
 +
|
 +
|
 +
|
 +
|
 
|
 
|
|Can there be more opportunities to dialogue with employers or partners such as WSG/MOM, such that the process may be more institutionalised/supported?
 
 
|-
 
|-
|[https://www.sec.gov.sg/FAQ/Pages/How-much-Special-Employment-Credit-(SEC)-can-employers-of-persons-with-disabilities-(PWDs)-receive.aspx Special Employment Credit (SEC)]
+
|
* Extended to employers who hire PWDs in 2012 
+
|
* From 2012 to December 2016, $59 million in SEC credit has been disbursed to employers of about 10,000 PWDs.[[Disability#cite note-61|[61]]]
+
|
 +
|
 +
|
 +
|
 +
|
 
|
 
|
 
|
 
|
 
|-
 
|-
|[https://www.straitstimes.com/singapore/taking-job-help-to-those-with-disabilities Government efforts to set up employment centres in residential neighbourhoods] 
+
| -Guides
|Question: Any updates on the neighbourhood employment centres?
+
-Training on Accomodations
 +
|→
 +
|[http://wiki.socialcollab.sg/index.php/Disability/Employment#Employers_know_how_to_make_workplace_accommodations Employers know how to make workplace accommodations]
 +
|→
 +
|Employers are willing & able to hire
 +
|↘
 +
|
 +
|
 
|
 
|
 
|-
 
|-
| colspan="3" |Employment Opportunities
+
|
 +
|
 +
|
 +
|
 +
|
 +
|
 +
|
 +
|
 +
|
 
|-
 
|-
|Inclusive Employers in Singapore
+
|Government Subvention
* [https://www.joanbowen.com/wptempkyk/ Joan Bowen Café] 
+
|→
* [http://www.believe-nj.com/ Believe NJ Pte Ltd]
+
|[http://wiki.socialcollab.sg/index.php/Disability/Employment#Employers_find_it_financially_feasible_to_hire Employers find it financially feasible to hire]
* [https://m.facebook.com/Soul-Food-Enterprise-Pte-Ltd-286503891431586/ Soul Food Enterprise Pte Ltd]
+
|↗
* [http://flourpower.com.sg/ Flour Power]
+
|
* [https://sidewalkgallerycafe.wordpress.com/ Sidewalk Gallery Cafe]
+
|
* [https://projectdignity.sg/dignity-kitchen Dignity Kitchen]
+
|
* Flourish Culinary
 
* [http://mynonnas.com/ My Nonna’s]
 
* [https://trampolene.org/ahead/ Trampolene]
 
* [https://www.forewordcoffee.com/ Foreword Coffee]
 
* [https://www.mustardtree.com.sg/ Mustard Tree]
 
* [http://www.profbrawn.com.sg/ Professor Brawn Café] - donated to ARC 
 
 
|
 
|
 
|
 
|
 
|-
 
|-
|[https://www.sgenable.sg/pages/content.aspx?path=/for-adults/sheltered-workshops/ Sheltered Workshops]
 
* Offers employment or vocational training to adults with disabilities who do not possess the competencies or skills for open employment, allowing them to practice in jobs or tasks where the processes are either simple or broken down into simpler steps.
 
* 8 workshops as of 13 August 2018
 
|Some PWDs may find sheltered employment too easy/not challenging, yet be unsuited for open employment. What of a supported employment model?
 
* Currently there are some PWDs who are not able to gain employment in open market but rejected sheltered employment. This is due to the tasks are too simple for them and the low allowance provided (<$300/month).
 
 
|
 
|
|-
+
|
|[https://employment.sgenable.sg/jobseekers/public-service-career-placement-pscp-programme/ Public Service Career Placement (PSCP) Programme]
+
|
* Provides job matching services for persons with autism spectrum disorder, intellectual disability, physical impairment, hearing impairment and visual impairment who are interested to pursue a career in the public service sector.
+
|
* After placement, job support services will be provided.
+
|
 +
|
 +
|
 
|
 
|
 
|
 
|
 
|-
 
|-
| colspan="3" |Gaps
+
| -[[Disability/Employment#Vocational Assessment .26 Advisory|Vocational Assessment & Advisory]]
# There is a lack of commensurable jobs/job-matching when it comes to highly-skilled PWDs. In 2011, a blind individual with a master’s degree in professional counselling was offered an hourly paid telemarketer job when they approached a job placement and support agency in 2011. 
+
-[[Disability/Employment#Job Search .26 Placement|Job search & placement]]
# 58.3% of HR leaders felt that their organisations were not doing enough to support PWDs. The main reason for this was the lack of disability-friendly facilities.<ref>https://www.straitstimes.com/singapore/aged-and-disabled-should-be-top-issues-in-the-workplace-survey-of-hr-leaders-show</ref>   
 
Questions
 
# Do we know how many PWDs are employed in government agencies? Should we build a case for the government to take the lead in employing PWDs?
 
#* In Singapore, those with disabilities comprise just 0.55 per cent of the resident labour force, according to the MSF in 2017.
 
#* 8,600 estimated to be employed in the public and private sector in 2017.<ref>https://www.msf.gov.sg/media-room/Pages/Employment-rate-of-Persons-with-Disabilities.aspx</ref>
 
# Can we explore the feasibility of more diverse jobs and job tracks (e.g., evergreen sectors such as cleaning – including laundry/waste management, healthcare, infant and childcare, education)? 
 
#* What of purposeful re-design and job carving – are there people working on this?
 
#* To what extent do caregiver perceptions of employment opportunities perceived as inferior but which may pay relatively handsomely (e.g. collecting refuse, funeral parlour work) hinder PWDs from gaining employment?
 
#* What about freelance/cottage industry work?
 
# What are ways to increase the labour force participation rate for PWDs?
 
#* Purposeful job reservation –  quota hiring system or protected industries (e.g., horticulture/farming at HDB veg plots, postal/mail distribution, food preparation, wholesale veg processing, carwashing, logistics. Can parents be funded to set up viable businesses to train/support their SNCs?
 
#* Carrots – tax incentives/rebates, educate businesses on schemes (e.g., ODP)
 
|}
 
----
 
 
 
==== Need for secure jobs ====
 
{| class="wikitable"
 
|Available Information
 
* SG Enable has placed more than 1,200 PWDs in jobs within the past three years, in the retail, F&B, IT and other sectors. 
 
* PWDs comprise 0.55% of the resident labour force. Median monthly gross wage ranged from $1,000 to $2,800. 
 
* The Straits Times has calculated that five in 100 PWDs have job.
 
* 8,600 estimated to be employed in the public and private sector in 2017.[[Disability#cite note-62|[62]]]
 
|}
 
{| class="wikitable"
 
!EXISTING RESOURCES
 
!GAPS AND THEIR CAUSES
 
!POSSIBLE SOLUTIONS
 
|-
 
|[https://employment.sgenable.sg/students/special-education-students/ School-to-work transition programme (S2W)] 
 
* Jointly launched by MSF, MOE and SG Enable in 2014
 
* Begins in the year of graduation and lasts for up to a year after 
 
* Students with the potential to work identified by SG Enable and matched to job training  
 
[https://www.msf.gov.sg/policies/Disabilities-and-Special-Needs/Documents/Enabling%20Masterplan%203%20(revised%2013%20Jan%202017).pdf Enabling Masterplan 3] 
 
* To scale up S2W programme so that more SPED school students can participate
 
 
|
 
|
 
|
 
|
|-
 
|[https://www.spd.org.sg/employment-support-programme/ SPD Employment Support Programme (ESP)]
 
* Vocational training and employment planning for persons with permanent disabilities 16 years and above
 
|Job retention is a major issue even if people with disabilities are hired.
 
|Consider to improve rapport between employers and job support and placement agencies (JPJS), to increase the likelihood of employers approaching JPJS agencies and being more forthcoming whenever they face issues (e.g. behavioural) with PWD employees that are new on-board. SPD provides job coaching support post-employment for up to six months.
 
|-
 
|[https://www.spd.org.sg/transition-to-employment/ SPD Transition To Employment Programme (TTE)]
 
* Aims to reintegrate people with acquired physical disabilities aged 18-60 back into the workforce
 
 
|
 
|
 +
|[http://wiki.socialcollab.sg/index.php/Disability/Employment#Employers_.26_People_with_Disabilities_are_Matched Employers & PWDs are matched]
 +
|↘
 
|
 
|
|-
 
|[https://www.autism.org.sg/core-services/e2c#tab_e2cProgramme ARC Employability & Employment Centre (E2C) Programme]
 
* Autism-specific pre-assessment, assessment, employability training, job placement and job support
 
 
|
 
|
 
|
 
|
 
|-
 
|-
|[http://www.minds.org.sg/AdultSvcs.html#EDCprogramme MINDS Employment Development Centres (EDCs)]
 
Provides vocational training for adults with intellectual disabilities aged 18 and above:
 
* [http://www.minds.org.sg/IEDC/index.html Idea Employment Development Centre]
 
* [http://www.minds.org.sg/SMEDC/ SIA-MINDS Employment Development Centre]
 
* [http://www.minds.org.sg/WEDC/ Woodlands Employment Development Centre]
 
 
|
 
|
 
|
 
|
|-
 
|[https://www.able-sg.org/rehab.html ABLE Return-to-Work Programme]
 
* Provides physical rehabilitation, vocational rehabilitation, social support, training, return-to-work coordination and employment support.
 
 
|
 
|
 
|
 
|
|-
 
|[https://employment.sgenable.sg/jobseekers/public-service-career-placement-pscp-programme/ Public Service Career Placement (PSCP) Programme]
 
* Provides job matching services for persons with autism spectrum disorder, intellectual disability, physical impairment, hearing impairment and visual impairment who are interested to pursue a career in the public service sector.
 
* After placement, job support services will be provided.
 
 
|
 
|
 
|
 
|
|-
+
|
| colspan="3" |Gaps
 
# Cases in vocational assessment and job placement:
 
#* Inconvenient job placement locations? An individual staying in Bedok was offered placement in Boon Lay, while another staying in Yishun was offered placement at Margaret Drive.
 
