Difference between revisions of "Disability/Employment"
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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> | |
− | <big> | ||
− | + | 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=== | |
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− | <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> | + | *[<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> | *<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> | ||
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− | == | + | <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 | ||
+ | |||
+ | 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. | ||
+ | [<u>To Do</u>: link the programmes listed in the diagram below to the specific segments in this page] | ||
{| class="wikitable" | {| class="wikitable" | ||
+ | !Programmes | ||
! | ! | ||
− | ! | + | ! colspan="7" |Areas of Needs / Desired Outcomes |
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|- | |- | ||
+ | | -Information | ||
+ | -Awareness Dialogues | ||
+ | |→ | ||
|[http://wiki.socialcollab.sg/index.php/Disability/Employment#Employers_understand_PWD_capabilities Employers understand PWD capabilities] | |[http://wiki.socialcollab.sg/index.php/Disability/Employment#Employers_understand_PWD_capabilities Employers understand PWD capabilities] | ||
|↘ | |↘ | ||
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|- | |- | ||
+ | | -Guides | ||
+ | -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] | |[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 to hire | + | |Employers are willing & able to hire |
|↘ | |↘ | ||
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|- | |- | ||
+ | |Government Subvention | ||
+ | |→ | ||
|[http://wiki.socialcollab.sg/index.php/Disability/Employment#Employers_find_it_financially_feasible_to_hire Employers find it financially feasible to hire] | |[http://wiki.socialcollab.sg/index.php/Disability/Employment#Employers_find_it_financially_feasible_to_hire Employers find it financially feasible to hire] | ||
|↗ | |↗ | ||
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|- | |- | ||
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+ | | | ||
+ | | | ||
+ | |- | ||
+ | | -[[Disability/Employment#Vocational Assessment .26 Advisory|Vocational Assessment & Advisory]] | ||
+ | -[[Disability/Employment#Job Search .26 Placement|Job search & placement]] | ||
+ | | | ||
+ | | | ||
+ | | | ||
+ | |[http://wiki.socialcollab.sg/index.php/Disability/Employment#Employers_.26_People_with_Disabilities_are_Matched Employers & PWDs are matched] | ||
+ | |↘ | ||
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+ | |- | ||
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+ | |Quota hiring | ||
+ | | | ||
+ | | | ||
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− | | | + | | |
− | + | |[http://wiki.socialcollab.sg/index.php/Disability/Employment#PWDs_secure_jobs PWDs secure jobs] | |
− | |PWDs secure jobs | + | |↘ |
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|- | |- | ||
+ | |Education | ||
+ | -Vocational Training | ||
+ | |||
+ | -Life & Soft Skills | ||
+ | |||
+ | Work transition support | ||
+ | | | ||
| | | | ||
| | | | ||
− | |PWDs are work ready | + | |[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] |
|↗ | |↗ | ||
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+ | | | ||
+ | | | ||
+ | |- | ||
+ | | -[[Disability/Employment#Guidelines on Fair Treatment|Guidelines on fair treatment]] | ||
+ | -Employment protections [Anti-discrimination legislation?] | ||
+ | | | ||
+ | | | ||
+ | | | ||
+ | | | ||
+ | | | ||
+ | | | ||
+ | | | ||
+ | |[http://wiki.socialcollab.sg/index.php/Disability/Employment#Fair_Treatment_.26_Career_Development Fair treatment & career development] | ||
|} | |} | ||
− | == Areas of Needs == | + | ==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] | ||
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{| class="wikitable" | {| class="wikitable" | ||
|- | |- | ||
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| style="width: 33.3%;" |'''<big>Ideas</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 | ||
+ | |- | ||
+ | |'''<u>Awareness Dialogues, Seminars & Networks</u>''' | ||
*Inclusive Business Forum (IBF) | *Inclusive Business Forum (IBF) | ||
*Singapore Business Network on Disability | *Singapore Business Network on Disability | ||
+ | *[https://www.dpa.org.sg/about-us/what-we-do/ DPA Disability Awareness Talks] | ||
| | | | ||
|Can there be more opportunities to dialogue with employers or partners such as WSG/MOM, such that the process may be more institutionalised/supported? | |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==== | ||
+ | |||
+ | *[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.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://www.societystaples.com.sg/experience-services/ Society Staples training for employers] | ||
*[https://takeaction.spd.org.sg/disability-etiquette-talks/ SPD Disability Etiquette Talks] | *[https://takeaction.spd.org.sg/disability-etiquette-talks/ SPD Disability Etiquette Talks] | ||
*APSN Employer Education Workshops | *APSN Employer Education Workshops | ||
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− | === | + | ===Employers know how to make workplace accommodations=== |
− | '''[ | + | *'''Desired Outcomes''': [To insert] |
− | + | *'''Synopsis''': [To insert] | |
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{| class="wikitable" | {| class="wikitable" | ||
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| style="width: 33.3%;" |'''<big>Ideas</big>''' | | style="width: 33.3%;" |'''<big>Ideas</big>''' | ||
|- | |- | ||
− | |[https://employment.sgenable.sg/employers/get-resources/ '''SG Enable-hosted Employer Resources'''] | + | |'''<u>Guides on Making Accommodations</u>''' |
+ | [https://employment.sgenable.sg/employers/get-resources/ '''SG Enable-hosted Employer Resources'''] | ||
+ | |||
*Resources that assist employers in understanding, communicating and working with PWDs. | *Resources that assist employers in understanding, communicating and working with PWDs. | ||
