Difference between revisions of "Disability/Employment"
From Social Collaborative Singapore
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# <span style="background:#FFF8DC"> '''<big>Continuing Career Development</big>'''</span> | # <span style="background:#FFF8DC"> '''<big>Continuing Career Development</big>'''</span> | ||
| − | |||
{| class="wikitable" | {| class="wikitable" | ||
! <big>Short-Term Outcomes</big> !!!! <big>Mid-Term Outcomes</big> !!!!<big>Long-Term Outcomes</big> | ! <big>Short-Term Outcomes</big> !!!! <big>Mid-Term Outcomes</big> !!!!<big>Long-Term Outcomes</big> | ||
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!<big>Social Impact</big> | !<big>Social Impact</big> | ||
|- | |- | ||
| − | ! style="background: #CEE0F2" | + | ! style="background: #CEE0F2" |<big>Employers understand PWD capabilities</big> |
! style="background: #CEE0F2;" |<big>→</big> | ! style="background: #CEE0F2;" |<big>→</big> | ||
! rowspan="3" style="background: #CEE0F2;" |<big>Employers are willing to hire PWDs</big> | ! rowspan="3" style="background: #CEE0F2;" |<big>Employers are willing to hire PWDs</big> | ||
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! style="background: #E0F2CE;" |<big>→</big> | ! style="background: #E0F2CE;" |<big>→</big> | ||
|} | |} | ||
| + | <big>Click [[Disability/Employment/Theory of Change|'''here''']] to explore the Disability Employment Theory of Change.</big> | ||
{| class="wikitable" | {| class="wikitable" | ||
!<big>Key Statistics and Figures</big> | !<big>Key Statistics and Figures</big> | ||
Revision as of 06:13, 4 March 2020
Key Thrusts
- Engaging & Equipping Employers
- Job Matching & Placement
- Training & Work Readiness
- Continuing Career Development
| Short-Term Outcomes | Mid-Term Outcomes | Long-Term Outcomes | Social Impact | |||
|---|---|---|---|---|---|---|
| Employers understand PWD capabilities | → | Employers are willing to hire PWDs | → | Workplaces are inclusive | → | PWDs are able to secure, retain and progress in employment |
| Employers know how to accommodate PWDs' needs | → | |||||
| Employers find it financially feasible to hire PWDs | → | |||||
| PWDs fully understand their suitability for job options/career paths | → | PWDs' ability to compete in the job market is maximised | ||||
| PWDs know about available job opportunities | → | |||||
| PWDs acquire work skills | → | PWDs are work ready (having put work skills into practice in actual work settings) | → | |||
Click here to explore the Disability Employment Theory of Change.
| Key Statistics and Figures | Key Gaps | Knowledge Gaps |
|---|---|---|
| Five in 100 disabled people are estimated to be employed. | Singapore’s PWD employment rate is at among the lowest in developed societies. | There is currently no representative statistic for number of disabled people in Singapore → to watch 2020 population census (n = 150,000) |
| Persons with disabilities comprised about 0.55% of the resident labour force. Most go into hospitality, F&B, wholesale and retail/admin support, with a median monthly income of $1,000 - $2,800. | Low supply and diversity of job opportunities, and rigid employment models for PWDs. | There is no knowledge of retention rates/duration of disabled people in their various jobs. |
| Close to 176,000 disabled people are of working age. | Training opportunities do not improve employment outcomes and are not accessible across all disabilities. |