# Companies ought to hire employees based on a match between the skills required to perform the job and the applicant's skill sets, qualifications and past work experience. However, as disclosure of one’s disability is mandatory and companies tend to put the disability before the skill/qualification/work experience, this disadvantages PWDs, especially those with visible disabilities, during the hiring process. 
 
# Labour participation/employment rate (0.55%) continues to stand low compared to the prevalence rate of PWDs (17% – 3.4% for 18-49 y/o, 13.3% for 50 y/o and above). 
 
Questions
 
# As job coaches are salaried staff, is there a reason why job coach fees have to be paid?
 
# Is there available statistical data that informs us of the average amount of time an employee with disability stays in their job?
 
# To promote the securing of jobs through bridging employers’ understanding of potential PWD employees, can we encourage more employers to visit PWD job training centres? 
 
# Would monetary incentives be a feasible way to encourage persons with acquired disabilities to return to the workforce?
 
|}
 
----
 
 
 
==== Need for inclusive workplace ====
 
{| class="wikitable"
 
|Definition
 
* Employee is hired, appraised and remunerated fairly
 
* Employment rights are upheld 
 
* Appropriate and reasonable re-design/modifications/accommodations to workplace and job are made
 
* Attitudinal barriers at workplace are absent  
 
Inclusive workplaces should include
 
* Fair recruitment and procurement practices
 
* Policies concerning equality and human rights, working conditions, dignity at work, employee welfare
 
* Reasonable accommodation made by employers:
 
** An accommodation is defined as any change in work environment or processes to allow an employee with disability to enjoy equal employment opportunities.
 
* A welcoming workplace culture
 
** “Inclusion goes beyond merely having a mix of employees with different demographics and backgrounds in the workplace. It is about appreciating employees for the unique value they bring to the workplace, and leveraging on those differences to add value to the organisation so that both the person and the organisation can flourish.”<ref>https://www.tafep.sg/sites/default/files/E-News%20April%202011_files/Publication%20CIW%20Start%20Up%20Kit%20(as%20of%20040712).pdf</ref>
 
|}
 
{| class="wikitable"
 
!EXISTING RESOURCES
 
!GAPS AND THEIR CAUSES
 
!POSSIBLE SOLUTIONS
 
|-
 
|[https://employment.sgenable.sg/get-funding-support/ Open Door Programme]  
 
* Employers of PWDs eligible for grants and employment support services such as the Job Redesign Grant, Training Grant and other Recruitment and Job Support Services 
 
* Enhanced and renamed as ODP from Open Door Fund in 2014  
 
* Since 2012, 140 companies have applied for ODP support. The average claim per company is $3000.[[Disability#cite note-63|[63]]]
 
 
|
 
|
 
|
 
|
 
|-
 
|-
|[https://www.msf.gov.sg/policies/International-Conventions/Documents/Singapore%20CRPD%20Report%20-%20final.pdf Guidelines by Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) for fair employment practices]
+
|Quota hiring
* Singapore adopts promotional and educational methods to prevent discrimination of PWDs at the workplace 
 
* Job seekers or employees who encounter discrimination due to their disability may approach TAFEP for assistance 
 
 
|
 
|
 
|
 
|
|-
 
|[https://www.panpacific.com/en/newsroom/press-releases/global/2017/fostering-inclusion-at-the-workplace.html#.Wuu7m4huY2x Inclusive Business Forum (IBF) and “Fostering Inclusion At The Workplace” Seminar]
 
* Attended by business leaders from different sectors 
 
* Business leaders share experiences from hiring PWDs and the implementation of inclusive hiring practices
 
 
|
 
|
 
|
 
|
|-
 
|Enabling Employers Network
 
* Employers of persons with disabilities who support and champion employment opportunities for PWDs
 
 
|
 
|
 +
|[http://wiki.socialcollab.sg/index.php/Disability/Employment#PWDs_secure_jobs PWDs secure jobs]
 +
|↘
 
|
 
|
 
|-
 
|-
|[https://www.sbnod.com/ Singapore Business Network on Disability]
 
* Community of businesses in Singapore across various industries who work in collaboration to share (as appropriate) expertise, experience, networks and resources to help advance the equitable inclusion of persons with disabilities
 
* Started in May 2015 with AIG, Barclays, Dairy Farm, Deutsche Bank, EY, KPMG, Singtel, Standard Chartered
 
 
|
 
|
 
|
 
|
|-
 
|[https://employment.sgenable.sg/employers/get-resources/ SG Enable employer resources]  
 
* Resources that assist employers in understanding, communicating and working with PWDs. 
 
 
|
 
|
 
|
 
|
|-
 
|DPA Diversity Inclusion Workshops
 
 
|
 
|
 
|
 
|
|-
+
|
|Disability education training for employers and co-workers of PWDs
 
* Job placement and job support agencies / departments craft their own training or workshop
 
* e.g., SPD’s disability education workshop, APSN DSS employer education workshop, Society Staples staff training
 
 
|
 
|
 
|
 
|
 
|-
 
|-
| colspan="3" |Experiences of PWDs in the workplace
+
|Education
* Disabled People’s Association (DPA) 2015 study “Achieving Inclusion in the Workplace” 
+
-Vocational Training
* DPA-IPS 2016-2017 participatory research “Employment Discrimination Against People with Disabilities”
 
Gaps
 
# Inclusive workplaces are rare in Singapore, where persons with disabilities (PWDs) comprise just 0.55 per cent of the resident labour force. They are mainly employed in the hospitality, food and beverage, wholesale and retail, and administrative support sectors"<ref>https://www.straitstimes.com/lifestyle/myth-of-the-disabled-worker</ref>
 
Questions 
 
# Do official HR curricula (e.g. SHRI) teach on how to support companies to employ PWDs fairly?
 
# Is there a sense/research on how many PWDs lose their jobs because of communication breakdowns in the workplace? 
 
# Do companies face any penalty if they terminate employees who acquired a disability without attempting any job re-design or job modifications? If yes, are PWDs aware of who they can report such situations to?
 
# Will a rotational buddy system help to reduce buddy fatigue and allow other co-workers to understand their PWD colleague better?
 
|}
 
----
 
  
=== '''Job Matching/Placement''' ===
+
-Life & Soft Skills
  
==== Need for information on available job opportunities for persons with disabilities ====
+
Work transition support
{| class="wikitable"
+
|
|To know about job opportunities
+
|
* Focus is on knowledge and awareness (of job opportunities)
+
|
|}
+
|[http://wiki.socialcollab.sg/index.php/Disability/Employment#PWDs_are_work_ready_.26_able_to_transit_to_new_jobs PWDs are work ready & able to transit to new jobs]
{| class="wikitable"
+
|
!EXISTING RESOURCES
+
|
!GAPS AND THEIR CAUSES
+
|
!POSSIBLE SOLUTIONS
+
|
 
|-
 
|-
|[https://employment.sgenable.sg/jobseekers/employment-assistance/ SG Enable - Job Advisory]
 
* Job-readiness assessment by specialists such as occupational therapists/psychologists/employment coaches.
 
 
|
 
|
 
|
 
|
|-
 
|[https://eservice1.enable.gov.sg/MSFPortal/EDS/Employment/Pages/Common/Index/Index.aspx SG Enable —  Disability Employment Jobs Portal]
 
* Job portal for PwDs to search for opportunities
 
|Jobs listed on most job portals do not reflect if the hiring company is interested to employ PWDs. Career events are not always universally designed as well.
 
|Employers can reflect if they are keen to employ PWDs, at career events, on job portals and other avenues. 
 
Having a “ready-to-hire PWDs” mark would ease PWDs’ job search process.
 
|-
 
|[https://able-sg.org/return_to_work.html ABLE Return to Work Programme]
 
* Provides physical rehabilitation, vocational rehabilitation, social support, training, return-to-work coordination and employment support
 
 
|
 
|
 
|
 
|
|-
 
|[http://www.bizlink.org.sg/services/vocational-assessment-program/ BizLink Vocational Assessment Service]
 
* Provides assessment for a disabled individual to determine strengths and weaknesses pertaining to work capacity
 
* Assist people with disabilities and/or special needs in exploring job opportunities and training
 
* Offer assistance and counselling to PWDs and/or their families on issues relating to disabilities or work-related issues
 
 
|
 
|
 
|
 
|
|-
+
|
|[https://www.spd.org.sg/employment-support-programme/ SPD Employment Support Programme (ESP)]
 
* Vocational training and employment planning for persons with permanent disabilities 16 years and above
 
 
|
 
|
 
|
 
|
 
|-
 
|-
|[https://www.spd.org.sg/transition-to-employment/ SPD Transition To Employment Programme (TTE)]
+
| -[[Disability/Employment#Guidelines on Fair Treatment|Guidelines on fair treatment]]
* Aims to reintegrate people with acquired physical disabilities aged 18-60 back into the workforce
+
-Employment protections [Anti-discrimination legislation?]
 +
|
 
|
 
|
 
|
 
|
|-
 
|[https://www.autism.org.sg/core-services/e2c#tab_e2cProgramme ARC Employability & Employment Centre (E2C) Programme]
 
* Autism-specific pre-assessment, assessment, employability training, job placement and job support
 
 
|
 
|
 
|
 
|
|-
 
|[http://www.minds.org.sg/AdultSvcs.html#EDCprogramme MINDS Employment Development Centres (EDCs)]
 
Provides vocational training for adults with intellectual disabilities aged 18 and above:
 
* [http://www.minds.org.sg/IEDC/index.html Idea Employment Development Centre]
 
* [http://www.minds.org.sg/SMEDC/ SIA-MINDS Employment Development Centre]
 