*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] | *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] | ||
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− | |'''[https://www.sbnod.com/ Singapore Business Network on Disability]''' | + | |'''<u>Community of Practice or Dialogues</u>''' |
− | + | '''[https://www.sbnod.com/ Singapore Business Network on Disability]''' | |
− | |||
| | | | ||
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|- | |- | ||
− | |'''Disability education | + | | |
+ | '''<u>Accommodations Training</u>''' | ||
+ | |||
+ | '''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.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://www.societystaples.com.sg/experience-services/ Society Staples training for employers] | ||
*[https://takeaction.spd.org.sg/disability-etiquette-talks/ SPD Disability Etiquette Talks] | *[https://takeaction.spd.org.sg/disability-etiquette-talks/ SPD Disability Etiquette Talks] | ||
*APSN Employer Education Workshops | *APSN Employer Education Workshops | ||
− | |PWDs continue to face discrimination in the workplace: see 2015 study by [http://www.dpa.org.sg/wp-content/uploads/2015/08/Employment-merged.compressed.pdf DPA] | + | |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. | *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. | *Focus on practical strategies to communicate with colleagues with disabilities, rather than generic education. | ||
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*Conduct research/collect data on disabled employees who were terminated or had to leave because employers did not accommodate their needs. | *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 | *Consider a rotational buddy system for disabled employees, to reduce buddy fatigue and allow co-workers to understand their PWD colleague better | ||
+ | |- | ||
+ | |'''<u>Employer Accreditation</u>''' | ||
+ | *[https://enablingmark.sg/ Enabling Mark] by SGEnable | ||
+ | | | ||
+ | | | ||
|} | |} | ||
− | === Employers find it financially feasible to hire === | + | ====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" | ||
|- | |- | ||
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*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> | *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 | *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.channelnewsasia.com/news/singapore/budget-2020-wage-offset-scheme-enhanced-training-grant-firms-12494982 WILL BE EXPIRING IN DEC'2020]''' | ||
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|'''[https://employment.sgenable.sg/employers/open-door-programme/ Open Door Programme]''' | |'''[https://employment.sgenable.sg/employers/open-door-programme/ 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 | *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.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. | *'''([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. | |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]. | *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]. | ||
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|} | |} | ||
− | === Employers & People with Disabilities are Matched === | + | ===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==== |
− | + | {| class="wikitable" | |
+ | |- | ||
+ | | style="width: 33.3%;" |'''<big>Programmes</big>''' | ||
+ | | 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 | ||
+ | | | ||
+ | | | ||
+ | |- | ||
+ | |'''[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://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 | ||
+ | |[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. | ||
+ | |||
+ | *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. | ||
+ | | | ||
+ | | | ||
+ | |} | ||
+ | |||
+ | ====Job Search & Placement==== | ||
+ | Job placement and job support services can be linked in to mainstream job agencies to access larger network of potential employers? | ||
+ | |||
+ | '''[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 | ||
+ | {| 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/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://sadeaf.org.sg/service/cs/ Singapore Association for the Deaf (SADeaf) - Employment Support]''' | ||
+ | | | ||
+ | | | ||
+ | |- | ||
+ | |[https://savh.org.sg/employ-our-clients/ '''Singapore Association of the Visually Handicapped (SAVH)''' - '''Job Placement'''] | ||
+ | | | ||
+ | | | ||
+ | |- | ||
+ | |'''[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)]''' | ||
+ | *Aims to reintegrate people with acquired physical disabilities aged 18-60 back into the workforce | ||
+ | | | ||
+ | | | ||
+ | |- | ||
+ | |[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://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" | ||
+ | |- | ||
+ | | 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'''] | ||
+ | *Business professionals provide CV/resume and interview advice, graduates with disabilities share experiences from their career journeys | ||
+ | | | ||
+ | | | ||
+ | |} | ||
+ | ====Internships==== | ||
+ | |||
+ | *[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/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" | {| class="wikitable" | ||
Line 278: | Line 555: | ||
| style="width: 33.3%;" |'''<big>Ideas</big>''' | | style="width: 33.3%;" |'''<big>Ideas</big>''' | ||
|- | |- | ||
− | |'''[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]''' | + | |[https://employment.sgenable.sg/students/special-education-students '''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<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://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://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 | ||
+ | | | ||
+ | | | ||
+ | |- | ||
+ | |[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://employment.sgenable.sg/jobseekers/hospital-to-work-programme/ '''Hospital-to-Work Programme'''] | ||
+ | *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)'''] | ||
+ | *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=== | ||
+ | |||
+ | *[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" | ||
+ | |- | ||