* [http://www.minds.org.sg/WEDC/ Woodlands Employment Development Centre]
 
 
|
 
|
 
|
 
|
 +
|[http://wiki.socialcollab.sg/index.php/Disability/Employment#Fair_Treatment_.26_Career_Development Fair treatment & career development]
 +
|}
 +
 +
==Areas of Needs / Desired Outcomes==
 +
 +
===Employers understand and value PWD capabilities===
 +
 +
*'''Desired Outcomes''': [To insert]
 +
*'''Synopsis''': [To insert]
 +
*'''Resources''':
 +
**[https://www.channelnewsasia.com/news/podcasts/the-pulse/people-with-disability-employment-discrimination-protection-work-11521580 CNA podcast (10 May 2019)] on whether Singapore uses Charity lens when supporting employment for people with disabilities 
 +
**[To insert]
 +
 +
{| class="wikitable"
 +
|-
 +
| style="width: 33.3%;" |'''<big>Programmes</big>'''
 +
| style="width: 33.3%;" |'''<big>Gaps</big>'''
 +
| style="width: 33.3%;" |'''<big>Ideas</big>'''
 +
|-
 +
|'''<u>Information & Resources</u>'''
 +
 +
[https://employment.sgenable.sg/employers/get-resources/ '''SG Enable employer resources''']  
 +
 +
*Resources that assist employers in understanding, communicating and working with PWDs. 
 +
|Employer’s misconceptions and false assumptions about the abilities of those with disabilities (only a handful of them are educated in SPED schools and do not have the necessary skills and credentials to obtain high-wage, high-skill jobs) '''[Need evidence]'''
 +
Limited effectiveness because it is hard to change employers' attitudes<ref>http://www.straitstimes.com/singapore/health/people-with-disabilities-in-the-spotlight</ref>
 +
|Public education campaigns highlighting the strengths and abilities of those with disabilities and more career fairs for PWDs
 
|-
 
|-
| colspan="3" |Gaps
+
|'''<u>Awareness Dialogues, Seminars & Networks</u>'''
# In helping PWDs find a variety of suitable job opportunities, VWOs and SPED schools still need to take initiative to make connections themselves, or rely on personal contacts. SPED graduates tend to lack information on job opportunities beyond their track – type, pay range, skillsets required etc.
+
*Inclusive Business Forum (IBF)
#* An ex-student who worked in Coffee Bean switched to forklift driving after finding out on his own that the latter paid better
+
*Singapore Business Network on Disability
Questions
+
*[https://www.dpa.org.sg/about-us/what-we-do/ DPA Disability Awareness Talks]
# Are there other organisations apart from SPD, ABLE and SG Enable that provides job support and placement services to persons with acquired disabilities (e.g., stroke survivors, traumatic brain injury)? 
+
|
# For the planned 2020 disability census, can we find out how many people have acquired disabilities, and have the data split by disability types? Related question – do we know why SGE’s definition of disability does not cover temporary disabilities? 
+
|Can there be more opportunities to dialogue with employers or partners such as WSG/MOM, such that the process may be more institutionalised/supported?
 
|}
 
|}
----
 
  
=== '''Continuing Career Development''' ===
+
====Information & Resources====
 +
 
 +
*[https://employment.sgenable.sg/employers/get-resources/ '''SG Enable employer resources''']  
 +
 
 +
====Dialogues, Seminars & Networks====
 +
 
 +
*'''[https://employment.sgenable.sg/news/1021/ Inclusive Business Forum (IBF) and “Fostering Inclusion At The Workplace” Seminar]'''
 +
**Inaugural IBF held in 2016 , second round on 25 Jul 2018
 +
**Inaugural seminar held in 2017
 +
**Inform businesses of the benefits of hiring PWDs and encourage more employers to hire PWDs 
 +
 
 +
*'''[https://www.sbnod.com/ Singapore Business Network on Disability]'''
 +
**Community of businesses in Singapore across various industries who work in collaboration to share (as appropriate) expertise, experience, networks and resources to help advance the equitable inclusion of persons with disabilities
 +
**Started in May 2015 with AIG, Barclays, Dairy Farm, Deutsche Bank, EY, KPMG, Singtel, Standard Chartered
 +
 
 +
====Awareness Training====
 +
 
 +
*[https://www.dpa.org.sg/about-us/what-we-do/ DPA Disability Awareness Talks]
 +
*[https://www.societystaples.com.sg/experience-services/ Society Staples training for employers]
 +
*[https://takeaction.spd.org.sg/disability-etiquette-talks/ SPD Disability Etiquette Talks]
 +
*APSN Employer Education Workshops
 +
 
 +
===Employers know how to make workplace accommodations===
 +
 
 +
*'''Desired Outcomes''': [To insert]
 +
*'''Synopsis''': [To insert]
  
==== Need for continued opportunities for job growth, career development and skills upgrading ====
 
 
{| class="wikitable"
 
{| class="wikitable"
!EXISTING RESOURCES
 
!GAPS AND THEIR CAUSES
 
!POSSIBLE SOLUTIONS
 
 
|-
 
|-
|[https://employment.sgenable.sg/jobseekers/get-trained/ SG Enable]  
+
| style="width: 33.3%;" |'''<big>Programmes</big>'''
* Available training programmes such as IT skills, F&B
+
| style="width: 33.3%;" |'''<big>Gaps</big>'''
* Funding for skills upgrading is available through the Open Door Programme (for in-employment training) and the SkillsFuture Study Award 
+
| style="width: 33.3%;" |'''<big>Ideas</big>'''
[https://www.msf.gov.sg/policies/Disabilities-and-Special-Needs/Documents/Enabling%20Masterplan%203%20(revised%2013%20Jan%202017).pdf Enabling Masterplan 3] 
+
|-
* Increase range of training options and inclusive training providers 
+
|'''<u>Guides on Making Accommodations</u>'''
* Expand use of Post-Secondary Edusave Account (PSEA) to cover more training courses to make courses more affordable 
+
[https://employment.sgenable.sg/employers/get-resources/ '''SG Enable-hosted Employer Resources''']  
|Questions:
+
 
# Are training opportunities sufficient? How much does training contribute to improving employability?
+
*Resources that assist employers in understanding, communicating and working with PWDs. 
# Is there uptake for the training programmes? If yes, is there available statistical data on the response?
+
*Includes a [http://sgenableprod.s3-ap-southeast-1.amazonaws.com/wp-content/uploads/2017/06/19094943/Starter-Kit-for-Disability-Employment-Latest.pdf Starter Kit], a [https://s3-ap-southeast-1.amazonaws.com/sgenableprod/wp-content/uploads/2019/08/20020718/SGE_JobRedesignGuide.pdf Job Redesign Guide by MOM and SG Enable], [http://sgenabledev.s3-ap-southeast-1.amazonaws.com/wp-content/uploads/2016/02/19063918/Disability-Etiquette-Guides-for-Employers.zip Disability Etiquette Guides] and [http://employment.sgenable.sg/employers/online-hrm-series/ HR matters guide/training to support disabled employees]
# How aware are PWDs and their caregivers of these training opportunities?
+
|Companies and their HR remain non-diversity ready '''[need data/evidence]'''
|Consider availing using HDB void decks or unwanted public buildings as training venues.
+
[Anecdotal evidence by an in-service professional of more than 10 years - key comments that he always gets from employers:
 +
 
 +
1. "We don't know how to manage his/her behaviours or risk harm to himself/herself and others"
 +
 
 +
2. "Our staff is fearful and not very confident in working with them”
 +
 
 +
3. "What should we say or do when this or that situation happens"]
 +
|
 
|-
 
|-
|[https://www.msf.gov.sg/assistance/Pages/Employment-Assistance-for-Persons-with-Disabilities.aspx Workfare Training Support (WTS) Scheme] 
+
|'''<u>Community of Practice or Dialogues</u>'''
* For Singaporean PWDs aged 13 and above and who don’t earn more than $2,000 a month, their employers can qualify for 95% course fee subsidy and absentee payroll funding when they sign employees up for any course approved for WTS-eligible courses
+
'''[https://www.sbnod.com/ Singapore Business Network on Disability]'''
|Even with the WTS Scheme, accessing SkillsFuture training courses remain difficult for some. A blind individual with a Master’s degree in counselling called SG Enable asking for help to navigate available subsidies for training such as the WTS, but she was offered Sheltered Workshop training instead.
+
|
 
|
 
|
 
|-
 
|-
|SkillsFuture
+
|
* All Singaporeans aged 25 and above have S$500 in credit to take courses
+
'''<u>Accommodations Training</u>'''
|The SkillsFuture platform is difficult to navigate for the blind.
+
 
|To facilitate lifelong learning, have additional funds for the SkillsFuture Credit of PWDs.
+
'''Disability education for employers and co-workers of PWDs'''
 +
 
 +
*[https://www.dpa.org.sg/about-us/what-we-do/ DPA Disability Awareness Talks]
 +
*[https://www.societystaples.com.sg/experience-services/ Society Staples training for employers]
 +
*[https://takeaction.spd.org.sg/disability-etiquette-talks/ SPD Disability Etiquette Talks]
 +
*APSN Employer Education Workshops
 +
|PWDs continue to face discrimination by colleagues in the workplace: see 2015 study by [http://www.dpa.org.sg/wp-content/uploads/2015/08/Employment-merged.compressed.pdf DPA & IPS]  done via [https://www.straitstimes.com/singapore/manpower/study-sheds-light-on-job-discrimination-faced-by-those-with-disabilities participatory research]
 +
|[See if any of these can be 'Actionable Opportunity Areas', and if so insert above]
 +
 
 +
*Speak to training attendees to assess efficacy of current training avenues. 
 +
*Focus on practical strategies to communicate with colleagues with disabilities, rather than generic education.
 +
*Encourage hiring managers to share their fears/stereotypes about hiring PWDs — this should be a standard part of companies’ disability education training, and official HR curricula in Singapore.
 +
*Make it mandatory for co-workers working together with the PWD, HR and management-level staff to attend disability education training.
 +
*Conduct research/collect data on disabled employees who were terminated or had to leave because employers did not accommodate their needs.
 +
*Consider a rotational buddy system for disabled employees, to reduce buddy fatigue and allow co-workers to understand their PWD colleague better
 
|-
 
|-
| colspan="3" |Gaps
+
|'''<u>Employer Accreditation</u>'''
# There is a lack of knowledge of which courses (e.g., WSQ courses) are disability-friendly, or which Continuing Education and Training (CET) centres are conducive or accessible to PWDs (e.g. traveling to and within centres, sensory disturbances).
+
*[https://enablingmark.sg/ Enabling Mark] by SGEnable
#* POSSIBLE SOLUTION: CET centres can consult relevant organisations to understand the considerations involved in ensuring that a venue is accessible (not just in the centre/building, but also getting there)
+
|
# For SPED graduates, there is a need to mitigate the loss of personal income incurred in seeking re-training, where necessary.
+
|
 
|}
 
|}
----
 
  
==== Need for financial independence and stability ====
+
====Guides on Making Workplace Accommodations====
 +
 
 +
*[To insert]
 +
*[To insert]
 +
 
 +
====Community of Practice for Inclusive Employers====
 +
 
 +
*[To insert]
 +
*[To insert]
 +
 
 +
====Accommodations Training====
 +
 
 +
*[To insert]
 +
*[To insert]
 +
 
 +
Employer Accreditation
 +
 
 +
*[https://enablingmark.sg/ Enabling Mark] by SGEnable
 +
 
 +
===Employers find it financially feasible to hire===
 +
 
 +
*'''Desired Outcomes''': [To insert]
 +
*'''Synopsis''': [To insert]
 +
 
 
{| class="wikitable"
 
{| class="wikitable"
!EXISTING RESOURCES
 
!GAPS AND THEIR CAUSES
 
!POSSIBLE SOLUTIONS
 
 
|-
 
|-
|[https://www.workfare.gov.sg/Pages/WISEmployee.aspx Workfare Income Supplement]
+
| style="width: 33.3%;" |'''<big>Programmes</big>'''
* Singaporean PWDs who earn less than $2,000 a month will receive a certain WIS amount per month, dependent on age — 40% of which is in cash and 60% in CPF contribution
+
| style="width: 33.3%;" |'''<big>Gaps</big>'''
 +
| style="width: 33.3%;" |'''<big>Ideas</big>'''
 +
|-
 +
|'''[https://www.channelnewsasia.com/news/singapore/budget-2020-wage-offset-scheme-enhanced-training-grant-firms-12494982 Enabling Employment Credit (EEC)]''' - '''Announced but not yet in place'''
 +
*Will provide a wage offset of up to 20 per cent of the employee’s monthly income, capped at a maximum of S$400 a month and provided the disabled employee earns less than S$4,000 a month. This is said to cover "about 4 in 5 of current PwD employees."
 +
*In addition, employers hiring PwDs who have not been working for at least six months will receive an additional 10% wage offset, capped at $200 per month, for the first 6 months of employment.
 +
*Replaces the Special Employment Credit scheme, which subsidised 16% of eligible PWD employees' monthly income up to $240 per month, max 22% and up to $330 a month if the hired employee is a disabled + '''older worker 67 and above'''.
 +
|This EEC "carries the implication that disabled people are limited to taking up lower-paid jobs" when in reality" more disabled people are obtaining degrees and striving for professionals, managers and executive roles" - thus "some employers may only consider hiring a disabled person to fill a lower-paid position but not a higher-paid one". (by [https://www.todayonline.com/voices/why-restrict-wage-offset-scheme-disabled-only-those-earning-less-s4000-month Jonathan Tiong])
 +
|Abolish the $4,000 monthly salary cap
 +
|-
 +
|'''[https://www.sec.gov.sg/Pages/Home.aspx Special Employment Credit (SEC)]'''
 +
*Extended to employers who hire PWDs in 2012
 +
*Subsidises 16% of eligible PWD employees' monthly income up to $240 per month, max 22% and up to $330 a month if the hired employee is a disabled + '''older worker 67 and above'''.
 +
*As of December 2015, 4,500 employers received subsidies from the Special Employment Credit scheme for hiring 5,700 disabled workers.<ref>https://www.straitstimes.com/singapore/more-firms-in-singapore-hiring-people-with-disabilities</ref>
 +
*From 2012 to December 2016, $59 million in SEC credit has been disbursed to employers of about 10,000 PWDs
 +
 
 +
'''[https://www.channelnewsasia.com/news/singapore/budget-2020-wage-offset-scheme-enhanced-training-grant-firms-12494982 WILL BE EXPIRING IN DEC'2020]'''
 
|
 
|
 
|
 
|
 
|-
 
|-
|[https://www.iras.gov.sg/IRASHome/Individuals/Locals/Working-Out-Your-Taxes/Deductions-for-Individuals/Earned-Income-Relief/#title4 Handicapped Earned Income Relief (EIR)]
+
|'''[https://employment.sgenable.sg/employers/open-door-programme/ Open Door Programme]''' 
* For those with permanent physical or mental disability that severely affects their ability to work — relief amount is $4,000 (< 55 years), $10,000 (55-59) and $12,00 (> 59 years)
+
 
 +
*Employers of PWDs eligible for grants and employment support services such as the Job Redesign Grant, Training Grant and other Recruitment and Job Support Services
 +
*[https://www.nas.gov.sg/archivesonline/data/pdfdoc/20160229002/WQ%20-%2029%20Feb%202016.pdf Since 2012], 140 companies have applied for ODP support. The average claim per company is $3000. 
 +
*'''([https://www.mom.gov.sg/newsroom/speeches/2020/0303-speech-by-minister-of-state-for-manpower-mr-zaqy-mohamad-at-mom-committee-of-supply-2020 NEW & TBC])''' Course fee subsidies will be raised from 90 per cent to 95 per cent for eligible training courses curated by SG Enable, while training allowance for both unemployed and employed PWDs will go up to S$6 per hour. A training commitment award of $100 per completed eligible training course will also be introduced.
 +
|Takeup rate is low, and many employers don’t know about the ODP despite its attractiveness.
 +
 
 +
*Listen to interview with DPA on CNA The Pulse [https://www.channelnewsasia.com/news/podcasts/the-pulse/people-with-disability-employment-discrimination-protection-work-11521580 10 May episode].
 +
|
 +
|-
 +
|'''[https://www.wsg.gov.sg/programmes-and-initiatives/workfare-training-support-employers.html Workfare Training Support (WTS) Scheme]'''
 +
*For Singaporean PWDs aged 13 and above and who don’t earn more than $2,000 a month, their employers can qualify for 95% course fee subsidy and absentee payroll funding when they sign employees up for any course approved for WTS-eligible courses
 +
|Accessing SkillsFuture training courses remain difficult for some. A blind individual with a Master’s degree in counselling called SG Enable asking for help to navigate available subsidies for training such as the WTS, but she was offered Sheltered Workshop training instead. '''[Need more data]'''
 
|
 
|
 
|}
 
|}
----
 
  
=== '''PWD Training & Work Readiness''' ===
+
===Employers & People with Disabilities are Matched===
  
==== Need to be job ready ====
+
*'''Desired Outcomes''': PWDs understand their suitability for jobs and employers understand implications of hiring specific candidate
 +
*'''Synopsis''': [To insert]
 +
 
 +
====Vocational Assessment & Advisory====
 
{| class="wikitable"
 
{| class="wikitable"
|How 'job ready' is understood
 
* To obtain vocational/technical, soft and employability skills
 
* To be aware of their own strengths and preferences
 
* For those with acquired disabilities: To be in good psychosocial health, mindset and adjusted expectations
 
* To be proactive in searching for jobs
 
|}
 
{| class="wikitable"
 
!EXISTING RESOURCES
 
!GAPS AND THEIR CAUSES
 
!POSSIBLE SOLUTIONS
 
 
|-
 
|-
|[https://www.skillsfuture.sg/ SkillsFuture]
+
| style="width: 33.3%;" |'''<big>Programmes</big>'''
* All Singaporeans aged 25 and above have S$500 in credit to take courses[[Disability#cite note-57|[57]]]
+
| style="width: 33.3%;" |'''<big>Gaps</big>'''
 +
| style="width: 33.3%;" |'''<big>Ideas</big>'''
 +
|-
 +
|[http://www.bizlink.org.sg/services/vocational-assessment-program/ '''BizLink Vocational Assessment Service''']
 +
*Provides assessment for a disabled individual to determine strengths and weaknesses pertaining to work capacity
 +
*Assist people with disabilities and/or special needs in exploring job opportunities and training
 +
*Offer assistance and counselling to PWDs and/or their families on issues relating to disabilities or work-related issues
 
|
 
|
 
|
 
|
 
|-
 
|-
|Vocational Training in SPED Schools
+
|'''[https://able-sg.org/return_to_work.html ABLE Return to Work Programme]'''
 +
*Provides physical rehabilitation, vocational rehabilitation, social support, training, return-to-work coordination and employment support
 
|
 
|
 
|
 
|
 
|-
 
|-
|[https://employment.sgenable.sg/students/special-education-students School-to-Work Transition Programme (S2W)]
+
|[https://www.autism.org.sg/core-services/e2c#tab_e2cProgramme '''ARC Employability & Employment Centre (E2C) Programme''']
* Begins in the year of graduation and lasts for up to a year after
+
*Autism-specific pre-assessment, assessment, employability training, job placement and job support
* Students with the potential to work identified by SG Enable and schools and matched to job training 
+
|[https://www.facebook.com/search/posts/?q=koh%20zhan%20rui&epa=SERP_TAB An individual with autism received vocational assistance from ARC]; he paid $494 (after subsidy) for the vocational assessment but was deemed unemployable, yet managed to secure a job later at Dignity Kitchen.
* 24 in 30 students who joined S2W found a job, with 20 remaining employed for at least 6 months[[Disability#cite note-58|[58]]]
+
 
 +
*Might hint at broader lack of job partnerships/opportunities in general
 
|
 
|
 +
|-
 +
|[https://employment.sgenable.sg/jobseekers/employment-assistance/ '''SG Enable — Job Advisory''']
 +
*Job-readiness assessment by specialists such as occupational therapists/psychologists/employment coaches.
 
|
 
|
* EM3 has taken note of this: To scale up S2W programme so that more SPED school students can participate[[Disability#cite note-:12-3|[3]]]
+
|
|-
+
|}
| rowspan="3" |[https://www.moe.gov.sg/education/special-education/special-education-schools/sped-curriculum-framework#Vocational-Education-in-SPED-School Framework for Vocational Education]
+
 
To guide the 19 SPED schools in designing a structured vocational education programme that includes vocational guidance, an assessment of students’ interests, preferences and strengths, and opportunities for structured and authentic work experiences to support development of work habits and skills.
+
====Job Search & Placement====
 +
Job placement and job support services can be linked in to mainstream job agencies to access larger network of potential employers?
  