+ | | 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'''] | ||
+ | *Business professionals provide CV/resume and interview advice, graduates with disabilities share experiences from their career journeys | ||
+ | | | ||
+ | | | ||
+ | |- | ||
+ | |'''[https://www.sgenable.sg/pages/content.aspx?path=/for-adults/sheltered-workshops/ 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.[[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>''' | ||
+ | |- | ||
+ | |'''Good Practice Guidelines''' | ||
+ | '''[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 | *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 | *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 [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. | ||
| | | | ||
− | |||
|} | |} | ||
− | == Discussion on Employment Quota == | + | |
+ | ====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
Contents
- 1 Overview
- 2 Key Statistics & Figures
- 3 Defining What Counts as 'Good' Work
- 4 Theory of Change
- 5 Areas of Needs / Desired Outcomes
- 5.1 Employers understand and value PWD capabilities
- 5.2 Employers know how to make workplace accommodations
- 5.3 Employers find it financially feasible to hire
- 5.4 Employers & People with Disabilities are Matched
- 5.5 PWDs are work ready & able to transit to new jobs
- 5.6 PWDs secure jobs
- 5.7 Fair Treatment & Career Development
- 6 References
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
Numbers of PWDs who can potentially enter workforce
- Close to 176,000 disabled people are of working age.
Employment Rate of PWDs
- According to The Straits Times, five in 100 disabled people are estimated to be employed.
- Persons with disabilities comprised about 0.55% of the resident labour force.
- 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.
- Breakdown of employment rates in the group:
- 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 | 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
|
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
- 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
- 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
- DPA Disability Awareness Talks
- Society Staples training for employers
- SPD Disability Etiquette Talks
- APSN Employer Education Workshops
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 | ||
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]
|
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
- Enabling Mark by SGEnable
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
|
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)
|
||
Open Door Programme
|
Takeup rate is low, and many employers don’t know about the ODP despite its attractiveness.
|
|
Workfare Training Support (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. [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
|
||
ABLE Return to Work Programme
|
||
ARC Employability & Employment Centre (E2C) Programme
|
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.
|
|
SG Enable — Job Advisory
|
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
|
||
SG Enable — Disability Employment Jobs Portal
|
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
|
||
BizLink Vocational Assessment Service
|
||
Singapore Association for the Deaf (SADeaf) - Employment Support | ||
Singapore Association of the Visually Handicapped (SAVH) - Job Placement | ||
SPD Employment Support Programme (ESP)
|
||
SPD Transition To Employment Programme (TTE)
|
||
ARC Employability & Employment Centre (E2C) Programme
|
||
MINDS Employment Development Centres (EDCs)
Provides vocational training for adults with intellectual disabilities aged 18 and above: |
||
Public Service Career Placement (PSCP) Programme
|
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
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Programmes | Gaps | Ideas |
CV Clinics by Singapore Business Network on Disability
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Internships
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Programmes | Gaps | Ideas |
IHL Internship Programme
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Work Transition Support
- [To insert]
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Programmes | Gaps | Ideas |
School-to-Work Transition Programme (S2W)
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ABLE Return to Work Programme
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ARC Employability & Employment Centre (E2C) Programme
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SPD Employment Support Programme (ESP)
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Hospital-to-Work Programme
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SPD Transition To Employment Programme (TTE)
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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
- 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]
Programmes | Gaps | Ideas |
CV Clinics by Singapore Business Network on Disability
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Sheltered Workshops
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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
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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 - no legal recourse for offenders
Most countries either have anti-discirmination legislation or quota-hiring; and some have both. |
Guidelines on Fair Treatment
- 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 Employment Act
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
- ↑ https://www.msf.gov.sg/media-room/Pages/Employment-rate-of-Persons-with-Disabilities.aspx
- ↑ https://www.straitstimes.com/politics/more-than-25-of-people-with-disabilities-are-employed
- ↑ http://www.straitstimes.com/singapore/health/people-with-disabilities-in-the-spotlight
- ↑ https://www.straitstimes.com/singapore/more-firms-in-singapore-hiring-people-with-disabilities
- ↑ http://www.straitstimes.com/singapore/education/scheme-to-help-students-with-special-needs-find-work
- ↑ https://www.msf.gov.sg/policies/Disabilities-and-Special-Needs/Documents/Enabling%20Masterplan%203%20(revised%2013%20Jan%202017).pdf