Enabling Masterplan 3[[Disability#cite note-59|[59]]] 
+
'''[https://www.straitstimes.com/singapore/taking-job-help-to-those-with-disabilities Government is looking to set up employment centres in residential neighbourhoods to train and offer jobs to PWDs]''' - consider using HDB void decks or unwanted public buildings as training venues
* MOE to work more closely with SPED schools to further strengthen vocational preparation for SPED students
+
{| class="wikitable"
* SG Enable, MSF and MOE to work with the community to strengthen and expand opportunities for vocational training and job placements
 
|Some SPED students have difficulty mastering job skills training even when approaching graduation/18 years old. Can they continue learning even after graduation? 
 
|Allow SPED students to attend courses ad-hoc, even after graduation.
 
 
|-
 
|-
|SPED school graduates lack internship opportunities during their school-going years and a foothold in permanent employment. SPED schools and VWOs typically do this through their own contacts.
+
| style="width: 33.3%;" |'''<big>Programmes</big>'''
|Have a central coordinator that facilitates the internship process. What are the possible alternatives for students who are unsuccessful in an internship placement?  
+
| style="width: 33.3%;" |'''<big>Gaps</big>'''
 +
| style="width: 33.3%;" |'''<big>Ideas</big>'''
 
|-
 
|-
|Content taught in WSQ- and WPLN- certified courses may not always be understood, and skills learnt not retained and applied. 
+
|[https://employment.sgenable.sg/jobseekers/employment-assistance/ '''SG Enable - Job Advisory''']
 +
*Job-readiness assessment by specialists such as occupational therapists/psychologists/employment coaches.
 +
|
 
|
 
|
 
|-
 
|-
|Transition Planning Guide
+
|[https://eservice1.enable.gov.sg/MSFPortal/EDS/Employment/Pages/Common/Index/Index.aspx '''SG Enable —  Disability Employment Jobs Portal''']
(entitled Transition Planning For Living, Learning And Working - Making It Happen)
+
*Job portal for PwDs to search for opportunities
* Received by all SPED schools in 2017 
+
|Jobs listed on most job portals do not reflect if the hiring company is interested to employ PWDs. Career events are not always universally designed as well.
* For SPED schools to help students with setting post-school goals; provides suggestions and templates on how schools and parents can prepare students for the transition process[[Disability#cite note-60|[60]]]
+
|Employers can reflect if they are keen to employ PWDs, at career events, on job portals and other avenues. 
|Question: Are there channels available for teachers and parents to provide feedback on the transition planning process?
+
Having a “ready-to-hire PWDs” mark would ease PWDs’ job search process.
 +
|-
 +
|'''[https://able-sg.org/return_to_work.html ABLE Return to Work Programme]'''
 +
*Provides physical rehabilitation, vocational rehabilitation, social support, training, return-to-work coordination and employment support
 +
|
 
|
 
|
 
|-
 
|-
|[http://www.mettaschool.edu.sg/programmes/vocational-programme/ Metta School’s Vocational Certification Programme]
+
|'''[http://www.bizlink.org.sg/services/vocational-assessment-program/ BizLink Vocational Assessment Service]'''
Institute of Technical Education Skills Certificate (ISC)
+
*Provides assessment for a disabled individual to determine strengths and weaknesses pertaining to work capacity
* For eligible students 17 years old and above
+
*Assist people with disabilities and/or special needs in exploring job opportunities and training
* Offers ITE Skills Certification (ISC) upon completion, e.g., in Baking, Food Preparation and Housekeeping Operation (Accommodation)
+
*Offer assistance and counselling to PWDs and/or their families on issues relating to disabilities or work-related issues
 
|
 
|
 
|
 
|
 
|-
 
|-
|[http://www.mettaschool.edu.sg/programmes/employment-pathway-programme/ Metta School’s Employment Pathway Programme (EPP)]
+
|'''[https://sadeaf.org.sg/service/cs/ Singapore Association for the Deaf (SADeaf) - Employment Support]'''
* For MID and ASD programme students not on the Vocational Certification track
 
* Students will undergo vocational skills training, such as WSQ modules, Food and Hygiene courses, etc. and  job trials and on-the-job training
 
* Upon graduation, SG Enable will support these students with vocational training and support in identified suitable pathways such as supported employment, customized employment and internships.
 
 
|
 
|
 
|
 
|
 
|-
 
|-
|[http://www.mettaschool.edu.sg/programmes/c-programme/ Metta School’s C (Career) Programme]
+
|[https://savh.org.sg/employ-our-clients/ '''Singapore Association of the Visually Handicapped (SAVH)''' - '''Job Placement''']
* For MID students between 13 and 16, preparing them for vocational skills training and/or employment
 
 
|
 
|
 
|
 
|
 
|-
 
|-
|[http://www.apsn.org.sg/schools/delta-senior-school/programmes/ APSN Delta Senior School’s Vocational Certification Programme] - Singapore Workforce Skills Qualifications (WSQ)
+
|'''[https://www.spd.org.sg/employment-support-programme/ SPD Employment Support Programme (ESP)]'''
* For students aged 17 to 21, in four areas: (1) Food Services; (2) Hotel and Accommodation Services; (3) Landscape Operations and (4) Retail Operations.
+
*Vocational training and employment planning for persons with permanent disabilities 16 years and above
 
|
 
|
 
|
 
|
 
|-
 
|-
| colspan="3" |Students in Institutes of Higher Learning (IHL) – Universities or Polytechnics
+
|'''[https://www.spd.org.sg/transition-to-employment/ SPD Transition To Employment Programme (TTE)]'''
 +
*Aims to reintegrate people with acquired physical disabilities aged 18-60 back into the workforce
 +
|
 +
|
 
|-
 
|-
|[https://employment.sgenable.sg/students/internship-programme IHL Internship Programme] 
+
|[https://www.autism.org.sg/core-services/e2c#tab_e2cProgramme '''ARC Employability & Employment Centre (E2C) Programme''']
* Provides internship opportunities for IH students with ASD, ID, PI and SI
+
*Autism-specific pre-assessment, assessment, employability training, job placement and job support
 
|
 
|
 
|
 
|
 
|-
 
|-
|[https://employment.sgenable.sg/students/rise-mentorship-programme Rise Mentorship Programme]   
+
|'''[http://www.minds.org.sg/AdultSvcs.html#EDCprogramme MINDS Employment Development Centres (EDCs)]'''
* 12-week programme where students are matched with business managers who provide mentoring in job interviews, resume writing skills etc. 
+
Provides vocational training for adults with intellectual disabilities aged 18 and above:
 +
 
 +
*[http://www.minds.org.sg/IEDC/index.html Idea Employment Development Centre]
 +
*[http://www.minds.org.sg/SMEDC/ SIA-MINDS Employment Development Centre]
 +
*[http://www.minds.org.sg/WEDC/ Woodlands Employment Development Centre]
 
|
 
|
 
|
 
|
 
|-
 
|-
| colspan="3" |Non-Students/Adults with Disabilities
+
|[https://employment.sgenable.sg/jobseekers/public-service-career-placement-pscp-programme/ '''Public Service Career Placement (PSCP) Programme''']
 +
*Provides job matching services for persons with autism spectrum disorder, intellectual disability, physical impairment, hearing impairment and visual impairment who are interested to pursue a career in the public service sector.
 +
*After placement, job support services will be provided.
 +
|
 +
|
 +
|} 
 +
 
 +
===PWDs are work ready & able to transit to new jobs===
 +
 
 +
*'''Desired Outcomes''': [to insert a definition of work readiness, for example a simple Google search on work readiness yields: "Employment readiness is defined as being able, with little or no outside help, to find, acquire, and keep an appropriate job as well as to be able to manage '''transitions''' to new jobs as needed. ... Job search, or having the skills to find work. Ongoing career management, or being able to manage future work life changes."]
 +
*'''Synopsis''': PWDs with the requisite skills may not be able to apply it in work settings, or have adequate social and soft skills. [Knowledge gap: How many met with accidents or illness (acquired disabilities) and need transition back to work?
 +
 
 +
====CV Clinics====
 +
 
 +
*[To insert]
 +
*[To insert]
 +
 
 +
{| class="wikitable"
 
|-
 
|-
|Vocational Training
+
| style="width: 33.3%;" |'''<big>Programmes</big>'''
For post-primary school students, available at:
+
| style="width: 33.3%;" |'''<big>Gaps</big>'''
* [https://savh.org.sg/ Singapore Association of the Visually Handicapped (SAVH)]
+
| style="width: 33.3%;" |'''<big>Ideas</big>'''
* [http://sadeaf.org.sg/ Singapore Association for the Deaf (SADeaf) – Mountbatten Vocational School]
+
|-
* [https://www.autismlinks.org.sg/programmes/ecfa Autism Association (Singapore) – Eden Centre for Adults]
+
|[https://employment.sgenable.sg/students/cv-clinic/ '''CV Clinics by Singapore Business Network on Disability''']
* [http://cpas.org.sg/our-programmes/pro-grow/key-programmes/ Cerebral Palsy Alliance Singapore – Goodwill, Rehabilitation and Occupational Workshop (GROW)]
+
*Business professionals provide CV/resume and interview advice, graduates with disabilities share experiences from their career journeys
* [http://downsyndrome-singapore.org/post/view/8/23 Down Syndrome Association – Adult Enhancement Programme]
 
 
|
 
|
 
|
 
|
 +
|}
 +
====Internships====
 +
 +
*[To insert]
 +
*[To insert]
 +
 +
{| class="wikitable"
 
|-
 
|-
|[http://www.bizlink.org.sg/services/vocational-assessment-program/ BizLink Vocational Assessment Service]
+
| style="width: 33.3%;" |'''<big>Programmes</big>'''
* Provides assessment to determine strengths and weaknesses in areas related to work capacity, exploration of job opportunities/training in social enterprises or Bizlink sheltered workshops, and disability-relation counselling/assistance. 
+
| style="width: 33.3%;" |'''<big>Gaps</big>'''
 +
| style="width: 33.3%;" |'''<big>Ideas</big>'''
 +
|-
 +
|[https://employment.sgenable.sg/students/internship-programme '''IHL Internship Programme'''] 
 +
 
 +
*Provides internship opportunities for IH students with ASD, ID, PI and SI
 
|
 
|
 
|
 
|
 +
|}
 +
====Work Transition Support====
 +
 +
*[To insert]
 +
*[To insert]
 +
 +
{| class="wikitable"
 +
|-
 +
| style="width: 33.3%;" |'''<big>Programmes</big>'''
 +
| style="width: 33.3%;" |'''<big>Gaps</big>'''
 +
| style="width: 33.3%;" |'''<big>Ideas</big>'''
 
|-
 
|-
|[https://employment.sgenable.sg/students/cv-clinic/ CV Clinics by Singapore Business Network on Disability]
+
|[https://employment.sgenable.sg/students/special-education-students '''School-to-Work Transition Programme (S2W)''']
* Business professionals provide CV/resume and interview advice, graduates with disabilities share experiences from their career journeys
+
*Begins in the year of graduation and lasts for up to a year after
 +
*Students with the potential to work identified by SG Enable and schools and matched to job training 
 +
*24 in 30 students who joined S2W found a job, with 20 remaining employed for at least 6 months<ref name=":04">http://www.straitstimes.com/singapore/education/scheme-to-help-students-with-special-needs-find-work</ref>
 
|
 
|
 
|
 
|
 +
*EM3 has taken note of this: To scale up S2W programme so that more SPED school students can participate<ref name=":124">https://www.msf.gov.sg/policies/Disabilities-and-Special-Needs/Documents/Enabling%20Masterplan%203%20(revised%2013%20Jan%202017).pdf</ref>
 
|-
 
|-
|[https://employment.sgenable.sg/jobseekers/get-trained/ Training Programmes]
+
|'''[https://able-sg.org/return_to_work.html ABLE Return to Work Programme]'''
* Wide selection of courses to develop vocational skills
+
*Provides physical rehabilitation, vocational rehabilitation, social support, training, return-to-work coordination and employment support
 
|
 
|
 
|
 
|
 
|-
 
|-
|[https://www.able-sg.org/rehab.html ABLE Return-to-Work Programme]
+
|[https://www.autism.org.sg/core-services/e2c#tab_e2cProgramme '''ARC Employability & Employment Centre (E2C) Programme''']
* Provides physical rehabilitation, vocational rehabilitation, social support, training, return-to-work coordination and employment support.
+
*Autism-specific pre-assessment, assessment, employability training, job placement and job support
 
|
 
|
 
|
 
|
 
|-
 
|-
|[https://employment.sgenable.sg/jobseekers/hospital-to-work-programme/ Hospital-to-Work Programme]
+
|[https://www.spd.org.sg/employment-support-programme/ '''SPD Employment Support Programme (ESP)''']
* Provides persons with acquired disabilities with support and opportunities to overcome the challenges in gaining sustainable employment. 
+
*Vocational training and employment planning for persons with permanent disabilities 16 years and above
 
|
 
|
 
|
 
|
 
|-
 
|-
|[https://www.spd.org.sg/employment-support-programme/ SPD Employment Support Programme (ESP)]
+
|[https://employment.sgenable.sg/jobseekers/hospital-to-work-programme/ '''Hospital-to-Work Programme''']
* Vocational training and employment planning for persons with permanent disabilities 16 years and above
+
*Provides persons with acquired disabilities with support and opportunities to overcome the challenges in gaining sustainable employment. 
 
|
 
|
 
|
 
|
 
|-
 
|-
|[https://www.spd.org.sg/transition-to-employment/ SPD Transition To Employment Programme (TTE)]
+
|[https://www.spd.org.sg/transition-to-employment/ '''SPD Transition To Employment Programme (TTE)''']
* Aims to reintegrate people with acquired physical disabilities aged 18-60 back into the workforce
+
*Aims to reintegrate people with acquired physical disabilities aged 18-60 back into the workforce
 
|Job coaches face difficulties in providing psychosocial support for those with acquired disabilities. Some PWDs have difficulty accepting their disabilities and the job coaches are not trained to provide psychosocial support to address these issues.
 
|Job coaches face difficulties in providing psychosocial support for those with acquired disabilities. Some PWDs have difficulty accepting their disabilities and the job coaches are not trained to provide psychosocial support to address these issues.
 
|
 
|
 +
|}
 +
===PWDs secure jobs===
 +
 +
*[https://www.researchgate.net/publication/235313874_Disclosing_illness_and_disability_in_the_workplace Study by Kathy Charmaz on workplace disclosures, for reference] [This study is about disclosure of disabilities to employers, can also cite DPA's discrimination at work study]
 +
 +
{| class="wikitable"
 
|-
 
|-
|[https://www.autism.org.sg/core-services/e2c#tab_e2cProgramme Employability & Employment Centre (E2C) Programme]
+
| style="width: 33.3%;" |'''<big>Programmes</big>'''
* Autism-specific pre-assessment, assessment, employability training, job placement and job support
+
| style="width: 33.3%;" |'''<big>Gaps</big>'''
|An individual with autism received vocational assistance from ARC; he paid $494 (after subsidy) for the vocational assessment but was deemed unemployable. However, he managed to secure a job later through his & his family’s efforts with Dignity Kitchen.
+
| style="width: 33.3%;" |'''<big>Ideas</big>'''
* ARC has responded to this.
 
|
 
 
|-
 
|-
|[http://www.minds.org.sg/AdultSvcs.html#EDCprogramme MINDS Employment Development Centres (EDCs)]
+
|[https://employment.sgenable.sg/students/cv-clinic/ '''CV Clinics by Singapore Business Network on Disability''']
Provides vocational training for adults with intellectual disabilities aged 18 and above:
+
*Business professionals provide CV/resume and interview advice, graduates with disabilities share experiences from their career journeys
* [http://www.minds.org.sg/IEDC/index.html Idea Employment Development Centre]
 
* [http://www.minds.org.sg/SMEDC/ SIA-MINDS Employment Development Centre]
 
* [http://www.minds.org.sg/WEDC/ Woodlands Employment Development Centre]
 
* Minds regularly organises internships in industries as diverse as laundromats, supermarkets, hardware shops and car wash facilities in petrol stations for its clients starting from the age of about 16. By around age 19, some PWDs can be guided towards working in sheltered workshops that cater to them, doing work such as packing, retail, baking and making crafts. Others are placed in the general labour market, where they are mentored and supported by job coaches from Minds who ensure that they are not stressed in their new environment or check that they are able to take public transport to work.<ref>https://www.straitstimes.com/lifestyle/myth-of-the-disabled-worker</ref>
 
 
|
 
|
 
|
 
|
 
|-
 
|-
|[https://www.sgenable.sg/pages/content.aspx?path=/for-adults/sheltered-workshops/ Sheltered Workshops]
+
|'''[https://www.sgenable.sg/pages/content.aspx?path=/for-adults/sheltered-workshops/ Sheltered Workshops]'''
* Offers employment or vocational training to adults with disabilities who do not possess the competencies or skills for open employment, allowing them to practice in jobs or tasks where the processes are either simple or broken down into simpler steps.
+
*Offer employment and/or vocational training to adults with disabilities who do not possess the competencies or skills for open employment.
* 8 workshops as of 13 August 2018
+
*Currently 8 sheltered workshops run by APSN, Bizlink, CPAS, MINDS, SPD and Thye Hua Kwan at various centres
 
|
 
|
 
|
 
|
 +
|}
 +
===Fair Treatment & Career Development===
 +
Aware of fair employment practices, can seek recourse or have protections against discrimination and other unfair work practices
 +
 +
*Government favours promotional and educational approach; Laws may adversely affect businesses; Government wants to avoid market rigidity. Government’s view: kindness and compassion cannot be legislated. Nor can they be enforced. It follows, then, that moral suasion, raising public awareness and promoting civic consciousness are more realistic ways to bring about change.[[Disability/Employment/Theory of Change#cite note-1|[1]]]
 +
*Legislation is the way to change mindsets and attitudes because people are apathetic[[Disability/Employment/Theory of Change#cite note-2|[2]]]
 +
 +
{| class="wikitable"
 +
|-
 +
| style="width: 33.3%;" |'''<big>Programmes</big>'''
 +
| style="width: 33.3%;" |'''<big>Gaps</big>'''
 +
| style="width: 33.3%;" |'''<big>Ideas</big>'''
 
|-
 
|-
| colspan="3" |Gaps
+
|'''Good Practice Guidelines'''
# PWDs’ employability may be at risk in view of increasing automation and technological advancement. Can we equip them to work alongside technologies such as digital media, handheld tech, machines? Is there a group that needs support most? 
+
'''[https://www.msf.gov.sg/policies/International-Conventions/Documents/Singapore%20CRPD%20Report%20-%20final.pdf Guidelines by Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) for fair employment practices]'''
#* To consult/learn from Orana, Australia in this respect
+
 
# There is a lack of information on trends and relevance of industries that SPED schools usually train their students to enter. How are these industries projected to change? Will there be sufficient job opportunities available?
+
*Singapore adopts promotional and educational methods to prevent discrimination of PWDs at the workplace 
Questions
+
*Job seekers or employees who encounter discrimination due to their disability may approach TAFEP for assistance 
# To study European apprenticeship models to improve on vocational training and transition planning? Other countries?
+
|TAFEP Guidelines is not strictly binding; lack bite; no legal recourse [Need data/evidence on efficacy of TAFEP claims]
# Are vocational assessments of strengths, job preferences and skills accessible and effective?
+
 
# Is there available statistical data on the number of SPED students who have:
+
[Comment from an autistic man working in open employment:
#* Secured jobs (private / public sector) or 
+
 
#* Are enrolled in organisations for further job training (sheltered workshop) immediately after graduation? 
+
1) in today's employment landscape where more than 50% employers value soft skills over hard skills, autistics are at a disadvantage because that is one inherent weakness for us. Whereas physical disabilities doesn't interfere with social skills (though of course there are other challenges they face).
#* Is there data that informs us of how these numbers change over the years?
+
 
 +
2) It is less clear on what constitutes discrimination. E.g. if an employer doesn't hire a deaf person because the job requires answering phone calls (that is not discrimination) VS an employer doesn't hire a deaf person to do a desk-bound job that requires computer usage (that is discrimination, if the employer didn't assess him/her holistically and just wrote him/her off BECAUSE he/she is deaf).
 +
 
 +
However, for autistics, due to the nature of our challenges, and the fact that soft skills cannot be totally avoided in the workplace, the line is blur on what is discrimination and what is not]
 +
|Anti-discrimination laws and/or [https://en.wikipedia.org/wiki/Ombudsman ombudsman] body together with public education. [Existing legislation we can study, adapt and adopt from are the Americans with Disabilities Act, the United Kingdom’s Equality Act and Australia’s Disability Discrimination Act, which are regarded as being the gold standard.
 +
|-
 +
|'''Legislation'''
 +
[https://www.mom.gov.sg/employment-practices/employment-act Employment Act]
 +
|Employment Act - no legal recourse for offenders
 +
Most countries either have anti-discirmination legislation or quota-hiring; and some have both.
 +
|
 
|}
 
|}
 +
 +
====Guidelines on Fair Treatment====
 +
'''[https://www.msf.gov.sg/policies/International-Conventions/Documents/Singapore%20CRPD%20Report%20-%20final.pdf Guidelines by Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) for fair employment practices]'''
 +
 +
*Singapore adopts promotional and educational methods to prevent discrimination of PWDs at the workplace 
 +
*Job seekers or employees who encounter discrimination due to their disability may approach TAFEP for assistance 
 +
*
 +
 +
====Legislation====
 +
 +
*Singapore's [https://www.mom.gov.sg/employment-practices/employment-act Employment Act]
 +
 +
=====Special Issue: Discussion on Anti-Discrimination Legislation and Employment Quota=====
 +
 +
*[<u>To insert</u>: comparison table of different countries and their disability legislation & quota systems]
 +
*[<u>To Insert</u>: Draft policy brief of a tiered quota system for hiring]
 +
 +
==References==
 
<references />
 
<references />

Latest revision as of 02:03, 21 May 2022

To change anything in this page, feel free to contribute directly or to propose revisions and amendments in the Discussion page. Use [square brackets] for anecdotes, comments or to raise questions.

Alternatively, inset them into this Google Doc: Section 3 Employment

Overview

Summary

  • Singapore’s PWD employment rate is at among the lowest in developed societies.
  • [to insert]

Knowledge Gaps

  • There is currently no representative statistic for number of disabled people in Singapore → to watch 2020 population census (n = 150,000).
  • There is no knowledge of retention rates/duration of disabled people in their various jobs.

Actionable Opportunity Areas

  • [to insert]
  • [to insert]

Policy Advocacy Areas

  • [To insert: if there is sufficient consensus: tiered quota system of hiring; or more employment protections]
  • [to insert]

Key Statistics & Figures

Employment-related comparison across countries

https://docs.google.com/spreadsheets/d/109DdtJ-GKbGZTrk5nx2nucrdg6iVe6kT/edit?usp=sharing&ouid=111355174097427147097&rtpof=true&sd=true

Numbers of PWDs who can potentially enter workforce

  • Close to 176,000 disabled people are of working age.

Employment Rate of PWDs

  • The Government has noted that three in 10 PWDs aged 15 to 64 are in employment.
    • Breakdown of employment rates in the group:
      • 27.6 per cent for those aged 15 to 39
      • 37.8 per cent for those between 40 and 49
      • 26.1 per cent for those between 50 and 64
      • 5.9 per cent for those who are 65 and older.
  • 8,600 estimated to be employed in the public and private sector in 2017.[1]

Where are they hired? How much are they paid?

  • The sectors employing most of these people are community, social and personal services, food services, administrative and support services, and manufacturing. Together, they account for more than half of workers with disabilities.[2]
  • Most go into hospitality, F&B, wholesale and retail/admin support, with a median monthly income of $1,000 - $2,800.
  • SG Enable has placed more than 1,200 PWDs in jobs within the past three years, in the retail, F&B, IT and other sectors. 


Defining What Counts as 'Good' Work

A useful guideline in defining decent work across the global workforce is the research conducted in the 1980s by Swedish trade unionists, used by the Trades Union Congress (TUC). They identify the following principles as being essential for ‘good work’:

  • Job security
  • Fair share of production earnings
  • Co-determination in the company
  • A work organisation for cooperation
  • Professional know-how in all work
  • Training
  • Working hours based on social demands
  • Equality in the workplace
  • A working environment without risk to health and safety

https://www.tuc.org.uk/sites/default/files/extras/goodwork.pdf

Theory of Change

  • The TOC can be articulated this way: If employers are willing and able to hire, PWDs are work ready, and they are well-matched to one another, then PWDs will be able to secure jobs. But securing jobs is only the first step, and there should be fair treatment and career development for PWDs.
  • Put a different way, we can also say: In order for PWDs to secure jobs and have career development, there are 3 key strategic thrusts: 1) Employer engagement, 2) PWD training and 3) Job Matching.

[To Do: link the programmes listed in the diagram below to the specific segments in this page]

Programmes Areas of Needs / Desired Outcomes
-Information

-Awareness Dialogues

Employers understand PWD capabilities
-Guides

-Training on Accomodations

Employers know how to make workplace accommodations Employers are willing & able to hire
Government Subvention Employers find it financially feasible to hire
-Vocational Assessment & Advisory

-Job search & placement

Employers & PWDs are matched
Quota hiring PWDs secure jobs
Education

-Vocational Training

-Life & Soft Skills

Work transition support

PWDs are work ready & able to transit to new jobs
-Guidelines on fair treatment

-Employment protections [Anti-discrimination legislation?]

Fair treatment & career development

Areas of Needs / Desired Outcomes

Employers understand and value PWD capabilities

  • Desired Outcomes: [To insert]
  • Synopsis: [To insert]
  • Resources:
    • CNA podcast (10 May 2019) on whether Singapore uses Charity lens when supporting employment for people with disabilities 
    • [To insert]
Programmes Gaps Ideas
Information & Resources

SG Enable employer resources  

  • Resources that assist employers in understanding, communicating and working with PWDs. 
Employer’s misconceptions and false assumptions about the abilities of those with disabilities (only a handful of them are educated in SPED schools and do not have the necessary skills and credentials to obtain high-wage, high-skill jobs) [Need evidence]

Limited effectiveness because it is hard to change employers' attitudes[3]

Public education campaigns highlighting the strengths and abilities of those with disabilities and more career fairs for PWDs
Awareness Dialogues, Seminars & Networks Can there be more opportunities to dialogue with employers or partners such as WSG/MOM, such that the process may be more institutionalised/supported?

Information & Resources

Dialogues, Seminars & Networks

  • Singapore Business Network on Disability
    • Community of businesses in Singapore across various industries who work in collaboration to share (as appropriate) expertise, experience, networks and resources to help advance the equitable inclusion of persons with disabilities
    • Started in May 2015 with AIG, Barclays, Dairy Farm, Deutsche Bank, EY, KPMG, Singtel, Standard Chartered

Awareness Training

Employers know how to make workplace accommodations

  • Desired Outcomes: [To insert]
  • Synopsis: [To insert]
Programmes Gaps Ideas
Guides on Making Accommodations

SG Enable-hosted Employer Resources  

Companies and their HR remain non-diversity ready [need data/evidence]

[Anecdotal evidence by an in-service professional of more than 10 years - key comments that he always gets from employers:

1. "We don't know how to manage his/her behaviours or risk harm to himself/herself and others"

2. "Our staff is fearful and not very confident in working with them”

3. "What should we say or do when this or that situation happens"]

Community of Practice or Dialogues

Singapore Business Network on Disability

Accommodations Training

Disability education for employers and co-workers of PWDs

PWDs continue to face discrimination by colleagues in the workplace: see 2015 study by DPA & IPS done via participatory research [See if any of these can be 'Actionable Opportunity Areas', and if so insert above]
  • Speak to training attendees to assess efficacy of current training avenues. 
  • Focus on practical strategies to communicate with colleagues with disabilities, rather than generic education.
  • Encourage hiring managers to share their fears/stereotypes about hiring PWDs — this should be a standard part of companies’ disability education training, and official HR curricula in Singapore.
  • Make it mandatory for co-workers working together with the PWD, HR and management-level staff to attend disability education training.
  • Conduct research/collect data on disabled employees who were terminated or had to leave because employers did not accommodate their needs.
  • Consider a rotational buddy system for disabled employees, to reduce buddy fatigue and allow co-workers to understand their PWD colleague better
Employer Accreditation

Guides on Making Workplace Accommodations

  • [To insert]
  • [To insert]

Community of Practice for Inclusive Employers

  • [To insert]
  • [To insert]

Accommodations Training

  • [To insert]
  • [To insert]

Employer Accreditation

Employers find it financially feasible to hire

  • Desired Outcomes: [To insert]
  • Synopsis: [To insert]
Programmes Gaps Ideas
Enabling Employment Credit (EEC) - Announced but not yet in place
  • Will provide a wage offset of up to 20 per cent of the employee’s monthly income, capped at a maximum of S$400 a month and provided the disabled employee earns less than S$4,000 a month. This is said to cover "about 4 in 5 of current PwD employees."
  • In addition, employers hiring PwDs who have not been working for at least six months will receive an additional 10% wage offset, capped at $200 per month, for the first 6 months of employment.
  • Replaces the Special Employment Credit scheme, which subsidised 16% of eligible PWD employees' monthly income up to $240 per month, max 22% and up to $330 a month if the hired employee is a disabled + older worker 67 and above.
This EEC "carries the implication that disabled people are limited to taking up lower-paid jobs" when in reality" more disabled people are obtaining degrees and striving for professionals, managers and executive roles" - thus "some employers may only consider hiring a disabled person to fill a lower-paid position but not a higher-paid one". (by Jonathan Tiong) Abolish the $4,000 monthly salary cap
Special Employment Credit (SEC)
  • Extended to employers who hire PWDs in 2012
  • Subsidises 16% of eligible PWD employees' monthly income up to $240 per month, max 22% and up to $330 a month if the hired employee is a disabled + older worker 67 and above.
  • As of December 2015, 4,500 employers received subsidies from the Special Employment Credit scheme for hiring 5,700 disabled workers.[4]
  • From 2012 to December 2016, $59 million in SEC credit has been disbursed to employers of about 10,000 PWDs

WILL BE EXPIRING IN DEC'2020

Open Door Programme 
  • Employers of PWDs eligible for grants and employment support services such as the Job Redesign Grant, Training Grant and other Recruitment and Job Support Services
  • Since 2012, 140 companies have applied for ODP support. The average claim per company is $3000. 
  • (NEW & TBC) Course fee subsidies will be raised from 90 per cent to 95 per cent for eligible training courses curated by SG Enable, while training allowance for both unemployed and employed PWDs will go up to S$6 per hour. A training commitment award of $100 per completed eligible training course will also be introduced.
Takeup rate is low, and many employers don’t know about the ODP despite its attractiveness.
Workfare Training Support (WTS) Scheme
  • For Singaporean PWDs aged 13 and above and who don’t earn more than $2,000 a month, their employers can qualify for 95% course fee subsidy and absentee payroll funding when they sign employees up for any course approved for WTS-eligible courses
Accessing SkillsFuture training courses remain difficult for some. A blind individual with a Master’s degree in counselling called SG Enable asking for help to navigate available subsidies for training such as the WTS, but she was offered Sheltered Workshop training instead. [Need more data]

Employers & People with Disabilities are Matched

  • Desired Outcomes: PWDs understand their suitability for jobs and employers understand implications of hiring specific candidate
  • Synopsis: [To insert]

Vocational Assessment & Advisory

Programmes Gaps Ideas
BizLink Vocational Assessment Service
  • Provides assessment for a disabled individual to determine strengths and weaknesses pertaining to work capacity
  • Assist people with disabilities and/or special needs in exploring job opportunities and training
  • Offer assistance and counselling to PWDs and/or their families on issues relating to disabilities or work-related issues
ABLE Return to Work Programme
  • Provides physical rehabilitation, vocational rehabilitation, social support, training, return-to-work coordination and employment support
ARC Employability & Employment Centre (E2C) Programme
  • Autism-specific pre-assessment, assessment, employability training, job placement and job support
An individual with autism received vocational assistance from ARC; he paid $494 (after subsidy) for the vocational assessment but was deemed unemployable, yet managed to secure a job later at Dignity Kitchen.
  • Might hint at broader lack of job partnerships/opportunities in general
SG Enable — Job Advisory
  • Job-readiness assessment by specialists such as occupational therapists/psychologists/employment coaches.

Job Search & Placement

Job placement and job support services can be linked in to mainstream job agencies to access larger network of potential employers?

Government is looking to set up employment centres in residential neighbourhoods to train and offer jobs to PWDs - consider using HDB void decks or unwanted public buildings as training venues

Programmes Gaps Ideas
SG Enable - Job Advisory
  • Job-readiness assessment by specialists such as occupational therapists/psychologists/employment coaches.
SG Enable —  Disability Employment Jobs Portal
  • Job portal for PwDs to search for opportunities
Jobs listed on most job portals do not reflect if the hiring company is interested to employ PWDs. Career events are not always universally designed as well. Employers can reflect if they are keen to employ PWDs, at career events, on job portals and other avenues. 

Having a “ready-to-hire PWDs” mark would ease PWDs’ job search process.

ABLE Return to Work Programme
  • Provides physical rehabilitation, vocational rehabilitation, social support, training, return-to-work coordination and employment support
BizLink Vocational Assessment Service
  • Provides assessment for a disabled individual to determine strengths and weaknesses pertaining to work capacity
  • Assist people with disabilities and/or special needs in exploring job opportunities and training
  • Offer assistance and counselling to PWDs and/or their families on issues relating to disabilities or work-related issues
Singapore Association for the Deaf (SADeaf) - Employment Support
Singapore Association of the Visually Handicapped (SAVH) - Job Placement
SPD Employment Support Programme (ESP)
  • Vocational training and employment planning for persons with permanent disabilities 16 years and above
SPD Transition To Employment Programme (TTE)
  • Aims to reintegrate people with acquired physical disabilities aged 18-60 back into the workforce
ARC Employability & Employment Centre (E2C) Programme
  • Autism-specific pre-assessment, assessment, employability training, job placement and job support
MINDS Employment Development Centres (EDCs)

Provides vocational training for adults with intellectual disabilities aged 18 and above:

Public Service Career Placement (PSCP) Programme
  • Provides job matching services for persons with autism spectrum disorder, intellectual disability, physical impairment, hearing impairment and visual impairment who are interested to pursue a career in the public service sector.
  • After placement, job support services will be provided.

PWDs are work ready & able to transit to new jobs

  • Desired Outcomes: [to insert a definition of work readiness, for example a simple Google search on work readiness yields: "Employment readiness is defined as being able, with little or no outside help, to find, acquire, and keep an appropriate job as well as to be able to manage transitions to new jobs as needed. ... Job search, or having the skills to find work. Ongoing career management, or being able to manage future work life changes."]
  • Synopsis: PWDs with the requisite skills may not be able to apply it in work settings, or have adequate social and soft skills. [Knowledge gap: How many met with accidents or illness (acquired disabilities) and need transition back to work?

CV Clinics

  • [To insert]
  • [To insert]
Programmes Gaps Ideas
CV Clinics by Singapore Business Network on Disability
  • Business professionals provide CV/resume and interview advice, graduates with disabilities share experiences from their career journeys

Internships

  • [To insert]
  • [To insert]
Programmes Gaps Ideas
IHL Internship Programme 
  • Provides internship opportunities for IH students with ASD, ID, PI and SI

Work Transition Support

  • [To insert]
  • [To insert]
Programmes Gaps Ideas
School-to-Work Transition Programme (S2W)
  • Begins in the year of graduation and lasts for up to a year after
  • Students with the potential to work identified by SG Enable and schools and matched to job training 
  • 24 in 30 students who joined S2W found a job, with 20 remaining employed for at least 6 months[5]
  • EM3 has taken note of this: To scale up S2W programme so that more SPED school students can participate[6]
ABLE Return to Work Programme
  • Provides physical rehabilitation, vocational rehabilitation, social support, training, return-to-work coordination and employment support
ARC Employability & Employment Centre (E2C) Programme
  • Autism-specific pre-assessment, assessment, employability training, job placement and job support
SPD Employment Support Programme (ESP)
  • Vocational training and employment planning for persons with permanent disabilities 16 years and above
Hospital-to-Work Programme
  • Provides persons with acquired disabilities with support and opportunities to overcome the challenges in gaining sustainable employment. 
SPD Transition To Employment Programme (TTE)
  • Aims to reintegrate people with acquired physical disabilities aged 18-60 back into the workforce
Job coaches face difficulties in providing psychosocial support for those with acquired disabilities. Some PWDs have difficulty accepting their disabilities and the job coaches are not trained to provide psychosocial support to address these issues.

PWDs secure jobs

Programmes Gaps Ideas
CV Clinics by Singapore Business Network on Disability
  • Business professionals provide CV/resume and interview advice, graduates with disabilities share experiences from their career journeys
Sheltered Workshops
  • Offer employment and/or vocational training to adults with disabilities who do not possess the competencies or skills for open employment.
  • Currently 8 sheltered workshops run by APSN, Bizlink, CPAS, MINDS, SPD and Thye Hua Kwan at various centres

Fair Treatment & Career Development

Aware of fair employment practices, can seek recourse or have protections against discrimination and other unfair work practices

  • Government favours promotional and educational approach; Laws may adversely affect businesses; Government wants to avoid market rigidity. Government’s view: kindness and compassion cannot be legislated. Nor can they be enforced. It follows, then, that moral suasion, raising public awareness and promoting civic consciousness are more realistic ways to bring about change.[1]
  • Legislation is the way to change mindsets and attitudes because people are apathetic[2]
Programmes Gaps Ideas
Good Practice Guidelines

Guidelines by Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) for fair employment practices

  • Singapore adopts promotional and educational methods to prevent discrimination of PWDs at the workplace 
  • Job seekers or employees who encounter discrimination due to their disability may approach TAFEP for assistance 
TAFEP Guidelines is not strictly binding; lack bite; no legal recourse [Need data/evidence on efficacy of TAFEP claims]

[Comment from an autistic man working in open employment:

1) in today's employment landscape where more than 50% employers value soft skills over hard skills, autistics are at a disadvantage because that is one inherent weakness for us. Whereas physical disabilities doesn't interfere with social skills (though of course there are other challenges they face).

2) It is less clear on what constitutes discrimination. E.g. if an employer doesn't hire a deaf person because the job requires answering phone calls (that is not discrimination) VS an employer doesn't hire a deaf person to do a desk-bound job that requires computer usage (that is discrimination, if the employer didn't assess him/her holistically and just wrote him/her off BECAUSE he/she is deaf).

However, for autistics, due to the nature of our challenges, and the fact that soft skills cannot be totally avoided in the workplace, the line is blur on what is discrimination and what is not]

Anti-discrimination laws and/or ombudsman body together with public education. [Existing legislation we can study, adapt and adopt from are the Americans with Disabilities Act, the United Kingdom’s Equality Act and Australia’s Disability Discrimination Act, which are regarded as being the gold standard.
Legislation

Employment Act

Employment Act - no legal recourse for offenders

Most countries either have anti-discirmination legislation or quota-hiring; and some have both.

Guidelines on Fair Treatment

Guidelines by Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) for fair employment practices

  • Singapore adopts promotional and educational methods to prevent discrimination of PWDs at the workplace 
  • Job seekers or employees who encounter discrimination due to their disability may approach TAFEP for assistance 

Legislation

Special Issue: Discussion on Anti-Discrimination Legislation and Employment Quota
  • [To insert: comparison table of different countries and their disability legislation & quota systems]
  • [To Insert: Draft policy brief of a tiered quota system for hiring]

References